Hubungan Pemberdayaan, Kontrak Psikologis dan Iklim Inovatif terhadap Employee Engagement
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Oct 12, 2024
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Abstract
PeSumber daya manusia merupakan aset penting dalam mempertahankan keunggulan kompetitif di sektor industri yang penuh tantangan. Pengelolaan SDM yang efektif menjadi kunci utama keberhasilan, dengan SDM berkualitas mampu menciptakan nilai kompetitif melalui intelegensi, kreativitas, dan imajinasi. Pemberdayaan karyawan, termasuk aspek psikologis seperti makna, kompetensi, penentuan nasib sendiri, dan dampak pekerjaan, adalah strategi penting. Penelitian ini bertujuan menentukan hubungan pemberdayaan, kontrak psikologis, dan iklim inovatif terhadap employee engagement. Dengan metode purposive sampling, penelitian ini mengumpulkan data dari 103 responden menggunakan kuesioner. Pengujian menggunakan SPSS 25 menunjukkan bahwa penelitian ini menunjukkan variabel pemberdayaan dan kontrak psikologis berpengaruh positif dan signifikan terhadap employee engagement, sedangkan variabel iklim inovatif berpengaruh positif dan tidak signifikan terhadap employee engagement.
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This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
LPPM Politeknik Piksi Ganesha Indonesia
How to Cite
Hidayatullah, M. A., & Mansyur, A. (2024). Hubungan Pemberdayaan, Kontrak Psikologis dan Iklim Inovatif terhadap Employee Engagement. Jurnal E-Bis, 8(2), 601-618. https://doi.org/10.37339/e-bis.v8i2.1809
References
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Alsop, R., & Heinsohn, N. (2005). Measuring Empowerment in Practice: Structuring Analysis and Framing Indicators. World Bank Publications.
Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the Work Environment for Creativity. Academy of Management Journal, 39(5), 1154–1184.
Asaria, H., & Mansyur, A. (2024). The Role of Motivation on Employee Engagement. Costing: Journal of Economic, Business and Accounting, 7(3), 4174–4183.
Asri, D. H. (2020). Pengaruh Employee Empowerment terhadap Employee Performance dengan Employee Engagement sebagai Mediasi. Jurnal Rekaman, 4(2), 231–237.
Bakker, A. B. (2011). An Evidence-Based Model of Work Engagement. Current Directions in Psychological Science, 20(4), 265–269. https://doi.org/10.1177/0963721411414534
Bakker, A. B., & Demerouti, E. (2016). Job Demands-Resources Theory: Taking Stock and Looking Forward. Journal of Occupational Health Psychologiy, 22(3).
Bal, P. M., & Kooij, D. (2011). The Relations Between Work Centrality, Psychological Contracts, and Job Attitudes: The Influence of Age. European Journal of Work and Organizational Psychology, 20(4), 497–523.
Balwant, P. T., Mohammed, R., & Singh, R. (2020). Transformational Leadership and Employee Engagement in Trinidad ’ s Service Sector: The Role of Job Resources. International Journal of Emerging Markets, 15(4), 691–715.
Caitanya, N. A. P., & Mansyur, A. (2024). Hubungan Kepemimpinan Inklusif, Keterlibatan Karyawan, Efikasi Diri terhadap Perilaku Kerja Inovatif. Al-Kharaj: Jurnal Ekonomi, Kenangan Dan Bisnis Syariah, 6(5), 4628–4641.
Chughtai, A. A., & Buckley, F. (2013). Exploring the impact of trust on research scientists ’ work engagement: Evidence from Irish science research centres. Personnel Review, 42(4), 396–421. https://doi.org/10.1108/PR-06-2011-0097
Coyle-Shapiro, J., & Kessler, I. (2000). Consequences of the psychological contract for the employment relationship: A large scale survey. The Journal of Management Studies, 37(7), 904–930.
Forrester, R. (2000). Empowerment: Rejuvenating a potent idea. Academy of Management Executive, 14(3), 67–80.
Hair, J. F., Black, J., W. C., B., J., B., & Anderson, R. E. (2019). Multivariate Data Analysis. In Pearson New International Edition.
Hempel, P. S., Zhang, Z.-X., & Han, Y. (2012). Team Empowerment and the Organizational Context: Decentralization and the Contrasting Effects of Formalization. Journal of Management, 38(2), 475–501.
Iskandar, N., Kep, M., Yuhansyah, N., & Kep, M. (2018). Pengaruh Motivasi & Ketidakamanan kerja Terhadap Penilaian Kerja Yang Berdampak Kepada Kepuasan Kerja. Media Sahabat Cendekia.
Jose, G., & Mampilly, S. R. (2014). Psychological Empowerment as a Predictor of Employee Engagement: An Empirical Attestation. Global Business Review, 15(1), 93–104.
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692–724.
Khandekar, A., & Sharma, A. (2005). Managing human resource capabilities for sustainable competitive advantage: An empirical analysis from Indian global organisations. Education and Training, 47(8/9), 628–639.
Koyuncu, M., Burke, R. J., & Fiksenbaum, L. (2006). Work engagement among women managers and professionals in a Turkish bank: Potential antecedents and consequences. Equal Opportunities International, 25(4), 299–310.
Lukmansyah, J. F., & Turangan, J. A. (2021). Pengaruh Employee Empowerment dan Psychological Contract terhadap TurnOver Intention dengan Employee Engagement sebagai Variabel Mediasi pada PT BBI. Jurnal Manajerial Dan Kewirausahaan, 3(4), 1057–1065.
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
Menon, S. T. (2001). Employee Empowerment: An Integrative Psychological Approach. Applied Psychology: An International Review, 50(1), 153–180.
Natrajan, N. S., Sanjeev, R., & Singh, S. K. (2019). Achieving Job Performance From Empowerment Through The Mediation of Employee Engagement: An Empirical Study. Independent Journal of Management & Production, 10(3), 1094–1105.
Ndraha, T. (2012). Pengantar Teori Pengembangan Sumber Daya Manusia. Rineka Cipta.
Purnami, N. M. I., & Utama, I. W. M. (2019). Pengaruh Pemberdayaan, Motivasi dan Lingkungan Kerja terhadap Produktivitas Kerja Karyawan. E-Jurnal Manajemen, 8(9), 5611–5631.
Qomariah, N. (2020). Manajemen Sumber Daya Manusia: Teori, Aplikasi dan Studi Empiris. CV. Pustaka Abadi.
Remneland-Wikhamn, B., & Wikhamn, W. (2011). Open Innovation Climate Measure: The introduction of a validated scale. Creativity and Innovation Management, 20(4), 284–295.
Rivai, V. (2016). Manajemen sumber daya manusia untuk perusahaan. Raja Grafindo Persada.
Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation: a longitudinal study. Journal of Organizational Behavior, 21(5), 525–546.
Rousseau, D. M. (1990). New Hire Perceptions of Their Own and Their Employer ’ s Obligations: A Study of Psychological Contracts. Journal of Organizational Behavior, 11(5), 389–400.
Rousseau, D. M. (2000). Psychological contract inventory: Technical report. Carnegie Mellon University, British Library.
S, S., & M, S. M. (2020). Influence of empowerment, psychological contract and employee engagement on voluntary turnover intentions. International Journal of Productivity and Performance Management, 70(2), 325–349.
Sandhya, S., & Sulphey, M. M. (2019). An assessment of contribution of employee engagement, psychological contract and psychological empowerment towards turnover intentions of IT employees. International Journal of Environment, Workplace and Employment, 5(1), 22–31.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92.
Schaufeli, W. B., Taris, T. W., & Rhenen, W. van. (2008). Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well-being? Applied Psychology: An International Review, 57(2), 173–203.
Sendjaya, S., Sarros, J. C., & Santora, J. C. (2008). Defining and Measuring Servant Leadership Behaviour in Organizations. Journal of Management Studies, 45(2), 402–424.
Sharma, N., & Garg, P. (2017). Psychological Contract and Psychological Empowerment as Employee Engagement Drivers in Indian IT Sector. International Journal of Applied Business and Economic Research, 15(1), 279–287.
Sharma, N., & Singh, V. K. (2018). Psychological Empowerment and Employee Engagement: Testing the Mediating Effects of Constructive Deviance in Indian IT Sector. International Journal of Human Capital and Information Technology Professionals, 9(4), 44–46.
Shuck, B., Adelson, J. L., & Jr., T. G. R. (2017). The employee engagement scale: Initial evidence for construct validity and implications for theory and practice. Human Resource Management, 56(6), 953–977. https://doi.org/10.1002/hrm
Sofyanty, D. (2018). Pengaruh Kontrak Psikologis dan Psychological Well Being Terhadap Keterikatan Kerja. Widya Cipta, II(1), 96–102.
Sofyanty, D., & Setiawan, T. (2020). Pengaruh kontrak psikologis dan psychological well being terhadap kinerja karyawan: studi pada pt asia kapitalindo jakarta. Intelektiva: Jurnal Ekonomi, Sosial & Humaniora, 02(02), 25–34.
Spreitzer, G. M. (1995). Psychological Empowerment in The Workplace: Dimensions, Measurement, and Validation. Academy of Management Journal, 38(5), 1442–1465.
Spreitzer, G. M., Janasz, S. C. De, & Quinn, R. E. (1999). Empowered to lead: the role of psychological empowerment in leadership. Journal of Organizational Behavior, 20, 511–526.
Tiara, F., Sefnedi, & Puspa, D. F. (2023). Pengaruh Pemberdayaan Psikologis dan Praktek Sumber Daya Manusia terhadap Kepuasan Kerja: Keterlibatan Pegawai Sebagai Variabel Mediasi. Abstract of Undergraduate Research, Faculty of Economics, Bung Hatta University, 22(4).
Ugwu, F. O., Onyishi, I. E., & Rodriguez-Sanchez, A. M. (2014). Linking organizational trust with employee engagement: the role of psychological empowerment. Personnel Review, 43(3), 377–400. https://doi.org/10.1108/PR-11-2012-0198
Utaminingsih, A. (2014). Perilaku organisasi: Kajian teoritik & empirik terhadap budaya organisasi, gaya kepemimpinan, kepercayaan dan komitmen. Universitas Brawijaya Press.
Volery, T., & Tarabashkina, L. (2021). The impact of organisational support, employee creativity and work centrality on innovative work behaviour. Journal of Business Research, 129, 295–303.
VOS, A. DE, BUYENS, D., & SCHALK, R. (2003). Psychological contract development during organizational socialization: adaptation to reality and the role of reciprocity. Journal of Organizational Behavior: The International Journal of Industria, Occupational and Organizational Psychology and Behavior, 24(5), 537–559.
Wu, C.-M., & Chen, T.-J. (2018). Collective psychological capital: Linking shared leadership, organizational commitment, and creativity. International Journal of Hospitality Management, 74, 75–84.
Yaqub, R. M. S., Kousar, S., Mahmood, S., & Maqsood, A. (2022). Moderating role of Organizational Justice in Relationship of Innovative Climate, Psychological Capital, Positive Deviance, and Employees Engagement. Review of Educaton, Administration and Law (REAL), 5(3), 371–387.
Zulfikar, Amri, & Putra, T. R. I. (2020). The Effect of Perceived Organizational Support and Psychological Empowerment on Employee Engagement and Its Impact on The Satisfaction of Administrative Employee in General Hospital Rsudza. International Journal of Scientific and Management Research, 3(3), 71–83.
Albrecht, S. L., & Andreetta, M. (2011). The Influence of Empowering Leadership, Empowerment and Engagement on Affective Commitment and TurnOver Intentions in Community Health Service Workers: Test of a Model. Leadership in Health Services, 24(3), 228–237.
Alexandri, M. B., Kostini, N., & Maulina, E. (2018). Employee Empowerment, Psycological Contract, Employee Engagement di Universitas di Indonesia. Responsive, 1(2), 81–85.
Alsop, R., & Heinsohn, N. (2005). Measuring Empowerment in Practice: Structuring Analysis and Framing Indicators. World Bank Publications.
Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the Work Environment for Creativity. Academy of Management Journal, 39(5), 1154–1184.
Asaria, H., & Mansyur, A. (2024). The Role of Motivation on Employee Engagement. Costing: Journal of Economic, Business and Accounting, 7(3), 4174–4183.
Asri, D. H. (2020). Pengaruh Employee Empowerment terhadap Employee Performance dengan Employee Engagement sebagai Mediasi. Jurnal Rekaman, 4(2), 231–237.
Bakker, A. B. (2011). An Evidence-Based Model of Work Engagement. Current Directions in Psychological Science, 20(4), 265–269. https://doi.org/10.1177/0963721411414534
Bakker, A. B., & Demerouti, E. (2016). Job Demands-Resources Theory: Taking Stock and Looking Forward. Journal of Occupational Health Psychologiy, 22(3).
Bal, P. M., & Kooij, D. (2011). The Relations Between Work Centrality, Psychological Contracts, and Job Attitudes: The Influence of Age. European Journal of Work and Organizational Psychology, 20(4), 497–523.
Balwant, P. T., Mohammed, R., & Singh, R. (2020). Transformational Leadership and Employee Engagement in Trinidad ’ s Service Sector: The Role of Job Resources. International Journal of Emerging Markets, 15(4), 691–715.
Caitanya, N. A. P., & Mansyur, A. (2024). Hubungan Kepemimpinan Inklusif, Keterlibatan Karyawan, Efikasi Diri terhadap Perilaku Kerja Inovatif. Al-Kharaj: Jurnal Ekonomi, Kenangan Dan Bisnis Syariah, 6(5), 4628–4641.
Chughtai, A. A., & Buckley, F. (2013). Exploring the impact of trust on research scientists ’ work engagement: Evidence from Irish science research centres. Personnel Review, 42(4), 396–421. https://doi.org/10.1108/PR-06-2011-0097
Coyle-Shapiro, J., & Kessler, I. (2000). Consequences of the psychological contract for the employment relationship: A large scale survey. The Journal of Management Studies, 37(7), 904–930.
Forrester, R. (2000). Empowerment: Rejuvenating a potent idea. Academy of Management Executive, 14(3), 67–80.
Hair, J. F., Black, J., W. C., B., J., B., & Anderson, R. E. (2019). Multivariate Data Analysis. In Pearson New International Edition.
Hempel, P. S., Zhang, Z.-X., & Han, Y. (2012). Team Empowerment and the Organizational Context: Decentralization and the Contrasting Effects of Formalization. Journal of Management, 38(2), 475–501.
Iskandar, N., Kep, M., Yuhansyah, N., & Kep, M. (2018). Pengaruh Motivasi & Ketidakamanan kerja Terhadap Penilaian Kerja Yang Berdampak Kepada Kepuasan Kerja. Media Sahabat Cendekia.
Jose, G., & Mampilly, S. R. (2014). Psychological Empowerment as a Predictor of Employee Engagement: An Empirical Attestation. Global Business Review, 15(1), 93–104.
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692–724.
Khandekar, A., & Sharma, A. (2005). Managing human resource capabilities for sustainable competitive advantage: An empirical analysis from Indian global organisations. Education and Training, 47(8/9), 628–639.
Koyuncu, M., Burke, R. J., & Fiksenbaum, L. (2006). Work engagement among women managers and professionals in a Turkish bank: Potential antecedents and consequences. Equal Opportunities International, 25(4), 299–310.
Lukmansyah, J. F., & Turangan, J. A. (2021). Pengaruh Employee Empowerment dan Psychological Contract terhadap TurnOver Intention dengan Employee Engagement sebagai Variabel Mediasi pada PT BBI. Jurnal Manajerial Dan Kewirausahaan, 3(4), 1057–1065.
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
Menon, S. T. (2001). Employee Empowerment: An Integrative Psychological Approach. Applied Psychology: An International Review, 50(1), 153–180.
Natrajan, N. S., Sanjeev, R., & Singh, S. K. (2019). Achieving Job Performance From Empowerment Through The Mediation of Employee Engagement: An Empirical Study. Independent Journal of Management & Production, 10(3), 1094–1105.
Ndraha, T. (2012). Pengantar Teori Pengembangan Sumber Daya Manusia. Rineka Cipta.
Purnami, N. M. I., & Utama, I. W. M. (2019). Pengaruh Pemberdayaan, Motivasi dan Lingkungan Kerja terhadap Produktivitas Kerja Karyawan. E-Jurnal Manajemen, 8(9), 5611–5631.
Qomariah, N. (2020). Manajemen Sumber Daya Manusia: Teori, Aplikasi dan Studi Empiris. CV. Pustaka Abadi.
Remneland-Wikhamn, B., & Wikhamn, W. (2011). Open Innovation Climate Measure: The introduction of a validated scale. Creativity and Innovation Management, 20(4), 284–295.
Rivai, V. (2016). Manajemen sumber daya manusia untuk perusahaan. Raja Grafindo Persada.
Robinson, S. L., & Morrison, E. W. (2000). The development of psychological contract breach and violation: a longitudinal study. Journal of Organizational Behavior, 21(5), 525–546.
Rousseau, D. M. (1990). New Hire Perceptions of Their Own and Their Employer ’ s Obligations: A Study of Psychological Contracts. Journal of Organizational Behavior, 11(5), 389–400.
Rousseau, D. M. (2000). Psychological contract inventory: Technical report. Carnegie Mellon University, British Library.
S, S., & M, S. M. (2020). Influence of empowerment, psychological contract and employee engagement on voluntary turnover intentions. International Journal of Productivity and Performance Management, 70(2), 325–349.
Sandhya, S., & Sulphey, M. M. (2019). An assessment of contribution of employee engagement, psychological contract and psychological empowerment towards turnover intentions of IT employees. International Journal of Environment, Workplace and Employment, 5(1), 22–31.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92.
Schaufeli, W. B., Taris, T. W., & Rhenen, W. van. (2008). Workaholism, Burnout, and Work Engagement: Three of a Kind or Three Different Kinds of Employee Well-being? Applied Psychology: An International Review, 57(2), 173–203.
Sendjaya, S., Sarros, J. C., & Santora, J. C. (2008). Defining and Measuring Servant Leadership Behaviour in Organizations. Journal of Management Studies, 45(2), 402–424.
Sharma, N., & Garg, P. (2017). Psychological Contract and Psychological Empowerment as Employee Engagement Drivers in Indian IT Sector. International Journal of Applied Business and Economic Research, 15(1), 279–287.
Sharma, N., & Singh, V. K. (2018). Psychological Empowerment and Employee Engagement: Testing the Mediating Effects of Constructive Deviance in Indian IT Sector. International Journal of Human Capital and Information Technology Professionals, 9(4), 44–46.
Shuck, B., Adelson, J. L., & Jr., T. G. R. (2017). The employee engagement scale: Initial evidence for construct validity and implications for theory and practice. Human Resource Management, 56(6), 953–977. https://doi.org/10.1002/hrm
Sofyanty, D. (2018). Pengaruh Kontrak Psikologis dan Psychological Well Being Terhadap Keterikatan Kerja. Widya Cipta, II(1), 96–102.
Sofyanty, D., & Setiawan, T. (2020). Pengaruh kontrak psikologis dan psychological well being terhadap kinerja karyawan: studi pada pt asia kapitalindo jakarta. Intelektiva: Jurnal Ekonomi, Sosial & Humaniora, 02(02), 25–34.
Spreitzer, G. M. (1995). Psychological Empowerment in The Workplace: Dimensions, Measurement, and Validation. Academy of Management Journal, 38(5), 1442–1465.
Spreitzer, G. M., Janasz, S. C. De, & Quinn, R. E. (1999). Empowered to lead: the role of psychological empowerment in leadership. Journal of Organizational Behavior, 20, 511–526.
Tiara, F., Sefnedi, & Puspa, D. F. (2023). Pengaruh Pemberdayaan Psikologis dan Praktek Sumber Daya Manusia terhadap Kepuasan Kerja: Keterlibatan Pegawai Sebagai Variabel Mediasi. Abstract of Undergraduate Research, Faculty of Economics, Bung Hatta University, 22(4).
Ugwu, F. O., Onyishi, I. E., & Rodriguez-Sanchez, A. M. (2014). Linking organizational trust with employee engagement: the role of psychological empowerment. Personnel Review, 43(3), 377–400. https://doi.org/10.1108/PR-11-2012-0198
Utaminingsih, A. (2014). Perilaku organisasi: Kajian teoritik & empirik terhadap budaya organisasi, gaya kepemimpinan, kepercayaan dan komitmen. Universitas Brawijaya Press.
Volery, T., & Tarabashkina, L. (2021). The impact of organisational support, employee creativity and work centrality on innovative work behaviour. Journal of Business Research, 129, 295–303.
VOS, A. DE, BUYENS, D., & SCHALK, R. (2003). Psychological contract development during organizational socialization: adaptation to reality and the role of reciprocity. Journal of Organizational Behavior: The International Journal of Industria, Occupational and Organizational Psychology and Behavior, 24(5), 537–559.
Wu, C.-M., & Chen, T.-J. (2018). Collective psychological capital: Linking shared leadership, organizational commitment, and creativity. International Journal of Hospitality Management, 74, 75–84.
Yaqub, R. M. S., Kousar, S., Mahmood, S., & Maqsood, A. (2022). Moderating role of Organizational Justice in Relationship of Innovative Climate, Psychological Capital, Positive Deviance, and Employees Engagement. Review of Educaton, Administration and Law (REAL), 5(3), 371–387.
Zulfikar, Amri, & Putra, T. R. I. (2020). The Effect of Perceived Organizational Support and Psychological Empowerment on Employee Engagement and Its Impact on The Satisfaction of Administrative Employee in General Hospital Rsudza. International Journal of Scientific and Management Research, 3(3), 71–83.