Pengaruh Dimensi-Dimensi Job Demands dan Dimensi-Dimensi Job Resources Terhadap Employee Engagement di Lonsum Kantor Cabang Medan

Abstract

Acquisition, as a type of planned change, is normally targeted at several levels, that is functional resources, technological capabilities, organizational capabilities and human resources. An organization performance which is not accompanied by development of its human resources will not last. In order to be successful at implementing change, employee engagement is the main key. One of the conceptual model that can explain about employee engagement is the Job Demands-Resources Model (Demerouti, 2001). This study is focusing on three job demand dimensions, that are work overload, emotional load, and cognitive. Meanwhile the job resources dimensions are role clarity, supervisory support, coworker support, and opportunities to learn. The purpose of this study is to know the effect of job demand dimensions and job resources dimensions on employee engagement at Lonsum Medan Branch Office. The study involved 70 employees of Lonsum from staff level (grade 1-4) and MRP level (grade A-G). Moreover, the tools for measurement are the employee engagement scale, the job demand dimensions scale, the job resources scale. The result of this study shows that Lonsum Medan Branch Office employees are quite engaged. Unfortunately, there are some employees whose engagement are easily. The employee engagement is affected by cognitive load, emotional load, role clarity, and opportunities to learn. High cognitive load with average opportunities to learn become the focus of intervention to increase employee engagement at Lonsum Medan Branch Office.

Akuisisi sebagai sebuah perubahan terencana memiliki target perubahan pada sumber daya fungsional, kapabilitas teknologi, kapabilitas organisasi, dan sumber daya manusia yang saling berhubungan. Kinerja organisasi yang tidak disertai perkembangan sumber daya manusia tidak akan mampu bertahan lama. Agar perusahaan sukses mengimplementasikan perubahan, karyawan yang memiliki employee engagement tinggi adalah kuncinya. Salah satu model konseptual yang dapat menjelaskan employee engagement adalah model Job Demands-Resources (Demerouti, 2001). Adapun dimensi-dimensi job demands yang diteliti antara lain beban kerja berlebih (work overload), beban emosional (emotional load), dan beban kognitif (cognitive load). Sedangkan dimensi-dimensi job resources yang diteliti antara lain kejelasan peran (role clarity), dukungan atasan (supervisory support), dukungan rekan kerja (coworker support), dan kesempatan untuk belajar (opportunities to learn). Penelitian ini bertujuan mengetahui bagaimana pengaruh dimensi-dimensi job demands dan dimensi-dimensi job resources terhadap employee engagement di Lonsum kantor cabang Medan. Penelitian dilakukan dengan pada 70 orang karyawan Lonsum level staff (grade 1-4) dan level MRP (grade A-G). Alat ukur yang digunakan adalah skala employee engagement, skala job demands, dan skala job resources. Hasil penelitian menunjukkan bahwa karyawan Lonsum kantor cabang Medan masih tergolong cukup engaged. Namun masih ada karyawan yang engagement-nya mudah goyah. Employee engagement di Lonsum kantor cabang Medan tersebut dipengaruhi oleh beban kognitif, beban emosional, kejelasan peran, dan kesempatan belajar. Beban kognitif yang tinggi dan kesempatan belajar yang kurang memadai menjadi perhatian untuk rancangan intervensi agar bisa mempertahankan sekaligus meningkatkan employee engagement di Lonsum kantor cabang Medan.