Gambaran Keterikatan Kerja pada Dosen-Tetap Ditinjau dari Karakteristik Personal

Abstract

Dosen merupakan sumber daya manusia yang sangat penting bagi suatu perguruan tinggi.Dosen adalah pendidik profesional dan ilmuwan dengan tugas utama mentransformasikan, mengembangkan, dan menyebarluaskan ilmu pengetahuan, teknologi, dan seni melalui Tridharma Perguruan Tinggi (pendidikan, penelitian, dan pengabdian kepada masyarakat). Dosen-Tetap yang memiliki kinerja tinggi sangat dibutuhkan untuk menghasilkan lulusan yang berkualitas. Kinerja dosen yang tinggi dapat dicapai jika dosen memiliki keterikatan dengan pekerjaannya. Tujuan penelitian ini untuk mendapatkan gambaran keterikatan kerja pada dosen-tetap ditinjau dari karakteristik personal.Teori yang digunakan adalah teori keterikatan kerja. Keterikatan kerja diartikan sebagai motivasi dan pikiran positif yang berhubungan dengan pekerjaan yang dicirikan dengan aspek vigour, dedication, dan absorption (Schaufeli & Bakker, 2003). Metode yang digunakan dalam penelitian ini adalah metode kuantitatif. Partisipan penelitian adalah dosen-tetap yang berjumlah 602 orang. Data penelitian diperoleh melalui kuesioner keterikatan kerja.Analisis data menggunakan independent sample t-test dan one way anova. Hasil penelitian menunjukkan bahwa dosen-tetap memiliki keterikatan kerja yang tinggi (M = 4,21), dan memiliki skor yang tinggi pada semua dimensinya, vigor (M= 4,18), dedication (M= 4,28), dan absorption (M= 4,16). Selain itu diperoleh hasil, semakin meningkatnya usia dan masa kerja, maka keterikatan kerja semakin tinggi. Jika dikaitkan dengan tingkat pendidikan dan jabatan fungsional dosen, semakin tinggi tingkat pendidikan dan jabatan fungsional dosen,semakin tinggi keterikatan kerja. Namun, jika dianalisis berdasarkan jenis kelamin, tidak terdapat perbedaan keterikatan kerja antara dosen laki-laki dan perempuan.Kata kunci: keterikatan kerja, karakteristik personal, dosen tetap.

A Descriptive Study of Work Engagement Among Manufacturing Industry Employees Who Adopt Work From Office Working System at Pt. X

“…Generation X's average work engagement (M= 4.3922) is the highest category, which indicates a significant difference between generations. This is in line with the results of research conducted by Zamralita, which found a pattern of increasing work engagement as an employee ages (Zamralita, 2017). Research conducted by Zamralita regarding the description of work engagement on permanent lecturers shows that the higher the level of education and work position, the higher the lecturer's work engagement will be (Zamralita, 2017).…”

“…This is in line with the results of research conducted by Zamralita, which found a pattern of increasing work engagement as an employee ages (Zamralita, 2017). Research conducted by Zamralita regarding the description of work engagement on permanent lecturers shows that the higher the level of education and work position, the higher the lecturer's work engagement will be (Zamralita, 2017). These findings are different from the research on the description of work engagement at PT.…”

“…When compared with this study, there are differences in the characteristics of participants related to the type of work and domicile of the participants. Research conducted by Zamralita shows that the level of education and age factors significantly affect work engagement, in contrast to the study on active nurses in Spain (Allande-Cussó et al, 2021;Zamralita, 2017). A group researchers found that the age factor did not have a significant effect on work engagement (Allande-Cusso et al, 2021).…”

Readiness For Organizational Change: Workplace and Individual Factors At PT TBK (JV Company)

“…Work engagement in this study describes how employees have enthusiasm and energy in doing their work, feel happy and proud of the work done to feel dissolved and carried away into work. Work attachment has a very positive impact on individuals and organizations (Zamralita, 2017). However, the results of research on respondents at PT Tbk showed negative results where employees who engage with their work are not ready to face change.…”

Engagement Perception of Young Lecturers Managerial Level at Business School PHU

“…Previous studies on employee engagement using quantitative research approaches have been widely carried out, such as by Bakker (2010); Hughes and Rog (2008); Lamidi (2010); Nusatria and Suharnomo (2011); Polii (2015); Fadzlul and Semi (2018); Zamralita (2017). However, there has not been much research discussing millennial generation lecturers' engagement at a managerial level, especially in the qualitative approach.…”