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"Penelitian ini bertujuan untuk melihat pengaruh budaya organisasi, kepemimpinan, kompensasi dan lingkungan kerja terhadap employee engagement di Badan Pengawas Obat dan Makanan. Penelitian menggunakan pendekatan kuantitatif dengan instrumen pengumpul data berupa kuesioner. Pengolahan data menggunakan analisa regresi dengan hasil Ac#usted R squared sebesar 0.656. yang menunjukkan bahwa faktor budaya organisasi, kepemimpinan, kompensasi dan lingkungan kerja baik sebagai individual factor maupun secara bersama-sama positif dan signifikan berpengaruh terhadap employee engagement. Nilai koefisien regresi juga menunjukkan bahwa budaya organisasi merupakan faktor yang memberi dampak paling besar terhadap employee engagement di Badan Pengawas Obat dan Makanan.

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This study aims to see the influence of organizational culture, leadership, compensation and work environment on employee engagement in the the National Agency of Drug and Food Control. The study using a quantitative approach to data collection instrument in the form of a questionnaire. The data process using regression analysis with the results for 0.656 Adjusted R squared. which indicates that the factors of organizational culture, leadership, compensation and good working environment as well as individual factors jointly gives significant and positive effect on employee engagement. Regression coefficient values also indicate that organizational culture is a factor that gives the greatest impact on employee engagement in the the National Agency of Drug and Food Control."

"Employee engagement menjadi poin penting dalam melihat bagaimana pegawai merasakan keterikatan terhadap pekerjaannya dan begitupun dengan pihak perusahaan yang dapat berupaya untuk membuat pegawainya merasakan keterikatan dengan pekerjaannya dan juga perusahaan. Employee engagement dapat meningkatkan budaya kerja, mengurangi rotasi pegawai, meningkatkan produktivitas, hingga membangun hubungan kerja yang lebih baik. Employee engagement merupakan salah satu aspek penting yang harus menjadi perhatian bagi para perusahaan maupun organisasi. Terdapat berbagai macam aspek yang dapat mempengaruhi employee engagement, salah satunya adalah authentic leadership. Penelitian-penelitian terdahulu mengenai pengaruh authentic leadership terhadap employee engagement menunjukan bahwa authentic leadership memiliki pengaruh yang positif terhadap employee engagement. Penelitian ini bertujuan untuk menganalisis pengaruh Authentic Leadership terhadap Employee Engagement pada pegawai Hotel “X” di Bali. Penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan instrumen kuesioner. Penelitian ini memperoleh 75 responden yang diperoleh menggunakan teknik total sampling pada satu hotel di Bali. Penelitian ini menggunakan metode olah data kuantitatif yaitu analisis deskriptif uji mean, dan uji regresi linear sederhana. Hasil penelitian ini menunjukkan bahwa authentic leadership berpengaruh positif terhadap employee engagement. Penelitian ini membuktikan bahwa authentic leadership mampu memberikan pengaruh positif kepada employee engagement.

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Employee engagement is an important point in seeing how employees feel attached to their work and the same goes for companies that can try to make their employees feel attached to their work and the company. Employee engagement can improve work culture, reduce employee rotation, increase productivity, and build better work relationships. Employee engagement is an important aspect that must be a concern for companies and organizations. There are various aspects that can affect employee engagement, one of which is authentic leadership. Previous studies regarding the effect of authentic leadership on employee engagement show that authentic leadership has a positive effect on employee engagement. This study aims to analyze the effect of Authentic Leadership on Employee Engagement among "X" Hotel employees in Bali. This study used a quantitative approach by distributing questionnaires as instruments. This study obtained 75 respondents who were obtained using a total sampling technique at one hotel in Bali. This study uses quantitative data processing methods, namely descriptive analysis of the mean test, and simple linear regression tests. The results of this study indicate that authentic leadership has a positive effect on employee engagement. This study proves that authentic leadership can have a positive influence on employee engagement."

"ABSTRAKEmployee Engagement adalah topik yang sudah banyak dibahas dalam penelitian ilmu manajemen. Penelitian juga semakin berkembang karena keterkaitan antara teori dengan kondisi di dunia bisnis yang membutuhkan engagement dari karyawannya menjadi hal yang sangat penting. Yang dimaksud dengan employee engagement adalah keterikatan karyawan terhadap pekerjaan maupun perusahannya dalam makna positif sehingga dapat memberikan hasil yang baik bagi dirinya maupun perusahaannya. Variabel lain dalam penelitian ini adalah Person-Environment Fit yang merupakan kesesuaian antara karyawan dengan lingkungannya. Penelitian ini membahas tentang pengaruh person-environment fit terhadap employee engagement dengan mengambil sampel di salah satu perusahaan ritel yakni di PT XYZ, sebuah perusahaan ritel kosmetik di Indonesia dari brand internasional. Dengan sampel sebanyak 199 orang karyawan, penelitian ini menunjukkan bahwa person-environment fit berpengaruh positif dan signifikan terhadap employee engagement.

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ABSTRACTEmployee Engagement has been widely discussed in management science research. The research are growing since relationship between theory and actual business conditions requires Employee Engagement becomes very important. Employee Engagement is a strong bounding between employee to his works as well as his company in positive significance and contributes good results to himself and the company. Another variable in this research is Person Environment Fit which reflects conformity between employee and environment. This research elucidates Person Environment Fit influence to Employee Engagement. This research, with 199 samples of employee at PT XYZ, an international brand cosmetic retail company in Indonesia, has proved that person environment fit has positive influence and significant to employee engagement"

"Tujuan dari penelitian ini adalah untuk menganalisis pengaruh workforce diversity dan inclusion terhadap employee engagement pada Fakultas Ilmu Administrasi Universitas Indonesia. Penelitian ini merupakan penelitian kuantitatif dan menggunakan survei untuk menghimpun data dari para karyawan di sebuah perusahaan dengan instrumen kuesioner yang terdiri dari 38 butir pertanyaan dengan skala Likert 6 poin dari sangat tidak setuju sampai sangat setuju. Jumlah sampel pada penelitian ini adalah 115 tenaga kependidikan dan dosen Fakultas Ilmu Administrasi Universitas Indonesia dengan menggunakan total sampling. Untuk menganalisis, penelitian ini menggunakan path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, uji korelasi, dan juga Sobel Test. Hasil penelitian ini menunjukkan bahwa workforce diversity memiliki pengaruh langsung terhadap inclusion dan employee engagement, kemudian inclusion berpengaruh secara langsung terhadap employee engagement, dan workforce diversity berpengaruh terhadap employee engagement secara tidak langsung melalui inclusion

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The aim of this study is to analyze the influence of workforce diversity and inclusion on employee engagement in Faculty of Administrative Science University of Indonesia. This study is a quantitative research and using survey to collect data from employees in a corporation with questionnaire consisting of 38 questions with 6 points Likert scale from strongly disagree to strongly agree. This research distributed self-administrated to 115 education staff and lecturers of Faculty of Administrative Science University of Indonesia using total sampling. To analyze, this study is using path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, correlation test, and Sobel Test. The results show that workforce diversity has a direct significant effect on inclusion and employee engagement, inclusion has a direct significant effect on employee engagement, and employee engagement has an indirect significant effect on employee engagement through inclusion."

"Menurut beberapa studi dan wawancara kepala puskesmas, Puskesmas sebagai fasilitas kesehatan tingkat pertama bagi masyarakat Indonesia, membutuhkan pegawai dengan gaya kepemimpinan yang mampu menunjang employee engagement dan organizational commitment. Berdasarkan beberapa hasil penelitian sebelumnya, transformational leadership merupakan gaya kepemimpinan yang mampu memberikan pengaruh positif terhadap employee engangement yang akan berefek pada terciptanya organizational commitment. Dengan demikian, penelitian ini dilakukan untuk mengetahui pengaruh transformational leadership terhadap organizational commitment melalui peran mediasi dari employee engagement di Puskesmas Wilayah Kecamatan Cakung. Berdasarkan hasil analisis regresi yang dilakukan, employee engagement dan organizational commitment telah terbentuk di lingkungan Puskesmas Wilayah Kecamatan Cakung. Analisis regresi lebih lanjut menunjukkan bahwa transformational leadership memiliki pengaruh positif dan signifikan terhadap employee engagament, yang juga berpengaruh positif dan signifikan terhadap organizational commitment. Lebih lanjut analisis mediasi menyatakan bahwa transformational leadership memberikan pengaruh lebih besar terhadap organizational commitment daripada yang dimediasi oleh employee engagement.

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According to several studies and interview results of head of puskesmas, Puskesmas as the first rate health facility for Indonesian society, requires employes with leadership style that can support employee engagement and organizational commitment. The result of several studies indicate that transformational leadership provides postive influence on employee engagement to create organizational commitment. Thus, this study was conducted to determine the effect of transformational leadership on organizational commitment through the mediation role of employee engagement at Puskesmas Kecamatan Cakung. Based on the results of regression analysis conducted, employee engagement and organizational commitment has been formed in the area of Puskesmas Kecamatan Cakung. Further regression analysis shows that transformational leadership has a positive and significant influence on employee engagement, which also has a positive and significant effect on organizational commitment. Further mediation analysis prove that transformational leadership has greater effect on organizational commitment than is mediated by employee engagement."

"Pengembangan organisasi merupakan upaya yang dilakukan untuk mencapai efektivitas organisasi. Fenomena yang diangkat pada penelitian ini merupakan perubahan nilai organisasi di sebuah perusahaan retail dengan tajuk SUCI (Sense of Urgency, Unity, Cost-Control, dan Integrity). Penelitian ini dilakukan untuk mengetahui hubungan antara keterikatan karyawan dan komitmen afektif karyawan terhadap perubahan nilai organisasi (studi 1), serta untuk mengetahui efektivitas intervensi melalui pelatihan keterampilan yang dapat membantu karyawan untuk memahami pengimplementasian nilai organisasi berjudul  ‘SUCI Is The New Me’ (studi 2) pada karyawan PT X.  Subjek penelitian pada studi 1 adalah 327 karyawan PT X dengan karakteristik yaitu karyawan aktif dengan masa kerja minimal 1 tahun. Data studi 1 dianalisis menggunakan uji  korelasi Pearson  menunjukkan adanya hubungan yang positif dan signifikan antara keterikatan karyawan dan komitmen afektif untuk berubah (r = 0.451,  p<0.01). Adapun berdasarkan uji regresi ditemukan bahwa keterikatan karyawan menyumbang variasi sebesar 20% terhadap komitmen afektif untuk berubah.  Pada studi 2 subjek penelitian adalah 7 orang karyawan PT X. Pada studi 2 peneliti melakukan analisis evaluasi pembelajaran serta pengukuran ulang variabel keterikatan karyawan menggunakan uji statistik Wilcoxon Signed-Rank Test. Hasil analisis evaluasi pembelajaran dan variabel keterikatan karyawan menunjukkan bahwa intervensi yang dilakukan cukup efektif untuk meningkatkan pengetahuan  terkait keterikatan karyawan atas nilai SUCI.

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Organizational development is an effort to achieve organizations effectiveness.  The phenomena brought in this study was an organizational core-values change called as SUCI (Sense of Urgency, Unity, Cost-Control, dan Integrity). This study was conducted to determine the relationship between employee engagement and affective commitment to change (study 1), and to determine the effectiveness of core value soft-skills training named ‘SUCI Is The New Me’  (study 2). Study 1 were include 327 employees of PT X. Data were analysed using Pearson correlation and regression analysis. Data analysis showed a significant and positive relationship between employee engagement and affective commitment to change (r = 0.451,  p<0.01). The findings also indicate that employee engagement give a 20% variation in affective commitment to change. Meanwhile research subject for study 2 were include 7 employees of PT X. Researcher did analysis on knowledge evaluation and employee engagement variable using Wilcoxon-Signed Rank Test. Based on the results of evaluation  it was found that the training provided were effective to increase employees knowledge level of engagement."

"Penelitian ini bertujuan untuk mengetahui pengaruh transformational leadership terhadap commitment to change dan pengaruh mediasi trust dan employee engagement di organisasi publik. Penelitian dilakukan di instansi X yang sedang mengimplementasikan perubahan struktur organisasi (restrukturisasi). Responden penelitian ini adalah pegawai instansi X dengan posisi staf (nonstruktural) pada kantor Pusat di Jakarta. Structural Equation Modeling (SEM) digunakan untuk menganalisis data dari 247 responden. Hasil penelitian menunjukkan bahwa pengaruh transformational leadership terhadap commitment to change dimediasi oleh trust and employee engagement. Selain itu, transformational leadership memiliki pengaruh langsung yang signifikan tetapi negatif terhadap.

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The aims of this study are to determine the effect of transformational leadership on commitment to change and the mediation effect of trust and employee engagement at the public organization. The research was conducted at institution X that is implementing a change in organization structure (restructuring). The respondents were the employee on a staff position (nonstructural) of institution X at the head office in Jakarta. Structural Equation Modeling (SEM) was used to analyze the data from 247 respondents. The result of the study showed that the effect of transformational leadership on commitment to change mediated by trust and employee engagement. Also, transformational leadership had a significant but negative direct effect on commitment to change."

"Tesis ini membahas tentang komunikasi internal dalam mewujudkan employee engagement. Penelitian ini dilakukan dengan metode kualitatif deskriptif melalui pendekatan studi kasus. Hasil penelitian menyatakan bahwa komunikasi internal memiliki peran penting dalam pembentukan employee engagement. Hubungan komunikasi yang baik antara atasan dan bawahan, informasi yang berkualitas, komunikasi yang terbuka dari pimpinan, dan kesempatan untuk bawahan mengutarakan pendapat sangat mempengaruhi terbentuknya employee engagement. Selain itu, penelitian ini juga mendapati peran penting manajer sebagai jembatan informasi dan hubungan horizontal yang harmonis sebagai faktor lain pembentuk employee engagement.

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This thesis discusses the internal communication to build employee engagement. This research was conducted with descriptive qualitative method through a case study approach. The study states that internal communication has an important role in the formation of employee engagement. Good superiors-subordinates communication, quality of information, superior openness, and opportunities for communication greatly affect the formation of employee engagement. In addition, the study also found an important role of managers as a bridge of information and harmonious horizontal relationships as other factors to build employee engagement."

"Penelitian ini dilakukan untuk mengetahui pengaruh employee engagement dan job satisfaction terhadap turnover intention pada PT XYZ Televisi yang merupakan salah satu perusahaan stasiun televisi di Indonesia. Alat ukur yang digunakan untuk mengukur variabel employee engagement adalah UWES (Utrecht Work Engagement Scale), variabel job satisfaction diukur dengan JSS (Job Satisfaction Survey) yang dikembangkan oleh spector (1994), dan variabel turnover intention diukur dengan menggunakan Turnover Intention Scale yang dikembangkan oleh Mobley (1978), Colarelli (1984), dan Cammann (1979). Analisis data dilakukan dengan menggunakan program SPSS 21 dengan metode statistik multiple linier regression. Hasil yang didapatkan dalam penelitian menunjukkan bahwa employee engagement dan job satisfaction secara bersama-sama memiliki pengaruh yang signifikan terhadap turnover intention dengan R2 sebesar 0.414, sedangkan apabila ditelaah lebih lanjut employee engagement secara negatif tidak berpengaruh signifikan terhadap turnover intention, dan job satisfaction secara negatif berpengaruh signifikan terhadap turnover intention.

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This research was conducted to determine the effect of employee engagement and job satisfaction on turnover intention at PT XYZ television which is one of the television stations in Indonesia. Instruments used to measure variable employee engagement was UWES (Utrecht Work Engagement Scale), Job satisfaction was measured using JSS (Job Satisfaction Survey) developed by spector (1994), and turnover intention was measured using Turnover Intention Scale developed by Mobley (1978), Colarelli (1984), and Cammann (1979). Multiple linear regression method was use to analysed data. Results obtained from the research shows that employee engagement and job satisfaction has a significant effect on turnover intention with R2 = .414, furthermore employee engagement has no significant effect to turnover intention, while job satisfaction has negatively significant effect to turnover intention."

"[ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi The Telkomsel Way terhadap employee engagement. Penelitian ini menggunakan sub variabel budaya organisasi sesuai dengan Organizational Culture and Effectiveness dari Daniel R. Denison dan Aneil K. Mishra yang terdiri dari involvement, consistency, adaptability dan mission terhadap sub variabel employee engagement sesuai dengan Utrecht Work Engagement Scale dari Wilmar Scaufeli dan Arnold Baker yaitu vigor, dedication, dan absorption. Pengumpulan data menggunakan kuesioner yang diberikan kepada pegawai PT Telekomunikasi Selular yang berada di kantor pusat. Analisis data menggunakan bantuan SPSS 20 dengan metode General Linier Model (GLM). Hasil penelitian ini menunjukkan bahwa semua sub variabel budaya organisasi secara bersama-sama memiliki pengaruh terhadap sub variabel employee engagement yaitu vigor sebesar 95.5%, dedication sebesar 94.7%, dan absorption sebesar 95.3%. Sub variabel involvement, consistency, dan adaptability masing-masing memiliki pengaruh yang signifikan positif terhadap keseluruhan sub variabel employee engagement. Sedangkan sub variabel mission memiliki pengaruh yang signifikan negatif terhadap keseluruhan sub variabel employee engagement.

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ABSTRACTThe purpose of this research is to find out the influence of organizational culture ?The Telkomsel Way? on employee engagement. This research using sub variable of organizational culture in accordance with Organizational Culture and Effectiveness from Daniel R. Denison and Aneil K. Mishra that consist of involvement, consistency, adaptability, and mission on sub variable of employee engagement in accordance with Utrecht Work Engagement Scale from Wilmar Schaufeli and Arnold Baker that consist of vigor, dedication, and absorption. Collecting data using questionnaires that given to the employees of PT Telekomunikasi Selular which is on head office. Data analysis using SPSS 20 with General Linear Model (GLM) method. The results showed that all sub variable of organizational culture together have an influence on sub variable employee engagement which are vigor by 95.5%, dedication 94.7%, and absorption 95.3%. Sub variable involvement, consistency, adaptability has a significant positive effect on the entire sub variable employee engagement. Meanwhile, the sub variable mission has a significant negative effect on the overall sub variable employee engagement, The purpose of this research is to find out the influence of organizational culture “The Telkomsel Way” on employee engagement. This research using sub variable of organizational culture in accordance with Organizational Culture and Effectiveness from Daniel R. Denison and Aneil K. Mishra that consist of involvement, consistency, adaptability, and mission on sub variable of employee engagement in accordance with Utrecht Work Engagement Scale from Wilmar Schaufeli and Arnold Baker that consist of vigor, dedication, and absorption. Collecting data using questionnaires that given to the employees of PT Telekomunikasi Selular which is on head office. Data analysis using SPSS 20 with General Linear Model (GLM) method. The results showed that all sub variable of organizational culture together have an influence on sub variable employee engagement which are vigor by 95.5%, dedication 94.7%, and absorption 95.3%. Sub variable involvement, consistency, adaptability has a significant positive effect on the entire sub variable employee engagement. Meanwhile, the sub variable mission has a significant negative effect on the overall sub variable employee engagement]"