Millennials' domination of the workplace has resulted in increasing attention to the issue of engagement. Leaders need to enhance their understanding of leadership empowerment behavior as a means to increase employee engagement. Psychological empowerment encompasses a set of conditions necessary for intrinsic motivation and has been proposed as a mediator in the relationship between empowerment leadership and work engagement. This study explores the mediating role of psychological empowerment in relations between empowering leadership and the work engagement of millennial employees in Indonesia. A cross-sectional convenience survey design was used to collect data at a single time with an online and offline survey. Participants (n = 140) were Indonesian millennial employees from various organizations. The Empowering Leadership Questionnaire (ELQ), Measuring Empowerment Questionnaire (MEQ), and Work Engagement short version (UWES-9) were administered, and the mediation model Hayes and PROCESS Macro were used to investigate the hypothesis of the mediation role of psychological empowerment in relations between the variables. The results confirmed that psychological empowerment mediates the relationship between empowering leadership and work engagement. This research was conducted as an extension of previous research that further explores the role of psychological empowerment as a mediator in relations between empowering leadership and work engagement among millennial employees, particularly in Indonesia. This research has practical implications for how to engage millennial workers with empowering leadership styles, and it can inform the implementation of discussions and training programs promoting empowerment and developmental approaches in employment contexts.
This study aims to examine the effectiveness of “Functional Marketing: Marketing Social Skills 101” training in increasing marketing communication skills in General Insurance Company PT X. Research respondents were selected through purposive sampling technique aimed at 15 employees of the Marketing Department and the HR-Continuous Improvement Department of PT X. The quasi experimental used was the one-group pretest and posttest design. Analysis of the results used a non-parametric Wilcoxon Signed-Rank test with a significance value of .046 (p < 0.05). The result showed that there was a significant effect on increasing participants' understanding of marketing communication skills which included aspects of communication, active listening, and negotiation skills. In addition, participants also gave a positive evaluation about the entire implementation of the training program which includes aspects of training materials, training facilities, and training facilitators.
Kompetensi merupakan hal penting yang perlu dimiliki oleh mahasiswa sebagai strategi untuk unggul bersaing di dunia kerja. Hanya saja, hal ini masih menjadi tantangan karena kualitas lulusan yang dihasilkan oleh Perguruan Tinggi dirasa masih jauh tertinggal dari perkembangan industri yang begitu dinamis. Hal ini terlihat dari jumlah lulusan Perguruan Tinggi yang dinilai kurang memiliki kompetensi yang sesuai dengan kebutuhan industri sehingga masih terjadi skill mismatch. Oleh karena itu, tim pengabdian masyarakat dari Fakultas Psikologi Universitas Muhammadiyah Surakarta menyelenggarakan kegiatan pengabdian masyarakat yang dikemas dalam bentuk webinar Bincang Ringan Kompetensi dan Kesiapan Kerja dengan tema “Career Guidance: Strategi Meningkatkan Kompetensi Mahasiswa”. Kegiatan pengabdian ini diharapkan dapat bermanfaat terutama bagi mahasiswa sebagai salah satu bentuk bimbingan karir. Kegiatan ini bertujuan untuk meningkatkan pemahaman mahasiswa mengenai strategi dalam meningkatkan kompetensi sehingga mahasiswa dapat mempersiapkan diri dan mengasah keterampilan untuk menjadi lulusan yang kompeten. Target peserta pelatihan ini adalah mahasiswa umum di Indonesia. Peserta yang mengisi pretest dan posttest secara lengkap berjumlah 61 responden. Materi yang disampaikan berupa uraian mengenai urgensi peningkatan kompetensi mahasiswa, rencana karir, personal branding, strategi peningkatan kompetensi mahasiswa, program-program Kampus Merdeka, dan sertifikasi kompetensi. Efektivitas pelatihan diukur menggunakan evaluasi reaksi dan evaluasi pembelajaran (pretest dan posttest). Data dianalisis menggunakan SPSS Software versi 24 dengan teknik analisis uji-t. Hasil analisis menunjukkan bahwa ada perbedaan pemahaman mahasiswa yang signifikan sebelum dan sesudah mengikuti webinar p=0.000 (p < 0.05) sehingga dapat disimpulkan kegiatan pengabdian ini efektif meningkatkan pemahaman mahasiswa.
The pandemic situation and digital acceleration have altered ideas on the significance of competence. Various offline restrictions that occur can be utilized to maximize previously acquired competencies. Individuals are responsible for their competency development and must take the initiative to use it. However, this does not preclude the potential that this may occur in response to commands from superiors. This community service aims to provide education on how to maximize competency and the types of activities that may be conducted via the online platform Zoom. A total of 97 workers or employees from various fields participated in the activity. The effectiveness of the activity can be determined by evaluating the activity's participants. According to the evaluation results, 88.2% of the participants thought there was greater insight regarding relevant competencies. The following recommendation for education providers is to investigate offline implementation if situations permit overcoming the restrictions of resource-participant contact.
Penelitian ini bertujuan untuk memahami komitmen organisasi karyawan dalam perspektif etika kerja Islam. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei berbentuk self-administered questionnaire. Penelitian ini menggunakan skala komitmen organisasi yang merupakan modifikasi dari alat ukur Mellen Meyer (2004). Partisipan dalam penelitian ini sejumlah 44 orang karyawan yang bekerja di PT X. Data yang diperoleh dianalisis dengan teknik deskriptif dan analisis faktor menggunakan SPSS Statistics versi 24. Hasil penelitian menunjukkan bahwa komitmen organisasi karyawan tergolong tinggi sejumlah 25 orang (57%) dan rendah 19 orang (43%), komitmen afektif terdiri dari 73% tergolong tinggi dan 27% tergolong rendah. Demikian halnya dengan komitmen normatif mayoritas tergolong tinggi (64%) dan selebihnya tergolong rendah (36%). Pada dimensi komitmen kontinuitas, karyawan memiliki persentase yang seimbang baik pada katagori tinggi dan rendah. Dimensi komitmen organisasi yang paling dominan adalah dimensi komitmen normatif (34%), diikuti oleh komitmen afektif (14%), dan komitmen kontinuitas (11%). Implikasi hasil penelitian dalam perspektif etika kerja Islam akan didiskusikan lebih lanjut.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.