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"Penelitian ini memiliki tujuan untuk melihat pengaruh variabel laten penelitian budaya organisasi terhadap variabel laten performa kerja individu dan variabel laten kinerja organisasi yang dilakukan pada salah satu perusahaan otomotif di Indonesia. Penelitian ini difokuskan untuk mengetahui pengaruh dan taraf signifikansi antara variabel laten (eksogen) budaya organisasi terhadap variabel laten (endogen) performa kerja individu dan variabel laten (endogen) kinerja organisasi pada salah satu perusahaan otomotif di Indonesia. Budaya organisasi model Denison digunakan dalam penelitian ini yang memiliki empat dimensi yaitu mission, consistency, involvement dan adaptability. Performa kerja individu merujuk pada empat dimensi task performance, contextual performance (interpersonal), contextual performance (organizational), adaptive performance dan counterproductive work behaviour. Sedangkan kinerja organisasi berdasarkan kepada konsep balance scorecard dimana terdapat empat perspektif yaitu perspektif keuangan, perspektif pelanggan, perspektif proses bisnis internal dan perspektif pembelajar dan pertumbuhan. Sample sejumlah 174 ditujukan bagi karyawan pada seluruh divisi dan pada seluruh tingkat jabatan di perusahaan. Hasil penelitian menunjukan bahwa budaya organisasi memiliki pengaruh signifikan terhadap performa kerja individu dan kinerja organisasi sehingga perusahaan dipandang memiliki kemampuan yang memadai terkait penerapan budaya organisasi dalam perusahaan yang berdampak pada performa kerja individu yang berpotensi meningkatkan kinerja organisasi perusahaan guna menghadapi ketatnya persaingan pada industri otomotif di Indonesia.

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This study aims to see the effect of organizational culture research variables on employee performance variables and organizational performance variables carried out in one automotive company in Indonesia. This study discusses the difference between latent variable (exogenous) organizational culture on latent variable (endogenous) individual performance and latent variable (endogenous) organizational performance at one of automotive company in Indonesia.

The Denison cultural organization model is used in this study which has four dimensions, such as mission, consistency, involvement and adaptability. Individual work performance refers to five dimensions of task performance, interpersonal performance, contextual performance (organization), adaptive performance and counterproductive work behavior. Meanwhile, company performance is based on the concept of balance scorecard where there are four perspectives, such as financial perspective, customer perspective, internal business process perspective and learning and growth perspective. The sample is 174 which is intended for all employees throughout at all levels and divisions in the company.

The results showed that organizational culture has a significant influence on individual performance and organizational performance in accordance with the needs of the company in accordance with the needs of cultural organizations that improve the performance of companies that support the performance improvement of automotive companies in Indonesia. "

"Guru merupakan faktor yang berperan dalam mengembangkan kreativitas siswanya. Upaya yang dilakukan guru dalam mengembangkan kreativitas siswanya disebut creativity-fostering teacher behavior. Penelitian ini bertujuan untuk melihat hubungan antara kepribadian Big Five dan creativity-fostering teacher behavior pada guru sekolah dasar di Jakarta, Bogor, Depok, Tangerang, dan Bekasi (Jabodetabek). Pada penelitian ini, instrumen pengukuran yang digunakan adalah Big Five Inventory (BFI) (John, 1990) dan Creativity-Fostering Teacher Index (CFTIndex) (Soh, 2000) dengan 131 guru sebagai partisipan. Hasil penelitian menunjukkan bahwa dimensi kepribadian openness, conscientiousness, extraversion, dan agreeableness dan creativity-fostering teacher behavior berkorelasi negatif signifikan (r(131) = -.328 ; -.252 ; -.263 ; -.214, p < 0.05, two-tailed, serta dimensi kepribadian neuroticism dan creativity-fostering teacher behavior ditemukan tidak berhubungan (r(131) = .132, p < 0.05, two-tailed). Hasil penelitian ini menunjukkan bahwa tinggi rendahnya skor kepribadian guru pada dimensi openness, conscientiousness, extraversion, dan agreeableness berlawanan dengan tingkat perilaku guru yang mengembangkan kreativitas siswanya dan tinggi rendahnya skor kepribadian guru pada dimensi neuroticism tidak berhubungan dengan perilaku guru yang mengembangkan kreativitas siswanya.

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Teachers are the factors that play a role in fostering the creativity of their students. Efforts made by the teacher to foster the creativity of their students are called creativity-fostering teacher behavior. This study aims to see the relationship between Big Five personality and creativity-fostering teacher behavior in elementary school teachers in Jakarta, Bogor, Depok, Tangerang, and Bekasi (Jabodetabek). In this study, the measurement instruments used were the Big Five Inventory (BFI) (John, 1990) and the Creativity-Fostering Teacher Index (CFTIndex) (Soh, 2000) with 131 teachers as the participants. The results showed that the personality dimensions of openness, conscientiousness, extraversion, agreeableness and creativity-fostering teacher behavior had a significant negative correlation (r(131) = -.328; -.252; -.263; -.214, p < 0.05, two-tailed), as well as the personality dimensions of neuroticism and creativity-fostering teacher behavior were found to be unrelated (r(131) = .132, p < 0.05, two-tailed). The results of this study indicate that the teacher's personality score on the dimensions of openness, conscientiousness, extraversion, and agreeableness contrasts with the level of teacher behavior that develops student creativity, and the teacher's personality score on the neuroticism dimension is not related to teacher behavior that develops student creativity."

"Dominasi generasi milenial di tempat kerja telah menarik perhatian pada bidang sumber daya manusia dikarenakan generasi milenial dapat dengan cepat meninggalkan organisasi dibandingkan generasi lainnya. Mengetahui banyaknya jumlah generasi milenial merupakan tantangan yang dihadapi oleh organisasi yaitu untuk menarik dan mempertahankan mereka. Perselisihan antara pekerjaan dan keluarga telah terbukti mempengaruhi turnover intention khususnya pada perempuan yang memiliki peran ganda. Diketahui pula, bahwa family-supportive organization environment terbukti memainkan dalam menurunkan keinginan karyawan untuk meninggalkan organisasi. Penelitian ini bertujuan untuk melihat pengaruh kebijakan perusahaan dan dukungan atasan yang mendukung keluarga serta konflik yang melibatkan keluarga dan pekerjaan terhadap niat yang mengakibatkan keinginan berhenti pada karyawan perempuan generasi milenial di Indonesia. Pada penelitian ini menggunakan desain kuantitatif dengan total 185 responden dari berbagai sektor pekerjaan. Terdapat sepuluh hipotesis yang diuji dari model penelitian yang mengadopsi suatu metode yaitu Structural Equation Modeling (SEM). Penelitian ini akan menjelaskan bahwa konflik yang terjadi pada domain pekerjaan dan keluarga akan berpengaruh ke turnover intention secara langsung dan tidak langsung menggunakan mediasi work engagement. Namun, tidak terdapat pengaruh antara family-supportive organization environment dengan turnover intention untuk karyawan perempuan milenial di Indonesia.

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The dominance of millennials in the workplace has attracted attention to the field of human resources because millennials be able quickly leave their organization compared to other generations. Knowing the large number of millennials is a challenge faced by organizations, to attract and retain them. Disputes between work and family have been shown to affect turnover, especially in women who have dual roles. It is also known that the family-supportive organization environment has been shown to play a role in lowering the desire of employees to leave the organization. This study aimed to see the effect of company policy and the supervisor support that supports family and conflict involving family and work on intention that result in the turnover intention among female employees of the millennial generation in Indonesia. This study used quantitative design with a total of 185 respondents from various working sectors. There are ten hypotheses tested from the research model that adopt a method of Structural Equation Modeling (SEM). This study will explain conflict that happens in work domain and family will affect to turnover intention both directly and indirectly using work engagement mediation. However, there is no effect between family-supportive organization environment and turnover intention of millennial generation female employees in Indonesia."

"Penelitian ini bertujuan untuk mengetahui peran employer brand dalam memperkuat hubungan brand personality dan employer brand attractiveness. Responden dalam riset kali ini melibatkan 415 sampel mahasiswa aktif S1 dari Universitas Indonesia (Fakultas Ekonomi dan Bisnis serta Fakultas Ilmu Komputer) serta mahasiswa Institut Teknologi Bandung (Program Studi Teknik Informatika). Syarat responden riset adalah mahasiswa tingkat akhir atau pernah magang setidaknya satu bulan. Pengujian data dilakukan secara simultan dengan metode Structural Equation Method (SEM). Berdasarkan penelitian yang dilakukan, dapat disimpulkan bahwa brand personality sincerity, competence, excitement, dan sophistication secara signifikan mempengaruhi employer brand attractiveness. Pengaruhi tersebut dimediasi oleh employer brand affect serta employer brand trust, dimana efek employer brand affect juga dimediasi oleh employer brand reputation. Berdasarkan hasil tersebut, berikut masukan kepada GO-JEK bahwa untuk dapat menarik minat calon pegawai. GO-JEK harus menciptakan perasaan positif pada pegawai potensial, pesan-pesan tersebut adalah pesan yang mencerminkan kejujuran serta adanya janji kepastian kerja.

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The purpose of this research to examine the role of employer brand in strengthening the relationship between brand Personality and employer brand attractiveness. Data was collected from 415 registered students University of Indonesia (Faculty of Economic and Business as well as Faculty of Computer Science) as well as Bandung Institute of Technology (Information Engineering), specifically final year students or students with at least one-month internship experience. The data was tested using Structural Equation Method (SEM). The result shows brand personality traits sincerity, competence, excitement, and significantly and positively impact employer brand attractiveness. The effect is mediated by employer brand affect and employer brand trust, where employer brand affects effect is mediated by employer brand reputation. Based on the findings, the author would like to propose a few strategies to GO-JEK to maximized its employer brand effort. GO-JEK should able to create positive messages which highlights honesty as well as job certainty. Potential employee are interested to work at GO-JEK due to the fact that GO-JEK brands are able to convey youthfulness, honesty, as well as a brand that is successful which in turn elicit a positive response from university students. Thus, the university students feel that GO-JEK is a trustworthy employer and that job certainty at GO-JEK. It can conclude that those are the reasons potential employee are interested to work at GO-JEK."

"Members of each generation share special signposts: collective experiences that influence our expectations, actions, and mind-sets. They also mold our ideas about company loyalty, work ethic, and the definition of a job well done. And now that five different generations are working together simultaneously from Traditionals to Generation Y and beyond it's even more important to understand where every one's coming from. Written by two generational experts who happen to be father and daughter, "Generations, Inc." offers the perspectives of people of different eras, eliciting practical insights on wrestling with generational issues in the workplace. The book provides Baby Boomers and Linksters alike with practical techniques. "Generations, Inc." provides realistic strategies for all those managers, executives, and employees seeking to coexist, flourish, and thrive together! at the same time."