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"This paper reports the results of a study conducted in fall 2007 among MBA students. Using electronic surveys and manipulated vignettes, the study explored how public service motivation moderates the relationship between organizational citizenship baheaviors, task behaviors, and performance appraisals."

"Penelitian ini bertujuan untuk menguji pengaruh praktik manajemen sumber daya manusia (praktik SDM komitmen tinggi) terhadap kinerja individu Aparatur Sipil Negara (ASN) melalui variabel mediasi komitmen afektif, motivasi pelayanan publik, dan perilaku inovatif dalam konteks penyederhanaan birokrasi dan perubahan sistem kerja ASN akibat pandemi Covid-19 di Badan Pengawas Obat dan Makanan (BPOM). Dengan menganalisis data kuesioner dari 182 responden ASN BPOM melalui model persamaan struktural (SEM) menggunakan aplikasi LISREL 8.51 full version, penelitian ini menemukan pengaruh positif dari praktik SDM komitmen tinggi terhadap komitmen afektif, perilaku inovatif, dan kinerja pegawai yang dimediasi oleh motivasi pelayanan publik. Namun, penelitian ini juga menemukan bahwa komitmen afektif tidak berpengaruh terhadap perilaku inovatif dan kinerja pegawai, sehingga komitmen afektif tidak memediasi hubungan antara praktik SDM komitmen tinggi dengan perilaku inovatif dan kinerja pegawai. Selain itu, hasil penelitian juga menunjukan bahwa perilaku inovatif berpengaruh positif terhadap kinerja pegawai.

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This study aims to examine the effect of human resource management practices (high commitment HR practices) on the individual performance of the State Civil Apparatus (ASN) through the mediating variables of affective commitment, public service motivation, and innovative behavior in the context of bureaucratic simplification and changes in the ASN work system due to the Covid-19 pandemic at the National Agency of Drug and Food Control (BPOM). By analyzing questionnaire data from 182 ASN respondents through a structural equation model (SEM) using the full version LISREL 8.51 application, this study found a positive effect of high-commitment HR practices on affective commitment, innovative behavior, and employee performance mediated by public service motivation. However, this study also found that affective commitment had no effect on innovative behavior and employees' performance so that affective commitment did not mediate the relationship between high-commitment HR practices and innovative behavior and employee performance. In addition, the results of the study also show that innovative behavior has a positive effect on employee performance."

"Organisasi layanan publik dituntut untuk memberikan layanan terbaik kepada masyarakat. Tingkat kepuasan pelanggan telah menjadi salah satu indikator penting bagi keberhasilan organisasi. Dalam organisasi layanan publik di mana layanan adalah produk yang ditawarkan, interaksi antara penyedia layanan dan pelanggan menjadi titik penting dalam proses memenuhi kebutuhan pelanggan. Kemampuan organisasi untuk menjalankan praktik manajemen sumber daya manusia yang dapat menciptakan perilaku layanan yang diharapkan, sangat penting dalam strategi organisasi untuk mencapai tujuan organisasi. Penelitian ini menguji pengaruh human resource management practices terhadap service behaviors melalui work engagement. Penelitian ini juga menguji peran moderasi dari HRM system strength dan public service motivation terhadap hubungan antara human resource management practices dan work engagement. Penelitian ini menggunakan survei sebagai metode pengumpulan data dan melibatkan 282 responden dari BPJS Kesehatan. Menggunakan smartPLS 3.0 sebagai perangkat lunak analisis data, peneliti menemukan bahwa terdapat pengaruh signifikan antara human resource management practices terhadap work engagement, dan  juga menemukan peran mediasi work engagement terhadap hubungan antara human resource management practices dengan in-role performance dan organizational citizenship behavior. Namun, tidak ada efek moderasi signifikan yang ditemukan dalam penelitian ini.

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Public service organizations are required to provide the best service to the community. The level of customer satisfaction has become one of the important indicators for the success of the organization. In public service organizations where services are the products offered, the interaction between service providers and customers becomes an important point in the process of meeting customer needs. The ability of the organization to run human resource management practices that can create expected service behaviors is very important to the organization’s strategy to achieve its organizational goals. This study examined the impact of human resource management practices to the service oriented behaviors through work engagement. The study also tested the moderating role of HR system strength and public service motivation between human resource management practices and work engagement. This research employed surveys as the data collection method and involved 282 respondents from BPJS Kesehatan. Using smartPLS 3.0 as the data analysis software, the researcher found that there was a significant impact of human resource management practices to work engagement, and also found the role of mediating work engagement on the relationship between human resource management practices with in-role performance and organizational citizenship behavior. However, there was no significant moderating effect found in this study."

"Penelitian ini bertujuan untuk mengevaluasi Program Pelatihan dan Pengembangan Rumah Kepemimpinan Dengan Skema Daring Untuk Peserta Program Angkatan X. Latar belakang penelitian didasarkan pada potensi sumber daya manusia sebagai investasi penting, namun dihadapkan pada adanya bentuk-bentuk krisis kepemimpinan di Indonesia. Rumah Kepemimpinan hadir sebagai lembaga yang menyediakan program pelatihan dan pengembangan di bidang kepemimpinan. Metode penelitian yang digunakan adalah pendekatan kuantitatif dengan metode penarikan sampel total sampling melalui instrumen kuesioner daring yang diisi oleh 151 peserta Rumah Kepemimpinan. Data yang terkumpul dianalisis menggunakan teknik analisis deskriptif dengan bantuan Statistical Package for the Social Sciences (SPSS). Berdasarkan hasil penelitian, ditemukan bahwa rata-rata evaluasi program baik dari dimensi reaksi dan pembelajaran mencapai nilai mean sebesar 4.172 yang termasuk dalam kategori baik. Evaluasi tersebut didasarkan pada penggunaan dua tingkatan evaluasi program Kirkpatrick, yaitu reaksi dan pembelajaran. Hasil tersebut menandakan kepuasan peserta program dan keberhasilan program dalam memenuhi harapan dan kebutuhan peserta dalam pengembangan kepemimpinan.

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This research aims to evaluate the Training and Development Program of Rumah Kepemimpinan with the Online Scheme for Participants of Batch X. The background of the study is based on the potential of human resources as a vital investment, but facing various leadership crises in Indonesia. Rumah Kepemimpinan serves as an institution providing leadership training and development programs. The research method used is a quantitative approach with total sampling through an online questionnaire instrument filled out by 151 participants of Rumah Kepemimpinan. The collected data were analyzed using descriptive analysis techniques with the assistance of the Statistical Package for the Social Sciences (SPSS). Based on the research findings, it was discovered that the average program evaluation, both in terms of reaction and learning dimensions, reached a mean value of 4.172, which falls into the "good" category. This evaluation is based on the use of two levels of the Kirkpatrick program evaluation, namely reaction and learning. The results indicate participant satisfaction with the program and its success in meeting the expectations and needs of participants in leadership development."

"SDM adalah harta yang paling berharga dan paling penting dimiliki oleh suatu organisasi, karena keberhasilan suatu organisasi sangat ditentukan oleh unsur manusia. Kualitas SDM pada sebuah organisasi bisa kita lihat dan ukur melalui kinerja dan motivasi pengurusnya. Motivasi mendorong individu memberikan yang terbaik dan bekerja sukarela bagi organisasi. Demi memiliki kinerja dan motivasi yang baik, seleksi pemilihan pengurus dalam organisasi sepatutnya dibuat sistematis dan tepat guna demi terwujudnya tujuan organisasi. Badan Eksekutif Mahasiswa Universitas Negeri Jakarta (BEM UNJ) sebagai salah satu organisasi eksekutif tertinggi tingkat universitas pun melakukan hal yang sama. Dalam seleksi kepengurusan, setiap tahunnya diadakan Pelatihan Kepemimpinan Mahasiswa Universitas (PKMU). Terdapat materi-materi penting yang diberikan selama PKMU berlangsung, dua diantaranya adalah Manajemen Isu sampai dengan Pengabdian Masyarakat. Setelah mengikuti PKMU, mahasiswa calon pengurus diharapkan sudah memiliki kompetensi demi menunjang tugas selama kepengurusan BEM UNJ. Namun, pada kenyataannya pengurus BEM UNJ masih belum maksimal dalam kemampuan mengawal dan manganalisis isu jangka panjang, menentukan prioritas isu, maupun kurangnya rutinitas evaluasi. Dalam menjalani pengabdian masyarakat melalui community development pun dirasakan kurangnya partisipasi pengurus BEM UNJ sendiri dibandingkan nonpengurus BEM UNJ yang turun langsung dalam kegiatan Pengabdian Masyarakat. Dengan itu, penelitian ini bertujuan melihat bagaimana pengaruh Manajemen Isu dan Pengabdian Masyarakat terhadap motivasi dan kinerja Pengurus BEM UNJ periode 2019-2020. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif dengan pendekatan survei dan analisis jalur sebagai teknik analisis datanya Peneliti menggunakan rumus slovin untuk teknik pengambilan sampel berjumlah 72 pengurus BEM UNJ periode 2018-2020. Teknik pengumpulan data melalui angket tertutup dan wawancara.

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Human Resource is the most valuable and most important asset owned by an organization, because the acquisition of an organization is very much determined by humans. The quality of HR in the organization can be seen and measured through the performance and motivation of its management. Motivation encourages individuals to give their best and work voluntarily for the organization. In order to have a good performance and motivation, the election of management in an organization should be made systematic and appropriate for the realization of organizational goals. The Jakarta State University Student Executive Board (BEM UNJ) as one of the top university-level executive organizations does the same. In the management election, every year the University Student Leadership Training (PKMU) is held. Introduced as important material provided during the PKMU, two were published for Issue Management to Community Service. After receiving the PKMU, prospective student management is expected to already have the appropriate competencies to support the tasks during the management of BEM UNJ. However, at the time of approving the management of BEM UNJ it was still not maximal in its ability to oversee and analyze long-term problems, determine priority problems, and improve evaluation routines. In approving community service through community development, it was considered that they had participated in BEM UNJ itself compared to non-administrators of BEM UNJ who directly participated in Community Service activities. Therefore, this study aims to look at how Issue Management and Community Service towards the motivation and performance of the UNJ BEM for the 2019-2020 period. The method used in this research is a quantitative method using survey and path analysis as data analysis techniques. The technique of acquiring data will be through closed questionnaires."

"Rumah Sakit X memilih strategi organisasi yang berfokus pada pelanggan sebagai keunggulan daya saing terhadap rumah sakit lainnya. Fokus pada pelanggan dijabarkan melalui konsep branded customer service, yang intinya adalah menjadikan pelayanan kepada pelanggan sebagai brand Rumah Sakit X, rnclalui pelayanan kepada pelanggan yang melebihi harapan pelanggan. Stralegi yang dipilih f£I'S8blIl belum selaras dengan strategi di bidang SDM dan manajemen SDM yang diterapkan oleh Rumah Sakit X sehingga belum mendorong para karyawan untuk berperilaku sesuai dengan brand tersebui, akibatnya para pelanggan belum mengalami brand Rumah Sakit X dalam proses pelayanan kcsehatan yang mereka terima. Untuk itu perlu dilakukan peninjauan ulang dan perancangan manajemen SDM di Rumah Sakit X, agar dapat selaras dengan brand yang ditampilkan kepada pelanggan. Dalam rnerancang ulang manajernen SDM, beberapa hal yang diperhatikan adalah: level intervensi yang akan dilakulcan (level strategis atau level implementasi), pathway penerapan branded customer service yang dikemukakan oleh Barlow dan Stewart (2006), serta harus memperhatikan faktor-faktor yang berpengaruh pada pembentukan perilaku dalam organisasi yang diungkapkan melalui model MARS dari McShane dan Von Glinow (2005).

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Hospital X has chosen the customer focused organization strategy in order to compete with other hospitals. This strategy is applied through branded customer service, where customer service is the brand of the hospital, and implemented through giving a service that exceeds the customer's needs. The chosen strategy does not align with the HR strategy and HR management at Hospital X. Therefore, the employees behaviors do not reflect the brand in real service situation. The customer has not experience the brand yet.

It is necessary to evaluate and re-design the HR management at Hospital X and aligning it with the brand, as the reflection of customer focused organization strategy. In redesigning the HR management, some concepts are being considered: the level of intervention (strategic level and implementation level), the pathway of branded customer service (Barlow and Stewart, 2005), and McShane and Von Glinow's MARS model (2005) to explain the factors that influence individual behavior in organization."

"Meningkatnya kesadaran masyarakat akan pentingnya menjaga lingkungan membuat banyak pelaku bisnis mengubah operasi perusahaannya menjadi lebih berkelanjutan. Penelitian ini menganalisis pengaruh Green Human Resource Management terhadap Employee Green Behavior dengan Organizational Identification sebagai variabel mediasi pada karyawan Generasi Z di perusahaan FMCG di Jabodetabek, menggunakan data dari 201 responden yang dianalisis dengan metode Partial Least Squares-Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa Green Human Resource Management berpengaruh positif signifikan terhadap Employee Green Behavior, baik secara langsung maupun melalui mediasi Organizational Identification, meskipun efek mediasinya lebih rendah jika dibandingkan dengan hubungan langsung. Selain itu, efek mediasi pada hubungan Green Human Resource Management terhadap Voluntary Green Behavior lebih kecil dibandingkan dengan Task-Related Green Behavior.

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The increasing awareness of the importance of environmental sustainability has led many businesses to transform their operations to become more sustainable. This study analyses the influence of Green Human Resource Management on Employee Green Behavior, with Organizational Identification as a mediating variable, focusing on Generation Z employees in FMCG companies in the Jabodetabek area. The data, collected from 201 respondents, was analyzed using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method. The findings indicate that Green Human Resource Management has a significant positive impact on Employee Green Behavior, both directly and through Organizational Identification as a mediator, although the mediation effect is weaker compared to the direct relationship. Furthermore, the mediation effect of Green Human Resource Management on Voluntary Green Behavior is weaker than its effect on Task-Related Green Behavior

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"Two hundred fifteen public employees participated in this study, which tested relationship between innovative human resources management (HRM) practices-including training, career development, appraisal feedback, participation in - decision- making and autonomy-and individual performace...."

"Penelitian ini bertujuan untuk menganalisis Employee Value Proposition (EVP) di BPBD Provinsi DKI Jakarta berdasarkan perspektif pegawai. EVP dievaluasi melalui delapan dimensi yang dikembangkan oleh Bronlet et al. (2024), yaitu salary, benefits, career opportunities, working environment, support of colleagues, support of management, job latitude, dan purpose. Penelitian ini menggunakan metode campuran dengan pengumpulan data melalui kuesioner dan wawancara. Hasil penelitian menunjukkan bahwa EVP di BPBD DKI Jakarta telah memenuhi seluruh dimensi sesuai dengan teori Bronlet et al. (2024). Hal ini mencerminkan keberhasilan organisasi dalam menerapkan EVP yang komprehensif sesuai dengan kebutuhan pegawai di sektor publik. Penelitian ini menegaskan pentingnya mempertimbangkan keseimbangan antara motivasi intrinsik dan ekstrinsik untuk menciptakan lingkungan kerja yang mendukung sekaligus meningkatkan retensi pegawai. Penelitian ini berkontribusi pada pengembangan konsep EVP di sektor publik yang masih jarang diteliti. Temuan ini memberikan rekomendasi strategis, seperti penguatan program pelatihan berjenjang untuk mendukung pengembangan karir, peningkatan layanan kesehatan mental, serta perbaikan sistem promosi yang lebih inklusif. Selain itu, penelitian ini juga membuka peluang bagi studi lanjutan untuk mengeksplorasi hubungan antara EVP dan kinerja organisasi, khususnya dalam sektor publik dengan konteks kebencanaan.

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This study aims to analyze the Employee Value Proposition (EVP) at the Regional Disaster Management Agency (BPBD) of DKI Jakarta Province from the employees' perspective. EVP was evaluated through eight dimensions developed by Bronlet et al. (2024), namely salary, benefits, career opportunities, working environment, support of colleagues, support of management, job latitude, and purpose. This study employed a mixed-method approach by collecting data through questionnaires and interviews. The findings indicate that the EVP at BPBD DKI Jakarta has fulfilled all dimensions in accordance with the framework proposed by Bronlet et al. (2024). This reflects the organization's success in implementing a comprehensive EVP that aligns with the needs of employees in the public sector. The study emphasizes the importance of balancing intrinsic and extrinsic motivation to create a supportive work environment while enhancing employee retention. This study contributes to the development of the EVP concept in the public sector, which remains underexplored. The findings provide strategic recommendations, such as strengthening tiered training programs to support career development, improving mental health services, and refining a more inclusive promotion system. Additionally, this research opens opportunities for further studies to explore the relationship between EVP and organizational performance, particularly in the public sector within disaster management contexts."

"Penelitian ini bertujuan untuk mengeksplorasi pengaruh socially responsible human resource management (SR-HRM) dan extrinsic motivation, dengan peran mediasi intrinsic motivation, terhadap organizational commitment pada karyawan tetap industri perhotelan di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan metode riset survei. Data dikumpulkan menggunakan kuesioner daring untuk pengumpulan data primer. Penelitian ini melibatkan 400 responden yang merupakan karyawan tetap industri perhotelan di Indonesia. Data dianalisis menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa SR-HRM dan extrinsic motivation memiliki pengaruh positif signifikan terhadap organizational commitment, sedangkan intrinsic motivation memainkan peran mediasi yang memperkuat hubungan tersebut. Temuan ini diharapkan dapat memberikan kontribusi praktis bagi organisasi dalam meningkatkan komitmen karyawan melalui kebijakan SDM yang bertanggung jawab, serta memberikan wawasan akademis dalam bidang manajemen sumber daya manusia dan motivasi karyawan.

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This study aims to explore the influence of socially responsible human resource management (SR-HRM) and extrinsic motivation, with the mediating role of intrinsic motivation, on organizational commitment among permanent employees in the hotel industry in Indonesia. The research adopts a quantitative approach with a survey method. Data is collected through an online questionnaire. The study involved 400 permanent hotel employees in Indonesia. Data is analyzed using Structural Equation Modelling (SEM) method. The results show that SR-HRM and extrinsic motivation have a significant positive impact on organizational commitment, while intrinsic motivation plays a mediating role that strengthens this relationship. These findings are expected to provide practical contributions for organizations in enhancing employee commitment through responsible HR policies, as well as offering academic insights into the fields of human resource management and employee motivation. "