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"ABSTRAKTesis ini terfokus pada usaha untuk meningkatkan keterikatan kerja (work engagement) pada karyawan melalui beberapa variabel prediktor. Berdasarkan penggalian data awal, masalah yang dialami oleh PT. XYZ adalah munculnya gejala-gejala disengagement pada karyawan yang disebabkan oleh proses mutasi yang dilakukan perusahaan. Work engagement karyawan dipengaruhi oleh faktor kepribadian dan pekerjaan. Dalam penelitian ini variabel yang kemudian diteliti besar pengaruhnya terhadap work engagement karyawan yaitu, ketahanan psikologis (psychological hardiness), dan efikasi kerja (occupational self-efficacy) yang termasuk dalam faktor kepribadian dan persepsi karyawan terhadap dukungan yang diberikan oleh organisasi (perceived organizational support) yang termasuk faktor pekerjaan. Penelitian dilakukan terhadap 78 karyawan PT.XYZ dengan menggunakan kuesioner UWES-9, OSE, DRS-Short Scale, dan SPOS yang masing-masing telah dialih bahasakan. Melalui hasil regresi berganda diketahui bahwa variabel psychological hardiness dan occupational self efficacy memberikan pengaruh yang signifikan terhadap work engagement dan variabel perceived organizational support tidak memiliki pengaruh yang signifikan terhadap work engagement karyawan PT.XYZ. Peneliti kemudian membuat program intervensi untuk meningkatkan salah satu variabel yang terbukti mempengaruhi work engagement yaitu occupational self efficacy. Dari hasil uji signifikansi perbedaan nilai pre test dan post test. Dapat diketahui bahwa intervensi yang diberikan berhasil meningkatkan pengetahuan peserta mengenai keterampilan yang harus dikuasai untuk meningkatkan occupational self-efficacy mereka.

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ABSTRACTThis thesis focused on efforts to improve the work engagement of employees through multiple predictor variables. Based on the initial data gathering, the problems experienced by PT. XYZ is the emergence of symptoms of disengagement on employees caused by the mutation program held by company. Work engagement is influenced by personality resources and job resources. In this study the variables are then examined which has the large contribution to work engagement are, psychological hardiness, and occupational self-efficac) were included in the personality resources and perceived organizational suppor) which include job resources. The study was conducted on 78 employees Pt XYZ, using questionnaires Uwes -9, OSE, DRS-Short Scale, and SPOS each of which has been converted translated. Through the results of multiple regression is known that variable psychological hardiness and occupational self-efficacy have a significant influence on work engagement and perceived organizational support variables did not have a significant impact on work engagement on empolyee at PT.XYZ. Researchers then create intervention programs to improve one of the variable shown to affect work engagement, namely occupational self-efficacy. From the results of tests of significance difference in the value of pre test and post test. It is known that a given intervention succeeded in increasing participants' knowledge of the skills that must be mastered to improve their occupational self-efficacy."

"ABSTRAKPenelitan ini bertujuan untuk mengidentifikasi faktor yang palingmempengaruhi work engagement serta membuat dan melaksanakan programintervensi melalui program pelatihan. Berdasarkan teori yang ada proceduraljustice yang termasuk dalam job resources serta psychological hardiness dancommitment to change yang termasuk dalam personal resources memilikipengaruh terhadap work engagement. Pengukuran melalui sampel penelitiansebanyak 78 karyawan menunjukkan bahwa psychological hardiness dancommitment to change memiliki korelasi yang signifikan terhadap workengagement. Sedangkan berdasarkan analisis pengaruh, hanya psychologicalhardiness saja yang memiliki pengaruh signifikan terhadap work engagementdimana unique contribution dengan sr2 = 0,208, p < 0,01. Peneliti kemudianmemfokuskan pada usaha peningkatan work engagement melalui pelatihan pada variabelyang belum memberikan pengaruh yang signifikan yaitu commitment to change. Selainmelihat pada signifikansi pengaruh faktor commitment to change, hal ini juga ditentukanoleh pertimbangan praktis perusahaan sebagai salah satu intervensi yang dapat dilakukanpada saat ini untuk mengoptimalisasikan work engagement pada PT.XYZ. Dari hasil ujisignifikansi perbedaan pre-dan post-test, ditemukan bahwa terdapat peningkatan skoryang signifikan dari variabel yang mengalami intervensi (commitment to change)sebelum dan setelah karyawan PT.XYZ diberikan pelatihan. Diharapkan dengan adanyapeningkatan commitment to change maka meningkatkan pula work engagement pada dirikaryawan.

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ABSTRACTThis research aims to identify the factors that most influence workengagement, and create and implement intervention programs through the trainingprogram. Based on the existing theory, procedural justice, which is included in jobresources, and also psychological hardiness and commitment to change, which isincluded in the personal resources, have an impact on work engagement.Measurements through 78 employees as sample show that psychological hardinessand commitment to change have a significant correlation to work engagement. Onthe other hand, based on the analysis of influence, only psychological hardiness hasa significant influence on work engagement, with the unique contribution sr2 =0.208, p < 0.01. The researcher then focused on trying to increase work engagementthrough training on a variable that has a less significant influence, namely thecommitment to change. In addition to looking at the significance of the influence ofcommitment to change, the focus is also determined by the practical considerationof the company, as one of the interventions that can be done at this time to optimizework engagement at XYZ Company. From the results from tests of significancedifferences in pre-and post-test, it is found that there is a significant increase inscores before and after the XYZ employees are given training on the variable thatwas intervened (commitment to change). It is expected that with the commitment tochange increase will also increase employees‘ work engagement."

"Tujuan dari penelitian ini adalah untuk mencari tahu pengaruh dari perceived organizational support (POS) terhadap work engagement, dengan self-efficacy sebagai mediasi. Work engagement yang baik dalam lingkungan kerja memberikan perusahaan karyawan yang lebih produktif dan berkualitas, sehingga menjadi sebuah fenomena yang penting untuk diperhatikan. Penelitian ini mengambil sampel dari PT. XYZ, sebuah perusahaan radio terestrial yang berlokasi di Jakarta, Indonesia, dengan jumlah sampel 139 responden. Penelitian ini menemukan bahwa terdapat hubungan langsung antara POS dengan work engagement, dan diantaranya terdapat self-efficacy yang terbukti menjadi sebuah faktor mediasi.

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The aim of this study was to investigate the effects of perceived organizational support (POS) towards work engagement with self-efficacy as mediator. Work engagement influences employees to be more productive and engaged in their job, which makes the topic very important in ensuring a firm?s quality of employees. This study is conducted in PT. XYZ, a terestrial radio broadcasting company bsesd in Jakarta, Indonesia. The respodents fort this research are 139 employees. The result of this research shows the significant effect of POS to work engagement, with self-efficacy as an underlying factor in it's relationship"

"ABSTRAKTesis ini terfokus pada usaha untuk meningkatkan Work Engagement pada PT.XYZ berdasarkan variabel Work Meaningfulness, Optimism, dan Self-Esteem.Berdasarkan penggalian data awal, masalah yang ada pada perusahaan dapatdikaitkan dengan work engagement yang ditentukan oleh personal resources danjob resources. Self-esteem dan optimism merupakan dua dari beberapa aspek yangtermasuk dalam personal resources, sedangkan work meaningfulness dapatdikategorikan dalam job resources pada karyawan.Untuk dapat membuat program intervensi yang dapat meningkatkan WorkEngagement pada PT. XYZ, penelitian ini mencari tahu terlebih dahulubagaimana pengaruh ketiga variabel tersebut terhadap work engagement. Hasilyang ada menunjukkan bahwa baik work meaningfulness, optimism, maupun selfesteemmemiliki pengaruh yang signifikan terhadap work engagement.Peneliti kemudian memfokuskan pada usaha peningkatan work engagementmelalui pelatihan optimism. Selain melihat pada signifikansi pengaruh variabeloptimism, hal ini juga ditentukan oleh pertimbangan praktis perusahaan sebagaisalah satu intervensi yang dapat dilakukan pada saat ini untukmengoptimalisasikan work engagement pada PT.XYZ.Dari hasil uji signifikansi perbedaan pre- dan post-test, dapat diketahui bahwaterdapat peningkatan skor yang signifikan dari variabel yang mengalamiintervensi (optimism) sebelum dan setelah karyawan PT.XYZ diberikan pelatihan.

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ABSTRACTThe objective of the study was to monitor work engagement improvement basedon case study in PT XYZ. Refer to early data gathering, company problems referto work engagement was related to either personal resources and/or job resources.Several aspect that categorized in personal aspect was self-esteem and optimism;while one of main effect in job resources aspect was work meaningfulness. Thisstudy focused only on the three variables refer to work engagement. First step ofthe study was to determine how each three variable had effect to workengagement. The result shown that each variable contribute significantly in workengaement improvement. This study then focused on how to improve workengagement through optimism variable via training module. While this methodwas selected to determine level of significance of the said variable, it was alsoconsidered practical to be implemented in PT XYZ. Significant test wasconducted based on pre- and post-test method, that shown that there was asignificant score improvement from the interverred variable before and aftertraining courses."

"Penelitian ini melihat pengaruh trust in leaders dan perceived organizational support terhadap perilaku knowledge sharing. Hasil uji regresi berganda pada 92 karyawan terhadap variabel trust in leaders, perceived organizatonal support dan knowledge sharing menunjukkan pengaruh signifikan variabel trust in leaders dan perceived organizational support terhadap knowledge sharing (p<0,05). Peneliti merancang intervensi token reinforcement system untuk meningkatkan perceived organizational support pada dimensi perceived organizational rewards and job conditions yang dipersepsikan paling rendah oleh karyawan.Hasil uji signifikansi perbedaan pre-test dan post-test menunjukkan intervensi signifikan meningkatkan dimensi Perceived organizational rewards and job conditions sehingga terdapat peningkatan pula pada knowledge sharing (t = -1,168, p<0,05). Dengan demikian, penting bagi perusahaan memberikan intervensi token reinforcement system agar karyawan menampilkan perilaku knowledge sharing yang diharapkan.

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The study looked at the influence of trust in leaders and perceived organizational support toward knowledge sharing behaviors. Multiple regression test results on 92 employees against variable trust in leaders, perceived organizatonal support and knowledge sharing indicate a significant influence of variable trust in leaders and perceived organizational support toward knowledge sharing (p < 0.05). Researchers devise, token reinforcement system interventions to increase the perceived organizational support dimension of perceived organizational rewards and job conditions that are perceived by employees of the lowest.Significance test of difference results pre test and post test showed that the given intervention could improve the dimension of perceived organizational rewards and job conditions so that there was improvement in knowledge sharing (t =-1,168, p < 0.05). Thus, it is important for the company providing the token reinforcement system intervention so that employees showing the expected knowledge sharing behaviors."

"Penelitian ini bertujuan untuk mengetahui pengaruh perceived organizational support terhadap komitmen untuk berubah pada karyawan di departemen editorial PT X. Instrumen penelitian menggunakan kuesioner komitmen untuk berubah dengan α = 0,848 dan kuesioner perceived organizational support dengan α = 0,929. Hasil uji regresi terhadap 48 responden menunjukkan komitmen untuk berubah dapat dijelaskan oleh 16,4% varians perceived organizational support (F(1, 46) = 9,020; p = 0,004; p < 0,05). Peneliti memberikan intervensi coaching kepada tujuh pasang atasan-bawahan. Berdasarkan uji beda diketahui bahwa terdapat perbedaan mean yang signifikan antara skor perceived organizational support sebelum dan sesudah intervensi (t = -5,461; p = 0,002; p < 0,05). Selain itu, juga terdapat perbedaan mean yang signifikan antara skor komitmen untuk berubah sebelum dan sesudah intervensi (t = -3,959; p = 0,007; p < 0,05). Oleh karena itu, dapat disimpulkan bahwa intervensi coaching yang diberikan efektif dalam meningkatkan perceived organizational support dan komitmen untuk berubah.

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This research aimed to investigate the effect of perceived organizational support towards commitment to change on the editorial employees in PT X. This research used commitment to change scale with α = .848 and perceived organizational support scale with α = .929. The regression analysis on 48 respondents showed that commitment to change can be explained by perceived organizational support as much as 16.4% (F(1, 46) = 9.020; p = .004; p < .05). Researcher gave coaching intervention to seven-pair of leader-subordinate.

Results showed that there was a significant mean difference between perceived organizational support score before and after intervention was given (t = -5.461; p = .002; p < .05). Also there was a significant mean difference between commitment to change score before and after intervention was given (t = -3.959; p = .007; p < .05). Therefore, it?s concluded that coaching intervention was effective in increasing perceived organizational support and commitment to change."

"Penelitian ini bertujuan melihat efektifitas program pelatihan penilaian kinerja untuk meningkatkan perceived organizational support dan employee engagement pada karyawan di lembaga pendidikan YPTK. Alat ukur perceived organizational support merupakan adaptasi dari Survey of perceived organizational support (Eisenberger, 1986) sedangkan alat ukur employee engagement merupakan adaptasi dari Utrecht Work Engagement Scale (Schaufeli dan Bakker 2003). Hasil uji regresi menunjukkan adanya pengaruh perceived organizational support terhadap employee engagement sebesar 0.168 (p=0.016 signifikan pada l.o.s 0.05). Hasil uji paired sample t-test menunjukkan adanya perbedaan skor perceived organizational support dan employee engagement yang signifikan sebelum dan sesudah dilakukan pelatihan dan sosialisasi penilaian kinerja.

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The aim of this research is to see the effectiveness of performance appraisal training to improve perceived organizational support and employee engagement in educational institution, YPTK. The measurement tools of perceived organizational support was adapted from Survey of perceived organizational support (Eisenberger, 1986) while the measurement of employee engagement adapted from Utrecht Work Engagement Scale, known as UWES (Schaufeli and Bakker 2003).

Result of regression analysis showed that employee engagement significantly influenced by perceived organizational support (0.168, P=0.016 significant at l.o.s. 0.05) and the result of paired sample t-test showed significant difference of POS and Employee Engagement score of respondent, pre and post performance appraisal training and socialization of it."

"ABSTRAKPenelitian ini bertujuan untuk menguji pengaruh social support, self-efficacy, dan career adaptability terhadap work engagement. Penelitian ini menggunakan pendekatan kuantitatif melalui teknik survei. Teknik penarikan sampel dalam penelitian ini menggunakan teknik convenience dengan jumlah responden yang terkumpul sebanyak 131 pekerja berstatus PWTT yang telah bekerja selama 1 tahun di Kantor Pusat PT Pertamina (Persero). Analisis data dilakukan dengan analisis deskriptif dan analisis regresi linier berganda. Hasil penelitian menunjukkan bahwa social support mempengaruhi work engagement secara positif dan signifikan, self-efficacy mempengaruhi work engagement secara positif dan signifikan, dan juga career adaptability mempengaruhi work engagement secara positif dan signifikan. Selanjutnya, juga ditemukan bahwa social support, self-efficacy, dan career adaptability berpengaruh terhadap work engagement secara simultan.

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ABSTRACTThe research aims to examine the effect of social support, self-efficacy, and career adaptability on work engagement. This research used a quantitative approach through survey techniques. The sampling technique in this study uses convenience techniques with the number of respondents collected was 131 respondents PWTT status workers who have worked for 1 year at PT Pertamina (Persero) Head Office. Data analysis was done by descriptive analysis and multiple linear regression analysis. The results showed that social support affect work engagement positively and significantly, self-efficacy affect work engagement positively and significantly, and career adaptability affect work engagement positively and significantly. Furthermore, also found that social support, self-efficacy, and career adaptability simultaneously affect work engagement."

"Tesis ini bertujuan untuk mengetahui apakah terdapat hubungan antara Perceived Organizational Support (POS) dan intensi untuk meninggalkan pekerjaan pada karyawan PT. XYZ. Pada tesis ini dilakukan juga intervensi Effective Feedback Training pada atasan yang dilanjutkan dengan pemberian POS dan menurunkan intensi untuk meninggalkan pekerjaan. Data dari 10 orang karyawan pada level staf dari cabang klinik yang dihitung dengan menggunakan korelasi Pearson menunjukkan bahwa terdapat hubungan signifikan yang negatid antara POS dan intensi untuk meninggalkan pekerjaan, dengan r = -0.929. Artinya jika POS ditingkatkan, maka intensi karyawan untuk meninggalkan pekerjaan dapat diturunkan. Dalam tesis ini, POS ditingkatkan dengan pemberian effective feedback trainingpada atasan, dan dilanjutkan dengan praktek pemberian feedback dari atasan kepada bawahan. Efek intervensi diukur dengan membandingkan data pre dan post-test pada variabel POS dan intensi untuk meninggalkan pekerjaan dengan menggunakan paired-samples t-test. Hasil menunjukkan adanya perbedaan signifikan pada POS dan intensi untuk meninggalkan pekerjaan pada karyawan PT. XYZ setelah diberikan feedback dari atasan, dengan nilai t sebesar 3.017 dan signifikansi 0.015.

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The purpose of this research is to study the correlation of Perceived Organizational Support (POS and intention to turnover of the employee at XYZ Company. In this thesis, researcher conducted the Effective Feedback Training for the supervisor, then the supervisor practice the feedback process to subordinate, to improve POS and reduce intention to turnover. Data from 10 employees from clinic branch that calculated with Pearson Correlation shows that there's significant correlation (negarive correlation) between POS and intention to turnover, with r=-0.929. It means, when the POS was improved, the intention to turnover could be reduced. To improve the POS, researcher conducted the effective feedback training for supervisor, and the supervisor practice the effective feedback process to the subordinate. The effect of the intervention is significant from the compared-mean test (Paired-Samples T-Test). It means there is significant differences in POS and intention to turnover score after the intervention. The value of t is 3.017 and the significant level is 0.015."

"Work engagement merupakan sebuh konstruk yang diasosikan dengan berbagai employee outcomes seperti job performance, job satisfaction dan employee well being. Penelitian ini bertujuan untuk menguji pengaruh perceived supervisor support, perceived organizational support, dan learning opportunities terhadap work engagement karyawan generasi milenial perbankan BUMN. Penelitian ini merupakan penelitian kuantitatif yang menggunakan metode Structural Equation Modeling SEM untuk mengolah 195 data responden. Hasil penelitian ini menunjukkan bahwa work engagement dipengaruhi secara langsung oleh perceived supervisor support dan perceived organizational support. Selain itu perceived organizational support terbukti memediasi pengaruh perceived supervisor support terhadap work engagement. Sehingga peran mediasi yang terbentuk adalah partial mediation.

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Work engagement is a construct that is associated with various employee outcomes such job performance, job satisfaction and employee well being. This study aims to examine the effect of perceived supervisor support, perceived organizational support, and learning opportunities on millennials work engagement in state owned bank. This research is a quantitative research using Structural Equation Modeling SEM method to analyze the data.

The results of this study indicate that work engagement is directly affected by perceived supervisor support and perceived organizational support. In addition, perceived organizational support proved to mediate the impact of perceived supervisor support on work engagement. Thus, the mediation role formed is partial mediation. "