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"This study has explored the role of cultural intelligence as a mediator in the relationship between the openness to experience personality trait and job satisfaction among expatriates. Expatriates were required to fill up online questionnaires to measure all the three variables. This study used a regression and bootstrapping analysis to test the hypothesis in a sample of 265 expatriates. The result indicates that the variance in job satisfaction accountable to the openness to experience personality trait is fully mediated through cultural intelligence. This finding provides evidence that possessing cultural intelligence acts as a mechanism in which an open expatriate could feel satisfied with his or her job. Moreover, this study discusses the practical implications especially for multinational companies and suggests some future research directions.Penelitian ini meneliti dampak dari peran kecerdasan budaya sebagai mediator dalam hubungan antara kepribadian openness to experience terhadap kepuasan kerja ekspatriat. Ekspatriat mengisi kuesioner secara online untuk mengukur ketiga variabel. Penelitian ini menggunakan analisis regresi dan bootstrapping untuk menguji hipotesis dari 265 ekspatriat. Hasil penelitian menunjukkan bahwa kecerdasan budaya dapat memediasi dalam hubungan antara kepribadian openness to experience terhadap kepuasan kerja secara penuh. Hal itu berarti bahwa kecerdasan budaya adalah suatu mekanisme yang berperan pada ekspatriat yang memiliki kepribadian openness to experience untuk merasakan puas dengan pekerjaannya. Selain itu, penelitian ini membahas implikasi praktis terutama untuk perusahaan multinasional dan menyarankan beberapa penelitian selanjutnya."

"ABSTRAKFenomena job-hopping atau kutu loncat bagi angkatan kerja gen Y merupakan permasalahan yang dihadapi oleh departemen SDM di perusahaan-perusahaan saat ini. Para ahli memperkirakan pada tahun 2020, gen Y akan memenuhi 50 tenaga kerja di dunia. Tingginya angka turnover pada karyawan gen Y menyebabkan perusahaan mulai beradaptasi dengan fenomena ini. Berbagai program dan tawaran disiapkan untuk menarik minat dan kesetiaan karyawan gen Y. Mulai dari gaji, work-life balance, hingga suasana kerja yang nyaman disiapkan perusahaan untuk menyambut angkatan kerja gen Y yang akan semakin banyak. Organizational emotional intelligence OEI adalah variabel dengan level iklim yang melibatkan norma dan kebiasaan karyawan di kantor yang merupakan indikator untuk mengukur iklim suasana kerja. Penelitian ini akan melihat bagaimana OEI dapat mempengaruhi intention to leave karyawan gen Y melalui mediasi sikap karyawan yang dihubungkan kepada variabel job satisfaction dan affective commitment. Dengan mensurvei karyawan di instansi pemerintah di Jakarta n=109 , penelitian ini menemukan bahwa job satisfaction dan affective commitment memediasi dampak dari OEI pada intention to leave. Penelitian ini memberikan kontribusi untuk pemahaman yang lebih luas tentang persepsi dampak OEI terhadap sikap karyawan terhadap organisasi dan pekerjaan; dan bagaimana sikap ini berdampak pada intention to leave.

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ABSTRACTThe phenomenon of job hopping for the Y workforce is a problem faced by the HR departments of the companies today. Experts estimate by 2020, Y genes will meet 50 of the workforce in the world. The high number of turnover in gen Y employees cause companies to adapt to this phenomenon. Various programs and offers are set up to attract the interest and loyalty of gen Y employees. Starting from salary, work life balance, to a comfortable working atmosphere the company prepares to welcome the growing Y workforce. Organizational emotional intelligence OEI is a variable with a climate level that involves the norms and habits of employees in the office which is an indicator to measure the climate of work atmosphere. This study will look at how OEI can influence the intention to leave gen Y employees through mediation of employee attitudes that are linked to job satisfaction and affective commitment variables. By surveying employees at a government agency in Jakarta n 109 , this study found that job satisfaction and affective commitment mediate the impact of OEI on intention to leave. This study contributes to a broader understanding of OEI 39 s impact perceptions on employee attitudes towards organization and employment and how this attitude affects the intention to leave."

"ABSTRAKPenelitian ini menganalisis bagaimana pengaruh berbagi pengetahuan terhadap keterikatan kerja dengan peran mediasi pengembangan kompetensi, kepuasan kerja dan komitmen afektif pada karyawan generasi Y di Indonesia. Data dikumpulkan melalui penyebaran kuesioner secara daring melalui situ google form. Responden yang terkumpul sebanyak 407 responden. Hasil penelitian ini menunjukkan bahwa terdapat hubungan positif signifikan antara berbagi pengetahuan dengan pengembangan kompetensi, hubungan positif signifikan antara pengembangan kompetensi dengan komitmen afektif, hubungan positif signifikan antara berbagi pengetahuan dengan komitmen afektif, hubungan positif signifikan antara pengembangan kompetensi dengan kepuasan kerja, hubungan positif signifikan antara berbagi pengetahuan dengan kepuasan kerja, hubungan positif signifikan antara kepuasan kerja dengan komitmen afektif, dan hubungan positif signifikan antara komitmen afektif dengan keterikatan kerja. Hasil penelitian juga menunjukkan bahwa pengembangan kompetensi memediasi hubungan antara berbagi pengetahuan dengan komitmen afektif.

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ABSTRACTThis study analyzes how the effect of knowledge sharing on work engagement with the mediating role of competency development, job satisfaction and affective commitment on generation Y employees in Indonesia. Data was collected through distributing questionnaires online through the google form site. Respondents collected were 407 respondents. The results of this study indicate that there is a significant positive relationship between knowledge sharing and competency development, a significant positive relationship between competency development and affective commitment, a significant positive relationship between knowledge sharing and affective commitment, a significant positive relationship between competency development and job satisfaction, a significant positive relationship between sharing knowledge with job satisfaction, a significant positive relationship between job satisfaction and affective commitment, and a significant positive relationship between affective commitment and work engagement. The results also show that competency development mediates the relationship between knowledge sharing and affective commitment."

"Kepuasan kerja merupakan suatu bentuk kepuasan individu terhadap pekerjaannya. Penelitian ini bertujuan untuk meneliti fenomena kepuasan kerja, serta menguji pengaruh dari emotional intelligence dan participative leadership yang ada pada individu terhadap kepuasan kerja, dengan menggunakan variabel keterikatan kerja sebagai mediasinya. Penelitian ini menggunakan metode analisis Structural Equation Modelling (SEM) dengan membagikan kuesioner kepada responden. Penelitian ini dilakukan kepada pegawai di lingkungan Direktorat Jenderal Perimbangan Keuangan dengan jumlah responden sebanyak 285 responden. Hasil penelitian ini menunjukkan bahwa emotional intelligence memiliki pengaruh signifikan terhadap kepuasan kerja dan keterikatan kerja. Sedangkan participative leadership tidak memiliki pengaruh signifikan terhadap kepuasan kerja namun memiliki pengaruh terhadap keterikatan kerja. Hasil penelitian ini juga menunjukkan bahwa keterikatan kerja berperan sebagai mediasi hubungan antara emotional intelligence dengan kepuasan kerja, dan participative leadership dengan kepuasan kerja. Selanjutnya, penelitian ini diharapkan mampu memberikan kontribusi bagi manajemen di bidang sumber daya manusia dalam menciptakan kondisi yang dapat meningkatkan kecerdasan emosional dan keterikatan kerja para pegawainya, khususnya di sektor publik.

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Job satisfaction is a form of individual satisfaction with his work. This study aims to examine the phenomenon of job satisfaction, and to look at the influence of emotional intelligence and participative leadership in individuals on job satisfaction, using work engagement variable as a mediation. This study used the Structural Equation Modelling (SEM) analysis method by distributing questionnaires to respondents. This research was conducted on employees in the Directorate General of Fiscal Balance with a total of 285 respondents. The results of this study showed that emotional intelligence has a significant influence on job satisfaction and work engagement. While, participative leadership does not have a significant effect on job satisfaction but has an influence on work engagement. he results of this study also show that work engagement acts as a mediation for the relationship between emotional intelligence and job satisfaction, and participatory leadership and job satisfaction. Furthermore, this research is expected to be able to contribute to management in the field of human resources in creating conditions that can improve the emotional intelligence and work engagement of its employees, especially in the public sector."

"ABSTRAK

Penelitian ini berhubungan dengan pengaruh budaya organisasi yang

dominan di PT XYZ terhadap job satisfaction dan employee engagement di PT XYZ.PT XYZ adalah salah satu self regulatory organization (SRO) pasar modal Indonesia.Penelitian ini melakukan studi variabel budaya organisasi menggunakanOrganization Culture Assessment Instrument (OCAI) yang dikembangkan olehCameron dan Quinn pada tahun 2006, yang terdiri dari 4 tipologi budaya organisasiyaitu, Clan, Hierarchy, Market dan Adhocracy. Akan dipilih variabel yang dominandari keempat tipologi tersebut kemudian akan diuji pengaruh terhadap variabel jobsatisfaction, dan diuji juga hubungan secara tidak langsung dengan employeeengagement. Pengumpulan data menggunakan kuesioner yang telah disebarkankepada karyawan PT XYZ. Analisis data menggunakan bantuan Confirmatory FactorAnalysis (CFA) dan Path analysis. Hasil dari penelitian ini menunjukkan bahwavariabel budaya organisasi yakni tipologi clan yang dominan di PT XYZ berpengaruhpositif terhadap variabel job satisfaction, variabel job satisfaction berpengaruh positifterhadap variabel employee engagement dan terdapat pengaruh positif budayaorganisasi terhadap employee engagement yang dimediasi oleh variabel jobsatisfaction.

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ABSTRACT

This Research relating to the influence of cultural organization that dominan

in PT XYZ on job satisfaction and employee engagement. PT XYZ is one of aregulatory self organization (SRO) OF Indonesia Stock Exchange. This researchconducted a study of the cultural organizational variable use Organization CultureAssessment Instrument (OCAI) developed by Cameron and Quinn in 2006 whichconsist of four typhologies cultural organization, Clan, Hierarchy, Market andAdhocracy. Dominant typhology will be chosen then will be tested influence onvariable job satisfaction, and tested indirectly relationship on variable employeeengagement. Data was analyzed using Confimatory Factor Analysis (CFA) and pathanalysis. The results of this study indicate the variable organizational culturetyphology (Clan) have positif influence on variable job satisfaction, variable jobsatisfaction have positif influence on variable employee engagement and there are apositive influence on organizational culture with employee engagement, where thatrelationship using intervening variable (job satisfaction).

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"Penelitian ini membahas tentang perbedaan iklim organisasi dan kepuasan kerja dengan dimensi-dimensinya pada Badan Intelijen Negara dan Badan Intelijen Keamanan Polri serta pengaruh iklim organisasi terhadap kepuasan kerja anggota polisi pada kedua Badan Intelijen tersebut. Metode penelitian yang digunakan kuantatif eksplanatif, yang mengkaji bagaimana responden mempersepsikan iklim organisasi dan kepuasan kerja dalam dua unit organisasi yang berbeda. Populasi penelitian 203 anggota polisi yang terdiri dari perwira maupun bintara yang bekerja pada Badan Intelijen Negara. Sementara dari Badan Intelijen Keamanan Polri sebanyak 728 anggota polisi baik yang berpangkat Komjen, Perwira, bintara dan Pegawai Negeri Sipil. Teknik pengumpulan data menggunakan kuesioner yang disebarluaskan kepada anggota polisi di kedua unit organisasi tersebut.Hasil penelitian menunjukan, bahwa (1) Iklim organisasi anggota Badan Intelijen Negara lebih tinggi dibandingkan anggota Badan Intelijen Keamanan Polri. Dari hasil uji statistik yang dilakukan dapat disimpulkan bahwa terdapat perbedaan variabel Iklim Organisasi yang signifikan antara Badan Intelijen Negara dengan Badan Intelijen Keamanan Polri; (2) Kepuasan kerja anggota Badan Intelijen Negara lebih tinggi dibandingkan anggota Badan Intelijen Keamanan Polri. Dari hasil uji statistik yang dilakukan dapat disimpulkan bahwa terdapat perbedaan variabel kepuasan kerja yang signifikan antara Badan Intelijen Negara dengan Badan Intelijen Keamanan Polri; (3) Berdasarkan hasil analisis regresi berganda, dapat disimpulkan bahwa pada anggota Badan Intelijen Negara, dimensi-dimensi Iklim organisasi terbukti berpengaruh signifikan terhadap Kepuasan Kerja dengan besar pengaruh sebesar 91,1%. Dari beberapa dimensi tersebut, dimensi yang paling dominan mempengaruhi kepuasan kerja adalah support & komitmen.Implementasi dari penelitian ini adalah untuk Badan Intelijen Keamanan Polri sebaiknya dapat lebih meningkatkan dimensi lainnya yang berkaitan dengan Iklim organisasi yang meliputi reward, struktur dan tanggung jawab, warmth, support & komitmen, standard, maupun risk & conflict, sehingga nilai iklim organisasi dalam Badan Intelijen Keamanan Polri pun dapat meningkat serta memiliki nilai yang tinggi seperti yang ada pada Badan Intelijen Negara. Dengan demikian, maka nilai kepuasan kerja dalam Badan Intelijen Keamanan Polri juga akan ikut meningkat.

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The study discusses the differences in the context of organizational climate and job satisfaction with its dimensions between National Intelligence Agency and National Police Security Intelligence Agency as well as the influence of organizational climate on job satisfaction of police officers at the two intelligence agencies. The research employs the quantitative explanatory method which examines how respondents perceive organizational climate and job satisfaction in the two different organizational units. There are 931 respondents of the research: 203 officers, consisting of officers and NCOs working for National Intelligence Agency and 728 officers, ranging from police commissioner general, NCOs, to civil servants working for the National Police Security Intelligence Agency. Data is gathered using questionnaires that are distributed to officers in both organizational units. The results of the study reveal that: (1) organizational climate of the members of State Intelligence Agency is higher than that of the members of the National Police Security Intelligence Agency. Based on the results of statistical tests, it can be concluded that there are significant differences in organizational climate variables between the State Intelligence Agency and the National Police Security Intelligence Agency; (2) job satisfaction of the members of the State Intelligence Agency is higher than that of the members of the National Police Security Intelligence Agency. Based on the results of statistical tests, it can be concluded that there are significant differences in job satisfaction variables between the State Intelligence Agency and the National Police Security Intelligence Agency; and (3) based on the results of multiple regression analysis, it can be concluded that for the members of the State Intelligence Agency, the dimensions of organizational climate proved to have a significant effect on job satisfaction with a large effect of 91.1%. The most dominant dimension influencing job satisfaction is support and commitment. The implementation of this research is that the National Police Security Intelligence Agency should be able to further improve other dimensions related to organizational climate which include rewards, structure and responsibility, warmth, support & commitment, standards, and risk & conflict, so that the value of the organizational climate within the Intelligence Agency Police security can also be increased and have a high value like that of the State Intelligence Agency. Thus, the value of job satisfaction in the Police Security Intelligence Agency will also increase."

"Penelitian ini bertujuan untuk mengkaji pengaruh positif emotional intelligence, transformational leadership, job satisfaction, dan organizational commitment secara langsung terhadap job performance. Selain pengaruh langsung, penelitian ini juga mengkaji peran job satisfaction dan organizational commitment sebagai mediating variable dalam pengaruh emotional intelligence dan transformational leadership terhadap job performance. Objek penelitian ini adalah karyawan sektor jasa keuangan dan asuransi di wilayah DKI Jakarta dan sekitarnya. Data penelitian dikumpulkan menggunakan kuesioner online dan offline kepada 500 orang karyawan yang telah bekerja pada sektor jasa keuangan dan asuransi minimal dalam kurun waktu setengah tahun terakhir. Hasil analisis data dengan Structural Equation Modelling (SEM) menunjukkan bahwa emotional intelligence, transformational leadership, job satisfaction, dan organizational commitment memiliki pengaruh langsung positif yang signifikan terhadap job performance. Selain itu, job satisfaction dan organizational commitment terbukti memediasi pengaruh emotional intelligence dan transformational leadership terhadap job performance secara parsial. 

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This study aims to examine the positive effects of emotional intelligence, transformational leadership, job satisfaction, and organizational commitment directly on job performance. Apart from the direct effect, this study also examines the role of job satisfaction and organizational commitment as mediating variables in the influence of emotional intelligence and transformational leadership on job performance. The objects of this research are employees of the financial and insurance services sector in DKI Jakarta and its surroundings. Research data was collected using online and offline questionnaires to 500 employees who had worked in the financial services and insurance sector for at least the last half year. The results of data analysis using Structural Equation Modelling (SEM) show that emotional intelligence, transformational leadership, job satisfaction, and organizational commitment have a significant positive direct effect on job performance. In addition, job satisfaction and organizational commitment are proven to partially mediate the effect of emotional intelligence and transformational leadership on job performance."

"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari job insecurity terhadap hubungan antara perceived organizational support dan in-role performance. Menggunakan teori psychological safety sebagai pedoman, individu yang menilai positif perlakuan dari perusahaan akan merasa aman dan keberlangsungannya di perusahaan terjamin, sehingga akan meningkatkan kinerjanya di perusahaan. Data diperoleh dari karyawan di Jabodetabek N= 269, dan dianalisis menggunakan macro Hayes PROCESS, pada SPSS v20. Hasil menunjukkan bahwa terdapat efek tidak langsung yang signifikan dari POS pada in-role performance melalui job insecurity. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

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This study aims to investigate the mediating effect of job insecurity on the relationship between perceived organizational support and in role performance. Drawing from psychological safety theory, perceived organizational support would affect individuals rsquo feeling that they could secure their job, and this would lead to high in role performance. Data were collected among employess from Jabodetabek N 269, and analyzed using the Hayes PROCESS macro on SPSS v20. The result showed that job insecurity mediated the relationship between POS and in role performance, as the indirect effect of POS on in role performance via job insecurity was found significant. Theoretical and pracyical implications were discussed. "

"Menghadapi persaingan yang semakin ketat dengan mulai diberlakukanya MEA menuntut perusahaan untuk berbenah. PT Ganding Toolsindo adalah perusahaan yang bergerak dalam industri komponen otomotif,yang beberapa tahun terakhir perusahaan mengalami penurunan penjualan. Hal ini menunjukkan bahwa meskipun para pekerja telah bekerja sesuai dengan deskripsinya, namun belum menunjukkan hasil yang maksimal. Maka dari itu diperlukan penerapan perilaku OCB bagi semua karyawan, yang dipercaya efektif untuk meningkatkan stabilitas dan efektifitas perusahaan. Penelitian ini akan berfokus untuk membahas faktor-faktor yang mempengaruhi peningkatan perilaku OCB diantara para karyawan seperti Kepuasan Kerja, Kecerdasan Emosional dan Komitmen Organisasi. Penelitian dilakukan pada PT Ganding Toolssindo pada bulan September-November 2015 pada 109 responden yang merupakan karyawan dari PT Ganding Toolsindo. Hasil penelitian menunjukkan bahwa komitmen organisasi berperan aktif dalam memediasi kepuasan kerja dengan perilaku OCB secara penuh. Sementara itu komitmen organisasi memediasi kecerdasan emosional dengan perilaku OCB secara parsial. Berdasarkan hasil tersebut, dalam rangka meningkatkan OCB pada karyawan yang bertujun untuk meningkatkan efektifitas dan stabilitas perusahaan, PT Ganding Toolsindo perlu untuk merekrut para karyawan dengan kecerdasan emosional yang tinggi.. Selain itu, PT Ganding Toolsindo juga perlu meningkatkan kepuasan kerja karyawan untuk meningkatkan komitmen organisasi yang pada akhirnya akan meningkatkan perilaku OCB.

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In Order to face a tight competition based on upcoming MEA. The companies need to fix the problems that they face and prepare more for the future. Ganding Toolsindo is a company which places the business in the industry of otomotive component. In Recent years, the sales of company has been decreased. The thing stihh happen eventough the workers already work their best, following their job description, but it still not enough to get a maximal result. Thats why they need trying a new work method like encouraging their workers to apply organization citizen behavior as daily work behavior. Organization Citizen behavior can help to increase stability and effectivity of a company.

This study focused to search those factors in organization which possibly can increase organization citizen behavior among workers like Job Satisfaction, Emotional Intelligence and organizational commitment. The researched was happened from from September to October with 109 respondents who are the workers of PT Gading Toolsindo. Based on the researched, the result showed that organizational commitment is effective mediator which connect job satisfaction with organization citizen behavior as a whole. Meanwhile organizational commitment mediate emotional intelligence with Organizational Citizen Behavior partially.

Based on the result, in order to increase organizational citizen behaviour among workers which later will increase effectivity and stability of organization, PT Gading Toolsindo needs to recruit workers with high emotional intelligence. The workers with high emotional intelligence with will practice Organizational Citizen Behavior in the work enviroment easier. Beside that way, PT Ganding Toolsindo also need to increases the job satisfaction among the workers. The increase of Job Satisfaction among employee will increase their organizational commitment will later increase organizational citizen behavior later."

"Penelitian ini dilakukan untuk mengkaji pengaruh servant leadership dan kecerdasan emosional terhadap kualitas kehidupan kerja dengan kepuasan kerja sebagai variabel intervening pada Ditreskrimum Polda Metro Jaya. Sampel Penulisan ini melibatkan 87 anggota polisi yang dipilih secara proporsional (cluster random sampling). Teknis analisis Penulisan menggunakan analisis SEM untuk menguji model hubungan langsung dan tidak langsung dari variabel bebas dan terikat. Hasil Penulisan menunjukan bahwa servant leadership mempengaruhi kepuasan kerja (r=0.465: p<0,00); kecerdasan emosional mempengaruhi kepuasan kerja (r=0,494; p<0,000), servant leadership mempengaruhi kualitas kehidupan kerja (r=0,266, p<0,00); kecerdasan emosional mempengaruhi kualitas kehidupan kerja (r=0,266; p<0,03); dan kepuasan kerja mempengaruhi kualitas kehidupan kerja (r=0.0045; p<0.50). Secara keseluruhan dapat disimpulkan bahwa servant leadership dan kecerdasan emosional merupakan variabel yang mempengaruhi kepuasan kerja dalam variabel mediasi. Kepuasan kerja sebagai variabel mediasi mempengaruhi terhadap kualitas kehidupan kerja.

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This research was conducted to examine the effect of servant leadership and emotional intelligence on the quality of work life with job satisfaction as an intervening variable at Ditreskrimum Polda Metro Jaya. The sample of this study involved 87 police officers who were selected proportionally (cluster random sampling). The research analysis technique uses SEM analysis to test the direct and indirect relationship model of the independent and dependent variables. The results showed that servant leadership affects job satisfaction (r=0.465: p<0.00); emotional intelligence affects job satisfaction (r=0.494; p<0.000), servant leadership affects the quality of work life (r=0.266, p<0.00); emotional intelligence affects the quality of work life (r=0.266; p<0.03); and job satisfaction affects the quality of work life (r=0.0045; p<0.50). Overall, it can be concluded that servant leadership and emotional intelligence are variables that affect job satisfaction in the mediating variable. Job satisfaction as a mediating variable affects the quality of work life."