PENGARUH KEPERCAYAAN PADA ATASAN, KOHESIVITAS KELOMPOK, DAN CONSCIENTIOUSNESS PERSONALITY TERHADAP KETERIKATAN KARYAWAN DI KANTOR KONSULTAN KEKAYAAN INTELEKTUAL

LENAL SITOMPUL, Djamaludin Ancok

2016 | Tesis | S2 MANAJEMEN (MM) JAKARTA

Penelitian ini dilakukan untuk mengetahui lebih lanjut mengenai pengaruh kepercayaan pada atasan terhadap keterikatan karyawan. Pengaruh kohesivitas kelompok terhadap keterikatan karyawan. Pengaruh conscientiousness personality terhadap keterikatan karyawan. Setiap variabel menggunakan alat ukur yang berbeda. Pengukuran keterikatan karyawan menggunakan alat ukur vigor, dedication, absorption. Pengukuran kepercayaan pada atasan menggunakan alat ukur persepsi karyawan tentang atasan. Pengukuran kohesivitas kelompok menggunakan alat ukur dimensi tugas dan dimensi sosial. Pengukuran conscientiousness personality menggunakan alat ukur pribadi kehati-hatian dalam bekerja. Metode yang digunakan adalah kuantitatif dengan melibatkan 150 karyawan sebagai responden secara keseluruhan melalui kuesioner tertutup dengan menggunakan skala likert. Lokasi penelitian dilakukan di Biro Oktroi Roosseno kantor konsultan Kekayaan Intelektual pada rentang waktu antara bulan awal Oktober sampai dengan November 2016. Responden berjumlah 150 orang karyawan Biro Oktroi Roosseno dan memiliki karakteristik sudah bekerja di Biro Oktroi Roosseno minimal selama satu tahun. Hasil penelitian menunjukkan variabel kepercayaan pada atasan berpengaruh positif terhadap keterikatan karyawan, selanjutnya variabel kohesivitas kelompok berpengaruh positif terhadap keterikatan karyawan, selanjutnya conscientiousness personality berpengaruh positif terhadap keterikatan karyawan.

The research was conducted to find the relationship between trust in leader to employee engagement. The correlation between group cohesiveness to employee engagement. The correlation between conscientiousness personality to employee engagement. Each variable use different tools. Variable employee engagement use tools vigor, dedication, absorption. Variabel trust in leader use tool opinion about manager. Variabel conscientiousness personality use tools taske dimension dansocial dimension. Variabel conscientiousness personality use too industriuous. The method using a quantitative explanation, involving 150 respondents through a questionnaire using a Likert scale closed. Location of research conducted at Biro Oktroi Roosseno an office consultant of Intellectual Property Rights in the period between early October to November 2016. the respondents have vary characteristic of work experience at least one year. The result showed that the positive dansignificant influence of trust to leader to Employee engagement. Group cohesiveness to Employee engagement. Conscientiousness personality to Employee engagement. The result has meaning, if each variabel of Trust in Leader, Group cohesiveness, Conscientiousness personality is high therefore the Employee engagement is at the same high given by the employee. To maintain Employee engagement, a supervisor needs to keep good perception of Trust in Leader to each employee, needs to add more �glue� to Group cohesiveness, danneeds to do an intervention to employee�s conscientiousness personality, in order to strengthen the quality of Employee engagement in organization.

Kata Kunci : The research was conducted to find the relationship between trust in leader to employee engagement. The correlation between group cohesiveness to employee engagement. The correlation between conscientiousness personality to employee engagement. Each varia