Motivasi Bukan Pelengkap: Reorientasi Desain Instruksional MicrolearningBerbasis Bukti Empiris di Lingkungan Kerja
DOI:
https://doi.org/10.58230/qqggh536Keywords:
Microlearning, Desain Instruksional, Motivasi Kerja, Retensi Pengetahuan, SEM-PLSAbstract
Desain instruksional digital, khususnya microlearning, selama ini mengasumsikan bahwa motivasi merupakan hasil (outcome) dari pelatihan yang berkualitas. Penelitian ini menguji asumsi tersebut secara empiris dan menemukan sebaliknya: motivasi kerja adalah prasyarat struktural bagi efektivitas microlearning, bukan produk sampingannya. Tujuan penelitian ini adalah membuktikan bahwa motivasi kerja berfungsi sebagai penentu utama keberhasilan retensi pengetahuan dalam program pelatihan digital, dengan implikasi langsung bagi desain instruksional dan kebijakan pelatihan di lingkungan kerja. Penelitian ini menggunakan pendekatan kuantitatif eksplanatori dengan desain quasi-experimental one-group pretest-posttest pada 203 Sales Promotion Girls (SPG) di PT Fokus Ritel Nusaprima yang mengikuti program pelatihan digital microlearning, dengan teknik purposive sampling dari total populasi 261 SPG. Data dikumpulkan melalui kuesioner skala Likert lima poin dan skor pretest-posttest objektif, kemudian dianalisis menggunakan SEM-PLS via SmartPLS 4. Hasil menunjukkan: (1) microlearning berpengaruh positif dan signifikan terhadap motivasi kerja (β=0,511; p<0,001); (2) pengaruh langsung microlearning terhadap retensi pengetahuan melemah dari β=0,511 menjadi β=0,124 ketika motivasi dikontrol; (3) motivasi kerja adalah prediktor dominan retensi (β=0,467; p<0,001); (4) moderasi negatif yang signifikan (β=−0,170; p<0,001) membuktikan fenomena diminishing return — microlearning paling efektif bagi peserta bermotivasi rendah; dan (5) mediasi parsial terkonfirmasi (β indirect=0,239; p<0,001). Model struktural memenuhi goodness of fit dengan SRMR=0,075. Temuan ini menuntut reorientasi desain instruksional: penilaian kesiapan motivasional peserta harus mendahului desain konten, bukan mengikutinya.
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