FAKTOR-FAKTOR YANG MEMPENGARUHI KEBANGKITAN EMPLOYEE ENGAGEMENT DI PERBANKAN
Abstract
Isu mengenai rendahnya tingkat engagement karyawan terhadap perusahaan menjadi landasan dalam penelitian ini. Keadaan yang dibuktikan dengan masih banyaknya karyawan yang tidak ingin dirinya ikut berperan serta lebih jauh dengan perusahaan. Padahal, modal manusia dianggap sebagai aset paling berharga diantara sumber daya perusahaan lainnya, karena manusia memainkan peran vital dalam mencapai objektif perusahaan ketika ditangani dengan sukses. Sehingga tantangan perusahaan saat ini adalah bagaimana meningkatkan perilaku engagement karyawannya dengan memikirkan upaya-upaya yang dapat memastikan karyawannya engaged ke perusahaan. Riset ini bermaksud untuk mengetahui pengaruh employer branding terhadap employee engagement melalui person-organization fit dan organizational trust. Strucutral Equation Modeling-Partial Least Square (SEM-PLS) diaplikasikan sebagai alat analisis untuk menguji data survey pada 50 karyawan tetap back office di PT. Bank X Surabaya. Penelitian memberikan hasil bahwa employer branding memiliki pengaruh signifikan dan positif terhadap employee engagement di PT. Bank X Surabaya. Penelitian ini juga membuktikan bahwa person-organization fit dan organizational trust memiliki peran yang vital dalam membentuk employee engagement.
References
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Ginting, H., Bangun, Y., Febriansyah, H., Setiawan, B., Lee, B., & Frissilia, G. (2018). Developing Customized Employee Engagement Measure in an Indonesian Large Company: Procedure, Validity, and Reliability. International Journal of Business and Applied Social Science (IJBASS), 4(6), 0–18.
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Hewitt, A. (2017). 2017 Trends in Global Employee Engagement.
Jiang, T., & Iles, P. (2011). Employer‐brand equity, organizational attractiveness and talent management in the Zhejiang private sector, China. Journal of Technology Management in China, 6(1), 97–110.
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Kristof, A. L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49(1), 1–49.
Kumar, S. (2018). Servant Leadership: A Review of Literature. Pacific Business Review International, 11(1), 43–50.
Kumari, I. G., & Pradhan, R. K. (2014). Human Resource Flexibility and Organizational Effectiveness: Role of Organizational Citizenship Behaviour and Employee Intent to Stay. International Journal of Business and Management Invention, 3(11), 43–51.
Lloyd, S. (2002). Branding from the Inside Out. Business Review Weekly, 24(10), 64–66.
Malhotra, N. K. (2020). Marketing Research: An Applied Orientation. In Pearson (7th ed.). Pearson. https://doi.org/10.2307/3151953
Mcelroy, J. C., Rodriguez, J. M., Griffin, G. C., & Morrow, P. C. (1993). Career stage, time spent on the road, and truckload driver attitudes. Transportation Journal, 33(1).
Mensah, J. K., & Bawole, J. N. (2018). Testing the Mediation Effect of Person-Organisation Fit on the Relationship Between Talent Management and Talented Employees’ Attitudes. International Journal of Manpower, 39(2), 319–333.
Nink, M. (2016). The Negative Impact of Disengaged Employees on Germany. Gallup. https://news.gallup.com/businessjournal/190445/negative-impact-disengaged-employees-germany.aspx
Parmar, A. (2014). The Role of HR Department in Employer Branding at Public and Private Sector. Journal of Human Resources Management and Labor Studies, 2(2), 201–225.
Priyadarshi, P., & Premchandran, R. (2018). Job Characteristics, Job Resources and Work-Related Outcomes: Role of Person-Organisation Fit. Evidence-Based HRM, 6(2), 118–136.
Rana, G., & Sharma, R. (2019). Assessing Impact of Employer Branding on Job Engagement: A Study of Banking Sector. Emerging Economy Studies, 5(1), 7–21. https://doi.org/10.1177/2394901519825543
Rawshdeh, Z. A., Makhbul, Z. K. M., & Alam, S. S. (2019). The mediating role of person-organization fit in the relationship between socially responsible-hrm practices and employee engagement. Humanities and Social Sciences Reviews, 7(5), 434–441. https://doi.org/10.18510/hssr.2019.7548
Rayadi, A., Sapri, & Tanuwijaya, J. (2022). Pengaruh Employer Brand Experience Terhadap Organizational Citizenship Behavior (Studi Kasus Pada Industri Perbankan Indonesia). Jurnal Ilmiah MEA (Manajemen, Ekonomi, Dan Akuntansi), 6(1), 463–477.
Richman, A. L., Civian, J. T., Shannon, L. L., Hill, E. J., & Brennan, R. T. (2008). The Relationship of Perceived Flexibility, Supportive Work–Life Policies, and Use of Formal Flexible Arrangements and Occasional Flexibility to Employee Engagement and Expected Retention. Community, Work and Family, 11(2), 183–197.
Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 41(4), 574–599.
Ryba, K. (2021). How to Improve Employee Engagement in the Banking Sector. Quantum Workspace. https://www.quantumworkplace.com/future-of-work/employee-engagement-in-banking-sector
Saks, A. M., & Gruman, J. A. (2011). Getting newcomers engaged: the role of socialization tactics. Journal of Managerial Psychology, 26(5), 383–402.
Sharma, A., Goel, A., & Sengupta, S. (2017). How does Work Engagement Vary with Employee Demography?: Revelations from the Indian IT industry. Procedia Computer Science, 122, 146–153.
Srivastava, S., & Madan, P. (2016). Understanding the Roles of Organizational Identification, Trust and Corporate Ethical Values in Employee Engagement–Organizational Citizenship Behaviour Relationship: A Study on Indian Managers. Management and Labour Studies, 41(4), 314–330. https://doi.org/10.1177/0258042X16676675
Tsai, Y., & Wu, S.-W. (2010). The Relationships Between Organisational Citizenship Behaviour, Job Satisfaction and Turnover Intention. Journal of Clinical Nursing, 19.
Whitener, E. M. (1997). The Impact of Human Resource Activities on Employee Trust. Human Resource Management Review, 7(4), 389–404.
Wojtczuk-Turek, A., & Turek, D. (2016). The Significance of Perceived Social Organization Climate for Creating Employees Innovativeness. The Mediating the Role of Person Organizational Fit. Management Research Review, 39(2), 167–195.
Yadav, L. K., Kumar, A., & Mishra, S. (2020). Can Organizations Leverage Employer Branding to Gain Employee Engagement and Reduce Turnover Intention? An Empirical Study with Organizational Trust as a Mediator. Vision, 24(4), 496–505. https://doi.org/10.1177/0972262920943774
Yousf, A., & Khurshid, S. (2021). Impact of Employer Branding on Employee Commitment: Employee Engagement as a Mediator. Vision, 1–12. https://doi.org/10.1177/09722629211013608
Zainal. (2018). Pengaruh Kemampuan Kerja, Pengalaman Kerja Dan Disiplin Kerja Terhadap Kinerja Pegawai Negeri Sipil (Pns) Pada Kantor Kecamatan Bahodopi Kabupaten Morowali. Jurnal Katalogis, 4(6), 83–90.
Ahmad, A., Khan, M. N., & Haque, M. A. (2020). Employer Branding Aids in Enhancing Employee Attraction and Retention. Journal of Asia-Pacific Business, 21(1), 27–38.
Ahmad, N. A., & Daud, S. (2016). Engaging People with Employer Branding. Procedia Economics and Finance, 35, 690–698.
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7–35.
Andrew, O. C., & Sofian, S. (2012). Individual Factors and Work Outcomes of Employee Engagement. Procedia - Social and Behavioral Sciences, 40, 498–508.
Archievers. (2015). Let’s Talk Numbers: How Employee Engagement Impacts Financial Services and Banking Industries. https://www.achievers.com/blog/talk-numbers-employee-engagement-impacts-finance-banking-professionals/
Archievers. (2019). 10 Shocking Stats on Employee Disengagement. https://www.achievers.com/blog/10-shocking-stats-on-employee-disengagement/
Arikunto, S. (2012). Prosedur Penelitian Suatu Pendekatan Praktek. Rineka Cipta.
Backhaus, K., & Tikoo, S. (2004). Conceptualizing and Researching Employer Branding. Career Development International, 9(5), 501–517.
Burke, C. S., Sims, D. E., Lazzara, E. H., & Salas, E. (2007). Trust in Leadership: A Multilevel Review and Integration. The Leadership Quarterly, 18(6), 606–632.
Cable, D. M., & DeRue, D. S. (2002). The Convergent and Discriminant Validity of Subjective Fit Perceptions. Journal of Applied Psychology, 87(5), 875–884.
Chatman, J. A. (1991). Matching People and Organizations: Selection and Socialization in Public Accounting Firms. Administrative Science Quarterly, 36, 459–484.
Chawla, P. (2020). Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: mediating effect of person–organization fit. Industrial and Commercial Training, 15(1), 35–49. https://doi.org/10.1108/ICT-06-2019-0063
Christiaans, L. (2013). Theoretical Background and Literature Review. In Springer (127th ed., pp. 11–49).
Cummings, L. L., & Bromiley, P. (1996). The Organizational Trust Inventory (OTI): Development and validation. In SAGE (pp. 302–330).
Ewing, M., Men, L. R., & O’Neil, J. (2019). Using Social Media to Engage Employees: Insights from Internal Communication Managers. International Journal of Strategic Communication, 13(2), 110–132.
Gallup. (2022). How to Improve Employee Engagement in the Workspace. https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx
Ghozali, I. (2012). Konsep, Teknik, dan Aplikasi Menggunakan Program SmartPLS 3.0 untuk Penelitian Empiris (2nd ed.). Universitas Diponegoro.
Gilani, H., & Cunningham, L. (2017). Employer Branding and Its Influence on Employee Retention: A Literature Review. The Marketing Review, 17(2), 239–256.
Gillespie, N., & Dietz, G. (2009). Trust Repair after an Organization-Level Failure. The Academy of Management Review, 34(1), 127–145.
Ginting, H., Bangun, Y., Febriansyah, H., Setiawan, B., Lee, B., & Frissilia, G. (2018). Developing Customized Employee Engagement Measure in an Indonesian Large Company: Procedure, Validity, and Reliability. International Journal of Business and Applied Social Science (IJBASS), 4(6), 0–18.
Gupta, M. (2017). Corporate Social Responsibility, Employee–Company Identification, and Organizational Commitment: Mediation by Employee Engagement. Current Psychology, 36, 101–109.
Hadi, N. U., & Ahmed, S. (2018). Role of Employer Branding Dimensions on Employee Retention: Evidence from Educational Sector. Administrative Sciences, 8(3), 1–15.
Hewitt, A. (2017). 2017 Trends in Global Employee Engagement.
Jiang, T., & Iles, P. (2011). Employer‐brand equity, organizational attractiveness and talent management in the Zhejiang private sector, China. Journal of Technology Management in China, 6(1), 97–110.
Kahn, W. A. (1990). Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal, 33(4), 692–724.
Kim, W. C., & Mauborgne, R. (1998). Procedural Justice, Strategic Decision Making, and the Knowledge Economy. Strategic Management Journal, 19(4), 323–338.
Kristof, A. L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and Implications. Personnel Psychology, 49(1), 1–49.
Kumar, S. (2018). Servant Leadership: A Review of Literature. Pacific Business Review International, 11(1), 43–50.
Kumari, I. G., & Pradhan, R. K. (2014). Human Resource Flexibility and Organizational Effectiveness: Role of Organizational Citizenship Behaviour and Employee Intent to Stay. International Journal of Business and Management Invention, 3(11), 43–51.
Lloyd, S. (2002). Branding from the Inside Out. Business Review Weekly, 24(10), 64–66.
Malhotra, N. K. (2020). Marketing Research: An Applied Orientation. In Pearson (7th ed.). Pearson. https://doi.org/10.2307/3151953
Mcelroy, J. C., Rodriguez, J. M., Griffin, G. C., & Morrow, P. C. (1993). Career stage, time spent on the road, and truckload driver attitudes. Transportation Journal, 33(1).
Mensah, J. K., & Bawole, J. N. (2018). Testing the Mediation Effect of Person-Organisation Fit on the Relationship Between Talent Management and Talented Employees’ Attitudes. International Journal of Manpower, 39(2), 319–333.
Nink, M. (2016). The Negative Impact of Disengaged Employees on Germany. Gallup. https://news.gallup.com/businessjournal/190445/negative-impact-disengaged-employees-germany.aspx
Parmar, A. (2014). The Role of HR Department in Employer Branding at Public and Private Sector. Journal of Human Resources Management and Labor Studies, 2(2), 201–225.
Priyadarshi, P., & Premchandran, R. (2018). Job Characteristics, Job Resources and Work-Related Outcomes: Role of Person-Organisation Fit. Evidence-Based HRM, 6(2), 118–136.
Rana, G., & Sharma, R. (2019). Assessing Impact of Employer Branding on Job Engagement: A Study of Banking Sector. Emerging Economy Studies, 5(1), 7–21. https://doi.org/10.1177/2394901519825543
Rawshdeh, Z. A., Makhbul, Z. K. M., & Alam, S. S. (2019). The mediating role of person-organization fit in the relationship between socially responsible-hrm practices and employee engagement. Humanities and Social Sciences Reviews, 7(5), 434–441. https://doi.org/10.18510/hssr.2019.7548
Rayadi, A., Sapri, & Tanuwijaya, J. (2022). Pengaruh Employer Brand Experience Terhadap Organizational Citizenship Behavior (Studi Kasus Pada Industri Perbankan Indonesia). Jurnal Ilmiah MEA (Manajemen, Ekonomi, Dan Akuntansi), 6(1), 463–477.
Richman, A. L., Civian, J. T., Shannon, L. L., Hill, E. J., & Brennan, R. T. (2008). The Relationship of Perceived Flexibility, Supportive Work–Life Policies, and Use of Formal Flexible Arrangements and Occasional Flexibility to Employee Engagement and Expected Retention. Community, Work and Family, 11(2), 183–197.
Robinson, S. L. (1996). Trust and Breach of the Psychological Contract. Administrative Science Quarterly, 41(4), 574–599.
Ryba, K. (2021). How to Improve Employee Engagement in the Banking Sector. Quantum Workspace. https://www.quantumworkplace.com/future-of-work/employee-engagement-in-banking-sector
Saks, A. M., & Gruman, J. A. (2011). Getting newcomers engaged: the role of socialization tactics. Journal of Managerial Psychology, 26(5), 383–402.
Sharma, A., Goel, A., & Sengupta, S. (2017). How does Work Engagement Vary with Employee Demography?: Revelations from the Indian IT industry. Procedia Computer Science, 122, 146–153.
Srivastava, S., & Madan, P. (2016). Understanding the Roles of Organizational Identification, Trust and Corporate Ethical Values in Employee Engagement–Organizational Citizenship Behaviour Relationship: A Study on Indian Managers. Management and Labour Studies, 41(4), 314–330. https://doi.org/10.1177/0258042X16676675
Tsai, Y., & Wu, S.-W. (2010). The Relationships Between Organisational Citizenship Behaviour, Job Satisfaction and Turnover Intention. Journal of Clinical Nursing, 19.
Whitener, E. M. (1997). The Impact of Human Resource Activities on Employee Trust. Human Resource Management Review, 7(4), 389–404.
Wojtczuk-Turek, A., & Turek, D. (2016). The Significance of Perceived Social Organization Climate for Creating Employees Innovativeness. The Mediating the Role of Person Organizational Fit. Management Research Review, 39(2), 167–195.
Yadav, L. K., Kumar, A., & Mishra, S. (2020). Can Organizations Leverage Employer Branding to Gain Employee Engagement and Reduce Turnover Intention? An Empirical Study with Organizational Trust as a Mediator. Vision, 24(4), 496–505. https://doi.org/10.1177/0972262920943774
Yousf, A., & Khurshid, S. (2021). Impact of Employer Branding on Employee Commitment: Employee Engagement as a Mediator. Vision, 1–12. https://doi.org/10.1177/09722629211013608
Zainal. (2018). Pengaruh Kemampuan Kerja, Pengalaman Kerja Dan Disiplin Kerja Terhadap Kinerja Pegawai Negeri Sipil (Pns) Pada Kantor Kecamatan Bahodopi Kabupaten Morowali. Jurnal Katalogis, 4(6), 83–90.
Published
2022-07-19
How to Cite
Prawinda, K., & Yulianti, P. (2022). FAKTOR-FAKTOR YANG MEMPENGARUHI KEBANGKITAN EMPLOYEE ENGAGEMENT DI PERBANKAN. Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA), 6(2), 1227-1250. https://doi.org/10.31955/mea.v6i2.2158
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Articles
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