Published: 2025-02-06
Pengaruh Job Satisfaction, Job Resources dan Self Determination Terhadap Work Engagement Karyawan Corry Manurung Grup
DOI: 10.35870/jemsi.v11i1.3776
Downloads
Abstract
Based on the descriptions above and from several expert opinions, the purpose of this research is to find out how much influence job satisfaction, job resources, and self-determination have on Work Engagement of Corry Manurung Group employees. The method used in this research is a qualitative method with total sampling of all 32 employees of the Corry Manurung Group through filling out a questionnaire in which there are 33 statements. The data that has been collected is then carried out descriptive statistical testing through frequency distribution and hypothesis testing using the Chi-Square method to determine the influence between variables. The results showed that the majority of Corry Manurung Group employees fell into the “good” and “very good” categories on job satisfaction, job resources, selfdetermination, and work engagement variables. Meanwhile, based on the chi-square test using SPSS, only the job satisfaction variable has a significant influence on Work Engagement because it produces a chi-square value <0.05, which is 0.025. The other two variables, namely job resources and self-determination have chi-square values > 0.05, which are 0.057 and 0.135 respectively.
Keywords
Job Satisfaction ; Job Resources ; Self Determination and Work Engagement
Article Information
This article has been peer-reviewed and published in the JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi). The content is available under the terms of the Creative Commons Attribution 4.0 International License.
-
Issue: Vol. 11 No. 1 (2025)
-
Section: Articles
-
Published: %750 %e, %2025
-
License: CC BY 4.0
-
Copyright: © 2025 Authors
-
DOI: 10.35870/jemsi.v11i1.3776
AI Research Hub
This article is indexed and available through various AI-powered research tools and citation platforms. Our AI Research Hub ensures that scholarly work is discoverable, accessible, and easily integrated into the global research ecosystem. By leveraging artificial intelligence for indexing, recommendation, and citation analysis, we enhance the visibility and impact of published research.
Prayoga Setiawan
Program Studi Manajemen Fakultas Ekonomi dan Bisnis, Universitas Indonesia Membangun.
Arie Hendra Saputro
Program Studi Manajemen Fakultas Ekonomi dan Bisnis, Universitas Indonesia Membangun.
-
Afandi, P. (2018). Manajemen sumber daya manusia (Teori, konsep dan indikator). Riau: Zanafa Publishing, 3.
-
Akbar, M. H., Setyaningsih, S., & Virgantari, F. (2022). Pengujian Pertumbuhan Produksi Maggot Melalui Kombinasi Sampah Rumah Tangga Dan Daun Kering Menggunakan Rancangan Acak Lengkap. Interval: Jurnal Ilmiah Matematika, 2(1), 13-22. https://doi.org/10.33751/interval.v2i1.5164.
-
Amirullah, A. (2015). Pengantar Manajemen. Fungsi–Proses–Pengendalian. Jakarta: Mitra Wacana Media.
-
Aprilianingsih, A., & Frianto, A. (2022). Pengaruh Job Demands dan Job Resources terhadap Work Engagement pada Tenaga Kependidikan Universitas Wijaya Kusuma Surabaya. Jurnal Ilmu Manajemen, 10(1), 173-184. https://doi.org/10.26740/jim.v10n1.p173-184.
-
Arinda, Y. (2022). PENGARUH JOB SATISFACTION DAN CHALLENGE DEMANDS TERHADAP WORK ENGAGEMENT PEGAWAI PERUSAHAAN UMUM DAERAH AIR MINUM TIRTO NEGORO KABUPATEN SRAGEN. JURNAL EKONOMI DAN KEWIRAUSAHAAN, 22(03).
-
Arishanti, K. I. (2023). JOB DEMANDS-RESOURCES (JD-R) DALAM MENGGAMBARKAN EMPLOYEE ENGAGEMENT (BEST PRACTICE). UG Journal, 17(3).
-
Arisona, S. P., & Kiki, D. (2021). Pengaruh Job Satisfaction, Job Resources, dan Self Determination Terhadap Work Engagement Karyawan Amaris Hotel Citra Raya. Prosiding: Ekonomi dan Bisnis, 1(1), 268-274.
-
Assosiate, H. (2008). Leadership Opportunities: Increased Bottom Line ResultsThrough Improve Staff Engagement.
-
Ayu, D. R., Maarif, M. S., & Sukmawati, A. (2015). Pengaruh job demands, job resources dan personal resources terhadap work engagement. Jurnal Aplikasi Bisnis dan Manajemen (JABM), 1(1), 12-12. https://doi.org/10.17358/JABM.1.1.12.
-
Bakker, A. B., & Albrecht, S. (2018). Work engagement: current trends. Career development international, 23(1), 4-11. https://doi.org/10.1108/CDI-11-2017-0207.
-
Bakker, A. B., & Leiter, M. P. (2010). Work engagement: A handbook of essential theory and research. Psychology press.
-
Bakker, A. B., Demerouti, E., Taris, T. W., Schaufeli, W. B., & Schreurs, P. J. (2003). A multigroup analysis of the job demands-resources model in four home care organizations. International Journal of stress management, 10(1), 16./doi.org/10.1037/1072-5245.10.1.16.
-
Bauer, G. F., Hämmig, O., Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the job demands-resources model: Implications for improving work and health. Bridging occupational, organizational and public health: A transdisciplinary approach, 43-68.
-
Bryan, C. L., & Solmon, M. A. (2007). Self-determination in physical education: Designing class environments to promote active lifestyles. Journal of teaching in physical education, 26(3), 260-278.
-
Cahya, P. A. (2015). Pengaruh Dukungan Rekan Kerja Terhadap Kepuasan Kerja: Efek Karakteristik Individu Profesional Akuntan (Doctoral dissertation, Universitas Gadjah Mada).
-
Deci, E. L., & Ryan, R. M. (2008). Self-determination theory: A macrotheory of human motivation, development, and health. Canadian psychology/Psychologie canadienne, 49(3), 182. https://doi.org/10.1037/a0012801.
-
Dewi, W. C. (2023). Hubungan Antara Job Demands Dengan Work Engagement Pada Karyawan Bank Muamalat KC Medan Balaikota (Doctoral dissertation, Universitas Medan Area).
-
Elvani, S. (2019). Hubungan antara kepuasan kerja dengan keterikatan kerja pada karyawan Ramayana Tanjung Karang Bandar Lampung (Doctoral dissertation, UIN Raden Intan Lampung).
-
Federman, B. (2009). Employee engagement: A roadmap for creating profits, optimizing performance, and increasing loyalty. John Wiley & Sons.
-
Fuadi, M. I., & Hidayah, N. (2024). Pengaruh Job Demands, Job Resources, Dan Job Involvement Terhadap Job Satisfaction. Lokawati: Jurnal Penelitian Manajemen dan Inovasi Riset, 2(2), 37-49. https://doi.org/10.61132/lokawati.v2i2.639.
-
Gohansen, R. (2021). Hubungan Antara Resiliensi Karyawan Dengan Keterlibatan Kerja Karyawan Bank Wilayah Kota Pekanbaru Pada Masa New Normal Life (Doctoral dissertation, Universitas Islam Riau).
-
Green, R. M. (2006). Self-determination in injury rehabilitation: designing a climate for promoting adherence.
-
Hamali, A. Y., & SS, M. (2023). Pemahaman manajemen sumber daya manusia. Caps.
-
Hanifah, N. (2016). Pengaruh kepuasan kerja terhadap kinerja karyawan melalui komitmen afektif (Studi pada karyawan PT. Petrokopindo Cipta Selaras Gresik). Jurnal Ilmu Manajemen (JIM), 4(3), 1-10.
-
Hasibuan, M. S. (2007). Manajemen: dasar, pengertian, dan masalah.
-
Hasibuan, M. S. (2008). Manajemen sumber daya manusia.
-
Hermawan, I. P. D., Hartika, L. D., & Simarmata, N. (2017). Hubungan work engagement dengan turnover intention: Studi pada karyawan PT. X. Jurnal Psikologi Mandala, 1(2). https://doi.org/https://doi.org/10.36002/jpm.v1i2.586.
-
Iswanto, F., & Agustina, I. (2017). Peran dukungan sosial di tempat kerja terhadap keterikatan kerja karyawan. Mediapsi, 2(2), 38-45.
-
Juleiqa, S., & Indarto, M. R. (2024). Pengaruh Kepuasan Kerja, Job Insecurity, dan Beban Kerja terhadap Turnover Intention Karyawan Industri Pengolahan Susu Kambing Etta Indotama. Cakrawangsa Bisnis: Jurnal Ilmiah Mahasiswa, 5(1), 27-44.
-
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of management journal, 33(4), 692-724.
-
Karlina, L., Kusniawati, A., & Herlina, N. (2019). Pengaruh quality of work life dan self determination terhadap Work Engagement karyawan (studi pada pt. pasific eastern coconut utama pangandaran). Business Management and Entrepreneurship Journal, 1(3).
-
Kuantitatif, P. P. (2016). Metode Penelitian Kunatitatif Kualitatif dan R&D. Alfabeta, Bandung.
-
Kurnia, Y., Isharianto, Y., Giap, Y. C., & Hermawan, A. (2019, March). Study of application of data mining market basket analysis for knowing sales pattern (association of items) at the O! Fish restaurant using apriori algorithm. In Journal of Physics: Conference Series (Vol. 1175, No. 1, p. 012047). IOP Publishing. https://doi.org/10.1088/1742-6596/1175/1/012047.
-
Maesaroh, I., & Fadili, D. A. (2024). Pengaruh Dukungan Rekan Kerja dan Keterikatan Kerja Terhadap Intensi Turnover Pada Karyawan Tetap Indomaret di Kecamatan Jonggol. Innovative: Journal Of Social Science Research, 4(4), 9999-10007. https://doi.org/10.31004/innovative.v4i4.14368.
-
Mangkunegara, A. P. (2015). Sumber Daya Manusia Perusahaan. Cetakan kedua belas. Bandung: Remaja Rosdakarya.
-
Mujiasih, E., & Ratnaningsih, I. Z. (2012). Meningkatkan work engagement melalui gaya kepemimpinan transformasional dan budaya organisasi. Jurnal Psikologi, 3-8.
-
Narosaputra, D. A. N. (2022). Pentingnya Kepemimpinan Transformasional Dalam Keterlibatan Kerja. Psikodinamika: Jurnal Literasi Psikologi, 2(1), 56-63.
-
Negara, I. C., & Prabowo, A. (2018, September). Penggunaan uji chi–square untuk mengetahui pengaruh tingkat pendidikan dan umur terhadap pengetahuan Penasun mengenai hiv–aids di provinsi dki jakarta. In Prosiding Seminar Nasional Matematika dan Terapannya (Vol. 3).
-
Pibriana, D., & Ricoida, D. I. (2017). Analisis pengaruh penggunaan internet terhadap minat belajar mahasiswa (studi kasus: perguruan tinggi di Kota Palembang). JATISI (Jurnal Teknik Informatika dan Sistem Informasi), 3(2), 104-115. https://doi.org/10.35957/jatisi.v3i2.72.
-
Priansa, D. J., & Garnida, A. (2013). Manajemen Perkantoran Efektif. Efisien, dan Profesional, Bandung: Alfabeta.
-
Rais, R. Adolfina, & Dotulong, L. 2016.“Komitmen Organisasi, Kepuasan Kerja dan Lingkungan Kerja terhadap Kinerja Karyawan di PT. PLN (PERSERO) Wilayah Suluttenggo”. Jurnal Berkala Ilmiah Efisiensi, 16(1), 185-197.
-
Riandana, Y. R., & Noviati, N. P. (2014). Persepsi terhadap asertivitas pimpinan dan keterikatan kerja karyawan. Psikologika: Jurnal Pemikiran dan Penelitian Psikologi, 19(2), 111-119.
-
Robinson, D. (2004). The drivers of employee engagement. Institute for Employment Studies.
-
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American psychologist, 55(1), 68.
-
Sanaky, M. M. (2021). Analisis Faktor-Faktor Keterlambatan Pada Proyek Pembangunan Gedung Asrama Man 1 Tulehu Maluku Tengah. Jurnal Simetrik, 11(1), 432-439.
-
Siswono, D. (2016). PENGARUH EMPLOYEE ENGAGEMENT TERHADAP KINERJA KARYAWAN DI RODEX TRAVEL SURABAYA. AGORA, 4(2), 374–380.
-
Soetrisno, E. (2016). Manajemen sumber daya manusia. Kencana.
-
Syafira, P. A., & Hatta, M. I. (2023). Pengaruh Self Determination terhadap Work Engagement pada Mahasiswa Its yang Mengikuti Magang. Jurnal Riset Psikologi, 75-84. https://doi.org/10.29313/jrp.v2i2.1569.
-
Tahitu, A., Tutuhatunewa, A. R., & Fadirubun, V. M. (2024). PENGARUH KOMUNIKASI ORGANISASI TERHADAP GAYA KEPEMIMPINAN LURAH MILENIAL DI KOTA AMBON. Jurnal BADATI, 1, 53–72.
-
Thompson, C., Hardee, S., & Lane, J. C. (2011). Engaging student diversity through a Social Justice Learning Community. Journal of Diversity in Higher Education, 4(2), 106. https://doi.org/10.1037/a0022726.
-
Waruwu, M. (2023). Pendekatan penelitian pendidikan: metode penelitian kualitatif, metode penelitian kuantitatif dan metode penelitian kombinasi (Mixed Method). Jurnal Pendidikan Tambusai, 7(1), 2896-2910.
-
Wehmeyer, M. L. (2005). Self-determination and individuals with severe disabilities: Re-examining meanings and misinterpretations. Research and practice for persons with severe disabilities, 30(3), 113-120.
-
Wijono, S. (2010). Psikologi industri & organisasi. Kencana.
-
Xanthopoulou, D., Bakker, A. B., Demerouti, E., & Schaufeli, W. B. (2007). The role of personal resources in the job demands-resources model. International journal of stress management, 14(2), 121. https://doi.org/10.1037/1072-5245.14.2.121.
-
Yamazaki, Y., & Kayes, D. C. (2010). Learning and work satisfaction in Asia: A comparative study of Japanese, Chinese and Malaysian managers. The International Journal of Human Resource Management, 21(12), 2271-2289. https://doi.org/10.1080/09585192.2010.509628.
-
Yudiani, E. (2017). Work engagement karyawan PT. Bukit Asam, PERSERO ditinjau dari spiritualitas. Psikis: Jurnal Psikologi Islami, 3(1), 21-32.
Authors who publish with this journal agree to the following terms:
1. Copyright Retention and Open Access License
Authors retain copyright of their work and grant the journal non-exclusive right of first publication under the Creative Commons Attribution 4.0 International License (CC BY 4.0).
This license allows unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
2. Rights Granted Under CC BY 4.0
Under this license, readers are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, including commercial use
- No additional restrictions — the licensor cannot revoke these freedoms as long as license terms are followed
3. Attribution Requirements
All uses must include:
- Proper citation of the original work
- Link to the Creative Commons license
- Indication if changes were made to the original work
- No suggestion that the licensor endorses the user or their use
4. Additional Distribution Rights
Authors may:
- Deposit the published version in institutional repositories
- Share through academic social networks
- Include in books, monographs, or other publications
- Post on personal or institutional websites
Requirement: All additional distributions must maintain the CC BY 4.0 license and proper attribution.
5. Self-Archiving and Pre-Print Sharing
Authors are encouraged to:
- Share pre-prints and post-prints online
- Deposit in subject-specific repositories (e.g., arXiv, bioRxiv)
- Engage in scholarly communication throughout the publication process
6. Open Access Commitment
This journal provides immediate open access to all content, supporting the global exchange of knowledge without financial, legal, or technical barriers.