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Goal: I need the scale of QWL for my research

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Ros Patriani Dewi M.Psi. Psikolog
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Indonesia has a demographic bonus where the millennial generation of employees is more dominant than the previous generation. Millennial employees as one of the organizational resources must be ready to face changes in order to improve organizational performance. There are various factors that can affect employee readiness for change, including job crafting and work engagement. This study aims to determine the effect of job crafting and work engagement toward the readiness for change among millennial. This study involved 150 employees, male or female, aged 23-39 years. The data collection method in this study used a Likert scale model using the Work Engagement Scale, the Job Crafting Scale, and the Readiness for Change scale. The results showed that partially job crafting and work engagement had a positive effect on readiness for change on millennial employees with t-count values of 6.375 and 2.851 with a significance of 0.000 (p<0.005). Simultaneously, the variables of job crafting and work engagement have a significant effect on the readiness for change of millennial employees with an F-count of 57.443 and a significance of 0.000; p<0.05). Job crafting and work engagement contributed to the readiness for change by 43.9% (R-square=0.439). a https://orcid.org/0000-0001-7949-774X b https://orcid.org/0000-0003-1007-0021 c https://orcid.org/0000-0002-2811-9682
Ros Patriani Dewi M.Psi. Psikolog
added 2 research items
This study aims to analyze the effect of transformational leadership training to managers to enhance employee's affective ommitment at Hotel "X" Yogyakarta. Subjects were 34 employees who are subordinates and 8 Head of Department (HOD) who were given intervention of transformational leadership training. Data collection method that used in this study is the scale of affective commitment refers to the organizational commitment questionnaire (OCQ) developed by Allen & Meyer (1990). Experimental design used in this study is one group pretest-posttest design with parametric statistical analysis of test data using Paired Sample T-Test. The results showed that t = 5,951,(p <0.001), therefore the research hypothesis is accepted. This study concludes that there is a significant difference between the affective commitment of employees before transformational leadership training given to the managers and after being given the transformational leadership training to their managers.
Abstrak Penelitian ini bertujuan untuk mengetahui pengaruh pelatihan kepemimpinan transformasional pada atasan untuk peningkatan komitmen organisasi karyawan di hotel X Yogyakarta. Subjek penelitian adalah 34 karyawan Hotel X Yogyakarta yang merupakan subordinat atau bawahan sedangkan yang diberikan intervensi berupa pelatihan kepemimpinan transformasional adalah para Head of Departement (HOD) yang berjumlah 8 orang. Metode pengumpulan data yang digunakan adalah skala komitmen organisasi yang mengacu pada organizational commitment questionnaire (OCQ) yang dikembangkan oleh Allen & Meyer (1990), yang terdiri dari tiga komponen yaitu: komponen afektif, komponen kontinuans dan komponen normatif. Desain eksperimen yang digunakan dalam penelitian ini adalah one group pretest-posttest design dengan analisis data uji statistik parametrik, yaitu Paired Sample T-Test. Hasil penelitian menunjukkan bahwa t = 7,325, (p<0,001) sehingga hipotesis penelitian diterima. Artinya, ada perbedaan yang signifikan antara komitmen organisasi karyawan sebelum diberikan pelatihan kepemimpinan transformasional pada atasan dan setelah diberikan pelatihan kepemimpinan transformasional pada atasan. Abstract This study aims to determine the effect of transformational leadership training on the employer to increase employee organizational commitment in the hotel X Yogyakarta. The subjects of the study were 34 employees of Hotel X Yogyakarta who are the subordinate, while the intervention of transformational leadership training was the Head of Department (HOD) which amount 8 people. Data collection method used is the scale of organizational commitment that refers to organizational commitment questionnaire (OCQ) developed by Allen & Meyer (1990), which consists of three components, namely: affective components, continuous components and normative components. The experimental design used in this research was one group pretest-posttest design with parametric statistical test data analysis, namely Paired Sample T-Test. The results show that t = 7,325, (p <0.001) so that the research hypothesis is accepted. It means that there is a significant difference between an employee's organizational commitment before given transformational leadership training to superiors and after given transformational leadership training to superiors.
Ros Patriani Dewi M.Psi. Psikolog
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Ros Patriani Dewi M.Psi. Psikolog
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I need the scale of QWL for my research