Article Sidebar

Submitted
November 16, 2021
Accepted
November 16, 2021
Published
November 16, 2021
Download
PDF
Statistic
Read Counter : 267 Download : 133

Downloads

Download data is not yet available.

Main Article Content

Abstract

This study aims to determine the effect of job characteristics on employee engagement and psychological meaningfulness, as well as the effect of job characteristics on employee engagement mediated by psychological meaningfulness. This type of research is quantitative. The number of samples in this study were 180 respondents who were employees of PDAM Tirta Dharma Bengkulu. The results of this study explain that all hypotheses proposed in this study have a significant positive effect. The research findings explain that employee engagement is very high. These results explain that employee benefits can increase employee engagement with the company. Therefore, PDAM Tirta Dharma company needs to motivate and appreciate employee performance, as well as facilitate employees with a safe and comfortable environment to be able to further improve employee performance.

Keywords

Job characteristics Employee engagement Psychological meaningfulness

Article Details

License

Please find the rights and licenses in Managament Insight: Jurnal Ilmiah Manajemen.

1. License

The use of the article will be governed by the Creative Commons Attribution license as currently displayed on Creative Commons Attribution-ShareAlike 4.0 International License.

2. Author’s Warranties

The author warrants that the article is original, written by stated author(s), has not been published before, contains no unlawful statements, does not infringe the rights of others, is subject to copyright that is vested exclusively in the author and free of any third party rights, and that any necessary written permissions to quote from other sources have been obtained by the author(s).

3. User Rights

Managament Insight: Jurnal Ilmiah Manajemen spirit is to disseminate articles published are as free as possible. Under the Creative Commons license, Managament Insight permits users to copy, distribute, display, and perform the work for commercial purposes only. Users will also need to attribute authors and Managament Insight on distributing works in the journal.

4. Rights of Authors

Authors retain the following rights:

Copyright, and other proprietary rights relating to the article, such as patent rights, The right to use the substance of the article in future own works, including lectures and books, The right to reproduce the article for own purposes, The right to self-archive the article, the right to enter into separate, additional contractual arrangements for the non-exclusive distribution of the article's published version (e.g., post it to an institutional repository or publish it in a book), with an acknowledgement of its initial publication in this journal (Managament Insight: Jurnal Ilmiah Manajemen).

5. Co-Authorship

If the article was jointly prepared by other authors, the signatory of this form warrants that he/she has been authorized by all co-authors to sign this agreement on their behalf, and agrees to inform his/her co-authors of the terms of this agreement.

6. Termination

This agreement can be terminated by the author or Managament Insight: Jurnal Ilmiah Manajemen upon two months’ notice where the other party has materially breached this agreement and failed to remedy such breach within a month of being given the terminating party’s notice requesting such breach to be remedied. No breach or violation of this agreement will cause this agreement or any license granted in it to terminate automatically or affect the definition of Managament Insight: Jurnal Ilmiah Manajemen.

7. Royalties

This agreement entitles the author to no royalties or other fees. To such extent as legally permissible, the author waives his or her right to collect royalties relative to the article in respect of any use of the article by Managament Insight: Jurnal Ilmiah Manajemen or its sublicensee.

8. Miscellaneous

Managament Insight: Jurnal Ilmiah Manajemen will publish the article (or have it published) in the journal if the article’s editorial process is successfully completed and Managament Insight or its sublicensee has become obligated to have the article published. Managament Insight may confirm the article to a style of punctuation, spelling, capitalization, referencing and usage that it deems appropriate. The author acknowledges that the article may be published so that it will be publicly accessible and such access will be free of charge for the readers.

How to Cite
Rusadi, I., & Nasution, N. (2021). PSYCHOLOGICAL MEANINGFULNESS SEBAGAI MEDIASI PENGARUH JOB CHARACTERISTICS TERHADAP EMPLOYEE ENGAGEMENT. Managament Insight: Jurnal Ilmiah Manajemen, 16(2), 227–246. https://doi.org/10.33369/insight.16.2.%p
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Andrew, O.C., & Sofian, S. (2012). Individual factors and work outcomes of employee engagement. Procedia Social and Behavioral Sciences, 40, 498-508. http://dx.doi: 10.1016/j.sbspro.2012.03. 222. (diunduh tanggal 28 april 2021)
  2. Bakker, A. B., & Demerouti, E. (2007). The Job-Demands-Resources model: state of the art. Journal of Managerial Psychology Vol.22, No.3, pp. 309-328.
  3. Bakker, R. (2007). Modeling and understanding students’ off task behavior in intelligent tutoring systems. Journal Of Applied Psychology.
  4. Bakker, A.B. (2009). Building engagement in the workplace. Building Engagement, 8-23
  5. Bakker, A. B. & Leiter, M. P. (2010). Work engagement: A handbook of essential theory and research. New York: Psychology Press.
  6. Baumeister, R. F., & Vohs, K. D. (2002). The pursuit of meaningfulness in life. In C. R. Snyder & S. J. Lopez (Eds.), Handbook of positive psychology (p. 608–618). Oxford: University Press.
  7. Castellano, W.G. (2008). A new framework of employee engagement. New Jersey: The State University of New Jersey, RUTGERS.
  8. Chalofsky, N. (2003). Meaningful Work. Training and Development Journal, 57(12), 52-58. (Diunduh dari: http:// www.proquest.com.)
  9. Chalofsky, N., & Krishna, V. (2009). Meaningfulness, commitment, and engagement: The intersection of a deeper level of intrinsic motivation. Advances in Developing Human Resources, 11(2), 189-203. http://dx.doi: 10.1177/1523422309333147.
  10. Chaudhary, R., & Akhouri, A. (2019). CSR perceptions and employee creativity: examining serial mediation effects of meaningfulness and work engagement. Social Responsibility Journal, 15(1), 61–74. (https://doi.org/10.1108/SRJ-01-2018-0018)
  11. Fairlie, P. (2011). Meaningful work, employee engagement, and other key employee outcomes: Implications for human resource development. Advances in Developing Human Resources, 13(4), 508-525. (http://dx.doi: 10.1177/1523422311431679.)
  12. Gallup. (2006). Gallup study: engaged employees inspire company innovation: national survey finds that passionate workers are most likely to drive organisations forward. The Gallup Management Journal, (http://gmj.gallup.com/content/24880/Gallup?Study?Engaged?Employees?Inspire?Company.aspx)
  13. Gallup. (2013). State of the global workplace: employee engagement insight for business leaders wordwide. New Jersey: Gallup, Inc.
  14. Ghozali, I. (2005). Aplikasi Analisis Multivariate Dengan Program SPSS. Edisi Ketiga. Semarang: Badan Penerbit Universitas Diponegoro.
  15. Gibson, J. L., (2000). Organisasi, Perilaku, Struktur dan Proses. Edisi ke-5. Cetakan ke-3. Jakarta: Penerbit Erlangga.
  16. Greenberg dan Baron. (2000). Budaya dan Komitmen Organisasi. Terjemahan. Jakarta: Penerbit Erlangga
  17. Hackman, J. R, & Oldham, G. R. (1980) Desain ulang karya. Bacaan. MA: Addison-Wesley.
  18. Hair, J. Jr, Black, W., Babin, A. and Anderson, R. (2014), Multivariate Data Analysis: Pearson New International Edition, 7th ed., Pearson, Essex, NJ.
  19. Handoko, T. H. (2008). Manajemen Personalia dan Sumber Daya Manusia. Yogyakarta: Liberty
  20. Hussein, A. (2018). Test of Hackman and Oldham's Job Characteristics Model at General Media Sector. International Journal of Academic Research in Business and Social Sciences, Vol.8, No.1 352-371. Retrieved from (http://hrmars.com/hrmars_papers/Test_of_Hackman_and_Oldhams_Job_Characteristics_Model_at_General_Media_Sector.pdf. (diakses 12 April 2021)
  21. Jacobs, H. (2013). An Examination of Psychological Meaningfulness, Safety, and Availability as the Underlying Mechanism Linking Job Features and Personal Characteristics to Work Engagement. (Disertasi Doktoral). Florida: Florida International University. UMI Number: 3598079.
  22. Johns, G., Xie, J.L & Fang, Y. (1992). Mediating and Moderating Effects in Job Design. Journal of Management, 18, 657-76
  23. Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692-724. Diunduh dari: http://www.proquest.com.
  24. Kreitner, R & Kinicki, A. (2005). Perilaku Organisasi. Jakarta: Salemba Empat
  25. Kreitner, R., & Kinicki, A. (2007). “Organizational Behaviour”, Seventh Edition, Mc.Graw Hill International.
  26. Lawler, E.E. (1986). High Involvement Management. San Francisco: Jossey-Bass Publishers.
  27. Little, B., & Little, P. (2006). Employee engagement: conceptual issues. Journal of Organizational Culture, Communications and Conflict, 10, 111-118
  28. Malthis, R. L., Jackson, J. H. (2006). Human Recource (Manajemen Sumber Daya Manusia. Terjemahan Diana Angelia. Jakarta: Salemba Empat.
  29. Markos, S. & Sridevi, M.S. (2010). Employee engagement: the key to improving performance. International Journal of Business and Management, 5(12), 89-96. Diunduh dari: http:// www. ccsenet.org/ijbm.
  30. May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77, 11-37. Diunduh dari: http://www. proquest.com.
  31. Munandar, A. S. (2001). Psikologi industri dan organisasi. Tangerang: UI Press
  32. Nusatria, S. (2011). Employee Engagement: Anteseden dan Konsekuensi Studi pada Unit CS PT. Telkom Indonesia Semarang. Skripsi. Semarang : Universitas Diponegoro.
  33. Oldham, G. R., & Hackman, J. R. (2005). How Job Characteristic Theory Happened In K. Smith & M. Hith (Eds). Grid Minds in Management; The Process of Theory Development (hal. 151-170). New York: Oxford University Press
  34. Oldham, G.R., & Hackman, J.R. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organization Behavior, 31 (2-3), 463-479
  35. Oliver, A. L., & Rothmann, S. (2007). Antecedents Of Work Engagement In A Multinational Oil Company. Journal of Industrial Psychology, 33(3), 49-56. Diunduh dari: http://www.researchgate.net.
  36. Padmakumar, R., & Gantasala, V. P. (2011). The role of Employee Engagement in work-related outcomes Proceedings, pp. 1-6.
  37. Peral, S., & Geldenhuys, M. (2016). The Effects of Job Crafting on Subjective Well-Being amongst South African High School Teach¬ers. Sa Journal of Industrial Psychology, 42(1), 1-13.
  38. Robbins, S. P., & Judge, T. A. (2017). Organizational Behavior Edition 17. Amerika Serikat: Pearson Education Limited. Retrieved from (https://is.muni.cz/el/1456/podzim2017/BKH_PSEK/um/povinna_literatura/Robbins S. P. Judge T. A. 2017. Organization behaviour.pdf. diakses 1 April 2021)
  39. Robinson, I. (2006). Human resouce management in organization. London, England: CIPD
  40. Rothmann, S. (2010). Factor associated with employee engagement in South Africa. SA Journal of Industrial Psychology, 36(2), 1-12.
  41. Rothmann, S. (2013). Callings, work role fit, psychological meaningfulness and work engagement among teachers in Zambia. South African Journal of Education, 33(2), 1-16. Diunduh dari: http://www.researchgate.net.
  42. Rothmann, S., & Welsh, C. (2013). Employee engagement: The role of psychological conditions. Management Dynamics, 22(1), 14-25. Diunduh dari: http://www.researchgate.net.
  43. Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619. http://dx.doi: 10.1108/ 02683940610690169.
  44. Schaufeli, W. B., Salanova, M., Bakker, A. B., & Gonzalez-roma, V. (2002). The measurement of engagement and burnout: a two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92.
  45. Schaufeli, W., & Bakker, A. (2003). UWES (Utrecht Work Engagement Scale). Preliminary Manual. Occupational Health Psychology Unit. Utrecht University.
  46. Schaufeli, W. B., & Bakker, A. B. (2010). Defining and measuring work engagement: Bringing clarity to the concept. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp.10-24). New York: Psychology Press.
  47. Sejati, A. (2012). Pengaruh Job Characteristics Terhadap Employee Engagement Pada PT. Wijaya Karya Beton Head Office. Skripsi. Jakarta: Universitas Indonesia.
  48. Setyawati, S. M. (2019). Praktik sdm, job crafting dan work engagement terhadap kinerja karyawan. Skripsi.
  49. Simamora, H. (2006). Manajemen Sumber daya Manusia. Yogyakarta: Sekolah Tinggi Ilmu Ekonomi YKPN.
  50. Spreitzer, G. (1995). Psychological empowerment in the workplace: Dimensions, measurement, and validation. Academy of Management Journal, 38 (5): 1442–1465
  51. Steger, M. F. & Dik, B. J. (2009). If one is searching for meaning in life, does meaning in work help? Journal of Applied Psychology: Health and Well-Being, 1(1), 301-320.
  52. Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The work and Meaning Inventory (WAMI). Journal of Career Assessment, 00(0), 1-16. http://dx.doi: 10.1177/ 1069072711436160.
  53. Steger, M. F., Ovadia, H. L., Miller, M., Menger, L., & Rothmann, S. (2012). Engaging in work even when it is meaningless: Positive affective disposition and meaningful work interact in relation to work engagement. Journal of Career Assessment, 21(2), 348-361. http://dx.doi: 10.1177/ 106907271247 1517.
  54. Sugiyono. (2013). Metode Penelitian Kuantitatif Kualitatif dan R&D. Alfabeta, Jakarta.
  55. Sugiyono. (2015). Metode Penelitian Kombinasi (Mix Methods). Bandung: Alfabeta.
  56. Welly, P. A. (2015). “Psychological Meaningfulness At Work (Kebermaknaan Psikologis Di Tempat Kerja) Sebagai Mediator Antara Karakteristik Pekerjaan Dengan Keterikatan Kerja Pada Guru SD Negeri Di Yogyakarta”. Universitas Islam Negeri Sunan Kalijaga. Yogyakarta: Skripsi Psikologi.
  57. Wingerden, J. Van, S. J., Van der., & Poell, R. (2018). Meaningful Work and Work Engagement
  58. Wollard, K. K., & Shuck, B. (2011). Antecedents to employee engagement: A structured review of the literature. Advances in Developing Human Resources, 13(4), 429-446. http://dx. doi: 10.1177/1523422311431220.
  59. Zikmund, W. G. (1997). Business Research Methods (5th ed). Orlando: The Dryden Press