Learning Organization Intervention In Social Co-Workers, Innovative Behaviors, Work Environments And Influence On Work Engagement In Supervisors (Study At Pt. Acs Surabaya)
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Aug 6, 2022
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Abstract
Having an engaged supervisor is a great asset to the organization, this trait requires a learning process in the organization that is supported by mutually supportive, innovative behavior and a conducive work environment. For this reason, this study aims to measure the influence of social co-workers, innovative behavior, and work environment on work engagement with learning organizations as ab intervening variable. This study took a sampling technique with a total population study or saturated sample of 68 employees at the Supervisor level at PT. ACS Surabaya, and data analysis are carried out using a path analysis model. The results of the study obtained the value of t = 6.545; p = 0.000 (p <0.05), which means that social co-workers have a positive and significant effect on the supervisor’s work engagement; innovative behavior has a positive and significant effect on the supervisor work engagement with a value of t=3.120 and p=0.027 (p<0.05); Social co-workers have a positive effect on work engagement intervened by supervisor learning organization with a value of t = 5.134 with p = 0.000 (p <0.05); Innovative behavior has a positive effect on work engagement which is intervened by supervisor learning organization with a value of t = 2.782 and p = 0.007 (p <0.05). While the work environment factors either directly or intervened by the learning organization did not affect the work engagement of the supervisors at PT. ACS Surabaya.
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How to Cite
Hepiyanto, & Hidayat, A. (2022). Learning Organization Intervention In Social Co-Workers, Innovative Behaviors, Work Environments And Influence On Work Engagement In Supervisors (Study At Pt. Acs Surabaya). Enrichment : Journal of Management, 12(3), 1585-1593. https://doi.org/10.35335/enrichment.v12i3.591
References
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[2] N. Septiani and H. Nurtjahjanti, “Hubungan Antara Dukungan Sosial Pasangan Dengan Keterikatan Kerja Pada Aparat Pemerintah Desa Di Kecamatan X,Y,Z Kabupaten Batang,” J. EMPATI, vol. 6, no. 4, pp. 157–162, Mar. 2018, doi: 10.14710/EMPATI.2017.20005.
[3] U. Ahmed, A. H. A. Majid, L. A. Al-Aali, and S. Mozammel, “Can meaningful work really moderate the relationship between supervisor support, coworker support and work engagement?,” Manag. Sci. Lett., vol. 9, no. 2, pp. 229–242, 2019, doi: 10.5267/J.MSL.2018.11.016.
[4] G. F. Ramdhani and D. R. Sawitri, “Hubungan Antara Dukungan Organisasi Dengan Keterikatan Kerja Pada Karyawan PT. X Di Bogor,” J. EMPATI, vol. 6, no. 1, pp. 199–205, Jan. 2017, doi: 10.14710/EMPATI.2017.15211.
[5] M. R. Aziz and I. Noviekayati, “Dukungan Sosial, Efikasi Diri dan Resiliensi Pada Karyawan yang Terkena Pemutusan Hubungan Kerja,” Pers. Psikol. Indones., vol. 5, no. 01, Jan. 2016, doi: 10.30996/PERSONA.V5I01.742.
[6] D. . Prakoso, “Pengaruh Learning Organization Terhadap Innovative Behavior Dengan Work Engagement Sebagai Mediator,” Universitas Airlangga, 2017.
[7] S. . Permatasari, “Pengaruh Learning Organization Terhadap Innovative Work Behaviour Melalui Work Engagement Sebagai Mediasi Di Divisi Desain Perusahaan PT. PAL Indonesia,” Universitas Airlangga, 2019.
[8] E. R. Pradana and F. Suhariadi, “The Effect Of Job Crafting On Innovative Behavior Through Mediation Work Engagement,” Airlangga J. Innov. Manag., vol. 1, no. 1, pp. 77–91, Jun. 2020, doi: 10.20473/AJIM.V1I1.19402.
[9] B. Wulandari, E. D. J. Ginting, and Hasnida, “The Effect of Perceived Organizational Support and Employee Engagement on Readiness to Change,” Int. J. Progress. Sci. Technol., no. 2002, pp. 24–27, 2020, [Online]. Available: http://ijpsat.ijsht-journals.org.
[10] I. Ghozali, Aplikasi Analisis Multivariete dengan Program IBM SPSS 23 (VIII). Semarang: Universitas Diponegoro, 2016.
[11] Sugiyono, Metode Penelitian Kuantitatif Kualitatif dan R & D (Edisi Revisi). Bandung: Alfabeta, 2020.
[12] Sedarmayanti, Manajemen Perancangan dan Pengembangan Sumber Daya Manusia. Edisi Revisi, Cetakan Kelima. Bandung: PT Refika Aditama, 2017.
[13] T. P. Astuti, R. Sitawati, and Tukijan, “Pengaruh Kreativitas dan Perilaku Inovatif Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Mediasi (Studi Pada Hotel Pandanaran Semarang),” J. Ekon. Manaj. dan Akunt., no. 47, pp. 53–64, 2019.
[14] F. F. Dewi Tri Resky Yanti, Fuad Nashori, “Pengaruh Pelatihan Efikasi Diri terhadap Keterikatan Kerja Perawat Rumah Sakit Umum Daerah di Sulawesi Selatan,” JIP (Jurnal Interv. Psikologi), vol. 10, no. 2, pp. 103–114, Dec. 2018, doi: 10.20885/INTERVENSIPSIKOLOGI.VOL10.ISS2.ART3.
[15] A. L. Babu, A. C. Mohan, and S. K. Manivannan, “Impact of Work Culture on Employee Engagement,” Test Eng. Manag., vol. March – Ap, no. 83, pp. 9758–9764, 2020, [Online]. Available: https://www.researchgate.net/publication/343280483.
[16] C. Bailey, A. Madden, K. Alfes, and L. Fletcher, “The Meaning, Antecedents and Outcomes of Employee Engagement: A Narrative Synthesis,” Int. J. Manag. Rev., vol. 19, no. 1, pp. 31–53, Jan. 2017, doi: 10.1111/IJMR.12077.
[17] J. Psikologi et al., “Persepsi Lingkungan Kerja Fisik dengan Employee Engagement pada Karyawan,” Psychopolytan J. Psikol., vol. 4, no. 1, pp. 11–16, Aug. 2020, doi: 10.36341/PSI.V4I1.1232.
[18] R. Gunawan, S. H. Senen, and E. Tarmedi, “Analisis Kondisi Lingkungan Kerja dalam Meningkatkan Employee Engagement pada Karyawan Bagian Produksi Industri Manufaktur di Cimahi,” J. Bus. Manag. Educ., vol. 4, no. 1, pp. 88–99, May 2019, doi: 10.17509/JBME.V4I1.21986.
[19] I. Ahakwa, J. Yang, E. Agba Tackie, and S. Atingabili, “The Influence of Employee Engagement, Work Environment and Job Satisfaction on Organizational Commitment and Performance of Employees: A Sampling Weights in PLS path Modelling,” SEISENSE J. Manag., vol. 4, no. 3, pp. 34–62, 2021, doi: 10.33215/sjom.v4i3.641.
[20] K. D. A. Aryateja, K. B., Susita, D., & Sebayang, “The Influence of Work-Life Balance and Work Environment on Employee Commitment,” Int. J. Soc. Sci. World, vol. 3, no. 2, pp. 152–168, 2021, doi: https://doi.org/10.5281/zenodo.5214804.
[21] S. M. Sari and D. Ranihusna, “Build the Positive Work Environment with Work Engagement,” Manag. Anal. J., vol. 8, no. 3, pp. 340–349, Sep. 2019, doi: 10.15294/MAJ.V9I3.34664.
[22] T. . Robbins, S.P. and Judge, “Essentials of Organizational Behavior,” in 14th Edition, Pearson Education, London, 2018.
[23] D. Sunyoto, D. Sunyoto, H. K. Tjahjono, Z. M. El Qodric, W. Prajogo, and S. Hadi, “Group Engagement Based On Social Exchange Theory: Antecedents And Consequences,” J. Leadersh. Organ., vol. 3, no. 1, pp. 43–57, Mar. 2021, doi: 10.22146/jlo.57001.
[24] A. A. Riswan, C. Salsabila, D. Puspita, R. Mulya, and N. Saputra, “Innovative Work Behavior pada Pegawai di DKI Jakarta: Pengaruh Learning Agility, Work Engagement, dan Digital Readiness,” Stud. Ilmu Manaj. dan Organ., vol. 2, no. 2, pp. 151–165, Oct. 2021, doi: 10.35912/SIMO.V2I2.833.
[25] S. . Putri, “Pengaruh Learning Organization Terhadap Kinerja Karyawan Melalui Work Engagement Pada Karyawan Bank Bukopin Jember,” Universitas Jember, 2019.
[26] C. I. Mandala and A. M. Nurendra, “Tuntutan Pekerjaan dan Keterikatan Kerja pada Karyawan Bank: Peran Efikasi Diri sebagai Moderator,” Psikologika J. Pemikir. dan Penelit. Psikol., vol. 25, no. 2, pp. 291–304, Jul. 2020, doi: 10.20885/PSIKOLOGIKA.VOL25.ISS2.ART9.
[27] M. E. Hisel, “Measuring work engagement in a multigenerational nursing workforce,” J. Nurs. Manag., vol. 28, no. 2, pp. 294–305, Mar. 2020, doi: 10.1111/JONM.12921.
[28] jurnalpps pps, D. R. Thesiasari, I. Prasetyo, and F. Riswati, “Pengaruh Kepemimpinan, Lingkungan Kerja Dan Kompensasi Terhadap Kinerja Karyawan Melalui Employee Engagement Pada CV. Perjuangan Steel Surabaya,” J. Manajerial Bisnis, vol. 2, no. 03, pp. 243–252, Jul. 2019, doi: 10.37504/MB.V2I03.181.
[29] A. Hidayat, “Work Engagement: Main Factors and Supporting Factors (Study at PT. ACS Surabaya),” vol. 12, no. 2, pp. 1299–1308, 2022.
[30] P. Lingkungan et al., “Pengaruh Lingkungan Kerja dan Organisasi Pembelajar Terhadap Komitmen Organisasi di Bank BJB Kantor Cabang Pembantu Cicadas Bandung,” Pros. Manaj., vol. 6, no. 2, pp. 1004–1010, Aug. 2020, doi: 10.29313/.V6I2.24299.
[31] M. Silva, L. Syahrul, and H. A. Rivai, “Analysis Of The Effect Of Job Insecurity And Work Environment Psychology On Turnover Intention,” JBTI J. Bisnis Teor. dan Implementasi, vol. 13, no. 1, pp. 24–37, Apr. 2022, doi: 10.18196/JBTI.V13I1.14178.
[32] S. Sholikhah, R. N. Marbun, and W. Parimita, “The Influence of Learning Organization and Employee Resilience on Work Engagement at Bumn Bank Branch Office in Bogor,” IJHCM (International J. Hum. Cap. Manag., vol. 5, no. 2, pp. 11–25, Nov. 2021, doi: 10.21009/IJHCM.05.02.2.
[33] A. M. Saks, “Antecedents and consequences of employee engagement revisited,” J. Organ. Eff. People Perform., vol. 6, no. 1, pp. 19–38, Feb. 2019, doi: 10.1108/joepp-06-2018-0034