Abstract
The effectiveness of the team is one of the important factors that determines the success of an organization in achieving its goals. This study aims to test the effect of work attachment training on increasing team effectiveness in employees of human resources consulting companies in Yogyakarta. The study used a quasi-experimental design of a pretest-posttest control group involving 24 participants, consisting of 12 people in the experimental group and 12 people in the control group. Data were collected using the Team Effectiveness Scale and the Work Engagement Scale. Data analysis was carried out using the Mann–Whitney and Wilcoxon tests. The results of the study show that work attachment training is effective in increasing team effectiveness. Gain score analysis showed significant differences between the experimental group and the control group (W = 107.00; p = 0.045; d = 0.486). In addition, the experimental group experienced a significant increase in team effectiveness after training (W = 1.50; p = 0.006) as well as an increase in work attachment (W = 13.00; p = 0.045). These findings suggest that work attachment training can be one of the human resource development strategies to increase the effectiveness of teams in organizations.
Keywords:
team effectiveness work attachment training quasi-experimentationReferences
Alwi, M., Sylvana, A., & Risnashari. (2016). Pengaruh semangat kerja pegawai terhadap keefektifaan organisasi unit program belajar jarak jauh Universitas Terbuka Makassar. Jurnal Analisis dan Pelayanan Publik, 2(1), 31–46.
Bakker, A. B., Schaufeli, W. B., Leiter, M. P., & Taris, T. W. (2008). Work engagement: An emerging concept in occupational health psychology. Work & Stress, 22(3), 187–200.
Cantu, C. (2007). Evaluating Team Effectiveness: Examination of the Team Assessment Tool (Doctoral dissertation). University of North Texas.
Cummings, T. G., & Worley, C. G. (2009). Organizational Development and Change (10th ed.). Cengage Learning.
D’Silva, J. L., & Ahrari, S. (2016). Factors influencing team effectiveness in higher education. American Journal of Applied Sciences, 13(9), 932–940.
Gibbons, J. (2006). Employee engagement: A review of current research and its implications. The Conference Board.
Handayani, D. (2016). Hubungan antara work engagement dengan organizational citizenship behavior pada karyawan kontrak. Jurnal Ilmiah Psikologi Gunadarma, 9(1), 100363.
Hoegl, M., & Gemuenden, H. G. (2001). Teamwork quality and the success of innovative projects: A theoretical concept and empirical evidence. Organization Science, 12(4), 435–449.
Iedliany, F., Fahmie, A., & Kusrini, E. (2018). Pengembangan dan validasi instrumen pengukuran efektivitas tim di usaha mikro kecil dan menengah (UMKM). Psikohumaniora: Jurnal Penelitian Psikologi, 3(2), 177–196.
Imai, K., King, G., & Nall, C. (2009). Rejoinder: Matched pairs and the future of cluster-randomized experiments. Statistical Science, 24(1), 65–72.
Lockwood, N. (2007). Leveraging employee engagement for competitive advantage HR strategic role. SHRM Research.
Mujiasih, E., & Ratnaningsih, I. Z. (2016). Meningkatkan work engagement melalui gaya kepemimpinan transformasional dan budaya organisasi. Human Resource Development Review, 15(3), 317–339.
Nawir, S. M., & Nurlaela. (2019). Analisis sosio-pragmatik terhadap pujian dan respon pujian pada masyarakat suku Saluan. Jurnal Linguistik, 1(2), 1–10.
Nofrida, E. (2014). Hubungan iklim kerjasama dengan semangat kerja pegawai pada dinas pendidikan Kota Solok. Jurnal Administrasi Pendidikan, 2(1), 187–198.
Pratama, A. A. N., & Wardani, A. (2018). Pengaruh kemampuan kerja dan semangat kerja terhadap kinerja karyawan melalui kepuasan kerja (studi kasus Bank Syariah Mandiri Kantor Cabang Kendal). Muqtasid: Jurnal Ekonomi dan Perbankan Syariah, 8(2), 119–129.
Pri, R., & Zamralita, Z. (2018). Gambaran work engagement pada karyawan di PT EG (manufacturing industry). Jurnal Muara Ilmu Sosial, Humaniora, dan Seni, 1(2), 295.
Puspitasari, K., & Hendrani, W. (2019). Tim virtual: Faktor-faktor yang mempengaruhi efektivitas kerja. Psikoislamedia Jurnal Psikologi, 4(2), 195–211.
Raharso, S. (2011). Kepercayaan dalam tim. Manajerial, 10(19), 42–53.
Ramdhana, A., Mangundjaya, W. L., & Nugroho, A. C. (2018). Pengaruh kualitas hubungan sesama anggota tim dan kepemimpinan bersama terhadap efektivitas tim pada organisasi publik. MIX: Jurnal Ilmiah Manajemen, 8(2), 372.
Ramdhani, G. F., & Sawitri, D. R. (2017). Keterikatan kerja pada karyawan PT. X di Bogor. Jurnal Empati, 6(1), 199–205.
Robinson, D., Perryman, S., & Hayday. (2004). The Drivers of Employee Engagement Report 408. Institute for Employment Studies.
Setiyanti, S. W. (2012). Membangun kerja sama tim (kelompok). Jurnal STIE Semarang, 4(3), 59–65.
Simanullang, R. T. W., & Ratnaningsih, I. Z. (2018). Hubungan antara kesejahteraan psikologis dengan keterikatan kerja pada perawat instalasi rawat inap di Rumah Sakit X Kota Semarang. Jurnal Empati, 7(4), 1448–1450. https://doi.org/10.14710/empati.2018.23479
Soetrisno, L. C. P., & Sutanto, E. M. (2017). Pengaruh keterikatan kerja dan persepsi dukungan organisasional terhadap kinerja karyawan PT. Sukses Mekar Abadi. Jurnal Agora, 5(3), 1–10.
Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Alfabeta.
Susilawati, H. (2017). Fokus pengguna sebagai good service care di kantor perpustakaan dan arsip daerah Kabupaten Gunung Kidul. Jurnal Iqra, 11(2), 78–94.
Tarricone, P., & Luca, J. (2011). Successful Teamwork: A Case Study.
Triyanto, A., & Sudarwati. (2014). Pengaruh kompetensi dan penghargaan terhadap motivasi kerja karyawan PT KAI di Stasiun Sragen. Jurnal Paradigma Universitas Islam Batik Surakarta, 12(1).
Wenang, F. P., Affifatusholihah, L., & Fadhilah. (2020). Pengaruh keterikatan kerja dan dukungan rekan kerja terhadap kinerja tugas. Inovbiz, 8, 29–33.
License
Copyright (c) 2026 Tri Luckhi Yudha Atmaja, Sus Budiharto
This work is licensed under a Creative Commons Attribution 4.0 International License.
