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"Penelitian ini bertujuan untuk mengetahui efek moderasi dari self-monitoring pada hubungan antara job insecurity dan impression management. Menggunakan teori job adaptation dan teori self-monitoring sebagai pedoman, individu dengan self-monitoring yang tinggi akan memperkuat hubungan antara job insecurity dan impression management, karena mereka akan berusaha untuk menyesuaikan diri dengan keinginan perusahaan sehingga meningkatkan kemungkinan untuk melakukan impression management sebagai respon dari job insecurity yang dimillikinya. Data diperoleh dari karyawan dari berbagai organisasi di Jakarta N=281 dan dianalisis menggunakan macro Hayes PROCESS pada SPSS v. 21. Hasil menunjukan bahwa terdapat pengaruh positif yang signifikan antara job insecurity dengan impression management. Akan tetapi, tidak ditemukan adanya efek moderasi self-monitoring pada hubungan job insecurity dan impression management.

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This study aims to investigate the moderating effect of self monitoring on the relationship between job insecurity and impression management. Drawing on the job adaptation and self monitoring theories, individuals with a high level of self monitoring will strengthen the relationship between job insecurity and impression management, in which they are more likely to adjust themselves according to what the organization expects, thus they are more likely to use impression management in response to job insecurity. Data were collected among employees from various organizations in Jakarta N 281 and were analysed using the Hayes Process macro on SPSS v. 21. Results indicated that there were a significant positive effects of job insecurity and impression management. However, there were no moderating effect of self monitoring on the relationship between job insecurity and impression management."

"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari problem-focused coping pada hubungan antara job insecurity dan manajemen impresi. Dengan menggunakan Transactional Stress Theory sebagai acuan, individu dengan job insecurity tinggi akan mempersepsikan bahwa dirinya masih bisa mengubah keadaan di tempat kerjanya menjadi lebih baik dengan cara mengaktifkan problem-focused coping yang pada gilirannya akan meningkatkan perilaku proaktif berupa manajemen impresi. Data diperoleh dari karyawan yang berasal dari berbagai organisasi di Jakarta N = 286, dan dianalisis dengan macro Hayes pada SPSS versi 20. Hasil penelitian menunjukkan bahwa tidak terdapat pengaruh positif yang signifikan antara job insecurity dan manajemen impresi, tidak terdapat pengaruh positif yang signifikan antara job insecurity dengan problem-focused coping, terdapat pengaruh positif antara problem-focused coping terhadap manajemen impresi. Secara lebih lanjut, problem focused coping secara signifikan memediasi hubungan antara job insecurity dan manajemen impresi. Implikasi teoritis dan praktis akan dibahas selanjutnya dalam penelitian ini.

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The study aims to investigate the mediating effect of problem focused coping on the relationship between job insecurity and impression management. Using Transactional Stress Theory to explain the relationship, it is suggested that a person with high job insecurity will perceive situation at work as something that can be modified, thus will lead them to perform impression management. Data were collected among employees from various organizations in Jakarta N 286, and were analyzed using the Hayes's PROCESS macro on SPSS version 20.

The results showed that there is no significant relationship between job insecurity and impression management, there is a negative and significant relationship between job insecurity and problem focused coping, and there is a significant positive relationship between problem focused coping and impression management. Furthermore, the indirect effect of job insecurity and impression management via problem focused coping was found significant. Theoretical and practical implications will be discussed later in this study. "

"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. "

"Penelitian ini bertujuan untuk melihat apakah job insecurity berhubungan dengan komitmen perubahan dan dimensi komitmen perubahan pada karyawan perusahaan rintisan berbasis digital. Partisipan penelitian meliputi 112 karyawan yang bekerja pada perusahaan rintisan (startup) berbasis digital (web, aplikasi, dll) yang berasal dari Indonesia dan sudah berdiri antara satu hingga lima tahun. Komitmen perubahan diukur menggunakan kuesioner yang diadaptasi berdasarkan Commitment to Change Inventory. Job insecurity diukur dengan menggunakan adaptasi Job Insecurity Scale. Hasil perhitungan Pearson correlation menunjukkan bahwa job insecurity tidak berhubungan signifikan terhadap komitmen perubahan (r= -0,02, p>0,05) dan komitmen perubahan normatif (r= -0,09, p>0,05). Selain itu job insecurity ditemukan berhubungan negatif signifikan dengan komitmen perubahan afektif (r= -0,29, p<0,01) dan positif signifikan dengan komitmen perubahan kontinuans (r= 0,29, p<0,01). Hasil penelitian dapat menjadi pertimbangan bagi perusahaan rintisan berbasis digital untuk memerhatikan job insecurity sebagai faktor yang berkaitan dengan komitmen perubahan afektif dan kontinuans.

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This study aimed to see whether job insecurity was related to commitment to change and commitment to change dimensions in digital-based startup company employees. Study participants was comprised of 112 employees who worked in a digital-based startup company (web, application, etc.) that originated from Indonesia and was established between one to five years. Commitment to change was measured using questionnaire adapted based on Commitment to Change Inventory. Job insecurity was measured using the adaptation of Job Insecurity Scale). Pearson Correlation calculation results showed that job insecurity were not significantly related to commitment to change (r= -0,02, p>0,05) and normative commitment to change (r = -0,09, p> 0,05). Furthermore, job insecurity was found significantly negatively related with affective commitment to change (r = -0,29, p <0,01) and significantly positive with continuance commitment to change (r = 0,29, p <0,01). The results of the study could give digital-based startups consideration to give attention to job insecurity as one of the factors that related to affective and continuance commitment to change."

"Penelitian ini bertujuan untuk mengetahui pengaruh job insecurity pada job involvement dengan mempertimbangkan peran moderasi grit pada karyawan di masa pandemi Covid-19. Responden penelitian adalah 762 karyawan organisasi publik dan swasta di Indonesia yang menerapkan perubahan kebijakan karena Covid-19. Penelitian ini adalah penelitian kuantitatif dengan desain cross-sectional study. Teknik pengambilan sampel yang digunakan adalah accidental sampling. Alat ukur yang digunakan dalam penelitian ini adalah Job Involvement Scale, Multidimensional Qualitative Job Insecurity Scale (MQJIS), dan Short Grit Scale (Grit-S). Data dikumpulkan menggunakan kuesioner secara daring serta dianalisis dengan analisis regresi menggunakan model 1 SPSS PROCESS. Hasil penelitian menemukan bahwa grit terbukti tidak memoderasi hubungan job insecurity dan job involvement. Sebagai implikasinya, temuan dari penelitian ini dapat dimanfaatkan oleh organisasi sebagai acuan dalam mengantisipasi peningkatan job insecurity karyawan akibat adanya perubahan.

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This study aims to determine the relationship between job insecurity and job involvement by considering the role of grit as the moderator in employees during the Covid-19 pandemic. Research respondents are 762 public and private sectors employees who work in organization which implemented policy changes due to Covid-19. This research is a quantitative study with a cross-sectional study design. The sampling technique used is accidental sampling. The research measuring instruments consists of Job Involvement Scale, Multidimensional Qualitative Job Insecurity Scale (MQJIS), and Short Grit Scale (Grit-S). Data were collected using an online questionnaire and analyzed using regression analysis, utilizing SPSS PROCESS Model 1. It was found that grit did not moderate the relationship between job insecurity and job involvement. As the implication, the findings of this research can be used by organizations as reference to anticipate the increase of employee job insecurity due to changes."

"ABSTRAKPenelitian ini bertujuan untuk melihat korelasi antara job insecurity dan komitmen organisasi secara keseluruhan maupun pada tingkat dimensi, serta melihat peran moderasi grit terhadap hubungan antara job insecurity dengan komitmen organisasi, khususnya dalam menghadapi masa pandemic yang berdampak pada banyaknya kasus pemutusan hubungan kerja. Partisipan Penelitian ini berjumlah 200 karyawan yang diperoleh secara online dengan menggunakan convenience sampling. Penelitian ini bersifat kuantitatif, dan alat ukur yang digunakan adalah Organizational Commitment Questionnaire (1990), Job Insecurity Measurement (2013), dan The Grit Scale (2009). Pengolahan data dilakukan dengan menggunakan uji korelasi dan uji moderasi terhadap variabel penelitian. Hasil penelitian menyimpulkan bahwa job insecurity tidak berkorelasi dengan komitmen organisasi, dimensi marginalization insecurity berkorelasi secara negatif signifikan dengan dimensi komitmen kontinuan, dan grit tidak memoderasi hubungan antara job insecurity dan komitmen organisasi. Dalam situasi pandemik saat ini tinggi rendahnya komitmen organisasi tidak berhubungan dengan job insecurity. Meskipun karyawan memiliki job insecurity tinggi, namun dengan tidak tersedianya alternatif lainnya seperti pekerjaan baru, maka setiap karyawan akan berusaha untuk menunjukkan komitmennya terhadap organisasi dengan harapan akan dipertahankan oleh organisasi, dan grit dari masing-masing karyawan tidak memiliki peran karena karyawan berusaha untuk menujukkan perilaku bertahan dalam menghadapi situasi krisis.

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ABSTRACT

The aim of this study is to look at the correlation between job insecurity and organizational commitment as a whole and the dimension level, as well as see the role of grit moderation on the relationship between job insecurity with organizational commitment, especially in dealing with a pandemic that affects the number of cases of layoffs. Participants in this research are 200 employees obtained online using convenience sampling. This research is quantitative, and the measuring instruments used are Organizational Commitment Questionnaire (1990), Job Insecurity Measurement (2013), and The Grit Scale (2009). Data processing was performed using correlation tests and moderation tests on the research variables. The results of the study concluded that job insecurity did not correlate with organizational commitment, the dimension of marginalization insecurity was significantly negatively correlated with the dimensions of commitment continuance, and grit did not moderate the relationship between job insecurity and organizational commitment. In the current pandemic situation, high or low organizational commitment is not related to job insecurity. Even though employees have high job insecurity, but with the absence of other alternatives such as new jobs, each employee will try to show their commitment to the organization in the hope that it will be maintained by the organization, and the grit of each employee has no role because employees are trying to show behavior survive in the face of a crisis situation."

"Job insecurity seringkali diasumsikan dapat menurunkan tingkat kepuasan kerja. Tetapi, penelitian menunjukan bahwa hubungan kedua variabel tersebut lebih rumit dibandingkan dengan asumsi. Beberapa studi sebelumnya gagal untuk menjelaskan hasil yang beragam mengenai kekuatan hubungan antara job insecurity dan kepuasan kerja. Hal ini menunjukan bahwa hubungan kedua variabel tersebut mungkin dimoderasi oleh variabel lain. Dua variabel yang mungkin dapat menjelaskan hubungan job insecurity dan kepuasan kerja adalah employability -yang didefinisikan sebagai persepsi terhadap kemampuan karyawan untuk mencari pekerjaan baru atau tetap bekerja di pekerjaannya saat ini, dan perbedaan status kepegawaian karyawan -tetap dan kontrak. Penelitian ini memiliki hipotesis, employability dapat memoderasi hubungan job insecurity dan kepuasan kerja pada karyawan tetap dan kontrak. Penelitian ini merupakan penelitian cross-sectional terhadap 172 karyawan -yang terdiri dari karyawan tetap dan kontrak, perusahaan jasa logistik di Indonesia. Hasil penelitian mengungkapkan bahwa employability dapat memoderasi hubungan antara job insecurity dan kepuasan kerja pada karyawan tetap, tetapi tidak pada karyawan kontrak. Dampak Hasil penelitian ini terhadap pemahaman hubungan job insecurity dan kepuasan kerja, didiskusikan lebih lanjut.

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People often assume that job insecurity will always lead to lower job satisfaction. However, research shoes that the relationship between these two variables is more complicated than that assumption. Previous studies fail to provide conclusive results, which indicate that the relationships between job insecurity and job satisfaction may be moderated by other variables. Two variables that are potential in explaining this relationship is employability, defined as employees perception of their abilities to find a new job, and work status differences (i.e., permanent and contract employees). Therefore, this study hypothesizes that employability will moderate the relationship between job insecurity and job satisfaction for permanent but not contract not contract employees. Adapting scales from previous research, this study conducted a crosssectional survey of 172 employees, comprised of permanent and contract employees, of a logistic services company. Results reveal that employability moderates the relationship between job insecurity and job satisfaction among permanent and contract employees. The implication of these results for the advancement of organizational behavior theory, especially for understanding the impact of job insecurity on job satisfaction, is discussed."

"Penelitian ini bertujuan untuk mengetahui peran mediasi organizational identification terhadap hubungan antara qualitative job insecurity, OCB, dan job performance pada Pegawai Non-PNS di Direktorat Jenderal PPMD Kementerian Desa, PDT, dan Transmigrasi. Responden pada penelitian ini adalah 129 orang pegawai di kantor Direktorat Jenderal PPMD. Penelitian ini merupakan penelitian kuantitatif dengan desain deskriptif dan menggunakan structural equation modeling SEM. Hasil yang diperoleh dari penelitian ini menunjukkan bahwa qualitative job insecurity memiliki pengaruh negatif terhadap OCB dan job performance, qualitative job insecurity memiliki pengaruh negatif dan signifikan terhadap organizational identification, organizational identification memiliki pengaruh positif dan signifikan terhadap OCB dan job performance, serta peran organizational identification memediasi secara penuh full mediation pengaruh dari qualitative job insecurity pada OCB dan job performance terbukti.

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This study aims to determine the mediating role of organizational identification in the relationship between qualitative job insecurity, OCB, and job performance among the Non Civil Servant at Directorate General PPMD Ministry of Village, Development of Disadvantaged Regions, and Transmigration. Respondents in this study were 129 employees in the office of the Directorate General PPMD. This research is quantitative descriptive design and using structural equation modeling SEM.

The results obtained from this study indicate that the qualitative job insecurity has a negative effect on OCB and job performance, qualitative job insecurity has a negative and significant effect on organizational identification, organizational identification has a positive and significant effect on OCB and job performance, as well as the role of organizational identification mediates the impact of qualitative job insecurity in the OCB and job performance is proven."

"Maraknya berita PHK yang terjadi dari dampak Pandemi Covid-19 maupun efisiensi perusahaan sebagai langkah preventif dalam menghadapi resesi, tidak jarang memengaruhi pandangan individu terhadap keberlangsungan perusahaannya maupun keberlangsungan dirinya dalam perusahaan tersebut (job insecurity). Hal ini berdampak pada bagaimana keterlibatan individu dalam perusahaannya atau work engagement. Padahal, banyak penelitian sebelumnya yang menemukan pentingnya work engagement dalam bekerja. Diketahui bahwa beberapa variabel yang memengaruhi hubungan dari job insecurity dan work engagement adalah kepercayaan akan kemampuan individu dalam menyelesaikan pekerjaannya (occupational self-efficacy) dan melakukan modifikasi pekerjaan (job crafting)  yang dilakukan individu. Sehingga, tujuan dari penelitian ini ialah untuk mengetahui pengaruh mediasi dari occupational self-efficacy dan job crafting  pada pengaruh job crafting   terhadap work engagement. Penelitian ini memiliki 243 responden di Indonesia dan data yang didapat akan diuji dan dianalisis dengan metode Structural Equation Modelling (SEM) Melalui pengolahan kuantitatif tersebut, ditemukan hasil yang signifikan bahwa variabel occupational self-efficacy dan job crafting memediasi pengaruh job insecurity terhadap work engagement. Dapat disimpulan bahwa tingkat ketidakamanan kerja yang rendah cenderung mendorong individu untuk lebih memiliki kemampuan diri dalam bekerja dan juga melakukan perubahan dalam pekerjaannya, yang berdampak pada meningkatnya keterlibatan kerja.

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The current issue regarding the massive round of layoffs is influenced by two major factors: the spillover effect of the COVID-19 pandemic and the global recession forecast in the coming years. This issue might trigger another problem in the people management area, particularly regarding job insecurity. Previous studies found that job insecurity has a negative effect on work engagement. Furthermore, there are two mediating factors that affect work engagement, namely occupational self-efficacy and job crafting. The goal of this research is to better understand the role of occupational self-efficacy and job crafting as mediators of the effect of job insecurity on work engagement. This study involved 243 respondents who were Indonesian employees, and the data is being analyzed with the Structural Equation Modeling (SEM) method with Lisrel 8.80. The findings indicate that occupational self-efficacy and job crafting have a significant impact as mediators of the effects of job insecurity on work engagement. In conclusion, low job insecurity increased employees' occupational self-efficacy and job crafting, which in turn influenced overall work engagement."