ANALISIS PENGARUH SELF-LEADERSHIP, WORKPLACE  WELL BEING DAN PENGEMBANGAN KARIR TERHADAP EMPLOYEE ENGAGEMENT PADA INDUSTRI JASA

Muhammad Zakaria; Andy  Ismail; Tyahya Whisnu  Hendratni; Flora Grace  Putrianti; Adi  Soeprapto; Fatimah Malini  Lubis

doi:10.34127/jrlab.v14i2.1550

Authors

Muhammad Zakaria Universitas Malikussaleh
Andy Ismail Universitas Darwan Ali
Tyahya Whisnu Hendratni Universitas Pancasila
Flora Grace Putrianti Universitas Sarjanawiyata Tamansiswa
Adi Soeprapto Universitas Pembangunan Nasional Veteran Yogyakarta
Fatimah Malini Lubis Politeknik LP3I Jakarta

DOI:

https://doi.org/10.34127/jrlab.v14i2.1550

Keywords:

Self-Leadership, Workplace Well-Being, Pengembangan Karir, Employee Engagement

Abstract

This study aims to analyze the influence of self-leadership, workplace well-being, and career development on employee engagement in the service industry. The service sector faces significant challenges in maintaining employee engagement due to the nature of the work, which demands excellent service and intensive human interaction. In this context, self-leadership is considered crucial in encouraging individual initiative and responsibility, workplace well-being plays a role in maintaining working conditions that support mental and physical health, while career development provides motivational support for employees to achieve their long-term goals. This research uses a quantitative approach with a survey method involving 100 respondents working in the service sector. The data were analyzed using multiple linear regression to examine both the simultaneous and partial effects of the three independent variables on employee engagement. The results show that all three independent variables significantly influence employee engagement, both partially and simultaneously. Self-leadership demonstrated the strongest influence, followed by workplace well-being and career development. These findings imply that improving employee engagement in the service industry can be achieved by enhancing personal leadership capabilities, creating a work environment that supports well-being, and providing clear and sustainable career development paths. This study contributes to the development of employee engagement theory in the service sector and serves as a reference for human resource managers in designing effective engagement strategies.

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