PENGARUH PENINGKATAN PERCEIVED ORGANIZATIONAL SUPPORT MELALUI PRAKTIK PENGEMBANGAN KARIR TERHADAP ENGAGEMENT KARYAWAN PADA PEKERJAAN
The aim of this research is to investigate about the influences of career development practice implementation toward employee�s work engagement. Hypothese on this research stated that career development practice are effective to improve work engagement of employees. This study are implemented by q...
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| Main Authors: | , |
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| Format: | Theses and Dissertations NonPeerReviewed |
| Published: |
[Yogyakarta] : Universitas Gadjah Mada
2011
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| Subjects: | |
| Online Access: | https://repository.ugm.ac.id/97282/ http://etd.ugm.ac.id/index.php?mod=penelitian_detail&sub=PenelitianDetail&act=view&typ=html&buku_id=52586 |
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| Institution: | Universitas Gadjah Mada |
| Summary: | The aim of this research is to investigate about the influences of career
development practice implementation toward employee�s work
engagement. Hypothese on this research stated that career
development practice are effective to improve work engagement of
employees. This study are implemented by quasi experiment design, as
the untreated control group design with pretest-posttest. Career
development practice are given as treatment in this study, where as
variable dependent are work engagement of employees. Career
development practice are implemented occurs some perception toward
employee that they are supported and given attention by organizations.
Aligned with social exchange theory, employee are felt that
organization supported and payed attention of them, influenced their
feeling to felt that they have to replied something into organization.
Replied action are taken by employee toward organizations are their
work engagement. Manipulations check in this research used perceived
organizational support scale. Engagement measurement for employee
are held by either quantitative or qualitative ways. Qualitatively are
using engagement scals of employee that are adopted by engagement
scale of Schaufeli, et.al (2002), where as qualitatively are using
structured interview. Quantitative analysis using t-test and for
qualitative analysis are used open coding. Total participants are 10
person are determined into experiment and control group, each of
group contained by 5 persons. This research showed that career
development practice are effective for improving work engagement of
employees. |
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