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"Penelitian ini bertujuan untuk mengetahui pengaruh dari Perceived Organizational Support yang terhadap Organizational Citizenship Behavior yang terdiri dari lima dimensi yaitu Conscientiousness, Altruism, Sportsmanship, Courtesy, dan Civic virtue yang dimediasi oleh dimensi dari Duty Orientations yaitu Duty to Member, Duty to Mission, Duty to Codes terhadap kinerja karyawan di Biro Setjen Kementrian Keuangan RI. Data penelitian ini diambil dari 205 sampel karyawan Biro Setjen Kementrian Keuangan dengan menggunakan kuesioner. Hasil dari penelitian ini menunjukan bahwa, Perceived Organizational Support berpengaruh terhadap Duty to member dan Duty to Codes. Sementara itu Duty to member dan Duty to Codes berpengaruh signifikan terhadap Conscientiousness dan Altruism, serta Duty to Mission tidak berpengaruh terhadap Sportsmanship, Courtesy, Civic virtue.

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This study aims to determine the effect of Perceived Organizational Support consisting on Organizational Citizenship Behavior consisting of five dimensions: Conscientiousness, Altruism, sportsmanship, courtesy, and Civic virtue mediated by the dimensions of Duty orientations that is Duty to Members , Duty to Mission, and Duty to Codes on the performance of employees in the Bureau of the Secretariat General of the Ministry of Finance RI. The research data was taken from a sample of 205 employees of the Bureau of the Secretariat General of the Ministry of Finance RI using a questionnaire.

The results of this study show that, effect of Perceived Organizational Support. Perceived Organizational Support have significantly effect the Duty to members and the Duty to Codes, and Duty to Members and Duty to Codes have significantly effect the Altruism and Conscientiousness. Meanwhile Duty to Mission has no effect on sportsmanship, courtesy, Civic virtue."

"Penelitian ini dilakukan untuk melihat hubungan antara perceived organizational support (POS) dan workplace well-being (WWB). Pengukuran dilakukan dengan alat ukur Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986). Workplace well-being diukur dengan Workplace Well-Being Index (Page, 2005). Partisipan dalam penelitian ini adalah pekerja pabrik manufaktur penghasil baja di Indonesia. Hasil penelitian ini menunjukkan adanya hubungan positif yang signifikan antara perceived organizational support dan workplace well-being pada pekerja pabrik (r = .72; p < .01). Artinya, semakin baik dukungan organisasi yang dipersepsi oleh pekerja pabrik, semakin baik pula tingkat kesejahteraan dirasakan pekerja pabrik di tempat kerjanya.

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This study aims to find the relationship between perceived organizational support (POS) and workplace well-being (WWB). Perceived organizational support was measured using an instrument called Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986). Workplace well-being was measured using an instrument named Workplace Well-Being Index (WWBI) (Page, 2005). The participants of this study are 173 manufacture workers in an Indonesian company engaging in steel industry.

The result shows there is a significant positive correlation between perceived organizational support and workplace well-being (r = .72; p < .01). That is, the better organizational support that perceived by manufacture worker, the better workplace well-being they have. "

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

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

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

"ABSTRACTThis study was conducted in order to investigate the factors that influenced organizational citizenship behavior OCB in Hanamasa Restaurant by analyzing several factors, such as organizational socialization, organizational identification, and job involvement. Structural equation modelling analysis N 240 revealed that relations between employees rsquo evaluations of organizational socializaton and organizational citizenship behavior OCB were partially mediated by perceptions on organizational identification and job involvement.

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ABSTRAKPenelitian ini dilakukan untuk mengetahui faktor-faktor yang mempengaruhi organizational citizenship behavior OCB para karyawan di Restoran Hanamasa dengan menganalisis beberapa faktor, yaitu sosialisasi organisasi, identifikasi organisasi, dan keterlibatan kerja. Analisis model persamaan struktural N=240 mengungkapkan bahwa hubungan antara proses sosialisasi organisasi dan organizational citizenship behavior OCB dimediasi sebagian oleh identifikasi organisasi dan keterlibatan kerja."

"Penelitian ini dilakukan untuk melihat bagaimana pengaruh iklim organisasi terhadap organizational citizenship behavior OCB pada karyawan perusahaan bank syariah. Pengukuran pengaruh OC ini dilakukan menggunakan alat ukur organizational climate yang dikembangkan oleh Stringer 2002 dengan nilai reliabilitas sebesar .77. Pengukuran untuk tingkat OCB pada karyawan menggunakan alat ukur organizational citizenship behavior questionnaire yang dikembangkan oleh Lee dan Allen di tahun 2002. Alat ukur ini memiliki nilai reliabilitas sebesar .91. Hasil penelitian ini menunjukan bahwa OC memiliki hubungan yang positif dan signifikan r = .277, p < .001 terhadap OCB yang menyatakan bahwa semakin baik persepsi karyawan terhadap iklim organisasinya maka akan semakin tinggi tingkat OCB yang dimilikinya.

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This research is intended to see how Organizational Climate can influence Organizational Citizenship Behavior level among employees of Bank Syariah. The measurement of OC influence in this research is using Organizational Climate Questionnaire which was developed by Striger 2002 with the reliability score of .77. This research is using Organizationalal Citizenship Behavior Questionnaire by Lee and Allen 2002 to measure the level of employees rsquo OCB with the reliability score of .91. The result of this research shows that Organizational Climate has signifficanly positive effect of influencing the level of Organizational Citizenship Behavior on bank employees r .277, p .001 . This result explains that the better an employee rsquo s perceive their organizational climate, the higher his her level of OCB."

"ABSTRAKTujuan dari penelitian ini adalah untuk menguji peran perceived insider statusdalam memediasi pengaruh antara participative decision making serta perceived organizational support dengan organizational citizenship behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Pengumpulan data menggunakan kuesioner yang diberikan kepada 179 orang karyawan dari PT XYZ, sebuah perusahaan yang bergerak di industri kimia yang berlokasi di Banten, Indonesia. Setelah mengkonfirmasikan reliabilitas dan validitas alat ukur, pemodelan persamaan struktural dilakukan untuk memeriksa pengaruh yang dihipotesiskan. Temuan utama dalam penelitian ini adalah: perceived organizational support memediasi parsial pengaruh participative decision makingterhadap perceived insider status, perceived insider status memediasi parsial pengaruh participative decision making serta memediasi penuh pengaruh perceived organizational support terhadap organizational citizenship behavior, danparticipative decision making memiliki pengaruh positif serta perceived organizational support tidak memiliki pengaruh signifikan terhadap organizational citizenship behavior. Studi ini memperkuat pada literatur yang sudah ada tentang bagaimana mekanisme internalisasi partisipasi dalam pengambilan keputusan terhadap perilaku kerja.

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ABSTRACT The purpose of this study is to examine the roles of perceived insider status in mediating the relationship between participative decision making, perceived organizational support, and organizational citizenship behavior. Data were collected with survey questionnaires that were self administered to a sample of 179 employees from chemical industry company in Banten, Indonesia. After confirming the reliability and validity of the measurements, we conducted structural equation modeling to examine the hypothesized relationships. The main finding were perceived organizational support partially mediate the positive relationship between participative decision making and perceived insider status, perceived insider status partially mediate the relationship between participative decision making and organizational citizenship behavior, and perceived insider status fully mediate the relationship between perceived organizational support and organizational citizenship behavior. This study adds to the existing literature by showing the mechanism of how participative decision making will relate to discretionary behavior."

"Terdapat dua tujuan utama dalam penelitian ini, yaitu untuk mengetahui hubungan antara perceived organizational support dengan strategi emotional labor dan mengetahui hubungan antara afek positif dan afek negatif dengan strategi emotional labor. Penelitian berdesain kuantitatif non-eksperimental ini memiliki total partisipan 118 orang dengan karakteristik partisipan merupakan seorang pegawai di sektor industri jasa di wilayah Jabodetabek. Emotional labor diukur dengan menggunakan Emotional Labor Scale (ELS) yang dikembangkan oleh Diefendorff et al. (2005), untuk mengukur perceived organizational support menggunakan survey of perceived organizational support (SPOS) yang dikembangkan oleh Eisenberger et al. (1986), serta untuk mengukur afek menggunakan Positive Affect Negative Affect Scale (PANAS) yang dikembangkan oleh Watson et al. (1988). Hasil penelitian ini menunjukkan bahwa terdapat hubungan yang signifikan antara afek positif dengan deep acting (r = 0,24, p < 0,01), serta afek negatif dengan surface acting (r = 0,26, p < 0,01). Hal ini menandakan bahwa individu yang cenderung mengalami perasaan yang positif seperti merasa bersemangat akan cenderung menampilkan emosinya secara tulus dengan mengubah perasaan yang sebenarnya dirasakan agar sesuai dengan aturan tampilan emosi yang diharapkan organisasi, sedangkan individu yang cenderung mengalami perasaan negatif yang tinggi seperti mudah tersinggung cenderung akan berpura-pura menampilan emosi sesuai dengan aturan tampilan organisasi dengan hanya mengubah gestur atau nada suara tanpa mengubah perasaan yang sebenarnya. Namun, hasil lainnya menunjukkan bahwa tidak terdapat hubungan antara perceived organizational support dengan strategi emotional labor baik berupa surface acting ataupun deep acting. Hal ini berarti baik atau buruknya persepsi yang dimiliki pegawai terhadap dukungan organisasi tidak berhubungan dengan regulasi tampilan emosi seperti apa yang akan ditampilkan.

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There are two main objectives in this study, the first one is to investigate the relationship between perceived organizational support with the strategy of emotional labor and the second one is to investigate the relationship between positive affect and negative affect with the strategy of emotional labor. This quantitative non-experimental study has total 118 participants with the characteristics of the participants is an employee in the service industry in Jabodetabek area. Emotional labor was measured using the Emotional Labor Scale (ELS) developed by Diefendorff et al. (2005), to measure perceived organizational support used a survey of perceived organizational support (SPOS) developed by Eisenberger et al. (1986), and to measure affect, this study used Positive Affect Negative Affect Scale (PANAS) developed by Watson et al. (1988). The results of this study shows that there is a significant relationship between positive affect and deep acting (r = 0.24, p <0.01), also negative affect and surface acting (r = 0.26, p <0.01). This results indicates that employee who are likely to experience positive feelings such as feelings excited would tend to show emotions sincerely by changing the feelings that are perceived to be in accordance with the rules of emotion expected by organization (display rules), whereas employee who are likely to experience negative feelings such as high irritability tend to faking the display of emotion in order to display emotions that fit with display rules simply by changing the gestures or tone of voice without changing the actual feeling. However, other results shows that there is no relationship between perceived organizational support with emotional labor strategy either surface acting nor deep acting. This results indicates that good or bad employee?s perception of support from their organization is not related to what strategy of emotion regulation that will be displayed."

"Penelitian menguji peran konstruk tentang organizational citizenship behavior (OCB) di industri kemasan. Melalui metode penelitian kuantitatif, kuesioner dipakai dan dibagikan kepada 369 responden di PT. Unipack Indosystems. Hasil yang diperoleh menunjukkan bahwa organizational commitment dan knowledge sharing memberi efek mediasi terhadap POS dan OCB. Lebih daripada itu, tujuan penelitian ini menguji perceived organizational support untuk menumbuhkan organizational commitment dan memotivasi knowledge sharing dalam organisasi. Penelitian ini menunjukkan bahwa keikutsertaan karyawan dalam knowledge sharing hanya akan terjadi ketika dirasa akan meningkatkan reputasi.

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This research examined the role of organizational citizenship behavior (OCB) construct in a packaging industry. Using a quantitative research, a questionnaire was developed and distributed to 369 employees at PT. Unipack Indosystems. Results suggested that role of organizational commitment and knowledge sharing play as mediating effects in the relationships between perceived organizational support (POS) and OCB. Further, this paper also examined the role of POS in fostering organizational commitment and facilitating knowledge sharing in the organization. Findings showed that the employee contribute to their knowledge sharing only when they perceive that it would enhance their reputation."

"Penelitian ini bertujuan untuk melihat pengaruh organizational mobility preferences dan perceived organizational support terhadap affective commitment karyawan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Affective Commitment Scale yang telah direvisi dan dikembangkan oleh Meyer, Allen, dan Smith (dalam Meyer & Allen, 2004) untuk mengukur komitmen afektif karyawan sebagai variabel terikat, Boundaryless Career Attitudes Scale (Briscoe, Hall, & DeMuth, 2006) untuk mengukur organizational mobility preferences dan Survey of Perceived Organizational Support (Eisenberger et al., 1997). Penelitian ini dilakukan pada 143 responden yang pernah bekerja selama minimal satu tahun. Penelitian ini menunjukkan hasil bahwa organizational mobility preferences (β = -0,30, p = 0,000) memiliki pengaruh negatif terhadap komitmen afektif dan perceived organizational support (β = 0,51, p = 0,000) memiliki pengaruh positif terhadap komitmen afektif karyawan, Lebih lanjut lagi diketahui bahwa variabel organizational mobility preferences dan perceived organizational support memiliki kontribusi varian yang unik pada komitmen afektif karyawan setelah mengontrol usia, tahun lulus pendidikan terakhir, tahun mulai kerja, lama kerja saat ini, dan waktu paling lama kerja karyawan.

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The aim of this research is to examine the influence of organizational mobility preferences and perceived organizational support on affective commitment. This study is a quantitative study using Affective Commitment Scale developed by Meyer, Allen, dan Smith (in Meyer & Allen, 2004) to measure employee's affective commitment towards organization as the dependent variable (DV), Boundaryless Career Attitudes Scale developed by Briscoe, Hall, and DeMuth (2006) to measure the dimension of organizational mobility preferences and Survey of Perceived Organizational Support developed by Eisenberger et al. (1997) to measure employee?s perceived organizational support. The sample of this study is a total of 143 respondents who have worked in a company for at least a year.

Results indicated that organizational mobility preferences (β = -0,30, p = 0,000) negatively influenced employee?s affective commitment while perceived organizational support (β = 0,51, p = 0,000) positively influenced employee?s affective commitment. Furthermore, organizational mobility preferences and perceived organizational support explained a unique variance in affective commitment above age, year graduated from latest education, year first started a job, employee's tenure (current tenure and longest tenure)."

"Penelitian ini mengusulkan bahwa karyawan membentuk persepsi dukungan organisasi yang memberikan pengaruh terhadap organizational citizenship behavior dan intensi keluar melalui kepercayaan organisasi dan kepuasan organisasi. Hipotesis diuji menggunakan data yang didapatkan dari 126 karyawan sebuah perusahaan swasta melalui penyebaran kuesioner secara langsung. Hasil penelitian yang didapatkan dengan structural equation modeling menunjukkan bahwa persepsi dukungan organisasi memiliki pengaruh positif yang signifikan terhadap kepercayaan organisasi dan kepuasan organisasi, kepercayaan organisasi memiliki pengaruh positif yang signifikan terhadap kepuasan organisasi, dan kepuasan organisasi memiliki pengaruh positif yang signifikan terhadap organizational citizenship behavior (OCB) dan pengaruh negatif yang signifikan terhadap intensi keluar. Namun berbeda dengan penelitian terdahulu, persepsi dukungan organisasi tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar dan pengaruh positif terhadap OCB, dan OCB tidak ditemukan memiliki pengaruh negatif terhadap intensi keluar.

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This study suggests that employees develop perceived organizational support which affects organizational citizenship behavior and intention to leave through organizational trust and organizational satisfaction. Hypotheses were tested with data collected from 126 employees in a privately held company by survey. The results obtained using structural equation modeling show that perceived organizational support significantly and positively affects organizational trust and organizational satisfaction, organizational trust significantly and positively affects organizational satisfaction, and organizational satisfaction positively affects OCB and negatively affects intention to leave. Contrast to previous studies, the results show that perceived organizational support doesn`t have a negative effect on intention to leave and doesn`t have a positive effect on OCB, and OCB doesn`t have a negative effect on intention to leave."