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"[ABSTRAKPenelitian ini ditujukan untuk menguji pengaruh pertumbuhan karir organisasi(organizational career growth) dan persepsi politik organisasi (perceptions oforganizational politics) terhadap maksud pengunduran diri (turnover intention)para pegawai dinas luar negeri non diplomatik pada Kementerian Luar NegeriRepublik Indonesia. Penelitian ini adalah penelitian kuantitatif dan dianalisismenggunakan metode regresi. Data dikumpulkan melalui kuesioner yang diperolehdari 208 pegawai non diplomatik pada Kementerian Luar Negeri RepublikIndonesia. Hasil penelitian ini membuktikan bahwa pertumbuhan karir organisasiberpengaruh negatif terhadap maksud pengunduran diri, dan persepsi politikorganisasi berpengaruh positif terhadap maksud pengunduran diri. Ditemukanbahwa pencapaian tujuan karir mempengaruhi maksud pengunduran diri secarasignifikan. Peneliti menyimpulkan bahwa semakin besar peluang yang diberikanorganisasi kepada pegawai untuk mencapai tujuan karirnya, maka akan mengurangikecenderungan pegawai untuk meninggalkan organisasi. General politicalbehavior sebagai dimensi dari persepsi politik organisasi mempengaruhi maksudpengunduran diri secara signifikan. Disimpulkan pula bahwa persepsi politikorganisasi meningkatkan niat untuk meninggalkan organisasi.

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ABSTRACTThe purpose of this study is to examine the relationship between organizationalcareer growth and turnover intention, as well as perceptions of organizationalpolitics and turnover intention, among non diplomatic staffs of the Ministry ofForeign Affairs of Republic of Indonesia. This research used quantitative designand analyzed by regression method. The data were collected by questionnaires from208 respondents of non diplomatic staffs of the Ministry of Foreign Affairs ofRepublic of Indonesia. The results of this study show that the organizational careergrowth are negatively related to turnover intention, and the perceptions oforganizational politics are positively related to turnover intention. It was found thatcareer goal progress have strong influences on turnover intention. The researchersuggest that the greater opportunities provided by an organization for employees tomeet their career goals, make employees less likely to consider leaving theorganization. General political behavior as dimension of perceptions oforganizational politics have strong influences on turnover intention. It suggest thatperceptions of organizational politics are increase the intention to leave theorganization, The purpose of this study is to examine the relationship between organizationalcareer growth and turnover intention, as well as perceptions of organizationalpolitics and turnover intention, among non diplomatic staffs of the Ministry ofForeign Affairs of Republic of Indonesia. This research used quantitative designand analyzed by regression method. The data were collected by questionnaires from208 respondents of non diplomatic staffs of the Ministry of Foreign Affairs ofRepublic of Indonesia. The results of this study show that the organizational careergrowth are negatively related to turnover intention, and the perceptions oforganizational politics are positively related to turnover intention. It was found thatcareer goal progress have strong influences on turnover intention. The researchersuggest that the greater opportunities provided by an organization for employees tomeet their career goals, make employees less likely to consider leaving theorganization. General political behavior as dimension of perceptions oforganizational politics have strong influences on turnover intention. It suggest thatperceptions of organizational politics are increase the intention to leave theorganization]"

"ABSTRAKPenelitian bertujuan meneliti pengaruh mentoring functions dan organizational socialization terhadap role stress dan turnover intention. Penelitian juga meneliti pengaruh role stress terhadap turnover intention dengan dimediasi burnout. Penelitian dilakukan pada 260 perawat dan bidan di Rumah Sakit di Bekasi, Depok, Kemayoran, dan Kelapa Gading menggunakan metode structural equation modelling. Hasil penelitian menunjukkan mentoring functions tidak berpengaruh negatif terhadap role stress namun berpengaruh negatif terhadap turnover intention. Organizational socialization berpengaruh negatif terhadap role stress, dengan role stress berpengaruh terhadap turnover intention yang dimediasi burnout. Maka role stress dapat ditekan melalui organizational socialization sedangkan turnover intention dapat diminimalisir melalui mentoring functions.

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ABSTRACTResearch aims to investigate the effect of mentoring functions and organizational socialization to role stress and turnover intention. Research also analyzes the effect of role stress on turnover intention with burnout. 260 nurses and midwives at hospitals in Bekasi, Depok, Kemayoran, and Kelapa Gading were surveyed using structural equation modelling. The result showed that mentoring functions is not negatively affects role stress but it affects turnover intention. Organizational socialization affects role stress negatively, while it affects turnover intention with burnout as mediator. Thus, role stress could be reduced by organizational socialization, and turnover intention could be minimalized with mentoring functions."

"VUCA dan kompleksitas persaingan global mendesak semua organisasi untuk siap berubah termasuk organisasi sektor publik. Penelitian ini bertujuan untuk mengetahui pengaruh involved communication dan perceived organizational support terhadap readiness for change di sektor publik. Penelitian ini juga menyelidiki peran mediasi organizational identification. Data sebanyak 437 responden dikumpulkan dari pegawai yang bekerja pada Otoritas Pajak Pusat melalui survei daring dan sebanyak 384 isian responden dianalisis lebih lanjut. Penelitian ini memberikan kontribusi pada prediktor yang mempengaruhi readiness for change pada sektor publik di Indonesia. Pengujian hipotesis menggunakan Structural Equation Modeling dengan Lisrel 8.8. Hasil penelitian menunjukkan bahwa terdapat pengaruh positif signifikan antara involved communication dengan readiness for change namun pengaruh perceived organizational support tidaklah signifikan terhadap readiness for change Organizational identification mampu memediasi secara parsial hubungan antara involved communication dengan readiness for change dan secara penuh antara perceived organizational support dengan readiness for change. Penelitian ini memberikan kontribusi di bidang manajemen sumber daya manusia melalui panduan praktis untuk meningkatkan readiness for change menghadapi perubahan organisasi di sektor publik khususnya pada pelayanan perpajakan.

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VUCA and the complexity of global competition urge all organizations to be ready for change including public sector organizations. This study aims to investigate the influence of involved communication and perceived organizational support on readiness for change in the public sector. The study also explores the mediating role of organizational identification. Data from 437 respondents working at the National Tax Authority were collected through an online survey and 384 respondents data were further analyzed. This research contributes to predictors that affect readiness for change in the public sector in Indonesia. Hypothesis testing was conducted using Structural Equation Modeling with Lisrel 8.8. The results show a significant positive effect of involved communication on readiness for change, while perceived organizational support has a nonsignificant effect on readiness for change. Organizational identification partially mediates the relationship between involved communication and readiness for change, and fully mediated perceived organizational support and readiness for change. This study contributes to the field of human resource management through practical guidelines to enhance readiness for change in facing organizational changes in the public sector especially in taxation service."

"Summary:Helps you grasp the important themes, perspectives, and theories of the field. This collection of the most enduring works in organization theory, written by distinguished theorists, describes what organization theory is, how it has developed, and how its development has coincided with events and changes in other fields"