Hasil Pencarian  ::  Simpan CSV :: Kembali

Abstrak :
Guru di Sekolah Penggerak memiliki tantangan untuk melakukan continuous improvement, sehingga diperlukan engagement sebagai kunci keberhasilan Sekolah Penggerak. Berdasarkan data survey, engagement guru di Sekolah Penggerak XYZ berada dalam kategori sedang sehingga ada ruang untuk peningkatan. Penelitian ini bertujuan untuk meneliti peran Grit Sebagai Mediator Pengaruh Growth Mindset terhadap Work Engagement Pada Guru di Sekolah Penggerak XYZ dan menindaklanjuti hasil yang diperoleh dengan membuat suatu program intervensi. Dalam penelitin ini Work Engagement diukur dengan Utrecht Work Engagement Scale-9 (UWES-9) (Schaufeli & Salanova, 2003), growth mindset diukur dengan Growth Mindset Scale (Dweck, 2013), grit diukur dengan Short Grit Scale (Duckworth & Quinn, 2009). Partisipan penelitian adalah 197 guru Sekolah Penggerak XYZ. Hasil membuktikan grit dapat berperan sebagai mediator secara parsial pada pengaruh growth mindset terhadap work engagement (indirect effect = 0,2152, SE = 0,0501, LLCI = 0,1180, ULCI = 0,3157). Studi lanjutan berdasarkan hasil penelitian, didesain program intervensi training growth mindset yang diikuti 12 partisipan dari 25 orang dengan skor growth mindset rendah. Hasil membuktikan terdapat pengaruh positif signifikan training growth mindset terhadap peningkatan skor growth mindset, grit dan work engagement pada guru di sekolah penggerak XYZ (Skor Wilcoxon Asymp. Sig (2-tailed) 0,005 < 0,05). Dengan demikian, training growth mindset perlu diterapkan pada guru di Sekolah Penggerak. ......Teachers in ‘Sekolah Penggerak’ have challenges to carry out continuous improvement, so engagement is needed as the key to the success of ‘Sekolah Penggerak’. Based on survey data, teacher engagement at ‘Sekolah Penggerak’ XYZ is in the moderate category so there is room for improvement. This study aims to examine the role of Grit as a Mediator for the Effect of Growth Mindset on Work Engagement in Teachers at ‘Sekolah Penggerak’ XYZ and to follow up on the results obtained by creating an intervention program. In this study Work Engagement was measured by the Utrecht Work Engagement Scale-9 (UWES-9) (Schaufeli & Salanova, 2003), growth mindset was measured by the Growth Mindset Scale (Dweck, 2013), grit was measured by the Short Grit Scale (Duckworth & Quinn, 2009). The research participants were 197 teachers of the ‘Sekolah Penggerak’ XYZ. The results prove that grit can act as a mediator partially on the effect of growth mindset on work engagement (indirect effect = 0.2152, SE = 0.0501, LLCI = 0.1180, ULCI = 0.3157). A follow-up study based on research results, designed a growth mindset training intervention program which was followed by 12 participants out of 25 people with a low growth mindset score. The results prove that there is a significant positive effect of growth mindset training on increasing the growth mindset, grit and work engagement scores of teachers in ‘Sekolah Penggerak’ XYZ (Wilcoxon Asymp. Sig (2-tailed) score 0.005 <0.05). Therefore, growth mindset training needs to be applied to teachers in ‘Sekolah Penggerak’.

Abstrak :
Kelelahan emosional (emotional exhaustion) merupakan suatu proses psikologis yang dihasilkan akibat adanya beban kerja yang berlebihan (work overload) dan konflik pekerjaan-keluarga (work-family conflict). Konflik antara pekerjaan dan keluarga terjadi saat seseorang sulit untuk membagi waktunya dalam memenuhi kedua peran dalam waktu yang bersamaan. Perawat dapat menderita kelelahan emosional karena memiliki intensi emosional dalam pekerjaannya. Adanya beban kerja yang berlebihan menyebabkan perawat cenderung memiliki kelelahan emosional dan dalam jangka panjang dapat memicu terjadinya turnover intention. RS Harima merupakan salah satu RS Swasta di Depok yang mengalami peningkatan turnover setiap tahun khususnya perawat, sehingga hal ini menjadi suatu permasalahan yang harus diselesaikan oleh RS Harima. Penelitian ini bertujuan untuk mempertegas peran emotional exhaustion sebagai variabel mediasi pada hubungan work overload dan work-family conflict terhadap turnover intention. Responden yang terlibat dalam penelitian ini sejumlah 148 perawat yang bekerja di RS Harima. Peneliti menggunakan kuesioner untuk pengambilan data yang kemudian dianalisis dengan menggunakan SEM. Hasil pada penelitian ini menunjukkan emotional exhaustion memediasi hubungan work overload dan work-family conflict terhadap turnover intention. Selanjutnya work overload berpengaruh positif tidak signifikan terhadap turnover intention ......Emotional exhaustion is a psychological process that results from excessive workload and work-family conflict. Conflict between work and family occurs when a person is difficult to divide his time in fulfilling both roles at the same time. Nurses can suffer from emotional exhaustion due to having an emotional feeling at work. Excessive workload causes nurses to tend to have emotional fatigue and in the long run can trigger turnover intention. Harima Hospital is one of the Private Hospitals in Depok that experiences an increase in turnover every year, especially nurses, so this becomes a problem that should be solved by Harima Hospital. This study aims to reinforce the role of emotional exhaustion as a mediating variable in the relationship of work overload and work-family conflict to turnover intention. The respondents involved in this study were 148 nurses working in Harima Hospital. Researchers used a questionnaire for data retrieval which was then analyzed using SEM. The results of this study indicate that emotional exhaustion mediates the relationship of work overload and work-family conflict to turnover intention. Furthermore, work overload has no significant positive effect on turnover intention