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"The volume examines ongoing dynamics within the organizational fields of health care and higher education, as seen from an institutional theory perspective. To date, few studies have attempted to compare developments across these two critical societal sectors and actors."

"Penelitian ini bertujuan untuk menjelaskan pengaruh Job Crafting terhadap Organizational Citizenship Behavior dengan Organizational Trust dan Person Job Fit sebagai Variabel Mediasi.  Organizational Citizenship Behavior sangat penting dimiliki karyawan demi peningkatan kinerja BPJS Ketenagakerjaan khususnya dalam menghadapi bonus demografi. Jumlah responden adalah sebanyak 137 karyawan tetap Kantor Pusat BPJS Ketenagakerjaan yang didapatkan dengan teknik non probability. Analisis data menggunakan analisis deskriptif dan inferensial. Analisis inferensial menggunakan simple linier regression dan hierarchical multiple regression. Hasil penelitian menemukan bahwa Job Crafting berpengaruh kuat menuju sangat kuat terhadap Organizational Citizenship Behavior. Job Crafting berpengaruh sedang menuju kuat terhadap Organizational Trust. Job Crafting berpengaruh sedang menuju kuat terhadap Person Job Fit. Job Crafting berpengaruh kuat menuju sangat kuat terhadap Organizational Citizenship Behavior dengan Organizational Trust sebagai variabel mediasi. Job Crafting berpengaruh sangat kuat terhadap Organizational Citizenship Behavior dengan Person Job Fit sebagai variabel mediasi.

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The aim of this study is to expain the influence of Job Crafting on Organizational Citizenship Behavior with Organizational Trust and Person Job Fit as Mediation Variable. Organizational Citizenship Behavior is very important for employees to improve the performance of BPJS Ketenagakerjaan, especially in the face of demographic bonuses. Total of respondents were 137 permanent employees of the Central Office of BPJS Ketenagakerjaan obtained with non-probability techniques. Data analysis uses descriptive and inferential analysis. Inferential analysis uses simple linier regression and hierarchical multiple regression. This results of the study found that Job Crafting has a strong towards very stong influence on Organizational Citizenship Behavior. Job Crafting has a moderate influence on Organizational Trust. Job Crafting has a moderate influence on Person Job Fit. Job Crafting has a strong towards very strong influence on Organizational Citizenship Behavior with Organizational Trust as mediation variable. Job Crafting has a very strong influence on Organizational Citizenship Behavior with Person Job Fit as mediation variable."

"ABSTRAKPada umumnya penelitian tentang komitmen organisasi dilakukan pada organisasibisnis dan masih sedikit yang dilakukan pada organisasi pendidikan tinggi. Olehkarena itu diperlukan penelitian untuk mengetahui faktor-faktor yangmemengaruhi komitmen organisasi pada dosen yang bekerja di organisasipendidikan tinggi. Penelitian ini menggunakan alat ukur yang terdiri dariOrganizational Commitment Scale (Seniati & Yulianto, 2010), Work-LifeBalance Scale (Fisher, Bulger & Smith, 2009), serta Professional CommitmentScale (Meyer & Allen, 1997). Jumlah responden dalam penelitian ini berjumlah328 orang yang berasal dari perguruan tinggi di Jakarta, Tangerang, Padang,Denpasar dan Jimbaran. Hasil penelitian menunjukkan bahwa keseimbangankehidupan kerja dapat memengaruhi komitmen profesi (β = 0,40; p<0,05),komitmen organisasi dipengaruhi oleh komitmen profesi (β = 0,69; p<0,05) dankeseimbangan kehidupan kerja secara langsung dapat memengaruhi komitmenorganisasi (β = 0,50; p<0,05). Selain itu, terdapat peran parsial dari komitmenprofesi sebagai mediator antara hubungan keseimbangan kehidupan kerja dankomitmen organisasi (β = 0,22; p<0,05), sehingga dapat disimpulkan bahwaterdapat pengaruh komitmen profesi sebagai mediasi antara pengaruhkeseimbangan pekerjaan-kehidupan terhadap komitmen organisasi

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ABSTRACTGenerally, researches around organizational commitment are conducted onbusiness-related organizations or companies, while there are still a handful ofresearches conducted on higher education institutions despite the importance of it.This research aimed to determine the role of professional commitment as amediator between work-life balance and organizational commitment amonglecturer in higher-education institutions. The research used OrganizationalCommitment Scale (Seniati & Yulianto, 2010), Work-Life Balance Scale (Fisher,Bulger & Smith, 2009) and Professional Commitment Scale (Meyer & Allen,1997). There were 328 respondents participating in this research from varioushigher education institutions from Jakarta, Tangerang, Padang, Denpasar andJimbaran. The result showed that work-life balance affected professionalcommitment (β = 0,40; p<0,05), organizational commitment influenced byprofessional commitment (β = 0,69; p<0,05) and work-life balance directlyaffected organizational commitment (β= 0,50; p<0,05). It showed that there was apartial role of professional commitment as a mediator between work-life balanceand organizational commitment (β= 0,22; p<0,05) therefore to increaseprofessional commitment and organizational commitments among lecturers, worklife balance were necessary"

"Felt accountability, atau persepsi akuntabilitas karyawan, merupakan salah satu faktor yang memegang andil dalam penentuan kesuksesan ataupun kegagalan perusahaan. Hal ini disebabkan, karyawan dengan felt accountability yang rendah, berisiko melakukan kecurangan yang mampu merugikan perusahan. Sayangnya, meskipun konsekuensi dari felt accountability sudah banyak diketahui, namun masih minim penelitian yang berusaha mengetahui antesedennya.Penelitian dengan desain korelasional ini dilakukan untuk mengetahui apakah afek positif, afek negatif, dan persepsi dukungan perusahaan memiliki hubungan dengan felt accountability. Untuk menghindari adanya common method bias, penulis memberikan jarak dua minggu antara pengambilan data variabel independen dan variabel dependen. Jumlah sampel yang digunakan pada penelitian skripsi inisebanyak 134 orang.Hasil analisis regresi majemuk menunjukkan bahwa afek positif, afek negatif, dan persepsi dukungan perusahaan memiliki hubungan yang signifikan dengan felt accountability. Riset ini memberi kontribusi empiris dalam mengangkat aspek individu dan situasi sebagai anteseden dari felt accountability.

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Felt accountability is one of the major factors that can determine the successor failure of a company. Employees with low felt accountability have a greater risk of doing fraud which can harm the company. However, despite the consequences of felt accountability have already been known, there is still little empirical research regarding its antecedents.

Research with the correlational design is under taken to investigate whether the relationship of positive affect, negative affect, and perceived organizational support towards felt accountability exist or not. To avoidthe common method bias, there was two weeks delay between the first data taking and second data taking. The data were collected from 134 participants.

The result from multiple regression analysis shows that positive affect, negative affect, andperceived organizational support have significant relationships with feltaccountability. This research provides empirical contribution in felt accountabilityresearch field by highlighting the person situation aspects as its antecedents."