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"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 bertujuan untuk mengetahui pengaruh dari organizational learning culture dan perceived organizational support terhadap komitmen afektif dan turnover intention pada karyawan IT di Bank XYZ. Responden dalam penelitian ini adalah 170 karyawan IT Bank XYZ. Metode yang digunakan dalam penelitian ini adalah Structural Equation Modelling SEM. Hasil dari penelitian ini menunjukan bahwa organizational learning culture dan perceived organizational support memiliki pengaruh yang positif terhadap komitmen afektif, dan adanya pengaruh yang negatif dari komitmen afektif terhadap turnover intention.

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This research aims to examine the influence of organizational learning culture and perceived organizational support on affective commitment and turnover intention. The respondents of this study are 170 IT employees in Bank XYZ. This study uses Structural Equation Model SEM to analysis the data. This research found, there is significant positive relationship between organizational learning culture and perceived organizational support with affective commitment and there is significant negative relationship between affective commitment with turnover intention."

"Work engagement merupakan sebuh konstruk yang diasosikan dengan berbagai employee outcomes seperti job performance, job satisfaction dan employee well being. Penelitian ini bertujuan untuk menguji pengaruh perceived supervisor support, perceived organizational support, dan learning opportunities terhadap work engagement karyawan generasi milenial perbankan BUMN. Penelitian ini merupakan penelitian kuantitatif yang menggunakan metode Structural Equation Modeling SEM untuk mengolah 195 data responden. Hasil penelitian ini menunjukkan bahwa work engagement dipengaruhi secara langsung oleh perceived supervisor support dan perceived organizational support. Selain itu perceived organizational support terbukti memediasi pengaruh perceived supervisor support terhadap work engagement. Sehingga peran mediasi yang terbentuk adalah partial mediation.

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Work engagement is a construct that is associated with various employee outcomes such job performance, job satisfaction and employee well being. This study aims to examine the effect of perceived supervisor support, perceived organizational support, and learning opportunities on millennials work engagement in state owned bank. This research is a quantitative research using Structural Equation Modeling SEM method to analyze the data.

The results of this study indicate that work engagement is directly affected by perceived supervisor support and perceived organizational support. In addition, perceived organizational support proved to mediate the impact of perceived supervisor support on work engagement. Thus, the mediation role formed is partial mediation. "

"Penelitian ini dilakukan untuk melihat efektivitas pemberian program effective coaching pada atasan untuk meningkatkan perceived organizational support dan komitmen organisasi karyawan SBU H PT. X. Penelitian ini menggunakan tipe penelitian action research dengan jumlah partisipan penelitian sebanyak 12 orang karyawan SBU H PT.X. Alat ukur yang digunakan dalam penelitian ini adalah Survey of Perceived Oganizational Support yang dikembangkan oleh Eisenberger (1986) yang berjumlah 36 item dan alat ukur Komitmen Organisasi yang dikembangkan oleh Meyer dan Allen (1997) yang berjumlah 36 item. Peneliti menggunakan teknik korelasi Spearman Rho untuk mengetahui hubungan antara perceived organizational support dan komitmen organisasi dan uji Wilcoxon Signed-Rank Test untuk melihat peningkatan skor kedua variabel tersebut setelah pemberian intervensi berupa program effective coaching. Hasil penelitian menunjukkan adanya hubungan yang signifikan antara POS dan Komitmen Organisasi, dengan koefisien korelasi sebesar 0.880 dan signifikansi 0.000 (p<0.001). Selain itu juga terdapat peningkatan skor perceived organizational support setelah pemberian intervensi akan tetapi tidak terdapat peningkatan skor komitmen organisasi setelah pemberian intervensi.

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This research was conducted to examine the effectiveness of Effective Coaching Program for Supervisor to enhance employee?s perceived organizational support and organizational commitment at SBU H PT. X. This research used action research studies with 12 participants who works in SBU H PT. X. Tools used in this research were Survey of Perceived Organizational Support by Eisenberger (1986) with 36 items, and Organizational Commitment Questionnaire that developed from Allen & Meyer (1997) with 36 items.

The Researcher using the Spearman Rho correlation technique to determine the relationship between perceived organizational support and organizational commitment and the Wilcoxon Signed-Rank Test to see an increase in score of the two variables after the intervention of effective coaching program.

The results showed a significant relationship between POS and Organizational Commitment by all participants in this study with coefficient correlation of 0.880 and significance 0.000 (p <0.001). In addition, there is also an increase in perceived organizational support scores after the intervention but there is no increase in organizational commitment scores after the intervention."

"Skripsi ini membahas pengaruh antara 55 yang Dirasakan terhadap Komitmen Afektif dan Kinerja Pegawai dengan Mediasi Employee Engagement pada Aparatur Sipil Negara di Wilayah Jakarta. Dengan sampel sebanyak 137 responden, penelitian ini menggunakan metode analisis SEM yang mengkombinasikan aspek faktor analysis dan multiple regression yg memungkinkan peneliti utk menguji secara simultan serangkaian interrelated dependence relationships antara variabel pengukuran dan variabel laten. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang positif antara Dukungan Organisasi yang Dirasakan terhadap Employee Engagement serta Komitmen Afektif. Begitu juga Employee Engagement dengan Komitmen Afektif dan Kinerja Karyawan. Employee Engagement juga ditemukan memediasi hubungan antara Dukungan Organisasi yang Dirasakan terhadap Komitmen Afektif dan Kinerja Karyawan. Tetapi ada satu temuan yang menunjukkan bahwa Dukungan Organisasi yang Dirasakan tidak berpengaruh secara positif terhadap Kinerja Karyawan.(br>This study discusses the influence between Perceived Organizational Support towards Affective Commitments and Employee Performance with Employee Engagement as Mediation of the State Civil Apparatus in Jakarta Region. With asample of 137 respondents, this study uses a SEM analysis method that combines aspects of factor analysis and multiple regression that allows researchers to examine simultaneously a series of interrelated dependence relationships between measurement variables and latent variables. The results showed that there was a positive influence between Perceived Organizational Support to Employee Engagement and Affective Commitment. Likewise, Employee Engagement also positively influence Affective Commitment and Employee Performance. Employee Engagement was also found to mediate the relationship between Perceived Organizational Support and Affective Commitment and Employee Performance. But there is one finding that shows that Perceived Organizational Support does not have a positive influence on Employee Performance."

"Penelitian ini dilakukan untuk mengetahui pengaruh perceived organizational support (POS) terhadap komitmen organisasi karyawan di PT XYZ. Tipe penelitian action research dengan responden sebanyak 66 karyawan. Alat ukur dalam penelitian ini adalah adaptasi dari Organizational Commitment Questionnare (Allen dan Meyer, 1997) dan Survey Perceived of Organizational Support (Eisenberger dkk., 1986). Hasil uji regresi berganda (R2=0,208, p<0,05), menunjukkan bahwa ketiga komponen POS secara bersama-sama berpengaruh signifikan terhadap komitmen organisasi karyawan. Adapun dimensi POS yang memiliki sumbangan terbesar terhadap ketiga komponen komitmen organisasi adalah perceived of supervisor support (PSS). Oleh karena itu, intervensi dirancang untuk meningkatkan PSS melalui pelatihan coaching terhadap atasan dan pendampingan saat atasan memberikan coaching kepada bawahannya. Dari hasil uji signifikansi perbedaan pre-test dan post-test, diketahui bahwa intervensi yang diberikan berhasil meningkatkan POS (t=-2,899, p<0,05), namun tidak berhasil meningkatkan komitmen organisasi karyawan (t=-1,489, p>0,05). Hal ini disebabkan rendahnya pengalaman kerja responden (dibawah 2 tahun) atau jarak pengukuran pre-test dan post-test yang terlalu singkat. Dengan demikian, perusahaan perlu memberikan bentuk dukungan lain yang dapat meningkatkan komitmen organisasi, misalnya kebijakan, penghargaan, dan kondisi kerja yang dipersepsikan adil oleh karyawan.

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The study was conducted to determine the effect of perceived organizational support (POS) to organizational commitment of XYZ employees. Type of action research study with the respondents as many as 66 employees. Measuring tool in the study were adapted from the Organizational Commitment Questionnare (Allen and Meyer, 1997) and the Survey of Perceived Organizational Support (Eisenberger et al., 1986).

The results of multiple regression test (R2=0,208, p<0,05), showed that all three components of POS is jointly significant effect on organizational commitment of employees. The dimensions of POS which has the largest contribution to the three components of organizational commitment is perceived supervisor support (PSS). Therefore, the interventions was designed to improve the PSS through coaching training and supervisory to superordinates.

The results of pre-test and post-test significance differences that intervention given had been able to improve POS (t=-2,899, p<0,05), but have not been able to improve organizational commitment (t=-1,489, p>0,05). This is due to lack of work experience of respondents (under 2 years) or a distance measurement of pre-test and post-test that is too short. Thus, companies need to provide other forms of support that can improve organizational commitment, such as policies, fair rewards, and working conditions are perceived by employees."

"Tesis ini bertujuan untuk mengetahui apakah terdapat hubungan antara keadilan organisasidan persepsi dukungan organisasi terhadap komitmen afektif karyawan di PT A. Tipe penelitian yang digunakan adalah penelitian korelasional dengan responden penelitian sebanyak 52 karyawan. Keadilan organisasidiukur dengan menggunakan alat ukur yang diadaptasi dari alat ukur organizational justice dari Neihoof Moorman 1993 yang terdiri dari 20 item a= 0,911. Alat ukur persepsi dukungan organisasi diukur menggunakan alat ukur yang diadaptasi dari alat ukur perceived organizational supportdari Eisenberger 2002 yang terdiri dari 8 item a=0,892. Sementara alat ukur komitmen afektif diukur menggunakan alat ukur yang diadaptasi dari alat ukur affective commitmentdari Meyer Allen 1991 yang terdiri dari 8 item a=714.Hasil penelitian menunjukkan hubungan yang positif dan signifikan antara keadilan organisasimaupun persepsi dukungan organisasi terhadap komitmen afektif R = 0,410, p < 0,001. Hasil penelitian juga menunjukkan bahwa persepsi dukungan organisasi lebih memengaruhi komitmen afektif jikadibandingkan dengankeadilan organisasi b= 0,418, p < 0,05. Hal ini dapat diartikan semakin tinggi persepsi dukungan organisasi maka akan tinggi pula komitmen afektif. Peneliti selanjutnya merancang intervensi yang dapat meningkatkan persepsi dukungan organisasi melalui pelatihan coaching for performanceuntuk karyawan PT A yang memiliki bawahan. Tujuannya dengan dilakukannya coachingadalah untuk meningkatkan persepsi dukungan organisasi yang selanjutnya dapat meningkatnya komitmen afektif.Hasil evaluasi pemahaman peserta menunjukkan perbedaan signifikan antara skor pre-testdan post-test t = -5,745, p < 0,001. Hal ini dapat diartikan terjadi peningkatan pemahaman mengenai coaching pada peserta pelatihan setelah pelaksanaan intervensi.

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The purpose of this research is to determine the effect of organizational justice and perceived organizational support to affective commitment of the employee at A Company. The type of this study is correlational study and the number of participants are 52 employees. Organizational justice is measured by using measurement instrument adapted from organizational justice questionnaire developed by Neihoof Moorman 1993, consist of 20 item a 0,911. Perceived organizational support is measured by using measurement instrument adapted from Perceived organizational support questionnaire developed by Eisenberger 2002, consist of 8 item a 0,892. Whereas affective commitment is measured by using measurement instrument adapted questionnaire affective commitment developed by Meyer Allen 1991, consist of 8 item a 714.The result a positive and significant relationship among organizational justice and perceived organizational support with affective commitment R 0,410 , p 0,001. The result also showed that only perceived organizational support indicating a positive and significant relationship on affective commitment than organizational justice b 0,418, p 0,05. It can be conclude that the higher perceived organizational support then the higher of affective commitment level. Researcher then designing intreventions that can improve perceived organizational support through coaching for performance training for employee of A company who has the subordinates. The purpose of the intervention is to improve perceived organizational support which can impact on improve affective commitment level. Evaluation at learning criteria show significant differences between pre test dan post test t 5,745, p 0,001. It can be concluded that there has been an increase in knowledge about coaching on the trainee after the intervention session."

"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari perceived organizational support terhadap keinginan karyawan untuk meninggalkan perusahaan turnover intention . Variabel perceived organizational support diukur melalui delapan buah indikator dari Eisenberger dkk. 1986 sedangkan variabel turnover intention diukur melalui empat buah indikator dari penelitian Farh dkk. 1998 dan Alexander dkk. 2012 . Analisis dilakukan pada karyawan PT X yang berstatus karyawan tetap dengan masa kerja minimal satu tahun dengan jumlah responden sebanyak 172 orang. Penelitian ini menggunakan metode survei dengan pendekatan kuantitatif menggunakan kuesioner sebagai instrumen penelitian. Data penelitian ini akan dianalisis menggunakan analisis statistik deskriptif dan regresi linier sederhana untuk menguji variabel terkait. Hasil penelitian ini membuktikan bahwa persepsi dukungan organisasi karyawan memiliki pengaruh yang kuat terhadap keinginan karyawan untuk meninggalkan organisasi dan hubungan tersebut bersifat negatif.

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This research aims to examine how employees perceived organizational support affects employee turnover intention. The measurement of perceived organizational support is the 8 items scale developed by Eisenberger et al. 1986 and the employees turnover intention is measured using four indicators that has been used previously by researchers, Farh et al. 1998 and Alexander et al. 2012. The research is done in PT X and samples consist of 172 permanent employees with minimum one year of tenure.

Quantitative method is used in this research and questionnaires distributed as research instrument. The data collected are analyzed using descriptive statistic and simple regression, and the result showed that the independent variable, perceived organizational support strongly affect employees turnover intention with negative relation."

"Bank Mandiri, sebagai salah satu bank terbesar di Indonesia, dengan cabang yang ada hampir diseluruh provinsi di Indonesia dan tentunya dengan kualitas pelayanan yang baik tentu hal ini tidak lepas dari peran sumber daya manusia yakni karyawan itu sendiri yang secara bersama membangun kredibilitas Bank Mandiri. Dengan menyandang predikat Best Service Excellence Bank pada tahun 2011 lalu, Bank Mandiri tentu memiliki tata kelola yang baik dengan sumber daya manusia didalamnya. Mengambil latar belakang tersebut, penelitian ini dilaksanakan untuk melihat salah satu faktor pembentuk kinerja yang baik, yaitu komitmen organisasi dan motivasi kerja. Penelitian ini dimaksudkan untuk melihat apakah ada pengaruh positif antara komitmen organisasi dengan motivasi kerja. Tentunya dengan komitmen organisasi dan motivasi kerja yang tinggi, karyawan akan memiliki kinerja yang baik untuk bersama membangun perusahaan sesuai dengan tujuannya. Komitmen organisasi yang diteliti dalam penelitian ini adalah komitmen afektif, kontinuans dan normatif. Sedangkan motivasi kerja yang dijadikan landasan pemikiran penelitian ini adalah motivasi kerja intrinsik dan ekstrinsik karyawan. Ternyata setelah dilakukan penelitian terhadap 150 orang karyawan Bank Mandiri area Depok dari berbagai departemen pekerjaan dan berbagai jabatan yang ada, di dapat satu kesimpulan bahwa ternyata faktor komitmen kerja yang terdiri dari kontinuans dan normatif lebih mempengaruhi secara positif motivasi kerja ekstrinsik dan motivasi intrinsiknya. Sementara komitmen afektif mempengaruhi secara negatif baik terhadap motivasi kerja intrinsik dan ekstrinsik. Hal ini tentu menjadi catatan tersendiri bagi pihak Bank Mandiri dimana manajer Bank Mandiri harus dapat lebih menghargai karyawannya, memberikan bonus yang pantas akan kinerja karyawannya serta memberikan perhatian lebih bukan hanya pada diri karyawan tersebut tapi juga pada keluarganya.

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Bank Mandiri, as one of the largest banks in Indonesia, with branches that exist almost throughout the provinces of Indonesia and come with good service quality is of course it is role of the human resources employees itself jointly build the credibility of the Bank Mandiri. With bore the title of Best Bank Service Excellence in year 2011, Bank Mandiri certainly has a good governance with a human resources therein. Take the background, this research was carried out to see one of the factors forming a good performance that is, organizational commitment and work motivation. This research was intended to see if there is a positive influence of organizational commitment with work motivation. Of course with high level of organizational commitment and motivation, employees will have a good performance to built the company in accordance with its purpose. The commitment of the organizations examined in this study is affective, continuance and normative commitment. While the work motivation, which provided the foundation of thought in this research, was intrinsic and extrinsic motivation of employees. As it turns out, after an examination of the 150 employees the Bank Mandiri Depok area from various departments work and a wide variety of positions exist, a conclusion turned out that normative and continuance commitment was more influencing in a positive way on extrinsic and intrinsic motivation. Affective commitment while negatively affecting both work against intrinsic and extrinsic motivation. This must be a record for the Bank Mandiri which means the manager should be able to better appreciate their employees, giving bonuses of its employees and as well as providing more attention not only on the employees themselves but also on their families."

"ABSTRAKStudi ini membahas pengaruh partisipasi langsung dan partisipasi representatif pegawai dan iklim hubungan industrial terhadap komitmen organisasional pegawai kepada perusahaan. Studi ini dilakukan di sebuah perusahaan agroindustri bernama PT AgriCo yang memproduksi nanas olahan untuk diekspor ke luar negri. Studi yang melibatkan 214 sampel dengan kriteria responden adalah pegawai non-manajerial yang menjadi anggota serikat pekerja ini merupakan studi kuantitatif dan menggunakan metode structural equation modeling. Hasil penelitian menunjukkan bahwa iklim hubungan industrial berperan sebagai mediator antara partisipasi pegawai baik secara langsung maupun melalui representatif terhadap komitmen organisasional. Pada akhir penelitian, uji one way ANOVA dilakukan untuk mengetahui apakah masa kerja mempengaruhi tingkat komitmen organisasional pegawai, namun hasil penelitian menunjukkan bahwa tidak ada perbedaan tingkat komitmen organisasi antara pegawai dengan masa kerja yang berbeda beda.

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ABSTRACTThis study discusses the causal analysis of direct and representative employee participation and industrial relations climate toward employees rsquo organizational commitment. This research was held in an agroindustry company called PT AgriCo which produces processed pineapple to be exported overseas. The study which involved 214 respondents who are non managerial employees and member of labor union is a quantitative study using structural equation modeling method. The result of this study shows that industrial relations climate is a mediator between direct and representative employee participation toward employees rsquo organizational commitment. At the end of the study, one way ANOVA test was done to see whether employees rsquo working tenure moderates the level of employees rsquo organizational commitment therefore, the result shows that there is no difference in the level of employees rsquo organizational commitment among employees with different range of working tenure."