Psychological Capital, Tuntutan Kerja dan Keterikatan Kerja Anggota pada Organisasi AIESEC in UNS
DOI:
https://doi.org/10.17977/um070v6i22026p293-308Keywords:
AIESEC, job demands-resources, psychological capital, work engagementAbstract
Work engagement plays a critical role in non-profit organizations by contributing to organizational effectiveness, enriching members' learning experiences, and ensuring long-term sustainability. Yet, sustaining high levels of work engagement continues to pose a challenge for AIESEC in UNS. This study investigates the relationship between psychological capital and job demands with work engagement among AIESEC in UNS members. A total of 101 active members from the 2025/2026 period were involved through total sampling. A quantitative correlational approach was employed, with data collected using the Utrecht Work Engagement Scale (UWES-9), Psychological Capital Questionnaire (PCQ-12), and a job demands scale that met validity and reliability requirements. Multiple and partial correlation analyses were conducted following the fulfillment of normality and linearity assumptions. Findings revealed that psychological capital and job demands jointly demonstrated a significant relationship with work engagement (R = 0.573; R² = 0.328). Partial correlation indicated that psychological capital retained a positive and significant association with work engagement when job demands were controlled (p < 0.001), whereas job demands yielded no significant relationship once psychological capital was accounted for (p = 0.368). These results suggest that work engagement among AIESEC in UNS members is more closely associated with psychological capital than with job demands.
Abstrak
Keterikatan kerja memegang peranan penting dalam organisasi non-profit karena berkontribusi terhadap efektivitas organisasi, memperkaya pengalaman belajar anggota, serta mendukung keberlangsungan organisasi dalam jangka panjang. Namun demikian, menjaga keterikatan kerja pada tingkat yang optimal masih menjadi persoalan tersendiri bagi AIESEC in UNS. Penelitian ini mengkaji hubungan antara psychological capital dan tuntutan kerja dengan keterikatan kerja pada anggota AIESEC in UNS. Seluruh anggota aktif periode 2025/2026 sebanyak 101 orang dilibatkan sebagai partisipan melalui teknik total sampling. Pendekatan kuantitatif dengan desain korelasional digunakan, dengan instrumen pengumpulan data berupa Utrecht Work Engagement Scale (UWES-9), Psychological Capital Questionnaire (PCQ-12), dan skala tuntutan kerja yang telah memenuhi kriteria validitas dan reliabilitas. Analisis dilakukan menggunakan korelasi berganda dan korelasi parsial setelah asumsi normalitas dan linearitas terpenuhi. Hasil penelitian mengungkapkan bahwa psychological capital dan tuntutan kerja secara simultan berhubungan signifikan dengan keterikatan kerja (R = 0,573; R² = 0,328). Korelasi parsial menunjukkan bahwa psychological capital tetap berhubungan positif dan signifikan dengan keterikatan kerja setelah tuntutan kerja dikendalikan (p < 0,001), sedangkan tuntutan kerja tidak menunjukkan hubungan yang signifikan setelah psychological capital dikontrol (p = 0,368). Temuan ini mengindikasikan bahwa keterikatan kerja anggota AIESEC in UNS lebih erat kaitannya dengan psychological capital dibandingkan tuntutan kerja.
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