Hubungan Employee Engagement dan Motivasi Kerja dengan Kinerja Karyawan di PT Asuransi Umum
DOI:
https://doi.org/10.52333/strategi.v16i1.1861Keywords:
Keterlibatan Karyawan, Motivasi Kerja, Kinerja KaryawanAbstract
Human Resource Management (HRM) is a strategic component in addressing increasingly competitive global challenges. One of the primary issues faced by organizations today is the low level of employee engagement and work motivation, which has contributed to declining employee performance. Globally, employee engagement remains relatively low at approximately 21%, whereas high-performing organizations can achieve engagement levels of up to 70% (Gallup, 2022). Optimal employee performance is essential for achieving organizational vision and mission. In 2024, PT Asuransi Umum experienced a substantial decline in employee performance, falling significantly below the company’s minimum performance standards. This decline was associated with several factors, including low work commitment, reduced discipline, increased absenteeism, and suboptimal job satisfaction. This study aims to examine the relationship between employee engagement and work motivation on employee performance at PT Asuransi Umum. A quantitative cross-sectional approach was employed, involving 60 respondents selected through purposive sampling. Data were collected using validated and reliable Likert-scale questionnaires (α > 0.7) and analyzed through univariate and bivariate analyses using the Chi-square test. The results indicate a significant relationship between employee engagement and employee performance (p = 0.001), while work motivation shows no significant relationship (p = 0.149). These findings suggest that employee performance is more strongly influenced by employee engagement than by work motivation; therefore, organizations should prioritize sustainable employee engagement strategies to optimize employee performance.
Abstrak
Pengelolaan Sumber Daya Manusia (SDM) merupakan aspek strategis dalam menghadapi persaingan global yang semakin kompetitif. Salah satu tantangan utama perusahaan saat ini adalah rendahnya tingkat keterlibatan karyawan (employee engagement) dan motivasi kerja yang berdampak pada penurunan kinerja. Secara global, tingkat employee engagement masih tergolong rendah, yaitu sekitar 21%, sementara pada perusahaan dengan performa terbaik dapat mencapai 70% (Gallup, 2022). Kinerja karyawan yang optimal menjadi faktor penting dalam mendukung pencapaian visi dan misi perusahaan. PT Asuransi Umum mengalami penurunan kinerja karyawan pada tahun 2024 yang berada jauh di bawah standar minimal perusahaan. Kondisi ini dipengaruhi oleh beberapa faktor, seperti rendahnya komitmen kerja, penurunan disiplin, meningkatnya tingkat absensi, serta kepuasan kerja yang belum optimal. Tujuan: Penelitian ini bertujuan untuk menganalisis hubungan antara employee engagement dan motivasi kerja terhadap kinerja karyawan di PT Asuransi Umum. Metode: Penelitian menggunakan pendekatan kuantitatif dengan desain cross-sectional. Sampel penelitian ini berjumlah 60 responden yang dipilih menggunakan teknik purposive sampling. Data dikumpulkan melalui kuesioner skala Likert yang telah diuji validitas dan reliabilitasnya (α > 0,7). Analisis data dilakukan melalui analisis univariat dan bivariat menggunakan uji Chi Square. Hasil: Penelitian menunjukkan adanya hubungan signifikan antara employee engagement dan kinerja karyawan (p = 0,001), sedangkan motivasi kerja tidak memiliki hubungan signifikan (p = 0,149). Kesimpulan: Peningkatan kinerja karyawan lebih dipengaruhi oleh tingkat keterlibatan kerja dibandingkan motivasi. Oleh karena itu, perusahaan disarankan untuk memprioritaskan pengembangan strategi dan program employee engagement yang berkelanjutan guna meningkatkan kinerja karyawan secara optimal.
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