Pengaruh Quality of Work Life dan Gaya Kepemimpinan Transformasional Terhadap Employee Engagement pada Karyawan CV. X Cabang Kabupaten Tulungagung dan Blitar | Zendy

Agil Rizki Nugroho | Zendy; Widjajaning Budi | Zendy; Bachtiar Susanto | Zendy

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Pengaruh Quality of Work Life dan Gaya Kepemimpinan Transformasional Terhadap Employee Engagement pada Karyawan CV. X Cabang Kabupaten Tulungagung dan Blitar

Author(s) -

Agil Rizki Nugroho,

Widjajaning Budi,

Bachtiar Susanto

Publication year - 2018

Publication title -

jurnal psikologi poseidon (jurnal ilmiah psikologi dan psikologi kemaritiman)

Language(s) - English

Resource type - Journals

eISSN - 2622-464X

pISSN - 1907-5960

DOI - 10.30649/jpp.v1i1.9

Subject(s) - transformational leadership , business administration , nonprobability sampling , employee engagement , population , psychology , work (physics) , mathematics , business , management , engineering , social psychology , sociology , demography , economics , mechanical engineering

A bstract . Human resources have an important role as the driving wheel of the company in order to achieve a goal owned by the company. Therefore, the purpose of this research is to know the influence of quality of work life and transformational leadership style together to employee engagement on employee CV. X Branches Tulungagung and Blitar districts. Hypothesis proposed in this research is There is influence of quality of work life and transformational leadership style to employee engagement at employee CV. X Branches Tulungagung and Blitar districts. The population in this study amounted to 43 people, with a total sample of 37 people. Sampling technique in this research is by purposive sampling technique. Based on the value of significance 0.000 < 0,05 so it can be concluded that the value of regression coefficient is significant (significant model) which means together independent variable that is Quality of Work Life (X1) and Transformational Leadership (X2) have influence which is significant to the dependent variable that is Employee Engagement (Y). Based on the summary table can be seen that the value of R Square shows 0.687. Thus it can be seen that the magnitude of influence variable quality of work life and transformational leadership together to employee engagement is equal to 68.7%. In other words, the hypothesis in this study is accepted.

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