Hasil Pencarian  ::  Simpan CSV :: Kembali

"Tesis ini membahas tentang perbandingan Organizational Misbehaviour (OMB) yang terjadi di POLRI dan Basarnas dilihat dan faktor Demografi, yaitu usia, pendidikan, masa kerja, status pernikahan dan jumlah tanggungun keluarga. Dengan menggunakan metode penelitian kualitatif yaitu model statistik mean score/T-Test dan Anova, diketahui perbandingan rata - rata tertinggi OMB untuk masing - masing faktor demografi dan signifikasi masing - masing faktor demografi dengan OMB. Hasil penelitian yang ditemukan dan model mean score/T-Test dan Anova adalah adanya nilai rata - rata tertinggi OMB untuk masing-masing kategori usia, masa kerja, pendidikan, status pernikahan dan jumlah tanggungan tetapi faktor demografi ini tidak signifikan mempengaruhi OMB di POLRl dan Basarnas.

---

Organization misbehavior takes plaee in every institution as a part of individual's attitude towards organization. This thesis would discuss organization misbehavior happened in Police Department of Republic of Indonesia and National Search and Rescue Agency from demographic factors point of view such as age, education, term of work, marital status and family. Using quantitative analysis; statistic model with mean test and ANOVAs, we know the comparison of top average and significances of each demographic factors related to organizational misbehavior. The result describes that there are top average of age, education, term of work, marital status and family yet not significant influencing organizatioual misbehavior happened in Police Department of Republic of Indonesia and National Search and Rescue Agency."

"Perilaku kerja inovatif merupakan perilaku kerja yang penting di tengah persaingan industri yang semakin ketat dan lingkungan yang berubah begitu cepat. Organisasi perlu senantiasa mendorong karyawannya untuk mengimplementasikan ide-ide baru dan berguna. Penelitian ini menguji dua variabel yang merupakan prediktor dari perilaku kerja inovatif, yaitu komitmen perubahan diukur menggunakan Commitment to Change Inventory (CCI) dan iklim tim yang diukur menggunakan Team Climate Inventory (TCI). Perilaku kerja inovatif diukur menggunakan The Innovative Work Behavior Scale yang dikembangkan oleh Janssen (2000). Hasil penelitian terhadap 156 karyawan yang bekerja di tiga perusahaan media swasta di Indonesia menunjukkan bahwa iklim tim memiliki korelasi positif dan signifikan dengan perilaku kerja inovatif (r=0.351, p<0.01) sedangkan untuk komitmen perubahan, hanya komitmen perubahan afektif yang memiliki korelasi positif dan signifikan dengan perilaku kerja inovatif (r = 0.144, p<0.05). Lebih lanjut, penelitian ini menunjukkan bahwa iklim tim merupakan prediktor yang lebih besar bagi perilaku kerja inovatif dibandingkan komitmen perubahan. Iklim tim memiliki pengaruh paling besar terhadap dimensi promosi ide.

---

Innovative work behavior is one of important behavior in the midst of competitive and rapidly changing environment. Organizations need to always encourage the employees to implement new and useful ideas. This study examined two predictors of innovative work behavior. First, commitment to change that was measured by Commitment to Change Inventory (CCI) and team climate, that was measured by Team Climate Inventory (TCI). Innovative work behavior was measured by The Innovative Work Behavior Scale which was developed by Janssen (2000). The results carried out among 156 employees from three media private company in Indonesia showed that there was a positive and significant correlation between team climate and innovative work behavior (r=0.351, p<0.01), meanwhile for commitment to change, positive and significant correlation only found between affective commitment to change and innovative work behavior (r = 0.144, p<0.05). Further, this study showed that team climate was a stronger predictor of innovative work behavior. Team climate has the greatest effects on idea promotion."

"Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh antara Attitude towards Workplace Fun terhadap Experienced Workplace Fun, Job Satisfaction, Task Performance, dan OCBI di perusahaan Jepang di Indonesia. Penelitian ini dilakukan terhadap 141 responden yang merupakan karyawan yang bekerja pada perusahaan Jepang di Indonesia dalam berbagai jenis industri. Penelitian ini menggunakan analisa statistik Struktural Equation Modeling SEM. Adapun hasil penelitian menunjukkan bahwa Attitude towards Workplace Fun berpengaruh positif terhadap Experienced Workplace Fun, serta Experienced Workplace Fun berpengaruh positif terhadap Job Satisfaction, Task Performance, dan OCBI, lalu Job Satisfaction berpengaruh positif terhadap Task Performance, tetapi tidak berpengaruh positif terhadap OCBI.

---

This study aims to give information about the impact of Attitude towards Workplace Fun on Experienced Workplace Fun, Job Satisfaction, Task Performance, and OCBI in Japan Company in Indonesia. This study involved 141 employee from Japan Company around Indonesia for all industry. Also, this study using SEM for data processing and the result showed a positive effect of Attitude towards Workplace Fun on Experienced workplace Fun, positive effect of Experienced Workplace Fun on Job Satisfaction, Task Performance, and OCBI, positive effect of Job Satisfaction on Task Performance, but no positive effect of Job Satisfaction on OCBI."

"Pengantar: Retensi menjadi salah satu tantangan tersulit dan saat ini generasi milenial sudah mendominasi tempat kerja. Namun, terdapat isu terkait komitmen dan engagement yang membuat mereka dapat berpindah ke peluang lain yang lebih baik. Perusahaan perlu meretensi mereka dengan membuat mereka merasa didukung dengan menyediakan lingkungan kerja yang suportif. Mereka juga dapat lebih berkomitmen dan engage di setiap pekerjaan sehingga berpengaruh pada retensi.Tujuan: Penelitian ini bertujuan untuk menguji pengaruh supportive work environment terhadap employee retention yang dimediasi oleh organizational commitment dan organizational engagement.Metode: Pengumpulan data didapatkan dari hasil tanggapan kuesioner daring pada 336 responden karyawan tetap dari generasi milenial yang bekerja di BUMN. Metode Structural Equation Modelling (SEM) dengan menggunakan software LISREL digunakan untuk menganalisis data.Hasil: Temuan dari penelitian menunjukkan bahwa supportive work environment terbukti berpengaruh signifikan dan positif terhadap employee retention. Selain itu, organizational commitment dan organizational engagement terbukti memediasi hubungan antara supportive work environment dan employee retention secara parsial.Kesimpulan: Pada penelitian ini, untuk dapat meningkatkan retensi maka perusahaan perlu menciptakan supportive work environment dan meningkatkan organizational engagement sebagai prioritas, serta organizational commitment pada karyawan.

---

Introduction: Retention is one of the hardest challenges that companies face and currently the millennial generation dominates at the workplace. However, there are issues of commitment and engagement, so they like to move to get better opportunities Hence companies need to retain with making them feel supported by providing a supportive work environment. They can be more committed and engaged in every work, so it has an effect on retention.

Purpose: This study aims to test the relationship between supportive work environment on employee retention with organizational commitment and organizational engagement as mediation.

Methodology: Data was collected by online survey from 336 millennials permanent employees worked at SOE. Further, Structural Equation Modelling (SEM) using LISREL helps to analyze data.

Findings: The results showed that supportive work environment has a significant and positive effect on employee retention. Besides, organizational commitment and organizational engagement are partially mediates the relationship between supportive work environment and employee retention

Conclusions: This study explains that in order to increase retention, companies need to create a supportive work environment and increase organizational engagement as a priority, as well as organizational commitment to employees.

"

"Perusahaan berbasis platform di Indonesia menghadapi tantangan besar akibat globalisasi, perkembangan teknologi, dan era VUCA, yang membuat inovasi menjadi kunci untuk mempertahankan pertumbuhan dan keberlanjutan. Penelitian ini bertujuan untuk mengkaji pengaruh Learning Agility dan Inclusive Leadership terhadap Innovative Work Behavior, dengan peran mediasi Work Engagement dan Job Autonomy. Studi ini menggunakan pendekatan kuantitatif konfirmatori dengan desain cross-sectional. Data dikumpulkan melalui kuesioner yang terdiri dari 44 item pernyataan. Sampel penelitian melibatkan 255 karyawan dari perusahaan berbasis platform yang dipilih menggunakan teknik purposive sampling. Analisis data dilakukan melalui metode Covariance Based-Structural Equation Modeling (CB-SEM) dengan LISREL 8.8. Hasil penelitian menunjukkan bahwa learning agility, work engagement, dan job autonomy memiliki pengaruh langsung terhadap innovative work behavior, sementara inclusive leadership tidak mempengaruhi innovative work behavior secara langsung. Selain itu, work engagement dan job autonomy terbukti berperan sebagai mediator dalam hubungan antara variabel learning agility dan inclusive leadership dengan innovative work behavior. Temuan ini memberikan implikasi praktis bagi perusahaan berbasis platform untuk meningkatkan perhatian pada pengembangan learning agility dan penerapan kepemimpinan inklusif sebagai strategi dalam meningkatkan keterlibatan karyawan dan otonomi kerja untuk mendukung perilaku inovatif karyawan.

---

Platform-based companies in Indonesia face significant challenges due to globalization, technological advancements, and the VUCA era, making innovation crucial for sustaining growth and organizational sustainability. This study aims to examine the impact of Learning Agility and Inclusive Leadership on Innovative Work Behavior (IWB), with the mediating roles of Work Engagement and Job Autonomy. The research employs a quantitative confirmatory approach with a cross-sectional design. Data was collected through a 44-item questionnaire from a sample of 255 employees of platform-based companies, selected using purposive sampling. Data analysis was conducted using Covariance-Based Structural Equation Modeling (CB-SEM) with LISREL 8.8. The results indicate that Learning Agility, Work Engagement, and Job Autonomy have a direct effect on IWB, while Inclusive Leadership does not directly influence IWB. Furthermore, work engagement and job autonomy have been identified as significant mediators in the relationship between learning agility and inclusive leadership with innovative work behavior. These findings underscore the importance for platform-based companies to prioritize the development of learning agility and the adoption of inclusive leadership to enhance work engagement and job autonomy, thereby fostering IWB."

"Tujuan penelitian ini adalah untuk menganalisis hubungan kondisi fisik lingkungan kerja dengan employee well-being dan juga untuk menganalisis hubungan employee well-being dengan komitmen karyawan medis brawijaya women and children hospital. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif. Terdapat 72 responden karyawan medis di Brawijaya Women and Children Hospital yang ikut serta dalam penelitian. Data dikumpulkan dengan menggunakan kuesioner sebagai instrumen penelitian. Skala yang digunakan adalah skala Likert. Sedangkan teknik analisis data yang digunakan dalam penelitian ini adalah metode Rank Spearman. Pengujian hipotesis akan dilakukan dengan menggunakan uji Z. Penjelasan dari analisis faktor menunjukan bahwa pengukuran skala yang digunakan telah memenuhi standar validitas dan reliabilitas. Selanjutnya, dari analisis Rank Spearman menunjukkan bahwa terdapat dua temuan penting: pertama terdapat hubungan yang signifikan antara kondisi fisik lingkungan kerja dengan employee well-being, kedua, terdapat hubungan yang signifikan antara employee well being dengan komitmen karyawan.

---

The purpose of this study was to analyze the relationship between Physical Condition of the Working Environment with EmployeeWell-Being in Brawijaya Women and Children Hospital and also to analyze the relationship between Employee Well-Being with Employee Commitment in Brawijaya Women and Children Hospital. This study used a quantitive approach and there were 72 respondents of medical employee in Brawijaya Women and Children Hospital who joined this research. Data was collected by using questionnaire as research instrument. For scaling, the writer adopts Likert scaling. Technique for analyzing data used Rank Spearman method. The hypothesis would be tested using Z-test. Exploratory factor analysis confirmed that the measurement scales used in this study met the acceptable standards of validity and reliability analysis. Further, from the analysis of Rank Spearman correlation, the outcomes showed two important findings: first, Physical Condition of Working Environment significantly correlated with employee well being. Second, employee well-being significantly correlated with employee commitment."

"Penelitian ini bertujuan untuk menyelidiki pengaruh workplace spirituality yang terdiri dari tiga dimensi (meaningful work, sense of community, dan alignment with organization?s values) terhadap lima variabel employee work attitude (intention to quit, organizational commitment, intrinsic work satisfaction, job involvement, dan organizational-based self-esteem (OBSE). Penelitian ini melibatkan 115 sampel karyawan (guru dan non-guru) di Yayasan ABC dengan menggunakan kuesioner. Pengolahan data dalam penelitian ini dilakukan dengan menggunakan metode Partial Least Square (PLS).Hasil penelitian menunjukkan bahwa variabel organizational commitment dipengaruhi oleh semua dimensi workplace spirituality, yang terdiri dari meaningful work, sense of community, dan alignment with organization?s values. Variabel intention to quit dipengaruhi oleh dua dimensi workplace spirituality, yakni sense of community dan alignment with organization?s values. Variabel intrinsic work satisfaction hanya dipengaruhi oleh satu dimensi workplace spirituality, yakni sense of community. Variabel job involvement hanya dipengaruhi oleh satu dimensi workplace spirituality, yakni meaningful work. Variabel organization-based self-esteem dipengaruhi oleh dua dimensi workplace spirituality, yakni meaningful work dan sense of community.

---

This study aimed to investigate the effect of workplace spirituality that consists of three dimensions (meaningful work, sense of community, and alignment with organization's values) t five variables of employee work attitude that consists of intention to quit, organizational commitment, intrinsic work satisfaction, job involvement, and organizational-based self-esteem. This study included 115 samples of employees (teachers and non-teachers) at ABC Foundation. Data were collected using questionnaire, and then analyzed using Partial Least Square (PLS).The result of this study indicated that organizational commitment was influenced by all dimensions of workplace spirituality, namely meaningful work, sense of community and alignment with organization's values. Intention to quit was influenced by sense of community and alignment with organization's values. Intrinsic work satisfaction was influenced by sense of community. Job involvement was influenced by meaningful work. Organization-based self-esteem was influenced by meaningful work and sense of community."

"

Quiet quitting atau "Quiet quitting atau "berhenti secara diam-diam" merupakan suatu konsep atau fenomena di mana karyawan menurunkan dedikasi, antusiasme, komitmen, dan partisipasi mereka di tempat kerja atau organisasi secara diam-diam tanpa sepengetahuan pihak perusahaan/organisasi dan tanpa melakukan pengunduran diri. Terdapat faktor-faktor utama yang dapat mendorong keinginan karyawan untuk melakukan quiet quitting, yaitu kompensasi dan benefit, dan toxic workplace environment. Faktor-faktor ini menjadi faktor yang membuat karyawan melakukan quiet quitting dengan adanya pengaruh mediasi oleh variabel employee well-being pada hubungan relasi antara faktor-faktor quiet quitting terhadap employee engagement. Data sebanyak 459 sampel berupa karyawan sektor perbankan Indonesia berhasil dikumpulkan, dan data akhir sebanyak 429 sampel diolah lebih lanjut untuk melihat pengaruh mediasi employee engagement dan employee engagement. Kompensasi dan benefit merupakan faktor kuat yang menyebabkan timbulnya quiet quitting, hal ini ditunjukan dari hasil kompensasi dan benefit yang berpengaruh langsung terhadap setiap variabel mediasi nya, yaitu employee engagement dan employee well-being terhadap quiet quitting. Employee engagement dan employee well-being bertindak sebagai mediasi partial dalam tiap hubungan antar variabel yang diuji. Penelitian ini memberikan kontribusi di bidang manajemen sumber daya manusia terkait faktor-faktor yang perlu diperhatikan oleh perusahaan sektor perbankan dalam mencegah atau memitigasi quiet quitting.

---

Quiet quitting or “silent quitting" refers to a concept or phenomenon where employee disengage from their work or organizations by lowering dedication, enthusiasm, commitment, and participation without formally resigning. There are main factors that drive quiet quitting: compensation and benefits, and toxic workplace environment. These main factors are the factors that make employees engage in quiet quitting with the mediating influence of employee well-being variable on the relationship between quiet quitting factors and employee engagement. Data from 459 samples of Indonesian banking sector employees were collected, and the final data of 429 samples were further processed to see the mediating effect of employee engagement and employee engagement. Compensation and benefits are strong factors that cause quiet quitting, this is shown from the results of compensation and benefits that have a direct effect on each mediating variable, namely employee engagement and employee well-being on quiet quitting. Employee engagement and employee well-being act as partial mediation in each relationship between the variables tested. This research contributes to the field of human resource management related to factors that need to be considered by banking sector companies in preventing or mitigating quiet quitting."

"ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh employee engagement, work environment, dan organizational learning terhadaporganizational commitment dengan studi pada perusahaan asuransi milik negara.Variabel employee engagementdiukur melalui perangkat Utrecht Work Engagement Scale (UWES)oleh Schaufeli dan Bakker (2004), variabel work environmentdiukur berdasarkan McGuire dan McLaren (2009) dan Sedarmayanti (2001), sedangkan organizational learning diukur menggunakan teori dari Watkins dan Marsick (2003), dan variabel organizational commitment diukur menggunakan teori dari Mowday, Steers, dan Porter (1979).Penelitian ini menggunakan pendekatankuantitatif dengan kuesioner sebagai instrumen penelitian. Analisis dilakukan pada pegawai tetap non-manajerial di PT TASPEN (Persero) yang telah bekerja minimal selama satu tahun di perusahaan dengan jumlah responden terkumpul sebanyak 180 orang. Data penelitian ini dianalis menggunakan teknik analisis Partial Least Squaredengan bantuan perangkat lunak WarpPLS v.6. Hasil penelitian ini membuktikan bahwa employee engagement dan organizational learningmemiliki pengaruh yang signifikan terhadap organizational commitment pegawai. Berbeda dengan work environmentyang memiliki pengaruhdengan arah positifterhadap organizational commitmentpegawainamun tidak signifikan.

---

ABSTRACT

The purpose of this research is to examines the effect of employee engagement, work environment, and organizational learning on organizational commitment. Employee engagement variable is measured by Utrecht Work Engagement Scale (UWES) from Schaufeli and Bakker (2004), work environment is measured based on McGuire and McLaren (2009) and Sedarmayanti (2001), organizational learning is measured by theory from Watkins and Marsick (2003), and last for organizational commitment is measured by Mowday, Steers, and Porter (1979).This study uses quantitative approachin collecting data with a questionnaire as a research instrument. The analysis was conducted on non-managerial permanent employees at PT TASPEN (Persero) who had worked for at least one year in the company with 180 respondents collected. The data of this study were analyzed using Partial Least Square analysis techniques by using WarpPLS v.6. The results prove that employee involvement and organizational learning have a significant effect on employee organizational commitment. Whereas the work environment has a positive influence to the organizational commitment of employees but is not significant."