Relationship between Affective Commitment and Work Engagement in Employees of Savings and Loans Cooperatives in Kupang City
-
Tirza Risma Koroh(1*)
082247975424
-
M. K. P. Abdi Keraf(2)
-
Yeni Damayanti(3)
(*) Corresponding Author
Abstract
Micro, Small, and Medium Enterprises (MSME) and cooperatives in NTT, especially in the city of Kupang, have a strategic role in the economic development of the community, especially in overcoming poverty. This makes organizations pay important attention to Organizational Commitment, especially the affective commitment that employees have so that services can be carried out properly. This study aims to determine the relationship between affective commitment and work engagement among cooperative employees in Kupang City. The type of research used is quantitative research with correlational methods. Sampling using purposive sampling technique with a total sample of 81 employees who work in cooperatives in Kupang City. Data collection used is a modification of the affective commitment scale developed by Meyer, Allen & Smith (1993) and an adaptation of the work engagement scale developed by Schaufeli & Bakker (2004). The analysis technique uses Pearson Product Moment Correlation and shows that there is a significant relationship between affective commitment and work engagement where the Pearson Correlation value= 0.225 with a significance of 0.044. This shows that employees who work in cooperatives in Kupang City have high work engagement and affect the level of affective commitment shown in the cooperative where they work.
Downloads
References
Anwar, M., Debora, P. (2018). Pengaruh Kepemimpinan Etis dan Iklim Etis terhadap Komitmen Afektif. Jurnal Psikologi 14(1) 35-36.
Badan Pusat Statistik NTT. (2019). Statistik Penduduk miskin di NTT. Kupang: Badan Pusat Statistik NTT
Khan, William A.(1990). Psychological Condition of Personal Engagement and Disengagement at Work. The Academy of Management Journal, 33(4),692-72
Khan, William A.(1990). Psychological Condition of Personal Engagement and Disengagement at Work. The Academy of Management Journal, 33(4),692-724
Mercurio.Z.A.(2015). Affective Commitment as a core essence of Organizational Commitment: An Interrogative Literature review. Human Resource Development Review. 14(4), 389-341. https://doi.org/10.1177/1534484315603612
Mewengkang, M., & Panggabean, H. (2016). Work Engagement Karyawan MRN terhadap Implementasi Aplikasi Data Analisis SDM. Universitas Katolik Indonesia Atma Jaya. 5(1), 1-14
Meyer, J.P., and Allen, N.J. (1997). Commitment in the Workplace: Theory, Research, and Application, Sage, London.
Palupi, B. (2015). Pengaruh Job Demands, Personal Resource, dan Jenis kelamin terhadap Work Engagement. (Unpublished Thesis), Fakultas Psikologi Universitas Islam Negeri Syarif Hidayatullah. Jakarta
Saks, Alan M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619
Schaufeli, W.B., & Bakker, A.B.(2004). Job demands, job resource, and their relationship with burnout and engagement: a multi-sample study. Journal of organizational Behavior, 25(3), 293-315
Schaufeli, W.B and Salanova. M. (2007). Work Engagement an emerging psychological concept and it’s implications for organizations", in Gilliiand, S.W. Gilliland, D. D. Steiner, & D. P. Skarlicki (Eds.). Greenwich, CT: Information Age Publishers.
Sonentag, S.(2003). Recovery, Work Engagement, and proactive behavior : A new look at the interface between non-work and work. Journal of Applied Psychology, 88, 518-528
Yanik, N., Dicky, T. H. (2015). Meningkatkan Komitmen Afektif melalui cerita sukses Organisasi. (Unpublished Thesis), Fakultas Psikologi Universitas Gadjah Mada, Yogyakarta
Zulhartati, Sri. Peranan Koperasi dalam Perekonomian Indonesia. (Unpublished Thesis) FKIP, Universitas Tanjungpura. Pontianak.
Copyright (c) 2021 Tirza Risma Koroh, M. K. P. Abdi Keraf, Yeni Damayanti
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Journal of Health and Behavioral Science (JHBS) is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. You are free to copy, transform, or redistribute articles for any lawful purpose in any medium, provided you give appropriate credit to the original author(s) and JHBS, link to the license, indicate if changes were made, and redistribute any derivative work under the same license. Copyright on articles is held by the authors. By submitting to JHBS, authors grant any third party the right to use their article to the extent provided by the Creative Commons Attribution-ShareAlike 4.0 International License.
