Peran Learning Agility Terhadap Keterikatan Kerja Karyawan Generasi Z Dengan Job Crafting Sebagai Mediator
DOI:
https://doi.org/10.37385/msej.v5i2.6891Keywords:
Keterikatan Kerja, Learning Agility, Job CraftingAbstract
Era globalisasi dan digitalisasi mengubah aspek kehidupan, salah satunya dunia kerja. Angkatan kerja secara bertahap dimasuki oleh kelompok baru, yaitu Generasi Z. Ini membuat Generasi Z menjadi sumber daya yang perlu diperhatikan. Namun, generasi ini dikenal kurang berkomitmen dalam pekerjaan. Keadaan ini menjadikan keterikatan kerja sebagai hal yang penting. Penelitian ini bertujuan untuk mengetahui peran learning agility terhadap keterikatan kerja dengan job crafting sebagai mediator. Metode penelitian yang digunakan adalah kuantitatif non-experimental dengan purposive sampling. Partisipan penelitian ini adalah 159 orang karyawan IT Generasi Z di Indonesia dengan rentang usia 21-29 tahun. Alat ukur yang digunakan adalah learning agility self-assesment, Job Crafting Scale, Utrecht Work Enggagement Scale (UWES-9). Hasil penelitian ini menunjukkan bahwa Learning Agility berperan terhadap keterikatan kerja, sekaligus juga menunjukkan bahwa Job Crafting menjadi mediator penuh dalam peran Learning Agility dan keterikatan kerja.
References
Badan Pusat Statistik. (2021). Hasil sensus penduduk 2020. Badan Pusat Statistik. https://demakkab.bps.go.id/id/news/2021/01/21/67/hasil-sensus-penduduk-2020.html
Badri, M. (2022). Pribumi digital moderat: profil kecakapan komunikasi digital generasi Z. Jurnal Riset Komunikasi, 5(2), 291–303. https://doi.org/https://doi.org/10.38194/jurkom.v5i2.653
Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476
Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2023). Job demands-resources theory: ten years later. Annual Review of Organizational Psychology and Organizational Behaviour, 10, 8. https://doi.org/10.1146/annurev-orgpsych-120920
Bakker, A. B., Tims, M., & Derks, D. (2012). Proactive personality and job performance: The role of Job Crafting and work engagement. Human Relations, 65(10), 1359–1378. https://doi.org/10.1177/0018726712453471
Bi?czycki, B., ?ukasi?ski, W., & Dorocki, S. (2023). Determinants of motivation to work in terms of industry 4.0—the gen Z perspective. Sustainability (Switzerland), 15(15). https://doi.org/10.3390/su151512069
Cárdenas-Muñoz, M., Rubio-Andrada, L., & Segovia-Pérez, M. (2024). Exploratory analysis on learning behaviours that favour Job Crafting. Management Decision, 62(7), 2265–2291. https://doi.org/10.1108/MD-06-2023-0982
De Meuse, K. P. (2017). Learning Agility: Its evolution as a psychological construct and its empirical relationship to leader success. Consulting Psychology Journal, 69(4), 267–295. https://doi.org/10.1037/cpb0000100
Fajriyanti, Y., Handayani Rahmah, A., & Ulfa Eka Hadiyanti, S. (2023). Analisis motivasi kerja generasi Z yang dipengaruhi oleh lingkungan kerja dan komitmen kerja. Journal of Trends Economics and Accounting Research, 4(1), 107–115. https://doi.org/10.47065/jtear.v4i1.808
Febrianti, A. A., & Winarta, A. Y. S. (2024). Mengukur Learning Agility, person organization-fit, dan kinerja pengelola destinasi wisata Pulau Madura. Jurnal Masharif Al-Syariah: Jurnal Ekonomi Dan Perbankan Syariah, 9(1), 177–186. https://doi.org/10.30651/jms.v9i1.21481
Gabrielova, K., & Buchko, A. A. (2021). Here comes Generation Z: Millennials as managers. Business Horizons, 64(4), 489–499. https://doi.org/10.1016/j.bushor.2021.02.013
Gen z and the end of work as we know it. (2022). Work Economic Forum .
Gravett, L. S., & Caldwell, S. A. (2016). Learning Agility: the impact on recruitment and retention. In Learning Agility: the impact on recruitment and retention. Palgrave Macmillan.
Grimm, P. (2010). Social desirability bias. Wiley International Encyclopedia of Marketing. https://doi.org/https://doi.org/10.1002/9781444316568.wiem02057
Jajak Pendapat (Jakpat). (2024, April). Berapa persen gen Z yang berencana untuk resign? Jajak Pendapat (Jakpat) . https://jakpat.net/info/berapa-persen-gen-z-yang-berencana-untuk-resign/
Jo, Y., & Hong, A. J. (2022). Impact of agile learning on innovative behavior: A moderated mediation model of employee engagement and perceived organizational support. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.900830
Juniartika, R., Utami, S. E., & Ihsani, H. (2023). Pengaruh kebermaknaan kerja terhadap loyalitas kerja pada karyawan generasi z di Kota Padang. Psyche 165 Journal, 155–160. https://doi.org/10.35134/jpsy165.v16i3.267
Kompas. (2022). Kenali ciri-ciri generasi z, kelebihan dan kelemahannya . Kompas. https://edukasi.kompas.com/read/2022/08/08/154354771/kenali-ciri-ciri-generasi-z-kelebihan-dan-kelemahannya?page=all
Kristiana, F. I., Fajrianthi, & Purwono, U. (2018). Analisis rasch dalam utrecht work engagement scale-9 (UWES-9) versi Bahasa Indonesia. Jurnal Psikologi , 17(2), 204–217. https://doi.org/https://doi.org/10.14710/jp.17.2.204-217
Kusumawati, E. (2021). Keterikatan kerja dan tingkat turnover intention pada karyawan generasi milenial dan generasi Z. Sukma?: Jurnal Penelitian Psikologi, 2(2), 100–111.
Lai, F. Y., Tang, H. C., Lu, S. C., Lee, Y. C., & Lin, C. C. (2020). Transformational leadership and job performance: the mediating role of work engagement. SAGE Open, 10(1). https://doi.org/10.1177/2158244019899085
Lee, J. Y., & Lee, Y. (2018). Job Crafting and performance: Literature review and implications for human resource development. In Human Resource Development Review (Vol. 17, Issue 3, pp. 277–313). SAGE Publications Ltd. https://doi.org/10.1177/1534484318788269
Lie, D., Dwi, K., Saraswati, H., & Lie, D. S. (2023). Work engagement influences affective commitment: Psychological capital and perceived organisation support as moderators. Journal of Indonesian Economy and Business, 38(2), 119–132. https://doi.org/https://journal.ugm.ac.id/v3/jieb
Nyagadza, B. (2022). Sustainable digital transformation for ambidextrous digital firms: systematic literature review, meta-analysis and agenda for future research directions. Sustainable Technology and Entrepreneurship, 1(3). https://doi.org/10.1016/j.stae.2022.100020
Praborini, Y., Asaroni, T., Naim, M., & Febriano, Y. (2021). Peran kepemimpinan transformasional dan kepuasan kerja terhadap niat untuk tinggal dengan keterikatan kerja sebagai mediasi. EKOMABIS: Jurnal Ekonomi Manajemen Bisnis, 2(02), 99–112. https://doi.org/10.37366/ekomabis.v2i02.185
Prakerja, K. (2022). Roadmap besar mengejar 2 juta tenaga profesional bidang IT untuk Indonesia. https://www.prakerja.go.id/artikel/insight/roadmap-besar-mengejar-2-juta-tenaga-profesional-di-bidang-it-untuk-indonesi
Rabuana, N. K. D. N., & Yanuar, Y. (2023). The influence of work environment and work engagement on employee performance mediated by employee well-being. Munaddhomah: Jurnal Manajemen Pendidikan Islam, 4(3), 541–557. https://doi.org/10.31538/munaddhomah.v4i3.523
Ranihusna, D., Ulfa, A., & Wulansari, N. A. (2022). Healthcare personel’s performance: The role of Job Crafting and work engagement. Jurnal Ekonomi Dan Bisnis, 25(Oktober), 415–434.
Sakernas. (2023). Booklet survei angkatan kerja nasional Agustus 2023. 6(2).
Saputra, N., Abdinagoro, B., & Kuncoro, E. A. (2018). The mediating role of Learning Agility on the relationship between work engagement and learning culture. Pertanika Journal?: Social Sciences & Humanities , 26, 117–130.
Saputri, O. S., & Prahara, S. A. (2023). Job Crafting dan work engagement pada wanita karir. Jurnal Psikologi Udayana, 10(02), 385–393. https://doi.org/10.24843/JPU/2023.v10.i02.p07
Saraswati, K. D. H. (2019). Journal of management and marketing review work engagement: the impact of psychological capital and organizational justice and its influence on turnover intention. GATR: Journal of Management and Marketing Review, 4(1), 86–91. https://doi.org/http://dx.doi.org/10.35609/jmmr.2019.4.1(12)
Saraswati, K. D. H., & Pertiwi, M. S. N. D. (2020). Work performance: The Impact of Work Engagement, psychological capital, and Perceived organizational support. Jurnal Muara Ilmu Sosial, Humaniora, Dan Seni, 4(1), 88–97. https://doi.org/10.24912/jmishumsen.v4i1.7992
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: a multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
Schaufeli, W. B., & Bakker, A. B. (2010). Defining and measuring work engagement: bringing clarity to the concept. In Work Engagement: A Handbook of Essential Theory and Research (pp. 10–24).
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: a cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Schroth, H. (2019). Are you ready for gen Z in the workplace? California Management Review, 61(3), 5–18. https://doi.org/10.1177/0008125619841006
Serpara, K., L. (2023). Peran Job Crafting terhadap Kinerja dengan Keterikatan Kerja sebagai Mediator pada Recruiter di Jakarta [Skripsi tidak dipublikasikan]. Universitas Tarumanagara
Silviana, P. G., & Cahyadi, L. (2023). Mengukur turnover intention melalui work engagement. Jurnal Manajemen Bisnis, 12(2), 132–142. https://doi.org/dx.doi.org/10.31000/jmb.v12i2.9466
Siskawaty, & Rostiana, R. (2020). Peran keterikatan kerja dan keterikatan organisasional terhadap kinerja karyawan. Jurnal Manajemen Bisnis Dan Kewirausahaan. https://doi.org/https://doi.org/10.24912/jmbk.v4i5.9211
Sugiyono, S. (2013). Metode penelitian kuantiatif, kualitatif, dan rnd. Penerbit Alfabeta.
Suryaningtyas, D. O., & Fauzi, A. (2024). Studi literatur faktor determinan yang mempengaruhi turnover intetion pada gen Z di beberapa sektor perusahaan di indonesia. Jurnal Akuntansi Dan Manajemen Bisnis, 4(2), 44–53. https://doi.org/https://doi.org/10.56127/jaman.v4i2
Sutardi, D., & Novitasari, D. (2024). The impact of Learning Agility on work engagement is mediated by psychological empowerment and resilience in milenial workers. Kontigensi?: Jurnal Ilmiah Manajemen, 12(1), 125–132. https://doi.org/10.56457/jimk.v12i1.505
Syah, N. D. (2020). Pengaruh Job Crafting terhadap work engagement melalui psychological meaningfulness Karyawan PT. Boma Bisma Indra (Persero) Surabaya. Jurnal Ilmu Manajemen (Vol. 8). https://doi.org/https://doi.org/10.26740/jim.v8n4.p1257-1267
Tims, M., Bakker, A. B., & Derks, D. (2012). Development and validation of the Job Crafting scale. Journal of Vocational Behavior, 80(1), 173–186. https://doi.org/10.1016/j.jvb.2011.05.009
Tripathi, A., Srivastava, R., & Sankaran, R. (2020). Role of Learning Agility and learning culture on turnover intention: an empirical study. Industrial and Commercial Training, 52(2), 105–120. https://doi.org/10.1108/ICT-11-2019-0099
Wrzesniewski, A., & Dutton, J. E. (2001). Crafting a job: Revisioning employees as active crafters of their work. Academy of Management Review, 25, 179–201.
Wrzesniewski, A., Lobuglio, N., Dutton, J. E., & Berg, J. M. (2013). Job Crafting and cultivating positive meaning and identity in work. Advances in Positive Organizational Psychology, 1, 281–302. https://doi.org/10.1108/S2046-410X(2013)0000001015
Zhang, T., & Li, B. (2020). Job Crafting and turnover intention: The mediating role of work engagement and job satisfaction. Social Behavior and Personality, 48(2). https://doi.org/10.2224/sbp.8759
Zurich. (2024). How is Gen Z changing the workplace? | Zurich Insurance. https://www.zurich.com/media/magazine/2022/how-will-gen-z-change-the-future-of-work
Template
