scholarly journals HUBUNGAN ANTARA JOB DEMANDS DENGAN WORK ENGAGEMENT: PERANAN FLEXIBLE LEADERSHIP SEBAGAI MODERATOR

2020 ◽  
Vol 4 (1) ◽  
pp. 175
Author(s):  
Felycia Klaviera Mulyana ◽  
P. Tommy Y.S. Suyasa ◽  
Raja Oloan Tumanggor
Keyword(s):  
Work Engagement ◽  
Group Performance ◽  
Leadership Behavior ◽  
Job Demands ◽  
Strong Relationship ◽  
Online Questionnaire ◽  
Work Overload ◽  
Utrecht Work Engagement Scale ◽  
Job Demand ◽  
Engagement Scale

This study aims to examine the role of flexible leadership as a moderator of job demand variables in predicting work engagement for employees at PT X Kab. Bogor. Job demands are referring to physical, psychological, social, or organizational aspects of a job that require continuous physical or psychological effort or ability and therefore are associated with certain physical and / or psychological costs. Work engagement is a positive, satisfying, motivational state of work-related welfare. Flexible leadership is the ability of a leader to adapt leadership styles and methods in responding to different or changing contextual demands by facilitating group performance. This research was carried out in medical representative participants by filling out an online questionnaire from google form (N = 46) with a measurement of job demands from Rothmann with the name JD-R Scale, a measure of work engagement from Bakker using the Utrecht Work Engagement Scale (UWES), and measuring instrument from Kaiser with the name flexible leadership Leadership Versatility Index (LVI). The results of modeling the relationship using SPSS Version 25 show that job demands (work overload) have a strong relationship with work engagement when moderated by high flexible leadership. This finding shows that the function of flexible leadership behavior functions as a moderator at the medical representative at PT. X Regional Bogor. Penelitian ini bertujuan untuk menguji peranan flexible leadership sebagai moderator dari variabel job demand dalam memprediksi work engagement pada karyawan di PT X Kab, Bogor. Job demands merujuk pada aspek-aspek fisik, psikologis, sosial, atau organisasi dari suatu pekerjaan yang membutuhkan usaha atau kemampuan secara fisik dan atau psikologis yang terus menerus dan oleh karena itu diasosiasikan dengan biaya fisik dan atau psikologis tertentu. Work engagement adalah keadaan yang positif, memuaskan, motivasi-motivasi dari kesejahteraan terkait pekerjaan. Flexible leadership ialah kemampuan seorang pemimpin dalam menyesuaikan gaya kepemimpinan dan metode dalam menanggapi tuntutan kontekstual yang berbeda atau berubah-ubah dengan cara memfasilitasi kinerja kelompok. Penelitian ini dilakukan pada partisipan medical representative dengan cara mengisi kuesioner online dari google form (N=46) dengan alat ukur job demands dari Rothmann dengan nama JD-R Scale, alat ukur work engagement dari Bakker menggunakan Utrecht Work Engagement Scale (UWES), dan alat ukur flexible leadership dari Kaiser dengan nama Leadership Versatility Index (LVI). Hasil pemodelan hubungan tersebut menggunakan SPSS Versi 25 menunjukkan bahwa job demands (work overload) memiliki hubungan kuat dengan work engagement ketika flexible leadership yang tinggi. Temuan ini menunjukkan bahwa fungsi perilaku flexible leadership berfungsi sebagai moderator pada medical representative di PT. X Kab. Bogor.

scholarly journals Peran Conscientiousness sebagai Moderator dari Hubungan Job Resources dan Work Engagement Karyawan Information Technology (IT) pada PT. X

2017 ◽  
Vol 1 (1) ◽  
pp. 296
Author(s):  
Winoto Sugiarto ◽  
P. Tommy Y. S. Suyasa ◽  
Daniel Lie
Keyword(s):  
Social Support ◽  
Information Technology ◽  
Work Engagement ◽  
Job Demands ◽  
Job Resources ◽  
Probability Sampling ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale

Penelitian ini bertujuan untuk melihat peran dari conscientiousness sebagai moderator hubungan antara job resources dan work engagement yang ada pada PT. X khususnya pada unit kerja Information Technology (IT). Karyawan IT yang bekerja menunjukkan work engagement yang rendah, indikatornya adalah semangat, dedikasi dan kekhusyukan yang rendah terhadap pekerjaan. Partisipan diambil dari 72 karyawan IT yang terdiri dari developer dan support di PT. X. Teknik sampling menggunakan probability sampling. Pengambilan data dilakukan dengan cara menyebarkan kuesioner Utrecht Work Engagement Scale (UWES), Job-Demands Resources Questionnaire, dan NEO PI. Hasil penelitian menunjukkan bahwa job resources berelasi positif terhadap work engagement. Relasi positif antara job resources dan work engagement tidak berbeda antara partisipan yang memiliki conscientiousness tinggi dan partisipan yang memiliki conscientiousness rendah pada dimensi coaching dan opportunity for development. Namun peran conscientiousness sebagai moderator hubungan antara job resources dan work engagement terlihat pada dimensi feedback, social support dan autonomy. Keywords: work engagement, job resources, conscientiousness, moderator, karyawan IT

scholarly journals An exploration of the prevalence and predictors of work-related well-being among psychosocial oncology professionals: An application of the job demands–resources model

2015 ◽  
Vol 14 (1) ◽  
pp. 33-41 ◽  
Author(s):  
Adrienne Turnell ◽  
Victoria Rasmussen ◽  
Phyllis Butow ◽  
Ilona Juraskova ◽  
Laura Kirsten ◽  
...  
Keyword(s):  
Work Engagement ◽  
Job Demands ◽  
Well Being ◽  
Psychosocial Oncology ◽  
Job Resources ◽  
Online Questionnaire ◽  
Work Related ◽  
Utrecht Work Engagement Scale ◽  
High Work ◽  
Job Demands And Resources

ABSTRACTObjective:Burnout is reportedly high among oncology healthcare workers. Psychosocial oncologists may be particularly vulnerable to burnout. However, their work engagement may also be high, counteracting stress in the workplace. This study aimed to document the prevalence of both burnout and work engagement, and the predictors of both, utilizing the job demands–resources (JD–R) model, within a sample of psychosocial oncologists.Method:Psychosocial-oncologist (N = 417) clinicians, recruited through 10 international and national psychosocial-oncology societies, completed an online questionnaire. Measures included demographic and work characteristics, burnout (the MBI–HSS Emotional Exhaustion (EE) and Depersonalization (DP) subscales), the Utrecht Work Engagement Scale, and measures of job demands and resources.Results:High EE and DP was reported by 20.2 and 6.6% of participants, respectively, while 95.3% reported average to high work engagement. Lower levels of job resources and higher levels of job demands predicted greater burnout, as predicted by the JD–R model, but the predicted interaction between these characteristics and burnout was not significant. Higher levels of job resources predicted higher levels of work engagement.Significance of results:Burnout was surprisingly low and work engagement high in this sample. Nonetheless, one in five psychosocial oncologists have high EE. Our results suggest that both the positive (resources) and negative (demands) aspects of this work environment have an on impact burnout and engagement, offering opportunities for intervention. Theories such as the JD–R model can be useful in guiding research in this area.

Arbeitsengagement zur Messung von positiver beruflicher Beanspruchung im Lehrberuf – eine berufsübergreifende Validierung

2020 ◽  
pp. 1-16
Author(s):  
Anita Sandmeier ◽  
Debbie Mandel
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Deutschsprachige Version ◽  
Engagement Scale

Zusammenfassung. Die Forschung zu Beanspruchung im Lehrberuf ist nach wie vor stark auf negative Auswirkungen wie Stress, Erschöpfung und Burnout fokussiert. Um ein vollständiges Bild zu erhalten, müssen auch die positiven Aspekte von Beanspruchung analysiert werden. Dafür bietet sich ein Konstrukt an, das sich in der internationalen arbeits- und organisationspsychologischen Forschung in den vergangenen Jahren durchgesetzt und in verschiedenen Berufsfeldern und nationalen Kontexten bewährt hat: Arbeitsengagement, gemessen mit der Utrecht Work Engagement Scale (UWES). Der vorliegende Beitrag analysiert die deutschsprachige Version der 9-Item Version der UWES an einer Stichprobe von Lehrerinnen und Lehrern ( N = 162) im Vergleich mit Personen aus intellektuell-forschenden Berufen ( N = 195). Konfirmatorische Mehrgruppen-Faktoranalysen zeigten, dass die UWES-9 über beide Berufsgruppen hinweg messinvariant ist. Die latente Mittelwertsanalyse ergab, dass die Lehrerinnen und Lehrer in Bezug auf das Arbeitsengagement besser abschneiden als die Fachkräfte der anderen Gruppe. Dabei hängt das Arbeitsengagement in beiden Gruppen wie erwartet positiv mit affektivem organisationalem Commitment und negativ mit der Kündigungsabsicht zusammen, was die Validität der deutschen Version des Tests belegt. Vor dem Hintergrund dieser Erkenntnisse wird am Schluss des Beitrags das Potenzial des Konstrukts für die Erforschung der positiven Beanspruchung im Lehrberuf diskutiert.

The Utrecht Work Engagement Scale: An evaluation of two versions

2009 ◽  
Author(s):  
Maura J. Mills ◽  
Satoris S. Culbertson ◽  
Clive Fullagar
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale

Utrecht Work Engagement Scale-17

2002 ◽  
Author(s):  
Wilmar B. Schaufeli ◽  
Marisa Salanova ◽  
Vicente González-Romá ◽  
Arnold B. Bakker
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale

scholarly journals Engajamento entre Estudantes do Ensino Superior nas Ciências da Saúde (Validação do Questionário Ultrecht Work Engagement Scale (UWES-S) com Estudantes do Ensino Superior nas Ciências da Saúde)

2018 ◽  
Vol 42 (2) ◽  
pp. 15-25 ◽  
Author(s):  
Juliana Ollé Mendes da Silva ◽  
Gerson Alves Pereira Junior ◽  
Izabel Cristina Meister Martins Coelho ◽  
Gledson Luiz Picharski ◽  
Ivete Palmira Sanson Zagonel
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
De Medicina ◽  
Engagement Scale

RESUMO O ingresso na vida acadêmica traz mudanças significativas, ligadas ao modelo de ensino-aprendizagem e à rotina do estudante. O engajamento é considerado o oposto do burnout: ao contrário dos estudantes que sofrem de estresse acadêmico, os alunos engajados se sentem muito conectados às atividades, percebendo-as como um desafio positivo. Esta pesquisa teve como objetivo geral avaliar o escore de engajamento entre estudantes do ensino superior das Ciências da Saúde; e como objetivos específicos, validar o instrumento Utrecht Work Engagement Scale (UWES-S) com estudantes do ensino superior nas Ciências da Saúde; avaliar Vigor, Dedicação e Absorção do constructo engajamento e comparar os escores entre variáveis de duas ou mais categorias para obter o escore de engajamento entre estudantes do ensino superior nas Ciências da Saúde. Método: Estudo observacional analítico transversal, com abordagem quantitativa. Resultados: O UWES-S alcançou validade confirmatoria ao ser aplicado a estudantes de cinco cursos da área da saúde nos níveis de Vigor, Dedicação e Absorção. No que tange ao escore das dimensões, tem-se que Medicina e Enfermagem apresentam maior Vigor e Dedicação; os turnos de estudo manhã e integral apresentam maior Vigor e Absorção; na dimensão Absorção, observou-se maior escore entre os estudantes que cursavam até o quarto período; quanto ao tempo de dedicação aos estudos fora da faculdade, observou-se que os escores se mantiveram altos nas três dimensões do constructo, assim como para estudantes que praticavam atividades de lazer. Estudantes de Medicina e Enfermagem dos turnos da manhã e integral, casados, com filhos, que dedicam grande parte do tempo aos estudos fora da faculdade, que têm atividades de lazer apresentam maior escore de engajamento com relação às demandas acadêmicas. Conclusão: O engajamento como constructo é recente no Brasil. Seu conhecimento possibilitou um novo olhar sobre o contexto acadêmico, os mecanismos de adaptação do estudante ao ensino superior e a necessidade da proximidade do docente como mediador e da universidade como sustentáculo do processo.

scholarly journals Engajamento no Trabalho no Serviço Público: Um Modelo Multicultural

2020 ◽  
Vol 24 (1) ◽  
pp. 49-76
Author(s):  
Diego César Terra de Andrade
Keyword(s):  
Work Engagement ◽  
Utrecht Work Engagement Scale ◽  
Engagement Scale

Resumo O objetivo deste estudo é propor um modelo para medir o engajamento no trabalho no serviço público brasileiro e português. A pesquisa é sustentada por meio de uma revisão da literatura que busca delinear a área do comportamento organizacional, os estudos transculturais e o modelo teórico hipotético, que apresenta a visão ontológica do trabalho. A unidade de análise são instituições públicas de ambos os países, a amostra, que é do tipo conveniência, foi composta de 609 respondentes servidores públicos. Foram utilizados três instrumentos de pesquisa: o questionário Articulación entre la Persona y la organización (APO) de Ramos, Jordão e Morais (2012); a Escala de Satisfação no Trabalho (EST) de Siqueira (2008); e a ferramenta Utrecht Work Engagement Scale (UWES) de Schaufeli, Bakker e Salanova (2006). Os resultados não rejeitaram as hipóteses do modelo, tanto da amostra portuguesa como brasileira, e a comparação entre elas mostra que de maneira geral os portugueses são mais satisfeitos e mais engajados no trabalho do que os brasileiros. A exceção foi observada apenas nos fatores hipotéticos Promoção e Salário.

scholarly journals PENGARUH QUALITY OF WORK LIFE TERHADAP WORK ENGAGEMENT PADA PEGAWAI NEGERI SIPIL (PNS) YANG BELUM MENIKAH

PSIKOVIDYA ◽  
2021 ◽  
Vol 25 (1) ◽  
pp. 52-62
Author(s):  
Nisa Indah Pertiwi ◽  
Diana Harding ◽  
Nurul Yanuarti
Keyword(s):  
Work Engagement ◽  
Work Life ◽  
Civil Servants ◽  
Quality Of Work Life ◽  
Life Questionnaire ◽  
Quality Of Work ◽  
Utrecht Work Engagement Scale ◽  
Human Capacity ◽  
Engagement Scale

ABSTRAK. Work engagement diketahui sebagai sumber bagi keberhasilan performa kerja individu dalam organisasi. Dalam hal ini, quality of work life menjadi salah satu topik yang menarik sebagai dasar dalam membentuk work engagement. Penelitian ini bertujuan untuk mengetahui pengaruh quality of work life terhadap work engagement pada Pegawai Negeri Sipil (PNS) yang belum menikah. Penelitian ini menggunakan metode kuantitatif non-eksperimental yang dilakukan kepada 63 orang PNS yang belum menikah. Alat ukur quality of work life menggunakan adaptasi kuesioner quality of work life dari Timossi dan work engagement menggunakan adaptasi alat ukur the Utrecht Work Engagement Scale (UWES-17). Teknik analisis data menggunakan uji regresi linier sederhana. Hasil penelitian menunjukkan bahwa quality of work life berpengaruh terhadap work engagement pada PNS yang belum menikah. Aspek development using human capacity memiliki kontribusi terbesar bagi quality of work life dalam mempengaruhi work engagement.   ABSTRACT. Work engagement has been known as a source for the succes of individual work performance in the organization. In this case, quality of work life is an interesting topic as a basis for forming work engagement. This study aimed determine the effect of quality of work life on work engagement among unmarried Civil Servants (PNS). This study used non-experimental quantitative method which was conducted on 63 unmarried Civil Servants. Quality of work life instrument was adapted from quality of life questionnaire from Timossi and work engagement instrument was adapted from the Utrecht Work Engagement Scale (UWES-17). The data was analyzed through simple linear regression analysis. The results of this study showed the quality of work life has an effect on work engagement of unmarried Civil Servants. Development using human capacity has the greatest contribution to the quality of work life in effecting work engagement.

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