THE RELATIONSHIP BETWEEN THE PSYCHOSOCIAL WORKING CONDITIONS AND EMPLOYEE ENGAGEMENT (CASE STUDY AT PT PLN PERSERO)
PT PLN (Persero) is a state-owned company engaged in the electricity industry with services spread throughout Indonesia. Through efforts to provide electricity supply services to remote and remote areas. Currently, PT PLN (Persero), is facing a problem from the employees intentionally rising or red...
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| Format: | Theses |
| Language: | Indonesia |
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| Online Access: | https://digilib.itb.ac.id/gdl/view/41903 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | PT PLN (Persero) is a state-owned company engaged in the electricity industry with services spread throughout Indonesia. Through efforts to provide electricity supply services to remote and remote areas. Currently, PT PLN (Persero), is facing a problem from the employees intentionally rising or reducing their KPI (Key Performance Indicator). The employees already in the comfort zone, they refused to be transferred to another area. Moreover, there is less satisfaction from employees caused by they often see themselves exceeding reality along lack of motivation and awareness to change that achieving the goals. The purpose of this action to increase employee engagement by paying attention to the psychosocial work environment factor in order to achieve PLN’s strategic goals into World-Class Corporation with Excellent Performance. The methods are using quantitative by distributing questionnaires to all PLN employees in Indonesia. To find out psychosocial factors in the workplace and find out the things that most contribute to psychosocial factors with the employee employee in the company. Then an analysis of the correlation between psychosocial factors using Copenhagen Psychosocial Questionnaire (COPSOQ III) and employee engagement using Aon-Hewitt's model is needed. Based on 45 dimensions of COPSOQ III, it can be seen strong correlations between psychosocial conditions and factors satisfaction with work (r = 0.555), role clarity (r = 0.532), quality of work (r = 0.522), meaning of work (r = 0.509), and organizational justice (r = 0.507) are the most contributing in the company and also there are psychosocial dimensions that can inhibit employee involvement, namely Role Conflicts and Illegitimate Tasks that affects employee engagement |
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