Happiness at Work: Studi Hubungan antara Employee Happiness dengan Employee Engagement di PT Permata Hijau Group

Abstract

Employee engagement is now increasingly considered as a popular psychological construct. Researches htte shown that employee engagemenl has a great role to employee performance and as a consequence this will also afiecr ih" company performance. On the other hand employee happiness is also becoming an inleresting topic in the workplace. Happiness becomes a real intrinsic motivation in human being. Happiness is the center of success, satisfaction, health and performance. This research is prirrcipally experimental, intended to determine the relationship between employee happiness and employee engagement. This experimentil research consists of three phases; (t) phase one, determining the relationship between employee happiness and employee engagemenl, in this phase correlafiin Pearson product moment analysis was used; (2) phase lwo, experiment in this research v)as a treatment/intervention by conducting training on happiness to a group having happiness score low lo the overage (one group pretest-posttest design), in this phase t-test paired sample was used; (j) phase three, research was continued to predict the impact of employee happiness on employee engagement after lhe treatment, in this phase prediction analysis linear regression was used. The first phase showed that there was a significant relationship between employee happiness and employee engagement (r : 0.694, I : O.IAZ p< 0.05). fhe contribution ol happiness to the employee engdgement (fr) is arouind 48.16% and il deserves be concluded that the relationship is causal-effect. The second phase a treatment/intervention that was a training on happiness has been conducted in two batches of total j6 participants. Result of the t-ist showed there were significant differences of employee happiness [t(j51 = -6.609,p<0.05 Mon: 172.75, Mp.", :188.081, while employee engagement after intervention [t(35) :-4.389,p<0.05 Mo,": 201.33, Mpo$:215.17] The h,eatment/intervention s i gnifi c ant ly i mp roved the emp I oye e e ngage me nt. In the third phase the re.searcher predict the impact of employee happiness on employee engagement. Employee happiness was as the prediclor and employee engagement was as the outcome. Result showed the constant was 27-025 arut the slope (tangent a) was 1.0. This shows evidence that increasing by one unit of employee happiness will result in one unit employee engagement. Implication of this research is really beneficial for the users, especially rhe companies which really concerned in improving employee happiness and employee engagemen4 since this will also result in improvement of company performance.

lmployee engagement kini telah menjadi konstrak psikologi yang populer. Penelitian telah membuktikan bahwa employee engagement sangat berpengaruh terhadap kinerja karyawan, dan akhimya juga akan mempengaruhi kinerja perusahaan. Disamping itu employee happiness jrilga mulai dikenal luas sebagai konstrak yang menarik dalam lingkungan ke1a. Happiness menjadi pusat dari keberhasilan, kepuasan, kesehatan dan kinerja. penelitian ini bersifat eksperimentaf bertujuan untuk menyelidiki hubungan anlata employee happiness dengan employee engagement. Penelitian eksperimen ini mencakup tigi tahap yaitu (1) tahap pertama, mengkaji apakah terdapat hubungan antaru employee happiness dengan employee engagement, pada tahap ini digunakan teknik anaiisis korelasi product moment Pearsonl (2) tahap kedua, eksperimen dalam penelitian ini adalah perlakuan dalam bentuk pelatihan happiness terhadap satu kelompok yang memiliki skor happiness rendah sampai sedang (one group pretest-posttest design), pada tahap ini digunakan analisis t-test paired sample; (3) tahap ketiga, penelitian dilanjutkan untuk mengkaji pengaruh employee happiness terhadip employee engagement setelah perlakuan. Pada tahap ini dilakukan analisis prediksi dengan regresi linear antara employee happiness dengan employee engagemenl. Penelitian tahap pertama membuktikan bahwa terdapat hubungan yang signifikan anlara employee happiness dengan employee engagement. (r = 0.694, I : O.qp p<0.05). Kontribusi happiness terhadap employee engagement (R2) adalah 48.2%, oleh karena itu dapat dikatakan bahwa hubungan kedua variabel tersebut kuat dan bersifat sebab akibat (kausal-efek). Penelitian tahap kedua yaitu intervensi dalam bentuk perlakuan pelatihan telah dilakukan dalam dua angkatan dengan jumlah peserta sebanyak 36 orang. Hasil dari analisis t-test menunjukkan perbedaan yang signifikan terhadap employee happiness [t(35) = -6.609, p<0.05; Mp,erest :172.7s, Mposttesr = lgg.0g] sedangkan employee engagement setelah intervensi [(35) : -4.389, p<0.05; M 0,"1",s = 201 .33, M po.n".r:215.17]. Intervensi telah meningkatk an employee engagement. Pada tahap ketiga penelitian mengkaji prediksi pengaruh employee happiness sebagai prediktor terhadap employee engagement sebagai outcome. Hasil analisis menunjukkan bahwa constant sebesar 27.025 dan slope (tangen o) sebesar 1.0. Hal ini mengindikasikan bahwa setiap kenaikan satu unit happiness akan mengakibatkan satu unit kenaikan tambahan pada employee engagement. Implikasi penelitian ini tentu sangat bermanfaat bagi para users tetutama perusahaan dalam meningkatkan employee happiness dan employee engagemen4 yang pada akhirnya akan meningkatkan company performance.