Penelitian terdahulu telah membuktikan adanya hubungan antara permasalahan kinerja dengan keterikatan kerja (work engagement) karyawan. Tingkat keterikatan kerja karyawan dipengaruhi oleh job demands dan job resources. Penelitian ini bertujuan untuk mengukur efektivitas pemberian umpan balik sebagai salah satu jenis job resources terhadap keterikatan kerja karyawan. Umpan balik berdasarkan hasil assessment centre dipilih karena pertimbangan objektivitas terhadap proses pengambilan data. Asesor sebagai perwakilan dari pihak perusahaan diberikan pelatihan umpan balik untuk menjamin kualitas pemberian umpan balik. Subjek penelitian merupakan para pimpinan lini yang direkomendasi untuk mengikuti assesssment centre. Penelitian ini menggunakan rancangan eksperimen yaitu untreated control group design with pretest-posttest dengan melibatkan 16 peserta asesmen yang dibagi menjadi kelompok eksperimen (n=8) dan kelompok kontrol (n=8 orang). Variabel keterikatan kerja diukur dengan 17 aitem skala dari Ulrich Work Engagement Scale (UWES) yang telah diadaptasi. Hipotesis diuji dengan menggunakan analisis kovarian (ANAKOVA) dengan menempatkan skor pra-tes sebagai kovarian. Penelitian ini menghasilkan bukti bahwa pemberian umpan balik hasil assessment centre dapat meningkatkan keterikatan kerja karyawan (F = 82,805, p<0,05). Nilai keterikatan kerja pada kelompok yang diberi perlakuan lebih tinggi dibandingkan kelompok yang tidak diberi perlakuan.

Previous research had verified correlation between performance problems and the work engagement. Employees’ work engagements were influenced by job demands and job resources. This study aim to measure the effectiveness of feedback as one kind of job resources on employee engagement. Feedback based assessment centre report was selected due to the objectivity of the data collection process. Assesors as the company representative were being trained to deliver feedback in order to ensure quality of the feedback delivery. The subjects were supervisors recommended by company to attend assessment centre. This study used experimental design that was untreated control group design with pretestposttest, involving 16 participants which were divided into an experimental group (n=8) and a control group (n=8). Work engagement was measured by 17 item Ulrich Work Engagement Scale (UWES) that had been adapted. Hypothesis was tested by using analysis of covariance (ANCOVA) technique by placing the pretest score as a covariant. The study produced evidence that feedback based assessment centre can increase employee work engagement (F = 82,805, p<0,05). The value of work engagement in the group treated with feedback was higher than the untreated group.

Kata Kunci : keterikatan kerja, umpan balik, assessment centre