Pengaruh Psychological Well-Being dan Organizational Justice Terhadap Employee Engagement

Riza Alvandi, Mohamad (2022) Pengaruh Psychological Well-Being dan Organizational Justice Terhadap Employee Engagement. Sarjana (S1) thesis, Universitas Islam “45” Bekasi.

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Abstract

A good company is a company that can maintain the performance of its Human Resources, this can be achieved by fostering a sense of Employee Engagement. The problem of employee engagement is felt at the XYZ Jakarta Company where the employees there are a bit difficult to foster a sense of enthusiasm in each of them. The purpose of this study was to determine the description and influence of Psychological Well-Being and Organizational Justice on Employee Engagement. The design of this study is to measure the correlation and regression of 2 independent variables and 1 dependent variable, Psychological Well-Being (X1) and Organizational Justice (X2) on Employee Engagement (Y). The subjects of this study amounted to 74 employees of the production sector of PT XYZ Jakarta. The sampling technique of this research used a population study. The results of the validity test stated that all items were declared valid, the reliability test used Cornbach's Alpha with PWB results of 0.939 OJ = 0.894 EE = 0.884. The data collection method used a psychological scale which was printed in hard copy. The results of the correlation test using Spearman Rho showed that there was a positive and significant relationship between Psychological Well-Being and Employee Engagement, which was indicated by Sig. 0.000 (p<0.05) which indicates a relationship and r=0.642 which indicates the relationship is positive, therefore Ha1 can be accepted and it is known that there is a positive and significant relationship between Organizational Justice and Employee Engagement which is indicated by Sig. 0.000 (p <0.05) which indicates a relationship and r = 0.708 which indicates the relationship is positive, therefore Ha2 can be accepted. Based on multiple linear regression test, it is known that PWB and OJ have a positive effect on EE with the results of Sig. = 0.000 (Sig. <0.05). Psychological Well-Being and Organizational Justice together account for 58.8% of Employee Engagement, while the remaining 41.2% is influenced by other variables. PWB has r=0.690 and OJ has r=0.709. That is, it is possible that the Organizational Justice variable is a better variable in predicting Employee Engagement. It is known that Y = α + β1X1 + β2X2, then Y = -3,240 + 0,296 + 0,502. With the results of these equations, it is stated that all coefficient variables are positive.

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