MOTIVASI KERJA BERBASIS SELF DETERMINATION DALAM KONTEKS EMPLOYEE EXPERIENCE DIGITAL PADA KARYAWAN PT. TRAKINDO UTAMA PALEMBANG
DOI:
https://doi.org/10.51878/paedagogy.v6i3.14565Keywords:
Employee Experience Digital, Motivasi Kerja, Self-Determination TheoryAbstract
Digital transformation in heavy equipment industries often triggers technostress due to high technology adaptation demands at work. This quantitative descriptive study aims to analyze how digital employee experience shapes work motivation among employees of PT Trakindo Utama Branch Palembang based on Self-Determination Theory (SDT). This study measures the fulfillment of basic psychological needs including autonomy, competence, and relatedness within digitalized work environments. Data were collected using a five-point Likert scale survey distributed to 30 active employees selected through total sampling technique. Descriptive data analysis shows overall work motivation is in the high category (77.0%), with relatedness achieving the highest percentage (82.0%), followed by autonomy (76.6%), and competence (72.4%). These findings indicate that digital work experiences supported by positive social interaction, autonomous access to information, and technical assistance help maintain intrinsic motivation amid technological adaptation. The study implies that human-centered digitalization strategies are essential to enhance operational efficiency and employee psychological well-being.
ABSTRAK
Transformasi digital di industri alat berat sering kali memicu fenomena technostress akibat tingginya tuntutan adaptasi teknologi di tempat kerja. Penelitian kuantitatif deskriptif ini bertujuan untuk menganalisis bagaimana employee experience digital membentuk motivasi kerja karyawan PT Trakindo Utama Branch Palembang berbasis Self-Determination Theory (SDT). Penelitian ini mengukur pemenuhan kebutuhan psikologis dasar mencakup autonomy, competence, dan relatedness pada lingkungan kerja terdigitalisasi. Data dikumpulkan melalui survei kuesioner skala Likert lima poin terhadap 30 orang karyawan aktif yang dipilih menggunakan teknik total sampling. Hasil pengolahan data deskriptif menunjukkan motivasi kerja karyawan berada pada kategori tinggi (77,0%), dengan dimensi relatedness mencapai persentase tertinggi (82,0%), diikuti autonomy (76,6%), dan competence (72,4%). Temuan ini mengindikasikan bahwa pengalaman kerja digital yang didukung interaksi sosial positif, kemandirian akses informasi, serta pendampingan teknis mampu menjaga motivasi intrinsik di tengah tuntutan adaptasi teknologi. Implikasi penelitian menegaskan pentingnya strategi human-centered digitalization untuk meningkatkan efisiensi operasional sekaligus kesejahteraan psikologis pekerja.
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