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Adrianus Ricky Hernando
Analysis of flexible working arrangement to increase job satisfaction and decrease turnover intention through mediation role of work to family enrichment in PT AXY = Analisa program flexible working arrangement untuk meningkatkan tingkat kepuasan terhadap pekerjaan dan menurunkan intensi untuk keluar dari organisasi melalui mediasi work to family enrichment di PT AXY =
"[ABSTRAK
>
Persaingan antara organisasi menciptakan sebuah kebutuhan untuk setiap
organisasi memaksimalkan kinerjanya. Sumber daya manusia sebagai penggerak
dalam organisasi menjadi kunci sukses yang penting untuk memperoleh
keungulan kompetitive yang berkelanjutan. Sebagai perusahaan konsultan IT,
sumber daya manusia adalah asset utama untuk PT AXY. Untuk memperoleh
keungulan daya saing, sangat penting buat PT AXY untuk menarik dan
mempertahankan pegawai yang berbakat dalam organisasi. Kepuasan terhadap
pekerjaan dan intensi untuk keluar yang dimiliki oleh karyawan menjadi tolak
ukur yang penting untuk bidang industry tersebut. Kebijakan dan program dari
departemen sumber daya manusia seperti Flexible Working Arrangement (FWA)
dapat menjadi solusi untuk meningkatkan persepsi karyawan terhadap work-tofamily
enrichment yang pada akhirnya akan meningkatkan kepuasan terhadap
pekerjaan dan mengurangi intensi untuk keluar dari organisasi. Tujuan dari thesis
ini adalah untuk menganalisa hubungan antara program FWA dengan kepuasan
terhadap pekerjaan dan intensi untuk keluar melalui persepsi work-to-family
enrichment. Hasil dari studi ini menemukan bawha keberadaan dari program
FWA di PT AXY memiliki hubungan positif dengan persepsi karyawan terhadap
work-to-family enrichment dan kepuasan terhadap pekerjaan. Akan tetapi,
program FWA tidak memiliki hubungan yang signifikan untuk mengurangi
intensi karyawan keluar dari organisasi. Hasil dari studi ini penting untuk PT
AXY dalam mengembangkan strategi dan kebijakan sumber daya manusia di
masa depan;
ABSTRACT
Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.;Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees? job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees? perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees? perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn?t have significant
relation to reduce employee?s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies., Competition between organizations creates a need for each organization to
maximize its performance. Human resource as the driver in the organization
becomes important key success for sustainable competitive advantage. As IT
consulting company, human resource is the main asset for PT AXY. In order to
gain competitive advantages, it is important for PT AXY to attract and also retain
good talents in the organization. Employees’ job satisfaction and turnover
intention become crucial parameters for this kind of industry. Human resource
policy and program such as Flexible Working Arrangement (FWA) may become
the solution to increase employees’ perception of work-to-family enrichment
where at the end will increase job satisfaction and decrease turnover intention.
The aim of this paper is to analyze the relation between FWA program with the
job satisfaction and turnover intention through perception of work-to-family
enrichment. The result of study found that the availability of FWA program in PT
AXY has a positive relation with the employees’ perception of work-to-family
enrichment and job satisfaction. However, FWA program doesn’t have significant
relation to reduce employee’s turnover intention in PT AXY. The outcomes of
this study are useful for PT AXY to develop future human resource strategy and
policies.]"
2015
T-Pdf
UI - Tesis Membership  Universitas Indonesia Library
cover
Nadya Alsyifa Mawira Aura
Pengaruh Flexible Working Arrangements dan Work-Family Culture Terhadap Job Satisfaction dengan Peran Mediasi Work-Family Conflict Pada Karyawan Wanita = The Effects Of Flexible Working Arrangements And Work-Family Culture On Job Satisfaction: The Mediation Role Of Work-Family Conflicts Among Female Employees
"Flexible working arrangements (FWA) yang didukung oleh work-family culture (WFC) – dapat menjadi solusi untuk mengurangi persepsi karyawan tentang work-family conflict (WFCON) yang pada akhirnya akan meningkatkan job satisfaction (JS) karyawan. Berbagai penelitian menunjukkan pentingnya intervensi organisasi untuk mendukung keterkaitan antara peran pekerja dalam kehidupan pribadi dan profesional karyawannya. Belum banyak penelitian tentang topik ini di Asia dimana kasus work-family conflict lebih banyak dialami oleh karyawan perempuan. Tujuan dari penelitian ini adalah untuk menjelaskan pengaruh hubungan antara FWA dan WFC dengan memediasi WFCON terhadap JS karyawan wanita. Penelitian ini menggunakan hasil survei terhadap 295 karyawan wanita dari perusahaan jasa Teknologi Informasi dan Komunikasi (TIK) dengan menggunakan Structural Equation Modeling (SEM) sebagai metode analisis data. Hasil penelitian menunjukkan bahwa sebagian besar karyawan wanita memiliki persepsi positif tentang flexible working arrangements (FWA), yang memengaruhi job satisfaction (JS) secara keseluruhan. Variabel work-family culture (WFC) berperan signifikan dalam meningkatkan kepuasan kerja dengan mengurangi work-family conflict (WFCON). Sedangkan pada hubungan pengaruh tidak langsung, diidentifikasi bahwa WFCON memediasi hubungan WFC terhadap JS serta pada hubungan FWA terhadap JS. Penelitian ini diharapkan dapat memberikan kontribusi berupa penelitian bagi manajer SDM khususnya pada organisasi tentang dampak penerapan FWA dan budaya kerja-keluarga bagi JS melalui peran mediasi konflik kerja-keluarga untuk dapat menggali lebih jauh terkait hal-hal tersebut.
Reduced employee perceptions of work-family conflict (WFCON) can be achieved by flexible working arrangements (FWA) supported by work-family culture (WFC), which will ultimately lead to an increase in job satisfaction (JS). Several studies highlight the value of organizational interventions in establishing connections between employees' roles in their personal and professional life. Yet, research on this subject is lacking in Asia, where female employees are more likely to face work-family conflicts. This research aims to clarify how FWA and WFC affect on JS of female employees through the mediating role of WFCON. This study uses the results of a survey of 295 female employees from Information and Communication Technology (ICT) service companies using Structural Equation Modeling (SEM) as a data analysis method. The results showed that most female employees positively perceived flexible working arrangements (FWA), which influenced overall job satisfaction. The work-family culture variable plays a significant role in increasing job satisfaction by reducing work-family conflict. In the indirect influence relationship, the identification of WFCON mediates the relationship between WFC and JS also between FWA and JS. This research is expected to contribute to the form of research for HR managers, especially in organizations about the impact of implementing FWA and work-family culture for JS through the mediation role of work-family conflicts to be able to explore further related to these things."
Jakarta: Fakultas Ekonomi Dan Bisnis Universitas Indonesia, 2023
T-pdf
UI - Tesis Membership  Universitas Indonesia Library
cover
Dimas Pandu Dwi Fernanda
Pengaruh supervisor support terhadap job performance dan life satisfaction dengan role stressors dan work family enrichment sebagai variabel mediasi (Studi kasus pada karyawan perempuan yang sudah menikah dan bekerja di bank di daerah Jabodetabek). = Influence between supervisor support on job performance and life satisfaction with role stressors and work family enrichment as mediation variables (Case study of female employees married and working in banks in Jabodetabek).
"Meningkatnya tingkat partisipasi perempuan dalam dunia kerja, membuat peran yang dipegang cukup kompleks dan mendorongnya untuk berkomitmen dalam keluarga maupun pekerjaannya. Oleh karena itu, dukungan dari supervisor sebagai jembatan antara perusahaan dengan karyawan menjadi penting dalam mengarahkan serta mengontrol kinerja karyawannya agar tetap sesuai dengan tujuan perusahaan. Perusahaan lewat supervisor harus menemukan strategi untuk meningkatkan hubungan yang positif antara keluarga dengan pekerjaan dan dampaknya pada kepuasan hidup yang dirasakan. Penelitian ini bertujuan untuk mengetahui pengaruh dari supervisor support terhadap job performance dan life satisfaction dengan role conflict, role ambiguity, role overload, dan work family enrichment sebagai mediasi dengan menggunakan metode Structural Equation Modeling (SEM). Data penelitian diperoleh dari 242 karyawan perempuan yang sudah menikah dan bekerja di bank di Daerah Jabodetabek melalui kuesioner. Hasil penelitian menunjukkan bahwa supervisor support memiliki pengaruh positif terhadap job performance dan life satisfaction, dimana role ambiguity dan work family enrichment terbukti memediasi namun tidak dengan role conflict dan role overload.
The increasing level of women's participation in the world of work makes the roles held quite complex and encourages them to be committed in their family and work. Therefore, support from supervisors as a bridge between the company and employees becomes important in directing and controlling the performance of their employees so that they remain in accordance with company goals. Companies through supervisors must find strategies to enhance positive relationships between families and work and their impact on perceived life satisfaction. This study aims to determine the effect of supervisor support on job performance and life satisfaction with role conflict, role ambiguity, role overload, and work family enrichment as mediation using the Structural Equation Modeling (SEM) method. Research data were obtained from 242 female employees who were married and worked in banks in Jabodetabek through a questionnaire. The results showed that supervisor support has a positive influence on job performance and life satisfaction, where role ambiguity and work family enrichment are proven to mediate but not with role conflict and role overload."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2020
S-pdf
UI - Skripsi Membership  Universitas Indonesia Library
cover
Dwira Sena Adila
Pengaruh flexible working place dan flexible working time terhadap job satisfaction dengan work-life balance sebagai variabel mediasi di masa pandemi covid-19 = The influence of flexible working place and flexible working time on job satisfaction with work-life balance as a mediating variable on covid-19 pandemic.
"Penelitian ini bertujuan untuk menganalisis hubungan antara flexible working place dan flexible working time dengan job satisfaction, baik hubungan secara langsung maupun tidak langsung melalui work-life balance sebagai variabel mediasi. Penelitian ini dilakukan kepada pegawai di instansi Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK) baik pegawai tetap/Aparatur Sipil Negara (ASN) ataupun pegawai kontrak/Non-ASN menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan degan menyebarkan kuesioner kepada 148 responden serta dilakukan analisis dengan aplikasi Smart PLS versi 3.0 melalui metode Penelitian SEM PLS. Hasil penelitian menyimpulkan bahwa kedua variabel yaitu flexible working place dan flexible working time berpengaruh positif terhadap variabel job satisfaction. Sementara itu hubungan kedua variabel yaitu flexible working place dan flexible working time terhadap variabel job satisfaction yang dimediasi oleh variabel work-life balance memiliki pengaruh yang positif. Hasil penelitian ini menjelaskan bahwa penerapan flexible working time dan flexible working time dapat dikatakan berhasil dan berpengaruh positif terhadap job satisfaction dikarenakan terdapat peningkatan work-life balance yang dirasakan oleh pegawai Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK).
The aim of this study is to analyze the relation between the flexible working place and flexible working time on job satisfaction, directly or indirectly, with the itervention of the work-life balance as a mediating variable. This research is conducted to a civil servant and a non civil servant/contract-based staff in Indonesian Financial Transaction Reports and Analysis Center (INTRAC). Furthermore, the quantitative approach is used in this research. The data is collected by distributing a questionnaires to 148 respondents and being analyzed with Smart PLS program/application version 3.0 with Sem PLS method. The results concludes that both variables which are flexible working place and flexible working time makes a positive and significant effect on job satisfaction variable. Furthermore the flexible working place and flexible working time on job satisfaction with work-life balance as a mediating variable also have a positive effect. The results of this study explain that the implementation of flexible working place and flexible working time can be said to be successful and has a positive effect on job satisfaction because there is an increase in a work-life balance felt by employees of the Indonesian Financial Transaction Reports and Analysis Center (INTRAC)"
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2021
T-pdf
UI - Tesis Membership  Universitas Indonesia Library
cover
Tengku Annisa Febrina
Peran Kepuasan Kerja Sebagai Mediator Antara Pengaturan Kerja Dan Cognitive Work-To-Home Spillover, Dan Kinerja Selama Telecommuting Di Pandemik COVID-19 = The role Of Job Satisfaction As A Mediator Between Flexible Working Arrangements And Cognitive Work To Home Spillover Towards Job Performance During The Telecommuting In COVID-19 Pndemic
"Transisi dari bekerja dari kantor ke telecommuting atau WFH selama pandemi COVID-19 memiliki dampak yang unik bagi pekerja, antara lain bagaimana pekerja memanfaatkan pengaturan kerja, work-to-home spill over, dan perbedaan tingkat kepuasan yang berdampak pada Kinerja. Penelitian ini bertujuan untuk mengetahui apakah kepuasan kerja memediasi hubungan antara pengaturan kerja yang fleksibel dan pengaruh cognitive work-to-home terhadap Kinerja. Peserta terdiri dari pekerja organisasi yang melakukan pengaturan kerja fleksibel dan telecommuting (N = 250). Hasil penelitian menunjukkan bahwa kepuasan kerja secara signifikan memediasi hubungan antara pengaturan kerja yang fleksibel, limpahan kognitif kerja-ke-rumah dan kinerja dalam pengaturan telecommuting. Hasil penelitian ini memberikan referensi bagi perusahaan dan manajemen SDM mengenai pentingnya mendorong faktor internal dan eksternal bagi individu untuk mencapai kinerja yang efektif dalam pengaturan telecommuting, terutama di masa pandemi ini.
The transition from working from the office to telecommuting or WFH during the COVID-19 pandemic has a unique impact on workers, including how workers utilize work arrangements, the work-to-home spill over, and differences in satisfaction levels that have an impact on performance. This study aims to determine whether job satisfaction mediates the relationship between flexible work arrangements and cognitive work-to-home spillover on performance. Participants consisted of organizational workers performing flexible work arrangements and telecommuting (N = 250). The results showed that job satisfaction significantly mediates the relationship between flexible work arrangements, cognitive work-to-home spillover and performance in telecommuting settings. The results provide a reference for companies and HR management regarding the importance of encouraging internal and external factors for individuals to achieve effective performance in telecommuting settings, especially during this pandemic."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2022
T-pdf
UI - Tesis Membership  Universitas Indonesia Library
cover
Astri Wulandari
Pengaruh Employer Brand terhadap intensi Voluntary Turnover karyawan dengan mediasi dari komitmen organisasi dan kepuasan kerja : studi kasus : PT. Asuransi Jiwa XYZ = Employer Brand effect on Voluntary Turnover intention with mediating effect of organizational commitment and job satisfaction : case study PT. Asuransi Jiwa XYZ
"Penelitian ini bertujuan untuk menganalisis pengaruh dari employer brand terhadap intensi voluntary turnover karyawan. Dalam penelitian ini, peneliti memasukkan variabel mediasi terduga yaitu komitmen organisasi dan kepuasan kerja. Untuk mengukur komponen-komponen employer brand, peneliti melakukan studi eksplorasi untuk mengkonfirmasi item-item yang sudah dikembangkan dalam employer brand attractiveness. Sampel dari penelitian ini berjumlah 100 responden yang merupakan karyawan tetap di suatu perusahaan asuransi jiwa. Hasil penelitian ini menunjukkan bahwa employer brand memiliki pengaruh terhadap intensi voluntary turnover, dan hubungan ini dimediasi secara parsial oleh komitmen organisasi. Sehingga untuk menjaga tingkat turnover di perusahaan, pihak manajemen perusahaan dapat mengembangkan strategi employer branding yang bisa meningkatkan komitmen organisasi untuk menjaga tingkat turnover tetap rendah.
This study aimed to analyze the effect of the employer brand to voluntary turnover intentions. In this study, researcher propose mediating variables, namely job satisfaction and organizational commitment. To measure the components of employer brand, researchers conducted an exploratory study to confirm the items that have been developed in the employer brand attractiveness. The samples of research are 100 respondents who are permanent employees in an insurance company. The results of this study indicate that the employer brand has an influence on voluntary turnover intentions, and this relationship is partially mediated by organizational commitment. So that, to keep the turnover rate in the company, the management company can develop employer branding strategies that can improve an organization's commitment to keep the turnover rate low."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2012
S45547
UI - Skripsi Membership  Universitas Indonesia Library
cover
Anggita Rachmanantya
Pengaruh supervisor support dan flexible working arrangement terhadap job satisfaction dan job performance, dimediasi oleh work-life balance pada pegawai ASN di instansi pemerintah di Indonesia = The implication of supervisor support and flexible working arrangement on job satisfaction and job performance, mediated by the work-life balance of civil servants in government institutions in Indonesia.
"Instansi pemerintah merupakan salah satu dari delapan klaster sebagai penyumbang kasus Covid-19 terbesar di Indonesia. Oleh karena itu, mekanisme kerja yang lebih fleksibel atau flexible working arrangement menjadi alternatif yang semakin dipertimbangkan pada masa pandemi Covid-19. Meski demikian, dampak dari implementasi flexible working arrangement terhadap kinerja individu maupun organisasi masih menjadi perdebatan. Di sisi lain, beberapa studi mengidentifikasi bahwa dukungan dari atasan juga dapat mempengaruhi dampak psikologis karyawan yang akan berimplikasi pada pencapaian work-life balance karyawan. Tercapainya work-life balance diharapkan dapat menghasilkan outcomes yang positif dari para karyawan di antaranya kepuasan kerja dan kinerja yang tinggi. Penelitian ini bertujuan untuk mengidentifikasi hubungan antara flexible work arrangement, dukungan atasan terhadap kepuasan dan kinerja, dimediasi oleh work-life balance pada pegawai ASN pada instansi pemerintah di Indonesia. Penelitian ini merupakan penelitian kuantitatif. Data penelitian diperoleh melalui kuesioner yang dilakukan dengan menggunakan cross sectional design. Kuesioner disebarkan secara online dan memperoleh 391 responden yang meliputi pegawai ASN yang telah bekerja setidaknya selama satu tahun pada instansi pemerintah di Indonesia. Analisis hubungan antar variabel dilakukan melalui Structural Equation Modeling (SEM) menggunakan bantuan software LISREL. Hasil dari penelitian menunjukkan bahwa supervisor support dan flexible working arrangement secara signifikan mempengaruhi kepuasan kerja (job satisfaction) yang dimediasi oleh work-life balance. Secara lebih lanjut, penelitian ini menemukan bahwa kepuasan kerja memiliki hubungan langsung terhadap kinerja (job performance). Dengan demikian, dapat disimpulkan bahwa supervisor support dan flexible working arrangement secara tidak langsung dapat mempengaruhi job performance.
Government institutions are on of the eight clusters as the largest contributors of Covid-19 cases in Indonesia. Therefore, a more flexible working mechanism or flexible working arrangement to become alternative that is increasingly being considered during the Covid-19 pandemic. However, the impact of flexible working arrangements implementation on individual and organizational performance is still a matter of debate. On the other hand, several studies have identified that support from supervisor also have a role in influencing the psychological impact on employees which will have implications to the employees’ work-life balance. The achievement of work-life balance is expected to produce positive outcomes, including the achievement of job satisfaction and high performance. This study aims to identify the relationship between flexible working arrangements, supervisor support on job satisfaction and job performance, mediated by the work-life balance of civil servants in government institutions in Indonesia. This research is a quantitative research. The data were collected by distributing questionnaire conducted using a cross sectional design. The questionnaire was distributed online and obtained 391 respondents which included civil servants who have worked for at least one year in government institution in Indonesia. The relationship between variables was carried out through Structural Equation Modeling (SEM) using LISREL software. The results of the study indicate that supervisor support and flexible working arrangements significantly affect job satisfaction mediated by work-life balance. Furthermore, this study found that job satisfaction has a direct relationship to job performance. Thus, it can be concluded that supervisor support and flexible working arrangements indirectly affect employees’ job performance."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2021
T-Pdf
UI - Tesis Membership  Universitas Indonesia Library
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Sibarani, Ester S.F.
Intervensi program pendampingan karyawan untuk meningkatkan komitmen afektif dalam menurunkan intensi turnover pada karyawan program sales development di PT X = Employee supporting program intervention to increase affective commitment for reducing employee turnover intention who following sales development program in PT X
"Penelitian ini bertujuan untuk mengatasi turnover karyawan SDP, sehingga peneliti meninjau intensi sebagai prediktor turnover. Untuk mengkaji intensi turnover karyawan SDP, peneliti menguji kepuasan kerja dan komitmen organisasi sebagai variabel bebas penelitian. Selain intensi turnover, peneliti juga mengkaji respon karyawan terkait ketidakpuasan kerja yaitu keluar (exit), menyuarakan (voice), loyalitas (loyalti) dan mengabaikan (neglect). Penelitian ini menggunakan pendekatan kuantitatif, analisis regresi untuk melihat pengaruh sembilan faset kepuasan kerja Spector komitmen organisasi (komitmen afektif, kontinuans dan normatif) terhadap intensi karyawan untuk meninggalkan perusahaan.
Hasil penelitian ini menemukan bahwa kepuasan kerja dan komitmen organisasi mempengaruhi intensi karyawan untuk meninggalkan perusahaan. Secara lebih lanjut, komitmen afektif dan kontinuans secara signifikan mempengaruhi intensi karyawan SDP untuk meninggalkan perusahaan. Terkait dengan kepuasan kerja, karakteristik pekerjaan memiliki dampak yang signifikan terhadap intensi karyawan SDP untuk meninggalkan PT X. Dengan temuan tersebut, peneliti mengembangkan program intervensi pendampingan karyawan yang berbasis hubungan, relasi dan komunikasi untuk meningkatkan komitment afektif.
This study was aim to explain the effect job satisfaction and organizational commitment to employee turnover intention. Based on previous research, intention is found the best predictor to explain about turnover. Beside the turnover intention, this study also examined the responds of employee to job dissatisfaction. This Study was using regression analysis to find the effect of job satisfaction and organizational commitment. The data was collected by questionnaires, the tools were JSS by Spector, Commitment Organizational Questionnaire, Turnover Intention Questionnaire and EVLN Questionnaire.
The result found that job satisfaction and organizational commitment has effect on employee intention to turnover. Furthermore, affective and continuance commitment have significant effect to employee intention. Based on that finding, for reducing the turnover in PT X, researcher developed an intervention which called as Employee Supporting Support that based on relationship and communication to increase the affective commitment."
Depok: Fakultas Psikologi Universitas Indonesia, 2013
T35737
UI - Tesis Membership  Universitas Indonesia Library
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Nanda Dwi Rusmayanti
Pengaruh kepuasan kerja terhadap intensi keluar karyawan tetap pada head office PT. X Indonesia = The influence of job satisfaction on employee turnover intention at head office PT. X Indonesia
"Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja terhadap intensi keluar karyawan tetap pada head office PT X Indonesia. Variabel independen dalam penelitian ini yaitu kepuasan kerja yang akan diukur dengan Minnoseta Satisfaction Questionaire sedangkan variabel dependen dari penelitian ini yaitu intensi keluar yang akan diukur dengan berdasarkan teori Mobley, Horner, dan Hollingsworth.
Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Sampel dari penelitian ini sebanyak 84 karyawan tetap PT X Indonesia yang telah berkerja minimal satu tahun. Data penelitian ini akan dianalisa menggunakan analisis deksriptif dan analisis inferensial.
Hasil penelitian ini merupakan kepuasan kerja berpengaruh signifikan dan negatif terhadap intensi keluar karyawan. Penelitian ini menyarankan kepada pihak PT X Indonesia untuk meningkatkan kepuasan kerja karyawan, karena dengan meningkatkan kepuasan kerja akan mengurangi intensi keluar karyawan di PT X Indonesia.
This research examines the analysis influences of job satisfaction on employee turnover intention at Head Office PT X Indonesia. The independent variable is job satisfaction which is scaled with Minnoseta Satisfaction Questionaire and the dependent variable is turnover intention which is scaled with Mobley, Horner, and Hollingsworth's theory.
The research used quantitative methos with questionnaire as an research instrument. Subject of the research is 84 employees in PT X Indonesia for more than a year. Data gathered from research will be analysed using desriptive analysis and inferential analysis.
Job satisfaction was significantly and negatively related employee turnover intention. This research suggests that management of PT X Indonesia should paid more attention to their employee's satisfaction, because their satisfaction will decreased turnover intention in PT X Indonesia."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2014
S54592
UI - Skripsi Membership  Universitas Indonesia Library
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Yatna Nayaputera
Analisis pengaruh kepuasan kerja dan stres kerja terhadap intensi turnover customer service employee di Pt.Plaza Indonesia Realty Tbk = Analysis of the affect of job satisfaction and job stress on the turnover intention customer service employee at PT. Plaza Indonesia Reality Tbk.
"Persaingan bisnis yang semakin ketat dan diikuti oleh lingkungan yang sering berubah, kesuksesan suatu organisasi tidak bisa lepas dari peran serta customer service employee yang berfungsi sebagai ujung tombak perusahaan. Maka dari itu kepuasan kerja dan stres kerja customer service employee harus diperhatikan oleh perusahaan. PT. Plaza Indonesia Realty Tbk. dijadikan sebagai objek penelitian dikarenakan pertumbuhan cepat tetapi turnover tinggi dalam tiga tahun terakhir.
Tujuan penelitian ini untuk menemukan bagaimana besarnya pengaruh kepuasan kerja terhadap intensi turnover customer service employee, stres kerja terhadap intensi turnover customer service employee, dan kepuasan kerja dan stres kerja terhadap customer service employee di PT. Plaza Indonesia Realty Tbk.
Hasil dari penelitian ini menunjukkan bahwa intensi turnover pada customer service employee dipengaruhi secara negatif dan signifikan oleh besarnya persepsi customer service employee akan kepuasan kerja. Selain itu intensi turnover customer service employee juga dipengaruhi secara positif dan signifikan oleh besarnya persepsi customer service employee akan Stres Kerja. Sedangkan intensi turnover customer service employee juga dipengaruhi secara positif dan signifikan oleh besarnya persepsi customer service employee akan kepuasan Kerja dan Stres Kerja. Sementara dari hasil wawancara, kepuasan kerja dan stres kerja mempunyai pengaruh yang positif akan alasan keluar atau resign.
Penelitian diharapkan dapat memperkaya hasil-hasil penelitian mengenai kepuasan kerja dan stress kerja terhadap intense turnover di sektor swasta. Untuk penelitian selanjutnya disarankan menggunakan wawancara dengan karyawan yang masih aktif guna mengetahui secara mendalam faktor-faktor apa saja yang mempengaruhi intense turnover customer service employee di sektor swasta.
An increasingly competitive business environment followed by frequent changes, as well as in achieving an organization's success is inseparable from the role of customer service employee that serves as the spear head of the company. So, job satisfaction and work stress customer service employee should be considered by the company. PT. Plaza Indonesia Realty Tbk. serves as the object of research because of its rapid growth but high turnover in customer service employee in the last three years.
The purpose of this study is to discover how the magnitude of the effect of job satisfaction on turnover intentions in customer service employee, work stress on turnover intentions in customer service employee, and job satisfaction with work stress on turnover intentions in customer service employee.
The results of this study indicate that the turnover intention to the customer service employee of the company is affected by the negatife and significant perception of the customer service employee in variable of work satisfaction. Also the intention of the turnover intention in customer service employee of the company is also affected by the positive and significant perception of customer service employee in variable of job stress. While the results of the interviews, the variable of job stress, and the job satisfaction has a positive and significant influence and the strongest reason to intention leave or resign.
This study is expected to enrich the results of research on job satisfaction, job stress and turnover intentions in the private sector. Future studies are advised to use interviews with employees who are still active to know in depth the factors affecting turnover intention of customer service staff in the private sector."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2011
T29508
UI - Tesis Open  Universitas Indonesia Library
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