JOSR: Journal of Social Research

November 2022, 1 (12), 734-750

p-ISSN: 2827-9832 e-ISSN: 2828-335x

Available online at http:// https://ijsr.internationaljournallabs.com/index.php/ijsr

http://ijsr.internationaljournallabs.com/index.php/ijsr

MODAL PSYCHOLOGY WITH WORK ENGAGEMENT IN ONE OF

THE LARGEST RETAIL COMPANIES IN INDONESIA

Nia Tri Setyawati, Sutarto Wijono

Faculty of Psychology, Satya Wacana Christian University, Salatiga

Niatri322@gmail.com, Sutarto.wijono@uksw.edu

Abstract (Indonesia)

Received:

Revised :

Accepted:

November 19,

2022

November 22,

2022

November 24,

2022

Latar Belakang: Pandemi saat ini telah banyak mengubah

tatanan kehidupan dan berdampak langsung atau tidak

langsung pada pekerja. Perubahan tersebut terjadi dalam

berbagai aspek kehidupan, termasuk aspek sosial yang

kemudian membuat pekerja harus mengalami perubahan

sistem kerja seperti bekerja dari rumah dan bekerja dari

kantor yang disesuaikan dengan kondisi yang sedang

berlangsung di area tempat kerja.

Tujuan: Untuk mengetahui hubungan antara modal

psikologis dan keterlibatan kerja di salah satu perusahaan

ritel terbesar di Indonesia.

Metode: Penelitian ini menggunakan pendekatan kuantitatif

dengan desain korelasional. Penelitian ini dilakukan untuk

mengetahui hubungan antara modal psikologis dan

keterlibatan kerja pada karyawan di perusahaan ritel.

Hasil: Setelah analisis data, diketahui bahwa gambaran

subjek dalam penelitian ini didasarkan pada usia, jenis

kelamin, tingkat pendidikan, lama kerja dan status karyawan.

Dari hasil data yang diperoleh, terlihat bahwa jumlah

karyawan dengan rentang usia 36-45 tahun lebih banyak

dengan persentase 50% dan lebih banyak subjek karyawan

laki-laki dengan persentase 91,7%.

Kesimpulan: Berdasarkan penelitian yang telah dilakukan

terhadap 60 karyawan perusahaan ritel, diketahui bahwa

hipotesis yang diajukan dalam penelitian ini diterima, yaitu

adanya hubungan positif yang signifikan antara modal

psikologis dan keterlibatan kerja yang ditunjukkan dengan

nilai korelasi pearson (r-count) = 0,656 dan lebih besar dari

r-table, yaitu 0,254 (r count > r-table).

Kata kunci: pandemi, work engagement, psikologi modal.

Abstract (English)

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MODAL PSYCHOLOGY WITH WORK ENGAGEMENT IN ONE OF THE

LARGEST RETAIL COMPANIES IN INDONESIA

735

Background: The current pandemic has changed the order

of life and has had a direct or indirect impact on workers.

These changes occur in various aspects of life, including

social aspects which then make workers have to experience

changes in the work system such as working from home and

working from office which are adapted to ongoing

conditions in the workplace area.

Objective: To find out the relationship between

psychological capital and work engagement in one of the

largest retail companies in Indonesia.

Methods: This study uses a quantitative approach with a

correlational design. This research was conducted to

determine the relationship between psychological capital

and work engagement in employees in retail companies.

Results: After data analysis, it was known that the

description of the subjects in this study was based on age,

gender, level of education, length of work and employee

status. From the results of the data obtained, it can be seen

that there are more employees with an age range of 36-45

years with a percentage of 50% and more male employee

subjects with a percentage of 91.7%.

Conslusion: Based on research that has been conducted on

60 employees of retail companies, it is known that the

hypothesis proposed in this study is accepted, namely that

there is a significant positive relationship between

psychological capital and work engagement which is

indicated by the pearson correlation value (r-calculate) =

0.656 and greater than the r-table, which is 0.254 (r count

> r-table).

Keywords: Pandemic, Work engagement, Capital

psychology

*Correspondent Author: Nia Tri Setyawati

Email: Niatri322@gmail.com

INTRODUCTION

The current pandemic has changed the order of life a lot and has had a direct or

indirect impact on workers. These changes occur in various aspects of life, including social

aspects which then make workers have to experience changes in the work system such as

working from home and working from office which are adapted to ongoing conditions in

the workplace area. This is done to take care of each other and avoid exposure to the corona

virus. Based on these conditions, it is predicted that there will be changes in the situation

that occur related to the way employees look and feel about their work. One of them, the

COVID-19 pandemic in Indonesia has had a bad impact on all business sectors, such as the

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retail industry which relies on physical income through outlets. The statement is supported

by those who explain that during the pandemic the entire business world is required to be

able to adapt and formulate new strategies or policies. The problems that will or are

occurring due to the COVID-19 pandemic can change the order of operational activities so

that the company expects all employees to be enthusiastic and have quality in working to

encourage increasing the competitiveness and quality of the company during the pandemic

(Cakranegara & Rahadi, 2020).

This is intended so that employees work with passion, dedication, and life of their

work. Employees who are characterized by these three things can be categorized as

employees who have work engagement. Work engagement is a picture of an individual

who is fully involved in a job both emotionally and physically characterized by passion,

high dedication, and passion in completing their work tasks. In addition, employees who

work (Mufarrikhah et al., 2020) engaged are not only passionate and energized, but they

also enjoy the work they do, as well as see problems as something challenging (Yudiani,

2017).

To maintain business continuity during the COVID-19 pandemic, retail companies

continue to operate by implementing health protocols for employees to interact directly

with colleagues and customers. Employees may experience anxiety about being exposed

to the COVID-19 virus thus, the work makes employees less engaged so that they cannot

work optimally, these conditions will affect their productivity and work effectiveness.

From the results of a pre-survey conducted by researchers using the observation method

and interviews with 8 employees on Friday, January 6, 2022 at the largest retail company

in Indonesia headquartered in Tangerang, Banten, several phenomena related to employee

work engagement can be identified. Of the 8 employees, there are 3 employees who have

worked for approximately 10 years, it is known that the three employees always try to give

the best in each job, when the employee faces problems in his work always trying to find

solutions to solve his problems. During the pandemic, employees are also trying to adapt

to new policies, employees always feel confident that they can always complete their duties

and responsibilities and are able to make adjustments to new regulations made by the

company. During the pandemic, the company also reduced the number of employees which

required them to work overtime to complete work with the wages received not

commensurate with what they did but they were still grateful that they were still able to

work during the COVID-19 pandemic. Meanwhile, there are 3 other employees who also

have enthusiasm in working because there are still many goals in their lives that have not

been achieved so they are very proud of their current work. They always try to do their job

wholeheartedly and do not give up easily even though they are experiencing difficulties

because for him it is a challenge that must be passed. With a different work atmosphere

and work routine during the pandemic, previously discussions could be held face-to-face

must be carried out online to avoid crowds, meet with customers using masks, gloves, and

keep a distance from colleagues and customers. But from the results of interviews with 2

other employees, he had difficulty in adapting to the new policy system implemented by

the company, where he had to work under pressure and fear of contracting the COVID-19

virus and could not work for a long time because he had to undergo overtime to complete

the work. On this basis, researchers believe that there are several phenomena or things

related to employee work engagement.

Therefore, research on work engagement is carried out at the company. Work

engagement as a positive state based on three dimensions, namely vigor (enthusiasm),

dedication (dedication), and absorption (passion) in individuals when working. This

statement is supported by the findings that explain that the most important thing in

(Trisnawati et al., 2021) work engagement is not only performance, but the ability to adapt,

have high initiative, be able to take on new responsibilities, and be responsive in dealing

with problems. Work engagement is a form of workplace approach designed so that

employees can be committed to the goals and values of the organization. Employees who

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MODAL PSYCHOLOGY WITH WORK ENGAGEMENT IN ONE OF THE

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have work engagement will be motivated to contribute to the success of the organization,

and be able to improve the welfare of employees in the company . (Vorina et al., 2017)Work

engagement is a positive and satisfying state of thought characterized by vigor, dedication,

and absorption (Guan & Frenkel, 2018). Work engagement is an important thing for

companies to know how much employees perform in driving the company's level of work

engagement. Based on several previous studies, it can be concluded that (Salim et al., 2020)

work engagement has a very important role in improving and developing companies during

the current COVID-19 pandemic. With the engagement that employees have, they can

increase high awareness to exert all their best abilities at work.

Work engagement has a positive impact on employee productivity to increase,

employees can feel more satisfied and feel comfortable with their work. mentioned that

employees who have work (Bakker & Leiter, 2017) engagement tend to be more

productive, have a high willingness to work, are open and easily adapt to new things. This

positive impact illustrates that work engagement can make employees loyal to their work

and the company they work for. But if the opposite happens, mentioning that low work

(Merissa, 2018) engagement causes employees to be less excited, easily feel exhausted and

less interested in work. Low work engagement in employees is characterized by the

presence of a less caring attitude towards work, decreased concentration, lack of

enthusiasm and lack of enthusiasm when working . The impact of work engagement (Pri

& Zamralita, 2018) provides an overview of the importance of a company increasing

employee work engagement at work so that things do not happen that can harm employees

and the company.

(Bakker & Leiter, 2017) In work engagement, it can be explained through two

things, namely job demands and personal resources. Job resources refer to the physical

aspect, social aspect, or organizational aspect of the job. Personal resources are positive

self-evaluations related to resilience and refer to an individual's awareness of their ability

to control and have a successful impact on their environment. Personal resources refer to

positive self-resources related to resilience and refer to an individual's ability to control and

have a good impact on their work environment. One of the factors that can help the

individual to be able to develop and generate a positive impact on his behavior when

working is the capital of psychology. Psychological capital is a condition of individual

positive development consisting of four dimensions, namely self-efficacy, optimism, hope,

and resilience. Psychological capital can help individuals trust their abilities, so it helps

individuals motivate themselves at work and makes them more enthusiastic in carrying out

their duties. Individuals with high psychological capital have expectations for the future,

are always optimistic and resilient, understand more meaning in work and make them more

enthusiastic in working, ready to face challenges, as well as working hard to overcome

everything that is considered detrimental than having to give up hopelessly (Li, 2019).

There are several results of previous studies that have been carried out related to

psychological capital and work engagement, including Nordin, Rashid, Panatik, and Rashid

(2019), mentioning the correlation between psychological capital and work involvement

found in his research. The results (Hariyadi, 2019) of the study showed that there is an

influence of psychological capital on work involvement. The results (Costantini et al.,

2017) of the study, the results of his research showed that there is a positive relationship

between psychological capital and work involvement in the pre-test and post-test stages

considered separately. The results (Gupta & Shaheen, 2017) of the study, show that

psychological capital moderates the relationship between work involvement and the

intention to move. The results (Fransiska, 2017) of the study, there are research results that

show that the hypothesis proposed by the researcher is that there is a positive influence

between psychological capital and the work involvement of PT. The results (Karatepe &

Avci, 2017) of the study, showed that psychological capital has been shown to have a

relationship with work attitudes, performance and work attachments of employees. Based

on the description above and previous research, it was concluded that the higher the

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MODAL PSYCHOLOGY WITH WORK ENGAGEMENT IN ONE OF THE

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psychological capital of employees will be followed by a high level of work engagement,

on the contrary, the lower the level of psychological capital will be followed by a low level

of work engagement. So it can be known that the high and low psychological capital is

positively related to the high low work attachment to employees.

Based on the results of the research that has been presented, each company shows

results related to the correlation between psychological capital and work engagement and

it has been conveyed at the beginning that this research has interesting issues that

distinguish retail company employees from other employees, namely, salary / intensive /

overtime cuts for employees, the threat of exposure to the COVID-19 virus, new policies

that can reduce work engagement Employees of their work and the implementation of

work from home requires all employees to be required to be literate in technology because

all work is done online. So researchers want to conduct research in retail companies using

a quantitative approach with a correlational design. Related variables in this study are

dependent variables, namely work engagement using scale adaptation from the Utrecht

Work Engagement Scale (Schaufeli et al., 2003) and free variables, namely psychological

capital using adaptation from the Psychological capital Questionnaire. (Luthans et al.,

2007) The scale model used in both studies was the Likert scale model with research

sampling conducted on all employees at one of the largest retail stores in the Karawaci area

of 60 employees.

RESEARCH METHODS

This research uses a quantitative approach with a correlational design. This

research was conducted to determine the relationship between psychological capital and

work engagement in employees in retail companies.

3.2. Research Variables

The variables in this study are:

1. Independent Variables: Modal Psychology

2. Dependent Variable: Work Engagement

3.3. Operational Definitions

3.3.1. Work Engagement

Work engagement is the relationship that employees have with their work based

on positive thoughts and conditions which are then expressed both cognitively,

emotionally, and physically characterized by vigor, dedication, and absorption.

Operationally, work engagement is an employee score on The Utrecht Work Engagement

Scale-9 (UWES-9) consisting of 9 items based on the dimensions of vigor, dedication, and

absorption. The higher the score, the higher the employee's work engagement. Vice versa,

the lower the score, the lower the employee work engagement

3.3.2. Psychology Capital

Psychological capital is a description of a positive self-state related to the

psychology of employees characterized by a sense of confidence in oneself to complete

challenging tasks, having expectations and optimism about success in the present and

future, and being able to survive and bounce back when experiencing difficulties.

Operationally, psychological capital is an employee score in the Psychological Capital

Questionnaire (PCQ) which consists of 24 items based on the dimensions of self-efficacy,

hope, optimism, and resilience (Luthans et al., 2007). The higher the score, the higher the

psychological capital of the employee. Vice versa, the lower the score obtained, the lower

the psychological capital of the employee.

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3.4. Population, Samples and Sampling Techniques

3.4.1. Population

According to Dahlan (2016), population is a generalized area consisting of objects

or subjects that have certain qualities and characteristics that are determined by the

researcher to be studied and then drawn conclusions. The population referred to in this

study is the number of employees of the largest retail store in Karawaci which is 60 people.

3.4.2. Samples and Sampling Techniques

Samples are part of the number and characteristics possessed by the population in

determining the number of samples to be processed from the number of populations, In

determining the number of samples to be processed from the number of populations, it must

be done with appropriate sampling techniques . In this study, the sampling technique used

by the researcher was a non-probability sampling technique (Sugiyono, 2008). The

nonprobability sampling technique is a sampling technique that provides equal

opportunities for each element or member of the population to be selected as a sample. The

nonprobability sampling technique in this study is the Saturated Sample technique. Thus,

the sample in this study was 60 employees of the largest retail store in Karawaci according

to the total population.

3.5. Data Collection Techniques

This research uses quantitative research methods. According to (Creswell &

Creswell, 2017) mentioning that quantitative research is a research that tests objective

theory to analyze the relationship between variables. This study used data collection

techniques in this study with the method of distributing questionnaires or spreading scales.

According to (Azwar, 2012) , scale dissemination is a method in the form of a list of

statements that are systematically compiled and then given to respondents for answering.

Data collection techniques are obtained from two scales regarding Psychological Capital

and Work Engagement.

1. Capital Scale of Psychology

Psychological capital is measured using a scale from the Psychological capital

Questionnaire (Luthans et al., 2007). This scale measures the four capital dimensions of

psychology, namely self-efficacy, optimism, hope, and resilience using the scale method,

mentioning that the Likert scale is used to measure respondents' attitudes, opinions, and

perceptions of a particular phenomenon. On the psychological capital scale, there are two

kinds of questions, namely (Siregar, 2013) favorable questions and unfavorable questions

totaling 24 items with six types of responses, namely: Strongly Disagree (STS), Disagree

(TS), Somewhat Disagree (ATS), Somewhat Agree (US), Agree (S), Strongly Agree (SS).

The coefficient of the Cronbach Alpha value of the scale is 0.954.

Blue Print Psychological Capital Measuring Tool

Dimension

Indicators

Items

Sum

Fav

Unfav

Self-

efficacy

• Confidence in a person

• Motivating others

1, 2, 3, 4,

5, 6

Optimism

• Positive expectations in

oneself

• Planning to achieve goals

19, 21,

22, 24

20, 23

Hope

• Positive attribution in the

self

• Positive circumstances or

things according to self-

control

7, 8, 9,

10, 11, 12

Resiliency

• Fortitude in the face of

problems

14, 15,

16, 17, 18

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• Ability to maintain

2. Work Engagement scale

Work engagement is measured using a scale from The Utrecht Work Engagement

(UWES-9). This scale measures three dimensions, namely (Schaufeli et al., 2003) Vigor,

dedication, and absorption using the Likert scale method, mentioning that the Likert scale

(Siregar, 2013) is used to measure respondents' attitudes, opinions, and perceptions of a

certain phenomenon. On the work engagement scale, all questions are in favoureble form

with a total of 17 items by giving values of 0 to 6, namely: Never (0), Almost No Dairy

(1), Rare (2), Sometimes (3), Often (4), Very Often (5), Always (6). The Cronbach Alpha

reliability coefficient is 0.887 with validity values moving between -0.078 and 0.764.

Blue Print Work Engagement Measuring Tool

Dimension

Indicators

Favoreble

Items

Sum

Vigor

Strong outpouring of energy and mentality,

courage and perseverance in work

1, 4, 8, 12,

15, 17

Dedication

Involvement in work experiences meaningfulness,

enthusiasm, pride, inspiration and challenges

2, 5, 7, 10, 13

Absorption

Concentration and seriousness in a job

3, 6, 9, 11,

14, 16

3.6. Data Analysis Techniques

3.6.1. Item Selectability Test and Reliability

1. Item Selection Test

Item selection is carried out by calculating the correlation coefficient between the

distribution of the item score and the distribution of the score of the scale itself. This

computation will generate an item-total correlation coefficient. As an item selection

criterion based on total item correlation is usually used rix limit ≥ 0.30. All items that

achieve a correlation coefficient of at least 0.30 are considered satisfactory. Items whose

correlation coefficient is less than 0.30 can be interpreted as items that have low

differentiation (Azwar, 2012).

2. Reliability

According to Azwar (2009) the resulting reliability value is in the range of 0 to 1.

The higher the coefficient of realibity close to 1.00, the higher the reality. Meanwhile, the

lower the coefficient of realibity close to 0, the lower the reality. Reliability in this study

will be tested using the Alpha Coefficient of Reliability (α) analysis technique. The

calculation is carried out with the help of the IBM SPSS Statictics 21 program.

3.6.2. Test Classical Assumptions

Classical assumption testing is carried out in order to obtain a good regression

model and is really able to provide reliable and unbiased estimates in accordance with the

rules of the Best Linear Unbiased Estimator (BLUE).

1. Normality Test

Normality tests are carried out to check research data from normal distribution

populations or not. The data tested can be said to be normal if the value (p > 0.05), on the

other hand, if the value (p < 0.05) then the data can be said to be abnormal. Normality test

conducted using the(A. Santoso, 2010) Kolmogorov-Smirnov normality test with the help

of the SPSS program.

2. Linearity Test

The linearity test is carried out to determine the linearity of the relationship

between the free variable and the bound variable to find out the significance of the deviation

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from the linearity of the relationship. If the deviation is insignificant (p > 0.05), and the

linearity significance is significant (p < 0.05), then the relationship between the free

variable and the bound variable is linear (Hadi, 2000).

3.6.3. Hypothesis

Hypothesis testing is used to determine the relationship between psychological

capital between work engagement in individuals. Before conducting a hypothesis test, the

linearity test must first be fulfilled because the correlation technique is based on the

assumption that there is a linear relationship between variables . Each hypothesis in this

study uses (A. Santoso, 2010) Pearson's Product Moment correlation.

RESULTS AND DISCUSSION

A. Research Results

1. Description of Place and Subject of Research

This research was conducted in one of the largest food retail stores in the Karawaci

area which was founded in 2004, this company used to start with the establishment of a

small shop founded by Hari Darmawan in the Pasar Baru area, Jakarta in 1958. This store

has a concept that makes it easier for consumers to find primary and secondary needs in

one place. The store is designed with a warm, pleasant and friendly atmosphere. This

concept was also responded well by customers so that it continued to grow and was able to

build more than 100 outlets.

Table 1.1. Description of the Subject of Research

Category

Sum

Percentage

Age

25-35 years

36-45 years

46-55 years

Total

35%

50%

15%

100%

Gender

Man

Woman

Total

91.7%

8.3%

100%

Education Level

High School/

Equivalent

Diploma

Bachelor

Total

76.7%

1.7%

21.7%

100%

Length of Service

1-5 years

6-10 years

>10 years

Total

3.3%

6.7%

90%

100%

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After data analysis, it was known that the subject picture in this study was based on age,

gender, level of education, length of work and employee status. So it can be known that the

subject in this study is a permanent employee at one of the food retail companies in the

Karawaci area. From the results of the data obtained, it can be seen that there are more

employees with an age range of 36-45 years with a percentage of 50% and more male

employee subjects with a percentage of 91.7%. Furthermore, it was found that subjects with

the criteria for the last high school / equivalent education dominated with a percentage of

76.7% compared to subjects with the last education Diploma as much as 1.7% and Bachelor

as much as 21.7%. In addition, based on the length of service, there are more subjects with

a service period of more than 10 years with a percentage of as much as 90%.

2. Research Implementation Procedure

The stage in conducting the research begins with collecting information through

interviews and observations about problems that occur in food retail companies. Then the

researcher prepares administrative requirements in the form of a research permit from the

Faculty of Psychology to be given to the General manager at a food retail company to

ask for a research permit and a reply to a permit letter for conducting research at the

company. The implementation of this study was carried out on March 8, 2022 with the

help of the General Manager to spread the scale in the form of a questionnaire link through

the Whatsapp group and on March 9, 2022 all data was collected as many as 60

respondents.

3. Item Selection Results and Reliability

Item selection is carried out with the help of the IBM SPSS statistics 22 program.

Testing the validity of measuring instruments is carried out using the corrected item-total

correlation technique for each item. Item selection criteria based on total item correlation,

usually used limit r

≥ 0.30. Items that achieve a correlation coefficient > 0.30 are

considered valid while items with a correlation coefficient value < 0.30 are considered

invalid. Reliability testing in this study used internal consistency testing by looking at

Cronbach's alpha coefficient. It can be said to be reliable if the coefficient value > 0.60.

The trial of measuring instruments in this study used data of 60 respondents with the criteria

described above.

a. Capital Scale of Psychology

Based on the results of the analysis of measuring instruments on the psychological

capital scale (Psychological Capital Questionnaire) totaling 24 items, there are 22 valid

and 2 invalid items. Invalid items are items that have an index score of < 0.3. Invalid items

are found in item number 20 with an index score of 0.118 and item number 23 with an

index score of 0.201. The reliability test results obtained from the data analysis showed that

Cronbach's α value was 0.885.

Table 3.1. Distribution of Psychological Capital Questionnaire

Dimension

Item number

Sum

favorable

Unfavorable

Self-efficacy

1, 2, 3, 4, 5, 6

Optimism

19, 21, 22, 24

20*, 23*

Hope

7, 8, 9, 10, 11, 12

Resiliency

14, 15, 16, 17, 18

Fall items (*)

Employee Status

Permanent Employees

Contract Employees

Total

100%

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b. Work Engagement scale

Based on the analysis of measuring instruments on the work engagement scale (The

Utrecht Work Engagement Scale-9) totaling 17 items, there are 16 valid items and 1 invalid

item. Invalid items are items that have an index score of <0.3. Invalid items are found in

item number 13 with an index score of 0.201. The reliability test results obtained from the

data analysis showed that Cronbach's α value was 0.860.

Table 3.2. The Utrecht Work Engagement Scale-9 Distribution

Dimension

Item Number Favorable

Sum

Vigor

1, 4, 8, 12, 15, 17

Dedication

2, 5, 7, 10, 13*

Absorption

3, 6, 9, 11, 14, 16

Fall items (*)

4. Test assumptions

The assumption test has 2 parts, namely the normality test and the linearity test.

Analysis of assumption tests is carried out to meet the prerequisites in conducting

hypothesis tests in order to find out whether the hypothesis test will be carried out using

parametric or nonparametric statistical tests.

1. Normality Test

Normality tests are carried out to determine whether the distribution of data on each

variable is normally distributed or not. Statistical normality testing can be done with the

Kolmogorov-smirnov one sample test with a p > of 0.05. while when using the graph

method using histogram graphs and P-P Plot Test. The results of the normality test were

carried out with the help of the IBM SPSS statistics 22 program.

Figure 4.1 Histogram Chart Results

In the figure of histogram 4.1 above, it shows the normal distribution pattern.

Because it shows the graph following the normal curve distribution, where the bell shaped

curve or bell shaped curve does not deviate left or right. With a standard deviation of 0.991

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Figure 4.2 P-P Plot Test Chart Results

Graph 4.2 Normal P-P The plot of regression standardized residual shows that the

distribution of data (dots) is around a diagonal line and the spread follows the direction of

that diagonal line, so that the data can be assumed to be normally distributed.

Table 4.3 Kolmogorov-Smirnov One-Sample Normality Test Results

One-Sample Kolmogorov-Smirnov Test

Unstandardized

Residual

Normal Parameters

a,b

Mean

.0000000

Std. Deviation

6.59432793

Most Extreme Differences

Absolute

.054

Positive

.048

Negative

-.054

Test Statistics

.054

Asymp. Sig. (2-tailed)

.200

c,d

a. Test distribution is Normal.

The results of the Kologorov-Smirnov test table show that the value of the Asymp

coefficient. Sig. (2-tailed) of 0.200 which can be said to be normally distributed data

because the signification value is above 0.05. These results show that the relationship

between psychological capital and work engagement is linear because the p value < 0.05.

Thus, overall, using statistical methods as well as histogram graphs and normal P-

P Plot graphs show that the data in this study are normally distributed so that it can be

concluded that the assumption of normality in this study is met.

2. Linearity Test

Linearity tests were carried out to determine the linear relationship between free

variables and bound variables and to determine the significance of deviations from linearity

with p> 0.05. then a data can be said to have a linear relationship if the p-value < 0.05

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Table 4.4 Linearity Test Results

ANOVA Table

Sum of

Squares

Mean

Square

Sig.

Work_Engagement

*Modal_Psikologi

Between

Groups

(Combined)

3518.017

103.471

2.611

.007

Linearity

1943.226

49.030

.000

Deviation

from

Linearity

1574.791

47.721

1.204

.319

Within Groups

990.833

39.633

Total

4508.850

In table 4.5, it can be seen that the significance value of linearity is 0.00 (p < 0.05)

and the significance value of linearity deviation is 0.319 (p > 0.05) so that it can be

concluded that there is a linear relationship between psychological capital and work

engagement.

5. Hypothesis Test

This research test was conducted using the Pearson Correlation analysis technique

with the help of the IBM SPSS statistics 22 program. If the significant value or probability

is greater than 0.05 (p > 0.05) then the hypothesis is rejected. Conversely, if the significant

value or probability is less than 0.05 (p < 0.05) then the hypothesis is accepted.

Table 5.1 Linearity Test Results

Table 5.1 shows that the significance value of Pearson Correlation (r-calculate) is positive

as much as 0.656 with a significance of 0.000 (p < 0.05). Based on the table r with a

significance of 5% (0.05), the table r value with n=60 is equal to 0.254. The calculated r

value = 0.656 > r table = 0.254. This shows that there is a linear positive relationship

between psychological capital and work engagement in retail employees.

Correlations

Modal_Psikologi

Work_Engagement

Modal_Psikologi

Pearson

Correlation

.656*

Sig. (2-tailed)

.000

Work_Engagement

Pearson

Correlation

.656*

Sig. (2-tailed)

.000

**. Correlation is significant at the 0.01 level (2-tailed).

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The significance value contained in the table also shows the number 0.000 where

the number is less than 0.05 (p<0.05). This further strengthens that there is a linear positive

relationship between psychological capital and work engagement in retail employees.

6. Additional analysis

Additional analysis in this study used a coefficient of determination test. The

coefficient of determination test aims to find out how big the relationship of variables is in

the form of presentation.

Table 5.1 F value Significance Test Results

In table 5.1 there are the results of the F test analysis, which is used to determine whether

independent variables are related to dependent variables. Based on the ANOVA above,

calculated

F value of 43,930 with a significance of 0.000 (p<0.05) was obtained, which means

that there is a significant relationship between psychological capital and work engagement.

Table 5.2 Coefficient of Determination Test Results (R

) between

Psychological Capital and Work Engagement

Table 5.2 shows the value of R (correlation coefficient) of 0.656 Then there is a positive

correlation between psychological capital and work engagement with a strong level of

relationship. The coefficient of determination R

of 0.431 illustrates that the magnitude of

the relationship between psychological capital and work engagement is 43.1% while the

remaining 56.9% is influenced by other variables that are not included in the research

model.

From the results of the analysis of this study, it can be concluded that there is a

relationship between psychological capital and work engagement in food retail employees.

The higher the employee's psychological capital, the higher the employee's work

engagement will be. On the other hand, if the lower the psychological capital, the lower

the employee work engagement.

B. Discussion

Based on the Pearson product moment correlation test, a pearson correlation (r)

value of 0.656 was obtained with a significance of 0.000 (p < 0.05). The results of the

correlation test show that there is a significant positive relationship between psychological

capital and work engagement in employees in retail companies. In other words, the

hypothesis proposed and mentioning that there is a relationship between psychological

capital and work engagement is accepted. Therefore, it can be said that the higher the

psychological capital, the higher the work engagement in employees. Vice versa, the lower

the level of psychological capital, the lower the work engagement of employees. This is in

ANOVA

Type

Sum of Squares

Mean Square

Sig.

Regression

1943.226

43.930

,000

Residual

2565.624

44.235

Total

4508.850

a. Dependent Variable: Work_Engagement

b. Predictors: (Constant), Modal_Psikologi

Model

Summary b

Type

R Square

Adjusted R

Square

Std. Error of the

Estimate

.656

.431

.421

6.65093

a. Predictors: (Constant), Modal_Psikologi

b. Dependent Variable: Work_Engagement

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line with the hypothesis of this study which leads to a positive relationship between

psychological capital and work engagement in employees.

In addition, the coefficient of determination test (R

) showed an adjusted R-Square

value of 0.421. This means that the relationship between work engagement and

psychological capital has a relationship size of 42.1%. In other words, there are 56.9% of

the remaining relationships that are influenced by other variables that are not included in

the research model.

From the results of the research hypothesis test, it can strengthen the results of

previous research which shows that there is a relationship between psychological capital

and work engagement. The attachment between psychological capital and work

engagement can be explained, that is, employees with a higher level of psychological

capital have more positive self-esteem, experience a higher level of self-adjustment

regarding the goals set and the abilities possessed, thus intrinsically the employee will be

motivated to pursue his goals and then will become more engaged in his work.

From the results of the analysis it is known that all aspects of psychological capital

correlate with work inputs. Optimism as part of psychological capital can influence work

involvement. It is known that optimistic employees tend to be more willing to experiment,

which in turn leads to better psychological usefulness. At the same time, optimism also

tends to reduce the negative impact of stressful situations that employees experience on the

achievement of goals, thereby encouraging commitment.

In addition, another aspect of psychological capital, namely self-efficacy, explains

that employees who have the confidence to complete tasks or work are more mentally able

to achieve their work goals and concentrate well. These workers also tend to invest energy

to get the results they expect and are very excited about what they do. Third, from the

perspective of hope, it is known that employees who constantly hope to achieve goals can

provide energy and desire to achieve their goals, as well as being able to look for alternative

solutions when encountering obstacles. In the last aspect of psychological capital,

Resilience, it is explained that through positive adaptation to difficulties and changes can

reduce the negative impact of job demands, which can foster a persistent and resilient

attitude that makes employees perceive their work as difficult and can focus on themselves

to make it easier. to do the job.

The same thing can be seen in the results of research conducted on (Mulyani et al.,

2020) Kiddie Planet Kindergarten teachers, where the results showed that teachers had self-

efficacy of 57.1% and work attachment of 70%. found that resilience has a weak and

positive relationship to (M. R. Santoso & Jatmika, 2017) work engagement. This is in line

with research conducted by Fransiska (2017) that there is a positive relationship between

psychological capital and employee work engagement at PT ABC. The positive

relationship between the two variables means that employees with high psychological

capital will also have high work engagement. According to Li (2019), individuals with high

psychological capital have expectations for their future, are always optimistic and resilient,

understand more about the meaning of work and make them more excited when working,

ready to face challenges, and prefer to face everything that is considered detrimental rather

than having to give up hopelessly.

This research is inseparable from the various limitations and obstacles faced during

the course of conducting the research. The limitations in the study caused by the COVID-

19 pandemic where the distribution of questionnaires was carried out online so that

researchers could not control the filling of questionnaires directly. This condition allows

bias in research respondents to fill out questionnaires and fill in answers that do not match

the circumstances that are really experienced or felt, which then can have an impact on

research data that are in high and very high categories on psychological capital variables

and work engagement.

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CONCLUSION

Based on research that has been carried out on 60 employees of retail companies,

it is known that the hypothesis proposed in this study is accepted, namely that there is a

significant positive relationship between psychological capital and work engagement which

is indicated by the pearson correlation value (r-calculate) = 0.656 and greater than the r-

table, which is 0.254 (r count > r-table). In addition, the results of the study were also

strengthened with a significance value of 0.000 (p < 0.05). This shows that the higher the

level of psychological capital, the higher the work engagement in employees. Vice versa,

the lower the level of psychological capital, the lower the work engagement in employees.

Suggestion

Based on the results of the study, the researcher submitted several suggestions

related to the process and results obtained from this study, including:

1. For Research Participants

It is hoped that research participants will still be able to maintain these conditions.

One of them is to develop characteristics (hope, self-efficacy, resilience, and optimism) in

oneself, namely having the planning and desire to achieve success, having the confidence

to motivate yourself and exert the source of cognition you have, being able to get back on

your feet after facing difficulties, and being able to look positively at everything that

happens and view negative things as something challenging and not an obstacle.

2. For Organizations

It is hoped that the organization can develop programs to increase employee work

engagement, one of which is by focusing on employee psychological capital. For example,

by conducting training programs that are able to raise enthusiasm and hope, improve the

ability of employees to solve problems and adapt positively, think innovatively and

creatively.

3. For Future Researchers

It is hoped that subsequent researchers will be advised to take a wider sample of

variables. In this study, the researcher only conducted research on one company. It will be

more diverse if later the sample is used by more than one company. Then it can better

control how the subject fills in the distribution of the questionnaire to make the results more

satisfactory. In addition, researchers are further expected to be able to better control the

process of collecting research data to minimize the possibility of bias in research

participants when filling out questionnaires.

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