Hasil Pencarian  ::  Simpan CSV :: Kembali

"Penelitian ini menganalisis peran ethical leadership dan abusive supervision dalam proses turnover. Penelitian ini dilakukan terhadap 120 Pegawai Industri Jasa Perbankan di Jakarta. Penelitian ini menggunakan metode analisis deskriptif dan Structural Equation Modelling (SEM). Hasil penelitian juga menunjukkan bahwa ethical leadership mempengaruhi tingkat kepuasan kerja, dimana selanjutnya mempengaruhi intentions to quit atau proses turnover dan berdampak terhadap job search behavior. Sebaliknya, abusive supervision, yang bertentangan seacara konseptual dengan ethical leadership, mempunyai pengaruh negative terhadap kepuasan kerja dengan dampak yang sesuai dengan proses turnover dan job search behavior. Namun, tidak seperti ethical leadership, yang tidak secara langsung mengarah terhadap terhadap job search behavior, abusive supervision mampu secara langsung membuat pegawai tidak nyaman dan mengarah terhadap job search behaviors. Lebih lanjut lagi, ditemukan juga bahwa bahkan tingkat abusive supervision yang rendah sekalipun dapat menetralkan tingkat ethical leadership yang tinggi. Implikasi bagi manajemen di industri keuangan yaitu sistem reward dan punishment, mengadakan training untung mengembangkan pemimpin agar memiliki ethical leadership yang tinggi, serta mengingatkan kembali kepada para pemimpin bahwa sesedikit apapun tingkat abuse yang diterima karyawan akan menutupi tingkat ethical leadership yang tinggi sekalipun.

---

This study examined the roles which ethical leadership and abusive supervision play in turnover process. This study was conducted on 120 banking industries? employees in Jakarta. This study using descriptive analysis and Structural Equation Modeling (SEM). The central conclusion of this study is that ethical leadership influences job satisfaction, which then influences intentions to quit, which then impacts job search behaviors. Conversely, abusive supervision, which is the conceptual opposite of ethical leadership, has a negative influence on job satisfaction with corresponding impacts on intentions to quit and job search behavior. But, unlike ethical leadership, which does not directly lead to job search behavior, abusive supervision can also directly make people so upset that they initiate job search behaviors. Moreover, findings indicate that even low levels of abusive supervision can neutralize high levels of ethical leadership. Implications for financial industries? management are rewarding ethical behavior and punishing unethical behavior system, develop ethical leaders for a potential decrease in employee turnover behaviors, and warning for leaders in general and human resource management leaders in particular who depend on or even engage in abusive supervision that even a few instances of abuse can overshadow high sustained levels of ethical conduct."

"Skripsi ini bertujuan untuk mengetahui pengaruh kepemimpinan beretika dan iklim kerja etis terhadap perilaku etis pegawai negeri sipil yang bekerja di instansi pemerintahan. Subjek penelitian menggunakan 205 orang pegawai negeri sipil dari beberapa instansi. Data dikumpulkan menggunakan kuesioner dan diolah menggunakan analisis regresi berganda dengan SPSS 20 untuk menguji pengaruh antar variabel dan juga efek mediasi dari iklim kerja beretika. Dari hasil penelitian diketahui bahwa adanya kepemimpinan yang beretika memiliki pengaruh positif terhadap perilaku etis dari pegawai, sementara iklim kerja yang beretika memediasi secara parsial pengaruh antara kepemimpinan beretika dan perilaku etis karyawan.

---

This research focused on the effect of ethical leadership and ethical climate on ethical behavior for government employees context. This study employed quantitative method using surveys to 205 civil servants working at several government institutions. Multiple regression analysis was used to analyze the data using SPSS 20 and the mediation effect of ethical climate on the relationship between ethical leadership and ethical behavior. This study found that ethical leadership positively related to ethical behavior and the effect of ethical leadership and ethical behavior was partially mediated by ethical climate."

"PT. Andalan Fluid Sistem memiliki permasalahan dalam penanaman organizational culture dan penerapan tata kelola yang baik sehingga berpotensi memiliki hasil ethical leadership dan job satisfaction yang rendah, yang menghasilkan turnover intentions yang tinggi. Penelitian ini bertujuan untuk menganalisis hubungan antara ethical leadership (X1) dan organizational culture (X2) terhadap turnover intentions (Y) secara langsung dan melalui job satisfaction (Z) sebagai variabel mediasi serta menganalisis efek mediasi dari job satisfaction terhadap turnover intentions pada staff karyawan PT. Andalan Fluid Sistem. Metode penelitian yang digunakan yaitu penelitian kuantitatif. Kuesioner disebarkan pada 336 karyawan PT. Andalan Fluid Sistem. Analisis data pre-test menggunakan factor analysis, uji validitas dan uji reliabilitas serta analisis jalur dengan Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa terdapat pengaruh positif signifikan antara X1 dan X2 terhadap Z, pengaruh positif signifikan antara X1 dan Y, pengaruh negatif tidak signifikan antara X2 dan Y serta pengaruh negatif signifikan antara Z dan Y. Penelitian ini diharapkan dapat menambah kajian teoritis pembelajaran manajemen sumber daya manusia serta menjadi rujukan bagi pihak terkait dalam memformulasikan kebijakan yang dapat meningkatkan perkembangan perusahaan dan mencegah turnover yang tinggi.

---

PT. Andalan Fluid Sistem has problems in the organizational culture cultivation and good governance implementation thereby have a potential to have low results of ethical leadership and job satisfaction, which resulted in high turnover intentions. This research aims to analyze the correlation between ethical leadership (X1) and organizational culture (X2) towards turnover intentions (Y) directly and through job satisfaction (Z) as mediation variable and to analyze the mediation effect of job satisfaction towards turnover intentions in employee staffs of PT. Andalan Fluid Sistem. The research method used is quantitative research. Questionnaires are distributed to 336 employees of PT. Andalan Fluid Sistem. The pre-test data analysis used factor analysis, validity and reliability tests and path analysis by Structural Equation Modelling (SEM). The research results showed that there is a significant positive effect between X1 and X2 towards Z, a significant positive effect between X1 and Y, an insignificant negative effect between X2 and Y and a significant negative effect between Z and Y. This research is expected to add to the theoretical study of the human resource management learning as well as become a reference for related parties in formulating policies that can improve the company’s development and prevent high turnover."

"Penelitian ini meneliti mengenai pengaruh ethical leadeship terhadap ethical behavior yang dipengaruhi oleh peran penting dari ethical climate sebagai mediator. Penelitian ini meneliti pada industri perbankan menggunakan kuesioner yang didapatkan dari 262 responden yang bekerja di PT Bank M sebagai salah satu bank BUMN. Hipotesis penelitian dirumuskan dari penelitian sebelumnya dan diuji menggunakan structural equation model (SEM). Hasil menunjukkan bahwa ethical leadership memiliki pengaruh signifikan terhadap ethical climate tetapi tidak berpengaruh signifikan secara langsung terhadap ethical behavior pegawai PT Bank M. Sedangkan ethical climate memiliki pengaruh signifikan full mediating terhadap hubungan antara ethical leadership dengan ethical behavior pegawai PT Bank M.

---

This study examined the effect of ethical leadeship on ethical behavior which is influenced by the important role of ethical climate as a mediator. This research examined the banking industry using a questionnaire obtained from 262 respondents working at PT Bank M as one of the state-owned banks. The research hypothesis was formulated from previous studies and tested using structural equation model (SEM). The results showed that ethical leadership had a significant influence on ethical climate but did not directly influence the ethical behavior of employees of PT Bank M. While ethical climate had a full mediating significant effect on the relationship between ethical leadership and ethical behavior of employees of PT Bank M."

"

Penelitian ini bertujuan untuk menguji pengaruh compulsory citizenship behavior, emotional labor dan abusive supervision terhadap work-family conflict dengan emotional exhaustion sebagai mediatornya. Penelitian ini berjenis penelitian kuantitatif dengan desain penelitian konklusif. Metode pengambilan sampel berjenis judgemental sampling. Sejumlah 225 responden karyawan perempuan di Indonesia pada berbagai wilayah dan industri menjadi sampel pada penelitian ini. Metode analisis data yang dipakai pada penelitian ini yaitu CB-SEM yang dioleh menggunakan Lisrel 8.80. Temuan menunjukan bahwa emotional exhaustion berhasil memediasi pengaruh emotional exhaustion terhadap work-family conflict. Akan tetapi emotional exhaustion tidak dapat memediasi pengaruh emotional labor (surface acting dan deep acting) terhadap work-family conflict. Selanjutnya, emotional exhaustion memediasi pengaruh abusive supervision terhadap work-family conflict. Meskipun demikian, sampel yang digunakan terlalu kecil untuk merepresentasikan keseluruhan populasi karyawan perempuan di Indonesia.

---

This study aims to examine the effect of compulsory citizenship behavior, emotional labor and abusive supervision on work-family conflict with emotional exhaustion as the mediator. This research is a quantitative research type with a conclusive research design. The sampling method is judgmental sampling. A total of 225 female employee respondents in Indonesia in various regions and industries were sampled in this study. The data analysis method used in this study is CB-SEM which is obtained using Lisrel 8.80. The findings show that emotional exhaustion successfully mediates the effect of emotional exhaustion on work-family conflict. However, emotional exhaustion cannot mediate the effect of emotional labor (surface acting and deep acting) on work-family conflict. Furthermore, emotional exhaustion mediates the effect of abusive supervision on work-family conflict. Nevertheless, the sample used is too small to represent the entire population of female employees in Indonesia.

 

"

"Meningkatnya tingkat turnover yang terjadi disebabkan oleh beberapa faktor, dua diantaranya adalah kepuasan kerja dan keterikatan kerja. Faktor yang menyebabkan kepuasan kerja dan keterikatan kerja adalah manajemen karier dalam organisasi. Selain itu, dukungan dari atasan juga memengaruhi kepuasan kerja dan turnover intention. Perusahaan harus memberikan manajemen karier yang baik bagi karyawan untuk meningkatkan kepuasan kerja dan keterikatan kerja karyawan sehingga dapat mengurangi turnover intention. Perusahaan juga mendorong atasan untuk memperkuat rasa kepuasan kerja karyawan dan memperlemah keinginan karyawan untuk pindah dari perusahaan. Penelitian ini bertujuan untuk mengetahui pengaruh dari manajemen karier dalam organisasi terhadap turnover intention dengan mediasi kepuasan kerja dan keterikatan kerja serta moderasi leadership career support. Penelitian ini menggunakan metode Structural Equation Modeling (SEM). Data penelitian diperoleh dari 161 pegawai tetap bank di Jabodetabek yang telah bekerja minimal satu tahun melalui kuesioner. Hasil penelitian menunjukkan bahwa manajemen karier dalam organisasi tidak memiliki pengaruh langsung dengan turnover intention tetapi kepuasan kerja dan keterikatan kerja terbukti memediasi penuh pengaruh antara manajemen karier dalam organisasi dan turnover intention. Di sisi lain, leadership career support tidak terbukti memoderasi pengaruh manajemen karier dalam organisasi dan kepuasan kerja serta turnover intention. Penelitian ini menekankan kepuasan kerja lebih efektif dalam menurunkan turnover intention.

---

The increasing rate of turnover that occurs is caused by several factors, two of which are job satisfaction and work engagement. Factor that causes job satisfaction and work engagement is organizational career management. Furthermore, support from leaders also affects job satisfaction and turnover intention. A company must provide good career management for employees to increase job satisfaction and work engagement so as to reduce turnover intention. The company also encourages leaders to strengthen the employee's job satisfaction and weaken the employee's desire to leave the company. This study aims to determine the effect of organizational career management on turnover intention by mediating job satisfaction and work engagement and moderating leadership career support. This study uses the method of Structural Equation Modeling (SEM). Research data were obtained from 161 permanent bank employees in Jabodetabek who had worked for at least one year through a questionnaire. The results showed that organizational career management has no direct effect on turnover intention but job satisfaction and work engagement were proven to fully mediate the relationship between organizational career management and turnover intention. On the other hand, leadership career support is not proven to moderate the relationship between organizational career management and job satisfaction also turnover intention. This study emphasizes that job satisfaction is more effective to reduce turnover intention."

"Tesis ini membahas peran work engagement dalam memediasi pengaruh transformational leadership dan job characteristic model terhadap innovative work behavior dan turnover intention pada pegawai di Lembaga Negara XYZ. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat dalam penelitian ini ditentukan dengan metode purposive sampling, yaitu para pegawai yang menjadi mitra perubahan atau change agent di Lembaga Negara XYZ. Responden yang terlibat sebanyak 325 orang dari lintas generasi X, generasi Y, dan Baby Boomers. Alat ukur yang digunakan dalam penelitian ini Multifactor Leadership Questionnaire Bass Avolio, 2004 untuk mengukur transformational leadership, Job Diagnostoc Survey Hackman Oldham, 1975; Idazak Drasgow, 1987 untuk mengukur job characteristic model, Utrecht Work Engagement Scale Schaufeli Bakker, 2003 untuk mengukur work engagement, dan Janssen 2000 untuk mengukur innovative work behavior, serta Turnover Cognition Scale Bozeman Perrewe, 2001 untuk mengukur turnover intention. Berdasarkan analisis data dapat disimpulkan bahwa work engagement memediasi pengaruh positif transformational leadership dan job characteristic model terhadap innovative work behavior, dan memediasi pengaruh negatif transformational leadership dan job characteristic model terhadap turnover intention. Transformational Leadership dan job characteristic model juga memiliki pengaruh positif dalam meningkatkan work engagement.

---

This study focus on the influence of transformational leadership and job characteristic model on innovative work behavior and turnover intention through work engagement as mediator to employees in one of State Institution in Indonesia. This research uses a quantitative approach with online survey methods. Respondents were determined by purposive sampling method, employees who became the change agent in the State Institution of XYZ, 325 people from across generations Baby Boomers, X, and Y. The measuring tool used in this study is Multifactor Leadership Questionnaire Bass Avolio, 2004, Job Diagnostic Survey Hackman Oldham, 1975 Idazak Drasgow, 1987, Utrecht Work Engagement Scale Schaufeli Bakker, 2003, Janssen 2000, and Turnover Cognition Scale Bozeman Perrewe, 2001. Based on data analysis, it can be concluded that work engagement mediates positive effect of transformational leadership and job characteristic model on innovative work behavior, and mediates negative effect of transformational leadership and job characteristic model on turnover intention. Transformational Leadership and job characteristic models also have a positive influence in improving work engagement."

"Dalam era bisnis yang kompetitif saat ini perusahaan perlu menyadari pentingnya perilaku karyawan dalam menentukan keberhasilan perusahaan secara keseluruhan. Upaya untuk mencapai keberhasilan perusahaan tercermin melalui berbagai inisiatif yang bertujuan menginspirasi perilaku kerja inovatif pada karyawan karena keberhasilan perusahaan sangat ditentukan oleh kemampuan mereka dalam berinovasi. Penelitian ini bertujuan untuk menganalisis pengaruh Ethical Leadership terhadap Innovative Work Behaviour melalui mediator Psychological Well-Being dan dengan moderator Perceived Organizational Support di perusahaan industri IT di Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik penarikan sampel non-probability sampling. Kualifikasi responden penelitian ini yaitu karyawan tetap generasi Z non-manajerial yang sudah bekerja minimal 1 tahun di perusahaan industri IT di Jakarta dengan total 217 responden. Hasil analisis regresi, uji mediasi, sobel test, dan uji moderasi menunjukkan adanya pengaruh secara parsial dan signifikan dari Psychological Well-Being sebagai mediator dari pengaruh antara Ethical Leadership terhadap Innovative Work Behaviour dan Perceived Organizational Support sebagai moderator dari pengaruh antara Ethical Leadership terhadap Psychological Well-Being di penelitian ini.

---

In today's competitive business era, companies must recognize the importance of employee behavior in determining overall organizational success. Efforts to achieve this success are reflected in various initiatives aimed at inspiring innovative work behavior among employees, as a company's success is heavily influenced by its ability to innovate. This study aims to analyze the influence of Ethical Leadership on Innovative Work Behavior through the mediator of Psychological Well-Being and the moderator of Perceived Organizational Support within IT industry companies in Jakarta. The study employs a quantitative approach with a non-probability sampling technique. The respondents qualified for this study are permanent, non-managerial Generation Z employees who have been working for at least one year in IT companies based in Jakarta, with a total of 217 respondents. The results of regression analysis, mediation testing, Sobel tests, and moderation testing reveal a partial and significant influence of Psychological Well-Being as a mediator in the relationship between Ethical Leadership and Innovative Work Behavior, as well as Perceived Organizational Support as a moderator in the relationship between Ethical Leadership and Psychological Well-Being."

"ABSTRAK<

Kondisi tempat kerja yang merugikan menyangkut kesejahteraan pekerja dapat memengaruhi persepsi pekerja terhadap organisasi. Bila perusahaan gagal menciptakan kondisi kerja yang dapat memenuhi kebutuhan dasar pekerja, konsekuensinya yakni menyebabkan turnover intention melalui emotional exhaustion yang dialami pekerja. Penelitian ini bertujuan untuk mengetahui pengaruh dari verbal abuse dan abusive supervision terhadap turnover intention melalui mediasi emotional exhaustion pada pekerja pabrik garmen di Indonesia. Data penelitian diperoleh dengan melakukan survei terhadap 2.897 pekerja di pabrik garmen, di Pulau Jawa, Indonesia. Metode penelitian menggunakan Structural Equation Modeling (SEM). Hasil penelitian ini menunjukkan bahwa emotional exhaustion memediasi secara parsial pengaruh verbal abuse dan abusive supervision terhadap turnover intention secara berurutan.

 

---

ABSTRACT

Adverse workplace conditions, especially concerning the welfare of workers can affect workers' perceptions of the organization. If the company fails to address working conditions that can meet the basic needs of workers, the consequences are causing turnover intention through emotional exhaustion experienced by workers. This study aims to determine the effects of verbal abuse and abusive supervision toward turnover intention through emotional exhaustion as mediation of garment workers in Indonesia. The research data was obtained by surveying 2,897 garment workers, Java, Indonesia. The research method uses Structural Equation Modeling (SEM). The results of the study showed that emotional exhaustion partially mediates the influence of verbal abuse and abusive supervision on the turnover intention sequentially.

 

"

"Penelitian terbaru menunjukkan bahwa hubungan antara abusive supervision dan kinerja karyawan membutuhkan mekanisme penghubung. Dibangun berdasarkan teori conservation of resources (COR), penelitian ini bertujuan untuk menguji peran kelelahan emosional sebagai mediator serta melihat kepemimpinan diri sebagai penyangga untuk melemahkan dampak negatif abusive supervision terhadap kinerja karyawan melalui kelelahan emosional. Partisipan penelitian ini adalah 200 karyawan yang berasal dari berbagai jenis industri di Indonesia. Penelitian ini menggunakan desain korelasional ­time-lagged dengan teknik pengambilan sampel convenience sampling melalui survei online yang disebar di berbagai media sosial. Analisis data penelitian dilakukan menggunakan Hayes Process Macro versi 4.2 model 7. Hasil penelitian menemukan bahwa kelelahan emosional berperan sebagai mediator yang menghubungkan abusive supervision dan kinerja karyawan. Sementara itu, temuan penelitian terkait kepemimpinan diri tidak mendukung hipotesis yang diajukan, dimana kepemimpinan diri yang tinggi menguatkan hubungan antara abusive supervision dan kelelahan emosional serta menjadikan efek mediasi kelelahan emosional pada hubungan abusive supervision dan kinerja karyawan signifikan negatif. Temuan ini mengindikasikan bahwa organisasi perlu merancang kebijakan yang tepat untuk membatasi atau menghentikan perilaku abusive supervision di tempat kerja karena dapat meningkatkan kelelahan emosional karyawan yang pada gilirannya menurunkan kinerja mereka.

---

Recent research shows that the relationship between abusive supervision and employee performance requires a connecting mechanism. Built on the theory of conservation of resources (COR), this research aims to examine the role of emotional exhaustion as a mediator and examine self-leadership as a buffer to weaken the negative impact of abusive supervision on employee performance through emotional exhaustion. The participants in this research were 200 employees from various types of industry in Indonesia. This research uses a time-lagged correlational design with convenience sampling techniques through online surveys distributed on various social media. Research data analysis was carried out using Hayes Process Macro version 4.2 model 7. The research results found that emotional exhaustion acts as a mediator that connects abusive supervision and employee performance. Meanwhile, research findings related to self-leadership do not support the proposed hypothesis, where high self-leadership strengthens the relationship between abusive supervision and emotional exhaustion and makes the mediating effect of emotional exhaustion on the relationship between abusive supervision and employee performance significantly negative. These findings indicate that organizations need to design appropriate policies to limit or stop abusive supervision behavior in the workplace because it can increase employees' emotional exhaustion which in turn reduces their performance."