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Sayu P. Mahathanaya - Pelatihan Modal Psikologis Untuk Meningkatkan Keterikatan Kerja
Sayu P. Mahathanaya - Pelatihan Modal Psikologis Untuk Meningkatkan Keterikatan Kerja
Sayu P. Mahathanaya - Pelatihan Modal Psikologis Untuk Meningkatkan Keterikatan Kerja
Abstract
This research was conducted with the aim of increasing the work engagement of
employees at PT. Mason through psychological capital training. All sessions in the
training are outlined from the four aspects of psychological capital, namely hope,
optimism, resilience, and self-efficacy. The delivery of material is carried out using
lecturing, audio-visual methods, games, role play, as well as discussion and
reflection. Participants in the study were 21 employees of PT. Masons from 10
different divisions with the lowest position are staff and the highest position, namely
factory manager. The training design used was a one-group pretest-posttest design.
Work engagement variables were measured using the UWES-17 scale (Utrecht Work
Engagement Scale-17). The results of the analysis show that there is no significant
difference in the participant's work engagement between before and after the
training was given. This proves that the psychological capital training provided is not
effective enough to increase employee work engagement at PT. Mason. Training
design, participant selection, and participant characteristics also influence the
effectiveness of the training.
Abstrak
Penelitian ini dilakukan dengan tujuan untuk meningkatkan keterikatan kerja
karyawan di PT. Mason melalui pelatihan modal psikologis. Seluruh sesi dalam
pelatihan dituangkan dari keempat aspek modal psikologis, yaitu hope, optimism,
resilience, dan self-efficacy. Penyampaian materi dilakukan dengan metode
lecturing, audio-visual, permainan, role play, serta diskusi dan refleksi. Partisipan
dalam penelitian adalah 21 karyawan PT. Mason dari 10 divisi yang berbeda dengan
jabatan terendah adalah staf dan jabatan tertinggi, yaitu factory manager. Desain
pelatihan yang digunakan adalah one-group pretest-posttest design. Variabel
keterikatan kerja diukur dengan menggunakan skala UWES-17 (Utrecht Work
Engagement Scale-17). Hasil analisis menunjukkan bahwa tidak ada perbedaan yang
signifikan dalam keterikatan kerja partisipan antara sebelum dan sesudah pelatihan
diberikan. Hal ini membuktikan bahwa pelatihan modal psikologis yang diberikan
belum cukup efektif untuk meningkatkan keterikatan kerja karyawan di PT. Mason.
Rancangan pelatihan, pemilihan peserta, dan karakteristik peserta turut
mempengaruhi efektivitas pelatihan.
Pelatihan Modal Psikologis
Kata kunci: Modal Psikologis, Keterikatan Kerja, Karyawan, Sumber Daya Manusia
Daftar Pustaka
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Pelatihan Modal Psikologis