Peran Authentic Leadership dan Employee Advocacy Terhadap Employee Engagement

ROSA MENTARI PUTRI, Dr. Avin Fadilla Helmi, M.Si

2018 | Tesis | MAGISTER PSIKOLOGI PROFESI

Berbagai macam dampak positif yang bisa dirasakan dari employee engagement membuat konsep ini terus diperbincangkan. Dampak pada organisasi, seperti peningkatan kinerja perusahaan serta mengurangi kecenderungan karyawan untuk resign. Namun, survey Gallup menunjukkan tingkat employee engagement di Indonesia masih dalam kondisi memprihatinkan. Salah satu langkah untuk meningkatkan engagement pada karyawan adalah melalui authentic leadership dan employee advocacy. Gaya kepemimpinan otentik mampu menciptakan suasana kerja dan mengembangkan perilaku positif karyawan. Selain itu, melalui employee advocacy karyawan bisa merasakan kebanggaan, dan merasa menjadi bagian dari perusahaan. Penelitian ini bertujuan untuk melihat peran authentic leadership dan employee advocacy terhadap employee engagement. Subjek dalam penelitian ini melibatkan 103 karyawan Hotel X, Y, dan Z di Yogyakarta. Penelitian ini menggunakan 3 alat ukur, yaitu skala employee engagement UWES (Schaufeli & Bakker, 2004), Authentic Leadership Questionnaire (ALQ) (Walumbwa et al., 2008) dan skala employee advocacy. Pengambilan data menggunakan teknik purposive sampling dan metode analisis yang dilakukan dengan menggunakan analisis regresi berganda. Hasil penelitian menunjukkan bahwa authentic leadership dan employee advocacy secara bersama-sama berperan terhadap employee engagement sebesar 31,3%. Dengan melihat sumbangan masing-masing variabel, diketahui authentic leadership memberikan sumbangan efektif sebesar 19,4% dan employee advocacy sebesar 13,21% terhadap employee engagement. Atasan yang mendengarkan, peduli dengan pengembangan diri karyawan, konsistensi antara apa yang dikatakan dan apa yang dilakukan, adalah hal yang dapat meningkatkan employee engagement. Kemudian dengan mem-posting konten pekerjaan dan perusahaan, karyawan bisa merasakan kebanggan, serta rasa senang karena bisa berkontribusi untuk perusahaan.

A survey conducted by Gallup has indicated that the level of employee engagement in Indonesia is still in a terrible condition. This condition has become a responsibility of companies in Indonesia to seek for strategies/ways to improve the employee engagement. One of those strategies is through an authentic leader which creates the work atmosphere and positive behavior of employees. Through an employee advocacy, the employees are able to feel the pride, and become the part of the company. This research is aimed to observe the contributions of authentic leadership and employee advocacy towards the employee engagement. The subjects include the employees of Hotels X, Y, and Z in Yogyakarta. The measurement tools consist of employee engagement UWES (Schaufeli & Bakker, 2004), Authentic Leadership Questionnaire (Walumba et al., 2008) and employee advocacy scale. The data were collected through purposive sampling technique and regression analysis method. The research results indicate that the authentic leadership and employee advocacy are having simultaneous contributions towards employee engagement with 31.3% value. The authentic leadership generates 19.4% contribution while the employee advocacy provides 13.21% on employee engagement. Leaders who listen, concern with the personal development of employees, being consistent within their words and acts are the condition which able to improve the employee engagement. Then, by posting their work and company contents, the employees will be able to feel proud and contented due to their contributions for the company.

Kata Kunci : Kepemimpinan otentik, employee advocacy, keterikatan karyawan