1Messy Cosella, 2Sutarto Wijono, 3Susana Prapunoto
1,2,3Department of Psychology, Faculty of Psychology, Universitas Kristen Satya Wacana, Jl Diponegoro 52- 60. Salatiga, Indonesia
DOI : https://doi.org/10.47191/ijmra/v8-i03-46Google Scholar Download Pdf
ABSTRACT:
This study aims to analyze the influence of Psychological Capital and Social Support on Employee Engagement PT.X. Employee Engagement is a key factor in enhancing employee productivity and loyalty; however, many companies still face challenges in maintaining high engagement levels. Therefore, this study seeks to determine the extent to which Psychological Capital and Social Support serve as significant predictors of employee engagement in the workplace. This research employs a quantitative approach using a survey method. Data were collected through questionnaires distributed to 100 employees across various divisions. The research instruments included the Employee Engagement Scale (EES), the Psychological Capital Questionnaire (PCQ-12), and the Revised-Multidimensional Scale of Perceived Social Support (R-MSPSS). Data analysis was conducted using multiple linear regression with SPSS 25 to examine the relationship between independent and dependent variables. The findings indicate that Psychological Capital and Social Support simultaneously have a positive and significant impact on Employee Engagement (R² = 48.7%). Partially, Psychological Capital (β = .705, p < .001) has a more dominant influence than Social Support (β = .286, p < .001) on Employee Engagement. Therefore, companies should develop Psychological Capital through training programs that enhance self-efficacy, optimism, hope, and resilience, while also strengthening Social Support by fostering open communication and stronger teamwork
KEYWORDS:Psychological Capital, Social Support, Employee Engagement, Multiple Linear Regression, Quantitative Research
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