Pengaruh Work Life Balance, Kepemimpinan Transformasional, dan Budaya Organ-isasi Terhadap Employee Engagement dalam Membentuk Kinerja Pada Karyawan Generasi Y
DOI:
https://doi.org/10.35384/jemp.v8i2.269Keywords:
Work Life Balance, Kepemimpinan Transformasional, Budaya Organisasi, Employee En-gagement, Kinerja KaryawanAbstract
Tujuan dari penelitian ini adalah untuk mengetahui pengaruh work life balance, kepemimpinan transforma-sional, dan budaya organisasi terhadap employee engagement pada Generasi Y, serta untuk mengetahui pengaruh employee engagement terhadap kinerja karyawan pada Generasi Y. Perkembangan karyawan Generasi Y dalam dunia kerja telah menimbulkan kekhawatiran tentang cara melibatkan kelompok ini. Sampel dalam penelitian ini berjumlah 119 responden Generasi Y yang saat ini bekerja di Bank ABC dan diolah menggunakan Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa 1) ter-dapat hubungan yang signifikan antara work life balance dan budaya organisasi terhadap employee en-gagement, sedangkan pada kepemimpinan transformasional tidak terdapat hubungan yang signifikan ter-hadap employee engagement Generasi Y, 2) terdapat hubungan yang signifikan antara employee engage-ment terhadap kinerja karyawan pada Generasi Y. Hasil penelitian ini belum dapat digeneralisir karena memiliki keterbatasan, yaitu dilakukan di wilayah operasional Bank ABC yang tidak mencakup seluruh wilayah Indonesia. Penelitian ini juga fokus Generasi Y. Perbedaan gografis dan demografis dapat mempengaruhi hasil penelitian. Berdasarkan keterbatasan, saran untuk penelitian selanjutnya adalah menggunakan objek penelitian yang berbeda dan mengambil populasi di luar wilayah operasional bank ABC dan dilakukan dengan klasifikasi generasi yang berbeda. Implikasi: 1) Work Life Balance: membat-asi jam kerja dan memberikan apresiasi terhadap pencapaian, 2) Kepemimpinan Transformasional: memas-tikan proses penempatan pemimpin berdasarkan kompetensi dan pengalaman dan memberikan feedback langsung terhadap karyawan, 3) Budaya Organisasi: studi banding ke beberapa Bank dan memilih insan budaya di setiap unit, 4) Employee Engagement: penentuan jenjang karir berdasarkan kompetensi dan pen-galaman dan mengadakan acara outbond.References
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