WINASIS, SHINTA (2021) PENGARUH SELF EFFICACY, WORK STRESS, LEADERSHIP CLIMATE TERHADAP EMPLOYEE ENGAGEMENT DENGAN JOB SATISFACTION SEBAGAI INTERVENING PADA PROSES TRANSFORMASI DIGITAL PT BANK CENTRAL ASIA, Tbk AREA JABODETABEK. S3 thesis, Universitas Mercu Buana Jakarta.
|
Text (HAL COVER)
1. Halaman Disertasi.pdf Download (656kB) | Preview |
|
![[img]](https://repository.mercubuana.ac.id/style/images/fileicons/text.png) |
Text (BAB I)
2. Bab 1.pdf Restricted to Registered users only Download (839kB) |
|
|
Text (BAB II)
3. Bab 2.pdf Restricted to Registered users only Download (896kB) |
|
|
Text (BAB III)
4. Bab 3.pdf Restricted to Registered users only Download (557kB) |
|
|
Text (BAB IV)
5. Bab 4.pdf Restricted to Registered users only Download (383kB) |
|
|
Text (BAB V)
6. Bab 5.pdf Restricted to Registered users only Download (844kB) |
|
|
Text (BAB VI)
7. Bab 6.pdf Restricted to Registered users only Download (298kB) |
|
|
Text (DAFTAR PUSTAKA)
8. Daftar Pustaka.pdf Restricted to Registered users only Download (337kB) |
|
|
Text (LAMPIRAN)
9. Lampiran.pdf Restricted to Registered users only Download (1MB) |
Abstract
Digital transformation is currently one of the important agendas in the Indonesian Banking industry, in order to be more agile in a rapidly changing market. Changes that occur due to transformation are fundamental, disruptive & very dynamic. To ensure companies can adapt in a highly competitive landscape, integrated digital transformation strategies need to be implemented in order to support company performance improvement and enhance the company's long-term business sustainibility. In this phase the company requires commitment and engagement its employees. PT Bank Central Asia, Tbk is the largest private bank in Indonesia that has been accelerating the process of digital transformation for 2 years. This process includes the integrated and comprehensive implementation of the digitization process covering products, facilities, systems and transaction procedures in the banking branches, and changes in the function of human resources. This change will directly affect the conditions of employee engagement, and if not detected and controlled early on, can cause resistance and negatively affect the change itself. The purpose of this study is to analyze the influence of radical change policies on the level of Employee Engagement and its relationship with 4 research variables, namely self efficacy, work stress, climate leadership and job satisfaction. This research uses descriptive quantitative method with Structural Equation Modeling analysis method using the Partial Least Square 3.0 application. The research sample was 448 employees of PT Bank Central Asia Jabodetabek area, which has been running a digital transformation pilot project for 2 years. The findings of this study indicate that leadership climate formed by the transformational behavior of work unit leaders during the process of change has a significant effect on job satisfaction with a tstatistic value of 28,485 workers, self efficacy influences employee engagement with a tstatistic value of 11,353, Job satisfaction influences employee engagement with a tstatistic value of 10,635, and work stress has an influence on job satisfaction with a tstatistic value of 6,939. R2 for this study shows the value of the influence of the variables that make up 78.6%, Goodness of Fit value of the research model of 0.733, this shows that the forming variables conceptually have a great influence on the research model. The findings of this study prove that the company's strategic policies need to involve policies that improve employee self-efficacy, monitor work stress conditions, ensure leaders have a positive influence on change, maintain employee job satisfaction levels so that the change process can run in an optimal engagement atmosphere. Keyword : Digital Transformation, Banking Industry, Employee Engagement, Agile Transformasi digital saat ini menjadi salah satu agenda penting yang menjadi prioritas utama bagi pelaku bisnis bidang industri Perbankan Indonesia, agar lebih agile dalam pasar yang berubah dengan cepat. Perubahan yang terjadi akibat transformasi bersifat mendasar, disruptif & sangat dinamis. Untuk memastikan perusahaan dapat beradaptasi dalam lanskap yang sangat kompetitif, perlu diterapkan strategi transformasi digital terintegrasi agar dapat mendukung peningkatan kinerja perusahaan dan meningkatkan peluang bisnis jangka panjang perusahaan secara berkelanjutan. Pada fase ini perusahaan membutuhkan komitmen dan engagement/keterikatan dan dukungan dari karyawannya. PT Bank Central Asia, Tbk adalah bank swasta terbesar di Indonesia yang telah menjalankan percepatan proses transformasi digital selama 2 tahun. Proses ini meliputi implementasi proses digitalisasi secara integrated dan menyeluruh meliputi produk, sarana, sistem dan prosedur transaksi di cabang perbankan, dan perubahan fungsi sumber daya manusia. Perubahan ini akan secara langsung mempengaruhi kondisi engagement karyawan, dan jika tidak dideteksi dan dikawal sejak dini, dapat menimbulkan resistensi dan memberikan pengaruh negatif pada perubahan itu sendiri. Tujuan penelitian ini adalah untuk melakukan analisis terhadap pengaruh kebijakan perubahan radikal terhadap level Employee Engagement dan hubungannya dengan 4 variabel penelitian, yaitu self efficacy, work stress, leadership climate dan job satisfaction. Penelitian ini menggunakan metode deskriptif kuantitatif dengan metode analisis Structural Equation Modeling dengan menggunakan aplikasi Partial Least Square 3.0. Sampel penelitian adalah 448 karyawan PT Bank Central Asia area Jabodetabek, yang telah menjalankan pilot project transformasi digital selama 2 tahun. Temuan penelitian ini menunjukkan bahwa leadership climate/iklim kepemimpinan yang dibentuk oleh perilaku transformational para pemimpin unit kerja selama proses perubahan berpengaruh signifikan terhadap job satisfaction dengan nilai tstatistic 28,485 pekerja, self efficacy memberikan pengaruh terhadap employee engagement dengan nilai tstatistic 11,353, Job satisfaction memberikan pengaruh terhadap employee engagement dengan nilai tstatistic 10,635, dan work stress memberikan pengaruh terhadap job satisfaction dengan nilai tstatistic 6.939. Nilai R2 untuk penelitian ini menunjukkan nilai pengaruh variabel yang membentuk sebesr 78,6 %, dengan nilai Goodness of Fit model penelitian sebesar 0,733, hal ini menunjukkan bahwa variabelvariabel pembentuk secara konseptual memiliki pengaruh yang besar terhadap model penelitian. Temuan penelitian ini membuktikan bahwa kebijakan strategik perusahaan perlu melibatkan kebijakan meningkatkan self efficacy karyawan, memantau kondisi work stress, memastikan pemimpin memberikan pengaruh positif terhadap perubahan, menjaga level kepuasan kerja karyawan agar proses perubahan dapat berjalan dalam atmosfer engagement yang optimal. Kata Kunci : Transformasi digital, Industri Perbankan, Employee Engagement, Agile
Actions (login required)
 |
View Item |
