Pengaruh Dimensi-Dimensi Job Demands Dan Dimensi-Dimensi Job Resources

Terhadap Employee Engagement di Lonsum Kantor Cabang Medan

Ivi Vanessa, Gustiarti Leila, dan Siti Zahreni

ABSTRAK

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.

Kata kunci: employee engagement, job demands, job resources, beban kerja berlebih,
beban emosional, beban kognitif, kejelasan peran, dukungan atasan, dukungan rekan
kerja, kesempatan belajar.

Universita Sumatera Utara

 The Effect of Job Demands Dimension and Job Resources Dimension On Employee
Engagement At London Sumatra Medan Branch Office

Ivi Vanessa, Gustiarti Leila, and Siti Zahreni

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.

Keywords: employee engagement, job demands, job resources, work overload,

emotional load, cognitive load, role clarity, supervisory support, coworker support

Universita Sumatera Utara