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"Penelitian ini dilakukan untuk mengetahui pengaruh pengembangan karir terhadap employee engagement karyawan PT. Bukaka Teknik Utama Unit Usaha Jembatan. Penelitian ini termasuk ke dalam penelitian kuantitatif, di mana dalam penelitian ini menggunakan instrumen kuesioner dan wawancara untuk mengetahui sejauh mana pengaruh pengembangan karir terhadap employee engagement. Adapun hasil penelitian yang diperoleh ialah adanya pengaruh pengembangan karir terhadap employee engagement karyawan PT. Bukaka Teknik Utama Unit Usaha Jembatan. Kemudian saran yang diberikan ialah dengan mempertahankan kondisi yang sudah baik pada indikator-indikator yang mengukur employee engagement dan memperbaiki program pengembangan karir pada karyawan PT. Buakaka Teknik Utama Unit Usaha Jembatan.

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The purpose of this study is to find out the influence of career development on employee engagement of Steel Bridge Business Unit Employee of PT. Bukaka Teknik Utama. The method of use quantitative research, that using questionnaire and interview to determine the influence of career development on employee engagement. The result indicate that there is an influence of career development on employee engagement of Steel Bridge Business Unit Employee of PT. Bukaka Teknik Utama. This research suggests to maintain conditions that already well on indicators for measuring employee engagement and improve career development program."

"Penelitian ini bertujuan untuk menguji pengaruh career development terhadap employee retention dengan employee engagement sebagai variabel mediasi. Career development diukur menggunakan konsep assesment phase, direction phase dan development phase. Employee engagement diukur dengan vigor, dedication, dan absorption dan employee retention diukur dengan indikator employee retention intention. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian dikumpulkan melalui kuesioner yang dilakukan pada 90 karyawan kantor pusat PT. Jasa Marga (Persero) Tbk dengan menggunakan teknik non-probability convenience sampling. Penelitian ini menggunakan analisis jalur dan sobel test untuk menguji pengaruh langsung dan mediasi dari variabel-variabel.Hasil analisis jalur mengindikasikan bahwa career development mempengaruhi employee engagement secara signifikan. Hasil analisis jalur juga mengindikasikan bahwa career development dan employee engagement mempengaruhi employee retention secara signifikan. Hasil sobel test membuktikan pengaruh tidak langsung career development terhadap employeeretention melalui employee engagement secara signifikan.

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This study aims to examine career development on employee retention through employee engagement as a mediating variable. assesment phase, direction phase and development phase) Vigor,dedication,and absorption and employee retention intention indicator were using to measure career development,employee engagement and employee retention. This research used a quantitative approach. Data was collected through questionnaire which conducted on 90 employees PT Jasa Marga (Persero) Tbk by non-probability convenience sampling method. Path analysis and sobel test were used to test the direct and mediating relationship between variables. Path analysis show that career development affects employee engagement significantly. It also show career development and employee engagement affect employee retention significantly. Sobel test confirm for the indirect effect of career development on employee retention through employee engagement."

"Penelitian ini bertujuan untuk menguji pengaruh kualitas kehidupan kerja terhadap employee engagement pada karyawan tetap PT. XYZ. Dalam penelitian ini, variabel kualitas kehidupan kerja dapat dilihat dari tiga dimensi utama yaitu job and working environment, human relation dan industrial relation. Sedangkan dimensi yang digunakan dalam variabel employee engagement yaitu vigor, dedication dan absorption. Data penelitian ini diambil dari 100 responden yang merupakan karyawan tetap PT. XYZ. Penelitian ini merupakan penelitian kuantitatif yang menggunakan korelasi pearson sebagai alat uji validitas, alpha cronbach untuk menguji reabilitas penelitian, dan analisis regresi sederhana untuk mendefinisikan hubungan antara variabel independen dan dependen. Hasil dari penelitian ini menunjukkan bahwa terdapat pengaruh positif antara kualitas kehidupan kerja terhadap employee engagement.

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This study aimed to examine the effect of the quality of work life on employee engagement at permanent employees of PT. XYZ. In this study, the variable quality of work life can be seen from the three main dimensions, namely job and working environment, human relations and industrial relations. While the dimensions used in the variable employee engagement that vigor, dedication and absorption. The research data was taken from 100 respondents who are employees and managerial staff of PT. XYZ. This research is a quantitative research using Pearson correlation as a test of validity, Cronbach's alpha reliability test research, and a simple regression analysis to define the relationship between independent and dependent variables. The results of this study indicate that there is a positive influence between quality of work life on employee engagement."

"Penelitian ini membahas pengembangan karir dan kinerja karyawan pada PT. XYZ. Tujuan dilakukannya penelitian ini adalah untuk menganalisis pengaruh antara pengembangan karir dan kinerja karyawan. Teori yang digunakan pada penelitian ini adalah teori dari Luis Gomez-Mejia dan Faustino Cardoso Gomes. Desain penelitian kuantitatif digunakan karena dapat mengukur signifikansi hubungan antara pengembangan karir sebagai variabel independen dan kinerja karyawan sebagai variabel dependen. Penelitian ini menggunakan kuesioner sebagai alat utama untuk teknik pengumpulan data, responden terdiri dari sampel 58 orang. Kuesioner dibagikan kepada responden yang bekerja pada PT. XYZ. Korelasi Pearson digunakan untuk mengukur validitas dan reliabilitas variabel dari studi ini dan untuk mengukur Alpha Cronbach di SPSS. Penelitian ini bersifat eksplanatif, karena tujuan penelitian ini adalah untuk mendeskripsikan pengaruh pengembangan karir terhadap kinerja karyawan yang signifikan atau tidak. Variabel pengembangan karir terdiri dari 9 pernyataan dan dibagi menjadi tiga dimensi yaitu, fase perencanaan, fase pengarahan dan fase pengembangan. Sedangkan variabel kinerja karyawan terdiri dari 17 pernyataan dan terbagi menjadi 8 dimensi yaitu, kuantitas kerja, kualitas kerja, kreativitas, kerjasama, dapat diandalkan, inisiatif, kualitas karyawan dan disiplin. Hasil penelitian pada PT. XYZ menunjukkan terdapat pengaruh pengembangan karir terhadap kinerja karyawan yang signifikan. Pengaruh yang ada bersifat positif dan memiliki kekuatan hubungan yang sedang meskipun terdapat beberapa faktor lain selain pengembangan karir yang mempengaruhi kinerja.

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This study discusses career development and employee performance at PT. XYZ. The purpose of this research is to analyze the influence between career development and employee performance. The theory used in this study is the theory of Luis Gomez-Mejia and Faustino Cardoso Gomes. The quantitative research design is used because it can measure the significant of the relationship between career development as independent variables and employee performance as the dependent variable. This study used a questionnaire as a primary tool for data collection technique, respondents consisted of a sample of 58 people. Questionnaires were distributed to the actual respondents who works for XYZ Company. Pearson correlation was used to measure the variables validity of this initial study and to measure the reliability as well as Cronbach alpha in SPSS. This research used an explanatory, because the purpose of this study was to describe the influence of career development on employee performance is significant or not. The career development variable consists of 9 statements and is divided into three dimensions which contain, planning phase, directing phase and developing phase. While employee performance variables consisted of 17 statements and divided into 8 dimensions which contain, quantity of work, quality of work, creativity, cooperation, reliable, initiative, quality employees and discipline. The results of the research at PT. XYZ shows that there is a significant influence on career development on employee performance. The influence is positive and has moderate strength of relationship eventhough there are several other factors besides career development that affect performance."

"[ ABSTRAK ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh reward terhadap employeeengagement karyawan tetap PT Bank Rakyat Indonesia Kantor Cabang Depok.Variabel independen dalam penelitian ini yaitu reward yang akan diukurberdasarkan dimensi dari Ivancevich, Konoppaske, dan Matteson (2006),sedangkan variabel dependen dari penelitian ini yaitu reward akan diukurmenggunakan 3 dimensi dari Schaufelli (2006) yaitu vigor, dedication, andAbsorption. Penelitian ini menggunakan metode kuantitatif dengan kuesionersebagai instrumen penelitian. Sampel dari penelitian ini sebanyak 31 karyawanyang memiliki status karyawan tetap pada PT Bank Rakyat Indonesia KantorCabang Depok. Data penelitian ini akan dianalisa menggunakan analisis deskriptifdan analisis inferensial. Hasil penelitian ini merupakan kepuasan kerja tidakberpengaruh signifikan terhadap organizational citizenship behaviour (OCB).Penelitian ini dapat digunakan bagi para manajer untuk melihat tingkat employeeengagement namun tidak dipengaruhi oleh presepsi karyawan terhadap rewarddikalangan anak buahnya. Sehingga para manajer dapat mencari apa saja yangmembuat karyawannya engage. Penelitian ini juga menyarankan untuk melakukanpenelitian selanjutnya dengan variabel lain, selain reward yang dapatmempengaruhi employee engagement. Seperti misalnya Karakteristik Pekerjaan,dukungan organisasi yang diterima, dukungan atasan yang diterima keadilanProsedural, keadilan Distributif, kepemimpinan, strategic attention, physicalwork condition, dan supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).

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ABSTRACTThe aim of this study is to analyze the influence of reward on employeeengagement of permanent employees at PT. bank rakyat indonesia. Theindependent variable is job reward which is scaled by Ivancevich, Konoppaske,dan Matteson (2006), and the dependent variable is employee engagement whichis scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, andAbsorption. The research used quantitative method with quentionnaire as anresearch instrument. Subject of the research is 31 employees that have beenpermanent employees of PT. bank rakyat indonesia. Data gathered from researchwill be analyzed using descriptive analysis and inferential analysis. The rewardwas not significantly and related to the employee engagement. This research canbe used by managers to observes employee engagement level, but it does notinfluenced by employee perception about reward. The result, managers cognizehow to find out the employee engagement?s predictors besides reward. Theresearch suggest to future research should study with different variable can beimpact employee engagement. As though strategic attention, physical workcondition, perceived organizational support, perceive procedural support, andsupervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).;The aim of this study is to analyze the influence of reward on employeeengagement of permanent employees at PT. bank rakyat indonesia. Theindependent variable is job reward which is scaled by Ivancevich, Konoppaske,dan Matteson (2006), and the dependent variable is employee engagement whichis scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, andAbsorption. The research used quantitative method with quentionnaire as anresearch instrument. Subject of the research is 31 employees that have beenpermanent employees of PT. bank rakyat indonesia. Data gathered from researchwill be analyzed using descriptive analysis and inferential analysis. The rewardwas not significantly and related to the employee engagement. This research canbe used by managers to observes employee engagement level, but it does notinfluenced by employee perception about reward. The result, managers cognizehow to find out the employee engagement?s predictors besides reward. Theresearch suggest to future research should study with different variable can beimpact employee engagement. As though strategic attention, physical workcondition, perceived organizational support, perceive procedural support, andsupervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990)., The aim of this study is to analyze the influence of reward on employeeengagement of permanent employees at PT. bank rakyat indonesia. Theindependent variable is job reward which is scaled by Ivancevich, Konoppaske,dan Matteson (2006), and the dependent variable is employee engagement whichis scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, andAbsorption. The research used quantitative method with quentionnaire as anresearch instrument. Subject of the research is 31 employees that have beenpermanent employees of PT. bank rakyat indonesia. Data gathered from researchwill be analyzed using descriptive analysis and inferential analysis. The rewardwas not significantly and related to the employee engagement. This research canbe used by managers to observes employee engagement level, but it does notinfluenced by employee perception about reward. The result, managers cognizehow to find out the employee engagement’s predictors besides reward. Theresearch suggest to future research should study with different variable can beimpact employee engagement. As though strategic attention, physical workcondition, perceived organizational support, perceive procedural support, andsupervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).]"

"Kinerja karyawan menjadi salah satu faktor bagian yang penting dalam SDM di perusahaan. Sesama karyawan saling bekerja sama untuk membangun perusahaan dengan baik karena memiliki komitmen yang tinggi pada perusahaan dan komitmen dapat membuat kinerja karyawan semakin baik. PT Pos Indonesia menjadi perusahaan yang mementingkan kinerja karyawan yang baik dan dapat membuat karyawan memiliki komitmen afektif yang kuat terhadap perusahaan serta memiliki pengembangan karir yang pasti. Maka dari itu, penelitian ini untuk menganalisis pengaruh career development terhadap employee performance dengan affective commitment sebagai variabel mediasi (Studi pada PT Pos Indonesia Regional 4). Tujuan penelitian ini untuk menganalisis pengaruh affective commitment sebagai variabel mediasi memengaruhi career development terhadap employee performance pada karyawan PT Pos Indonesia. Penelitian ini menggunakan metode kuantitatif dengan menyebar ke 100 orang responden karyawan tetap bagian manajerial dan menggunakan teknik stratified random sampling. Teknik analisis data dalam pnelitian ini menggunakan analisis regresi dan sobel test untuk menghubungkan variabel independen dengan variabel dependen menggunakan variabel mediasi. Hasil penelitian ini menunjukkan bahwa career developmet memiliki pengaruh terhadap employee performance. Namun, hasil penelitian career developmet terhadap employee performance lebih besar saat menggunakan variabel affective commitment

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Employee performance is an important part of the HR in the company. To build a good company the employees are having a high commitment to the company and it can make employee performance better. PT Pos Indonesia is a company that emphasizes employee performance and can make them have a strong affective commitment to the company and have a definite career development. Therefore, this study is to analyze the effect of career development on employee performance with affective commitment as a mediation variable (Study Of PT Pos Indonesia Regional 4). The purpose of this study is to analyze the effect of affective commitment as a mediation variable affecting career development on employee performance at PT Pos Indonesia employees.This study uses quantitative methods by spread to 100 respondents as full-time employees of the managerial division and using stratified random sampling techniques. The data analysis technique in this study use regression analysis and sobel test to connect the independent variable with the dependent variable using the mediation variable. The results of this study indicate that career development has an influence on employee performance. However, the results of the career development research on employee performance were greater when using the affective commitment variable"

"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"

"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."

"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]"