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Penelitian tesis ini bertujuan untuk mendalami hubungan antara psychological capital dan job performance, serta melihat efektifitas intervensi pelatihan untuk meningkatan psychological capital dan job performance. Partisipan dalam penelitian ini adalah karyawan lembaga pemerintahan instansi TCA. Alat ukur yang digunakan dalam penelitian ini adalah kuesioner job performance (Koopmans, 2014) (Alpha Cronbach =0.88) dan kuesioner psychological capital (Lunthas et al., 2015) (Alpha Cronbach =0.92). Hasil uji korelasi person menunjukkan hubungan positif signifikan antara psychological capital dan job performance (r=.79 dan p<0.01). Selanjutnya dari hasil korelasi dilakukan intervensi berupa pelatihan How To Become A Super HERO untuk meningkatkan psychological capital dan job performance. Intervensi yang dilakukan merupakan adaptasi dari Lunthans et al., (2006). Pada penelitian ini evaluasi pelatihan dilakukan hingga tahap pengetahuan  psychological capital. Hasil uji Wilcoxon Signed Rangks Test menunjukkan bahwa terdapat peningkatan pengetahuan psychological capital dari karyawan setelah diberikanya intervensi pelatihan psychological capital (Z =-3.283 dan p<.05). Dengan demikian program How To Become A Super HERO dapat dijadikan program pengembangan diri karyawan agar dapat meningkatkan job performance.

 

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This thesis research aims to explore the relationship between psychological capital and job performance and to see the effectiveness of training interventions to improve psychological capital and job performance. Partisipants in this study were employees of the government agency TCA. The measuring instruments used in this study were job performance questionnaires (Koopmans, 2014) (Cronbach Alpha = 0.88) and psychological capital questionnaires (Lunthas et al., 2015) (Cronbach Alpha = 0.92). The results of the person correlation test showed a significant positive relationship between psychological capital and job performance (r = .79 and p <0.01). Based on the correlation results, the intervention was conducted in the form of How To Become A Super HERO training to increase psychological capital and job performance. The intervention organised was an adaptation of Lunthans et al., 2006). In this study, the training was evaluated to the stage of psychological capital knowledge. The Wilcoxon Signed Test results showed that there was an increase in psychological capital knowledge of employees after the psychological training intervention (Z = -3,283 and p <.05) were given. Thus, the How To Become A Super HERO program can be used as an employee self-development program in order to improve job performance.

 

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"Penelitian tesis ini bertujuan untuk mendalami hubungan antara variabel Modal Psikologis dan Perilaku Kerja Inovatif, mengetahui dimensi Modal Psikologis yang paling berhubungan dengan Perilaku Kerja Inovatif, serta efektivitas intervensi pelatihan untuk meningkatkan Modal Psikologis dan Perilaku Kerja Inovatif. Responden dalam penelitian ini adalah para karyawan Divisi Produksi XTV, sebuah stasiun televisi swasta. Alat ukur yang digunakan adalah kuesioner Perilaku Kerja Inovatif (Janssen, 2000) (Alpha Cronbach = 0.942) dan kuesioner Modal Psikologis (Luthans et al., 2015) (Alpha Cronbach = 0.877). Hasil uji korelasi Pearson menunjukkan hubungan positif signifikan antara Modal Psikologis dan Perilaku Kerja Inovatif (r = 0.518, p < 0.01). Hasil tersebut menunjukkan bahwa dengan semakin meningkatnya Modal Psikologis pada para karyawan, maka akan meningkat pula Perilaku Kerja Inovatif mereka. Intervensi pelatihan Modal Psikologis diberikan kepada para karyawan dengan tujuan untuk meningkatkan Modal Psikologis dan Perilaku Kerja Inovatif. Pada penelitian ini, evaluasi pelatihan dilakukan sampai tahap pengetahuan Modal Psikologis. Hasil uji Wilcoxon Signed Ranks Test menunjukkan bahwa terdapat peningkatan pengetahuan tentang Modal Psikologis dari para partisipan setelah diberikan intervensi pelatihan Modal Psikologis (Z = -2.393, p < 0.05). Dengan demikian, pihak perusahaan dapat menjadikan pelatihan Modal Psikologis, sebagai pengembangan diri para karyawannya, agar dapat meningkatkan Perilaku Kerja Inovatif mereka.

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The aim of this research is to analyzed the relationship between Psychological Capital (PsyCap) and Innovative Work Behavior (IWB), which PsyCap?dimension have the strongest relationship with IWB, and the effectivity of Unleashing The Power Of Psychological Capital Within Yourself training to enhancing PsyCap and IWB. The respondent of this research are XTV? Production Division Employees, a private television company. This research used Innovative Work Behavior Scale (Janssen, 2000) (Alpha Cronbach = 0.942) and Psychological Capital Questionairre (Luthans et al., 2015) (Alpha Cronbach = 0.877).

earson correlation analysis found there was significantly positive relationship between Psychological Capital and Innovative Work Behavior (r = 0.518, p < 0.01). This result indicates that the increasing of Psychological Capital, will also increased Innovative Work Behavior. Psychological Capital Training were given as intervention, with aim to increasing participants Psychological Capital and Innovative Work Behavior. This research did the knowledge evaluation towards the participants.

The result from Wilcoxon Signed Ranks Test found that there was increasing in participants' Psychological Capital knowledge after the intervention (Z = -2.393, p < 0.05). Thus, the company could make the Psychological Capital Training as part of their employee development program, to support employee?s Psychological Capital and Innovative Work Behavior."