PA GE 20
21 IPRC 2022/BOR A-Work Engagement 01
Work Engagement in Transition Covid-19
Cindi Kristanti1, Laila Meiliyandrie Indah Wardani2
cindikristanti96@gmail.com1, laila.meiliyandrie@mercubuana.ac.id2
Universitas Mercu Buana, Indonesia
ABSTRACT
Employee involvement in work is one of the important roles in achieving a company goal in the midst of a pandemic transition situation to endemic Covid-19. This situation requires workers to be able to adapt and stay productively engaged on the job. Companies need the spirit of human resources (HR) in the company to be able to pursue and achieve goals in the midst of this endemic transition. Therefore, work engagement is needed for employees to be able to maximize the potential of their abilities for their own development and the progress of the company. This study examines whether psychological empowerment has a role as a mediator of the relationship between core self-evaluation and work engagement in workers during the pandemic transition to the Covid-19 endemic. The method used in this research is the correlational quantitative research method. The sample in this study were 647 respondents. Instrument: The measuring instrument used in this study is the Utrecht Work Engagement Scale (UWES) which was first developed by Schaufeli, et al. The Core Self-Evaluation Scale (CSES) developed by Judge, et al. Psychological Empowerment Questionnaire (PEQ) developed by Spritzer.
The process of mediation regression analysis model no. 4 by Andrew F. Hayes PROCESS V3.5 Procedure for SPSS. The results of this study indicate that psychological empowerment acts as a mediator in the relationship between core self-evaluation and work engagement. This is supported by workers who have high self-esteem who believe in their ability to work so that the task at work is a meaningful challenge to be completed properly and can increase work engagement.
Keywords: work engagement, core self-evaluation, psychological empowerment, employee, endemic covid-19
