BAB V KESIMPULAN DAN SARAN
A. Kesimpulan
Berdasarkan hasil analisa dan interpretasi data penelitian dapat disimpulkan bahwa terdapat perbedaan employee engagement ditinjau dari gaya kepemimpinan
transformasional dan transaksional. Dimana skor employee engagement pada karyawan yang memiliki atasan dengan gaya kepemimpinan transformasional
lebih tinggi dibandingkan dengan karyawan yang memiliki atasan dengan gaya kepemimpinan transaksional.
B. Saran
Berdasarkan penelitian yang telah dilakukan, peneliti mencoba memberikan beberapa saran bagi karyawan, atasan serta peneliti selanjutnya. Adapun saran –
satan tersebut adalah sebagai berikut :
1. Bagi Karyawan
a. Keterikatan karyawan adalah kunci keberhasilan suatu perusahaan sehingga diharapkan para karyawan dengan skor employee engagement sedang dan rendah
untuk meningkatkan keterikatannya pada perusahaan agar tujuan – tujuan perusahaan mampu tercapai.
b. Bagi karyawan dengan skor employee engagement tinggi diharapkan agar tetap mempertahankan keterikatannya terhadap perusahaan agar kinerja menjadi lebih
efektif.
2. Bagi Atasan
a. Disarankan kepada para atasan agar mampu menyeimbangkan kedua gaya kepemimpinan transformasional dan transaksional.
3. Saran untuk peneliti selanjutnya
a. Peneliti menyarankan agar peneliti selanjutnya menggali informasi lebih dalam lagi mengenai gaya kepemimpinan dan employee engagement di perusahaan yang
akan diteliti sebelum melakukan penelitian.
DAFTAR PUSTAKA
Azwar, S. 2000. Penyusunan Skala Psikologi. Yogyakarta: Pustaka Belajar Azwar, S. 2004. Reliabilitas dan Validitas. Yogyakarta: Pustaka Belajar
Azwar, S. 2010. Metode Penelitian. Yogyakarta: Pustaka Belajar Bakker, A.B., Schaufeli, W.B. 2010. Defining and measuring work
engagement: Bringing clarity to the concept In Bakker, A.B., Leiter, M.P. Eds. Work Engagement a Handbook of Essential Theory and Research. New
York : Psychology Press
Bass, B.M., Avolio, B.J. 2004. “ Multifactor Leadership Questionaire MLQ” 02 Februari 2014. http:www.mindgarden.comproductsmlq.htm
Burns, J.M. 1978. Leadership. New York : Mc Graw Hill Dessler, Garry. 2003. Human Resource Management Tenth Edition. New Jersey:
Prentice Hall. Dibley, J.E 2009 The Relationship Between The Transformational Leadership
Style of Officers and The Levels of Their Followers Work Engagement Hadi, S. 2002. Metodologi Research Jilid I. Yogyakarta: Andi Offset
Harter, J.K., Schmidt, F.L., Hayes, T.L. 2002. Business unit level relationship between employee satisfaction, Employee engagement. Kingdom University
Kahn, W.A. 1990. Psychological Conditions of Personal Engagement and Disengagement at Work. Academy of Management Journal Vol :33 692-724
Kreitner, R., Kinichi A 2010. Organizational Behavior 9th ed. New York: Mc Graw Hill
Locke, E.A., Latham, G.P. 1991. The Essential of Leadership. London. Marciano. 2010. Culture of Employee Engagement with the Principle of
RESPEC. New York: Mc Graw Hill Mc Bean. 2007. The World of Chemistry Essentials. California: Belmont
Mc Cann, J. 2008. Leadership in the manufactoring environment: An analysis based on the Multifactor Leadership Questionaire. Advance Management
Jurnal, Vol.5, issue: 6: 2501-2511
Metzler, J.M. 2006. The relationship between leadership style and employee engagement. A thesis of the faculty of the departement of Psychology San Joge
State University.
Ott. 2007. Employee Engagement: a Literatur Review. Kinston University Robbinson, D., Perryman, S Hayday, S 2004. The Drivers of Employee
Engagement Robbins, S.P., Judge, T.A. 2007. Organizational Behavior. New Jersey:
Pearson International Edition Saks, A.H. 2006 Antecedents and Concequence of Employee Engagement.
Journal of Management Psychology Sandy,Nusatria.,Suharnomo.2011.
Employee Engagement
Anteseden.Yogyakarta: Pustaka Belajar Schaufeli,W. B., Salanova, M., Gonzalez-Romá, V., Bakker, A. B. 2002.
TheMeasurement Of Engagement And Burnout: A Confirmative Analytic Approach.Journal of Happiness Studies. Vol. 3, Issue 1: hal. 71-92
Schaufeli, W.B., Bakker, A.B. 2003 Utretch work Engagement Scale : Preliminary Manual, version 1. Utretch University, Occupational Psychology
UnitLlorens,
Schaufeli, W. B. Bakker, A. B. 2004. Job Demands, Job Resources, And TheirRelationship With Burnout And Engagement: A Multi-Sample
Study.Journal of Organizational Behavior. Vol. 25: hal. 293.
Schaufeli,W. B., Bakker, A. B. Salanova, M. 2006. The Measurement Of WorkEngagement With A Short Questionnaire: A Cross-National
Study.Educational and Psychological Measurement, Volume 66 Number 4: hal. 701-716
Bakker, A. B., Schaufeli, W., Salanova, M. 2006. Testing TheRobustness of The Job Demands-Resources Model. International Journal ofStress
Management Vol. 13: hal. 378-391. Sumadi Suryabrata. 2011. Metodologi Penelitian. Jakarta: Raja Grafindo Pesada
Tikno Lensufiee. 2010. Leadership untuk Profesional dan Mahasiswa. Surabaya : ESENSI
LAMPIRAN
A. Data Mentah Penelitian Skor Gaya Kepemimpinan PT Mega Power Mandiri Responden
Skor
1 119
2 108
3 121
4 110
5 120
6 124
7 122
8 85
9 128
10 124
11 135
12 119
13 116
14 117
15 122
16 119
17 108
18 107
19 118
20 127
21 127
22 128
23 96
24 123
25 122
26 126
27 115
28 120
29 124
30 137
31 122
32 105
33 120
34 111
35 110
36 102
37 100
38 95
39 104
40 112
41 80
42 86
43 84
43 118
45 121
46 109
47 103
48 107
49 116
50 81
51 112
52 88
53 99
54 90
55 111
56 100
57 105
58 114
59 133
60 125
61 100
62 135
63 106
B. Data Mentah Skor Penelitian Gaya Kepemimpinan PT Karya Harmoni Oasis
Responden Skor Gaya Kepemimpinan
1 38
2 51
3 62
4 46
5 45
6 58
7 41
8 39
9 46
10 79
11 43
12 45
13 51
14 49
15 47
16 36
17 44
18 44
19 68
20 46
21 46
22 68
23 42
24 82
25 76
26 54
27 52
28 48
29 76
30 58
31 67
32 67
33 59
34 103
35 85
36 40
37 66
38 95
39 61
40 57
41 47
42 64
43 58
43 55
45 61
46 65
47 50
48 69
49 64
50 47
51 59
52 64
53 53
54 51
55 49
56 67
57 63
58 54
59 64
60 55
61 63
62 50
63 48
C. Data Metah Penelitian Employee Engagement PT Mega Power Mandiri
Responden Skor
Employee Engagement
1 100
2 105
3 31
4 128
5 142
6 147
7 100
8 108
9 134
10 125
11 121
12 135
13 103
14 147
15 87
16 89
17 65
18 129
19 122
20 109
21 130
22 115
23 81
24 133
25 145
26 138
27 120
28 106
29 129
30 138
31 96
32 87
33 126
34 121
35 123
36 73
37 100
38 106
39 75
40 111
41 122
42 139
43 89
43 136
45 136
46 139
47 119
48 111
49 142
50 89
51 76
52 97
53 140
54 109
55 110
56 91
57 96
58 132
59 131
60 86
61 107
62 134
63 122
D. Data Mentah Penelitian Employee Engagement PT Karya Harmoni Oasis
Responden Skor
Employee Engagement
1 73
2 90
3 74
4 99
5 82
6 87
7 12
8 93
9 70
10 44
11 144
12 67
13 75
14 123
15 105
16 99
17 80
18 142
19 42
20 73
21 84
22 47
23 126
24 44
25 54
26 87
27 103
28 95
29 63
30 103
31 31
32 31
33 123
34 30
35 30
36 87
37 57
38 63
39 73
40 103
41 37
42 64
43 77
43 94
45 70
46 30
47 100
48 32
49 67
50 141
51 103
52 74
53 118
54 48
55 105
56 76
57 90
58 89
59 80
60 70
61 148
62 57
63 76
G. Reliabilitas Gaya Kepemimpinan
Kategori