Pengaruh Kepuasan Kerja dan Keterikatan Kerja Terhadap Kinerja Karyawan
Abstract:
Purpose: This study seeks to determine the influence of job satisfaction and work engagement on PT Golden Sari Lampung employees' performance. In principle, every company always expects its employees to work optimally to increase profits and help accelerate the achievement of other organizational goals. Someone with a high work engagement will tend to show the best performance because they enjoy their work. Employees who have an attachment to their work will certainly show enthusiasm and dedication and fully concentrate on work so that employees can show their best performance in doing their job.
Research methodology: This study's data collection method used a Likert scale questionnaire. The sample used in this study was 150 respondents. The data analysis tool used is multiple linear regression analysis, t-test, and f-test.
Results: This study's results indicate that job satisfaction positively affects performance, and work engagement positively affects performance.
Limitations: The factors that affect employee performance used in this study are only the variables of job satisfaction and work engagement. At the same time, many other variables can be factors that affect the performance of employees of a company.
Contribution: The company should be open to every aspiration conveyed by employees and provide opportunities for them to express opinions in decision-making. It is done so that employees feel more influence over what happens to the company. In addition, the management of PT Golden Sari Lampung should foster a sense of kinship and emotion toward the company so that employees feel comfortable and full of concentration in every job.
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Adjoyasa, M. (2019). Pengaruh Kepuasan Kerja dan Komitmen Organisasi Terhadap Kinerja Karyawan pada Perum Bulog Divisi Regional Lampung. Universitas Lampung.
Aziz, A., & Yuningsih. (2019). Pengaruh Modal Psikologi dan Kepuasan Kerja terhadap Kinerja Karyawan Auto 2000 – PT Astra Internasional Tbk Toyota Kantor Cabang Raden Intan Bandar Lampung. Jurnal Bisnis Dan Manajemen (JBM), 15(1).
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476
Darmawan, D., & Mardikaningsih, R. (2021). Pengaruh Keterampilan Interpersonal, Pengalaman Kerja, Integritas dan Keterikatan Kerja terhadap Kinerja Penyuluh Pertanian. Ekonomi, Keuangan, Investasi Dan Syariah (EKUITAS), 3(2), 290–296. https://doi.org/10.47065/ekuitas.v3i2.1153
Ghozali, I. (2013). Aplikasi Analisis Multivariate dengan Program IBM SPSS 21 Update PLS Regresi. Badan Penerbit Universitas Diponegoro.
Hartatik. (2014). Mengembangkan SDM (I). Laksana.
Hasibuan, M. S. (2012). Manajemen SDM (Edisi Revi). Bumi Aksara.
Hirschfeld, R. R. (2000). Does revising the intrinsic and extrinsic subscales of the Minnesota satisfaction questionnaire short form make a difference? Educational and Psychological Measurement, 60(2), 255–270. https://doi.org/10.1177/00131640021970493
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal1, 33, 692–724.
Kharismawan, I., & Hayati, K. (2022). Pengaruh Kompensasi dan Kepercayaan terhadap Keterikatan Karyawan Pada Perusahaan E-Commerce di Bandarlampung. Jurnal Bisnis Dan Manajemen (JBM), 18(2), 100–116.
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Vet, H. C. W. de, & Beek, A. J. van der. (2014). Construct validity of the individual work performance questionnaire. Journal of Occupational and Environmental Medicine, 56(3), 331–337.
Mas’ud, F. (2004). Survai Diagnosis Organisasional. Universitas Diponegoro.
Rivai, V. (2005). Manajemen Sumber Daya Manusia Untuk Perusahaan Dari teori Ke Praktik. PT. Raja Grafindo Persada.
Robbins, S. P., & Judge. (2015). Organizational Behavior (16th ed.). Pearson Education Ltd.
Robbins, S. P., & Timothy A. Judge. (2016). Perilaku Organisasi (16th ed.). Salemba Empat.
Schaufeli, W. B. (2011). Work Engagement?: What do we know?? International OHP Workshop, December, 1–60.
Schaufeli, Wilmar B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Schermerhon. (2005). Management (8th ed.). John Wiley & Sons, Inc.
Sugiyono. (2016). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: PT. Alfabet.
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14(2), 121.
- Adjoyasa, M. (2019). Pengaruh Kepuasan Kerja dan Komitmen Organisasi Terhadap Kinerja Karyawan pada Perum Bulog Divisi Regional Lampung. Universitas Lampung.
- Aziz, A., & Yuningsih. (2019). Pengaruh Modal Psikologi dan Kepuasan Kerja terhadap Kinerja Karyawan Auto 2000 – PT Astra Internasional Tbk Toyota Kantor Cabang Raden Intan Bandar Lampung. Jurnal Bisnis Dan Manajemen (JBM), 15(1).
- Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476
- Darmawan, D., & Mardikaningsih, R. (2021). Pengaruh Keterampilan Interpersonal, Pengalaman Kerja, Integritas dan Keterikatan Kerja terhadap Kinerja Penyuluh Pertanian. Ekonomi, Keuangan, Investasi Dan Syariah (EKUITAS), 3(2), 290–296. https://doi.org/10.47065/ekuitas.v3i2.1153
- Ghozali, I. (2013). Aplikasi Analisis Multivariate dengan Program IBM SPSS 21 Update PLS Regresi. Badan Penerbit Universitas Diponegoro.
- Hartatik. (2014). Mengembangkan SDM (I). Laksana.
- Hasibuan, M. S. (2012). Manajemen SDM (Edisi Revi). Bumi Aksara.
- Hirschfeld, R. R. (2000). Does revising the intrinsic and extrinsic subscales of the Minnesota satisfaction questionnaire short form make a difference? Educational and Psychological Measurement, 60(2), 255–270. https://doi.org/10.1177/00131640021970493
- Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal1, 33, 692–724.
- Kharismawan, I., & Hayati, K. (2022). Pengaruh Kompensasi dan Kepercayaan terhadap Keterikatan Karyawan Pada Perusahaan E-Commerce di Bandarlampung. Jurnal Bisnis Dan Manajemen (JBM), 18(2), 100–116.
- Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Vet, H. C. W. de, & Beek, A. J. van der. (2014). Construct validity of the individual work performance questionnaire. Journal of Occupational and Environmental Medicine, 56(3), 331–337.
- Mas’ud, F. (2004). Survai Diagnosis Organisasional. Universitas Diponegoro.
- Rivai, V. (2005). Manajemen Sumber Daya Manusia Untuk Perusahaan Dari teori Ke Praktik. PT. Raja Grafindo Persada.
- Robbins, S. P., & Judge. (2015). Organizational Behavior (16th ed.). Pearson Education Ltd.
- Robbins, S. P., & Timothy A. Judge. (2016). Perilaku Organisasi (16th ed.). Salemba Empat.
- Schaufeli, W. B. (2011). Work Engagement?: What do we know?? International OHP Workshop, December, 1–60.
- Schaufeli, Wilmar B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
- Schermerhon. (2005). Management (8th ed.). John Wiley & Sons, Inc.
- Sugiyono. (2016). Metode Penelitian Kuantitatif, Kualitatif dan R&D. Bandung: PT. Alfabet.
- Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International Journal of Stress Management, 14(2), 121.
