Eksplorasi Psikososial Aktivasi Fitur Open to Work di Linkedin: Pendekatan Fenomenologis Berbasis Teori Herzberg
DOI:
https://doi.org/10.54082/jupin.1695Kata Kunci:
Career Stagnation, Herzberg, Job Dissatisfaction, Linkedin, Open To Work, Turnover IntentionAbstrak
Penelitian ini bertujuan untuk memahami alasan karyawan PT XYZ dalam mengaktifkan fitur Open to Work sebagai bentuk respons terhadap ketidakpuasan kerja, stagnasi pengembangan karier, dan niat berpindah kerja. Penelitian ini menggunakan pendekatan kualitatif dengan desain fenomenologis, didasarkan pada Teori Dua Faktor Herzberg sebagai grand theory dan didukung oleh teori Planned Behavior (Ajzen), Komitmen Organisasi (Allen & Meyer), serta Career Development Theory (Super). Data dikumpulkan melalui wawancara mendalam terhadap 13 informan yang merupakan karyawan aktif pengguna fitur Open to Work, serta observasi non-partisipatif terhadap perilaku digital mereka di LinkedIn. Hasil penelitian menunjukkan bahwa penggunaan fitur Open to Work dipicu oleh ketidakpuasan terhadap faktor higienis seperti gaji dan relasi atasan, serta ketiadaan faktor motivasional seperti peluang promosi dan umpan balik pengembangan diri. Aktivasi fitur ini juga mencerminkan intensi berpindah kerja sebagai strategi karier pribadi. Temuan ini menunjukkan bahwa fitur Open to merupakan sinyal digital dari disengagement karyawan terhadap organisasinya. Selain itu, temuan ini penting bagi organisasi dalam mengantisipasi potensi kehilangan talenta melalui sinyal digital, serta memperkaya kajian literatur terkait keterlibatan kerja di era digital.
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