Kerja wajar dan kebermaknaan sebagai pemacu penglibatan kerja dalam kalangan pekerja Orang Kurang Upaya (Decent work and meaningfulness as drivers of work engagement in Persons With Disabilities)
Abstract
Dalam menangani isu peluang pekerjaan dihadapi oleh Orang Kurang Upaya (OKU), usaha untuk mengubah suai dan memperbaiki program, skim, garis panduan dan dasar perlu dijalankan. Namun, jurang yang semakin meningkat antara pekerja biasa dan golongan OKU akibat stigma dan prasangka dalam masyarakat telah menimbulkan persoalan tentang kemampuan OKU untuk berdikari dan menyumbang kepada pembangunan negara. Kajian ini bertujuan untuk menyelidik pengaruh kerja wajar dan kebermaknaan kerja serta perkaitannya dengan penglibatan pekerja OKU. Hipotesis kajian ini adalah hubungan langsung yang signifikan antara kerja wajar dan penglibatan pekerja OKU, manakala hubungan tidak langsung wujud melalui kebermaknaan kerja sebagai pengantara. Hipotesis ini diuji menggunakan SPSS versi 28 melibatkan data ke atas 143 pekerja OKU di Malaysia melalui soal selidik dalam talian. Selaras dengan Teori Pemeliharaan Sumber (COR), kajian mendapati hubungan langsung yang signifikan antara kerja wajar dan penglibatan pekerja, dengan kebermaknaan kerja berfungsi sebagai pengantara terhadap hubungan tersebut. Berdasarkan Teori Ciri Pekerjaan (JCM), kajian ini membuktikan kebermaknaan kerja penting sebagai mekanisme yang menjelaskan hubungan tidak langsung antara kerja wajar dan penglibatan pekerja. Dari sudut praktikal, kajian ini menyarankan agar organisasi memahami kaitan antara kerja wajar dan penglibatan pekerja. Ini kerana penglibatan pekerja bukan sahaja meningkatkan motivasi dan produktiviti, tetapi juga membentuk rasa kepunyaan yang penting untuk meningkatkan kesejahteraan golongan OKU dalam kerjaya mereka.
Kata kunci: Kebermaknaan kerja, kerja wajar, Orang Kurang Upaya (OKU), penglibatan pekerja
Appropriate improvements to the existing programs, schemes, guidelines, and policies are crucial for addressing the limited employment opportunities faced by people with disabilities (PWD). However, the current issue of the increasing gap between the participation of workers with and without disabilities raises the question of how individuals with disabilities can live independently and contribute to national development if stigma and prejudice continue to prevail. Therefore, this study was conducted with the aim of examining the influence of decent work and meaningful work on employee engagement. This study hypothesised that there was a direct relationship between decent work and employee engagement among people with disabilities. Additionally, the study hypothesised an indirect relationship mediated by the variable of meaningful work. Using data collected online from 143 subjects with disabilities in Malaysia, the hypotheses were tested using SPSS version 28. In line with the Conservation of Resources Theory (COR), the study found a significant direct relationship between decent work and employee engagement, with meaningful work acting as a mediator. Other than that, consistent with the Job Characteristics Model (JCM), the findings enhance the existing literature by highlighting the significance of meaningful work as a mechanism that clarifies the indirect relationship between decent work and employee engagement. Practically, the study suggests that organizations recognize the close link between decent work and employee engagement, which are crucial factors in determining the sense of belonging, motivation, and productivity in the workplace for PWD.
Keywords: Decent work, meaningful work, Persons With Disabilities (PWDs), work engagement
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