Pengaruh Transformational Leadership terhadap Work Engagement Karyawan yang Bekerja Secara Hybrid
Abstract
Abstract, Work engagement is a crucial aspect of human resource management that significantly impacts employee performance and overall organizational success. Transformational leadership is considered vital in enhancing employee engagement as it inspires and motivates employees to perform better. This study is based on the significant role of leadership in improving work engagement, particularly in the context of hybrid work, which has become increasingly common in the digital era. The hybrid work model allows employees to complete tasks from various locations using electronic media to interact with colleagues inside and outside the organization. While it offers flexibility and efficiency, challenges such as a lack of social interaction and potential miscommunication can reduce work engagement levels. This study aims to determine the influence of transformational leadership on work engagement among hybrid employees in Jakarta. It is a quantitative study using multiple linear regression analysis. Based on the Lemeshow formula, a sample of 125 employees was selected using convenience sampling. The transformational leadership instrument is the Multifactor Leadership Questionnaire (MLQ) by Bass and Riggio (2006), while work engagement is measured using the Utrecht Work Engagement Scale (UWES) by Schaufeli and Bakker (2004). Results show a positive and significant influence (57.5%) of transformational leadership on work engagement, emphasizing the importance of developing this leadership style within organizations.
Abstrak, Work engagement adalah salah satu aspek penting dalam manajemen sumber daya manusia yang berdampak signifikan pada kinerja karyawan dan organisasi. Transformational leadership dianggap penting dalam meningkatkan work engagement karena mampu menginspirasi dan memotivasi karyawan untuk bekerja lebih baik. Penelitian ini didasarkan pada peran penting kepemimpinan dalam meningkatkan work engagement, khususnya dalam konteks kerja hybrid yang semakin umum di era digital. Model kerja hybrid memungkinkan karyawan menyelesaikan tugas dari lokasi berbeda menggunakan media elektronik untuk berinteraksi dengan rekan kerja di dalam maupun luar organisasi. Meski menawarkan fleksibilitas dan efisiensi, terdapat tantangan seperti kurangnya interaksi sosial dan potensi miskomunikasi yang dapat menurunkan keterlibatan kerja. Penelitian ini bertujuan mengetahui pengaruh transformational leadership terhadap work engagement karyawan hybrid di Kota Jakarta. Penelitian ini bersifat kuantitatif dengan uji regresi linier berganda. Berdasarkan rumus Lemeshow, diperoleh sampel 125 karyawan dengan convenience sampling. Instrumen transformational leadership menggunakan Multifactor Leadership Questionnaire (MLQ) dari Bass dan Riggio (2006), sedangkan keterlibatan kerja menggunakan Utrecht Work Engagement Scale (UWES) dari Schaufeli dan Bakker (2004). Hasil menunjukkan pengaruh positif dan signifikan (57,5%) antara transformational leadership dan work engagement, menunjukkan pentingnya pengembangan gaya kepemimpinan ini dalam organisasi.
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