Peran Pengaturan Kerja Fleksibel dan Motivasi Kerja dalam Meningkatkan Kinerja Karyawan

Nur Aini Fitrianti, Alvin Eryandra

Abstract


Tujuan dari penelitian ini adalah untuk menguji hipotesis bahwa penerapan pengaturan kerja fleksibel dan motivasi kerja secara simultan memiliki pengaruh positif signifikan terhadap kinerja karyawan dimana penelitian dilakukan tanpa membatasi jenis organisasi tertentu. Metode penelitian kuantitatif dengan teknik pengambilan sampel purposive sampling untuk menyasar karyawan tetap yang berkesempatan bekerja secara fleksibel, dengan responden yang bersedia dan sesuai dengan kriteria sebanyak 233 responden. Pengukuran pengaturan kerja fleksibel menggunakan skala (Hyunjeong Kim, 2023)  dengan nilai reliabilitas melalui Cronbach's α sebesar 0,782 dan terdapat 4 aitem valid dari 5 aitem melalui proses seleksi, motivasi kerja diukur menggunakan skala The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) (Tremblay., et al, 2009)  dengan nilai reliabilitas melalui Cronbach's α sebesar 0,891 dan keseluruhan aitem valid, terakhir kinerja karyawan diukur menggunakan skala Job Performance Scale (Caliskan & Koroglu, 2022) dengan nilai reliabilitas melalui Cronbach's α sebesar 0,938 dan keseluruhan aitem valid. Hasil dari uji menggunakan perangkat lunak Jamovi 2.6.25 dengan model regresi berganda menunjukkan secara simultan terdapat pengaruh positif signifikan dari pengaturan kerja fleksibel dan motivasi kerja terhadap kinerja karyawan (R2= 0,575; p<0,001). Temuan ini menemukan bahwa pengaruh motivasi kerja (β=0,876; p<0,01) lebih besar dibandingkan pengaturan kerja fleksibel (β= -0,257; p=<0,01) terhadap kinerja, oleh karenanya penting untuk organisasi dalam penguatan motivasi kerja dalam mendukung keberhasilan implementasi pengaturan kerja fleksibel guna optimalisasi kinerja. 


Keywords


Pengaturan Kerja Fleksibel; Motivasi Kerja; Kinerja

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DOI: https://doi.org/10.51849/j-p3k.v6i2.803

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