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"Tujuan dari penelitian ini adalah untuk mengetahui pengaruh Transformational Leadership dan Person-Job Fit terhadap Employee Engagement pada karyawan tetap non manajerial PT. First Bank Tbk. Daerah Kuningan II Jakarta. Variabel employee engagement merupakan variabel yang terdiri dari 3 dimensi yaitu say, stay and, strive. Variabel Kepemimpinan terdiri dari 4 dimensi yaitu Idealized Influence, Inspirational Motivation, Intellectual Stimulation dan Individualized Competition yang mana terdapat 13 indikator. Variabel kesesuaian orang-pekerjaan merupakan variabel yang terdiri dari 2 dimensi, yaitu kesesuaian permintaan dan kesesuaian kebutuhan, yang berisi 7 indikator. Pendekatan penelitian yang digunakan peneliti untuk melakukan penelitian ini adalah pendekatan kuantitatif dengan menggunakan teknik survei dengan menggunakan kuesioner dengan 100 responden pada PT. First Bank Tbk. Daerah Kuningan II Jakarta. Analisis yang digunakan dalam penelitian ini adalah analisis deskriptif dan analisis regresi linier berganda. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh kepemimpinan Transformasional dan Person-Job Fit terhadap Employee Engagement terhadap karyawan tetap non manajerial PT. Bank Permata Tbk. Daerah Kuningan II Jakarta

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The purpose of this study was to determine the effect of Transformational Leadership and Person-Job Fit on Employee Engagement in non-managerial permanent employees of PT. First Bank Tbk. Kuningan II area of ​​Jakarta. Employee engagement variable is a variable consisting of 3 dimensions, namely say, stay and, strive. The leadership variable consists of 4 dimensions, namely Idealized Influence, Inspirational Motivation, Intellectual Stimulation and Individualized Competition, of which there are 13 indicators. The person-job suitability variable is a variable consisting of 2 dimensions, namely suitability of demand and suitability of needs, which contains 7 indicators. The research approach used by researchers to conduct this research is a quantitative approach using survey techniques using a questionnaire with 100 respondents at PT. First Bank Tbk. Kuningan II Jakarta area. The analysis used in this research is descriptive analysis and multiple linear regression analysis. The results of this study indicate that there is an influence of Transformational leadership and Person-Job Fit on Employee Engagement towards non-managerial permanent employees of PT. Bank Permata Tbk. Kuningan II Jakarta area"

"Penelitian ini bertujuan untuk menganalisis pengaruh pelatihan kepemimpinan terhadap employee engagement karyawan tetap non-manajerial pada head office PT. Sumberdaya Sewatama. Variabel independen dalam penelitian ini yaitu pelatihan kepemimpinan yang akan diukur berdasarkan teori training dari Noe (2002) dan Mone dkk (2011), sedangkan variabel dependen dari penelitian ini yaitu employee engagement akan diukur berdasarkan teori Hewitt (2013). Penelitian ini menggunakan metode kuantitatif dengan kuesioner sebagai instrumen penelitian. Sampel dari penelitian ini sebanyak 50 karyawan tetap nonmanajerial di head office PT. Sumberdaya Sewatama yang telah mengikuti pelatihan kepemimpinan. Data penelitian ini akan dianalisa menggunakan analisis deskriptif dan analisis inferensial. Hasil penelitian ini merupakan pelatihan kepemimpinan berpengaruh signifikan terhadap employee engagament. Penelitian ini menyarankan kepada pihak PT. Sumberdaya Sewatama untuk meningkatkan kualitas training dan kesempatan mendapat karir yang lebih baik, karena dengan meningkatkan kualitas training dan kesempatan mendapat karir yang lebih baik dapat meningkatkan employee engagement karyawan di PT. Sumberdaya Sewatama.

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The aim of this study is to analyze the influences of leadership training on employee engagement of permanent employees non-managerial at head office PT. Sumberdaya Sewatama. The independent variable is leadership training which is scaled with training?s theory by Noe (2002) and Mone et al. (2013), and the dependent variable is employee engagement which is scaled by Hewitt (2013).

The research used quantitative method with quentionnaire as an research instrument. Subject of the research is 50 employees that have been permanent employees of non-managerial position at head office of PT. Sumberdaya Sewatama. Data gathered from research will be analyzed using descriptive analysis and inferential analysis. The leadership training was significantly and related to the employee engagement.

This research suggest that management of PT. Sumberdaya Sewatama should paid more attention to increase the quality of training and career development, because the quality of training and career development can increase employee engagement in PT. Sumberdaya Sewatama."

"Dalam penelitian ini, kepemimpinan transformasional dan kekohesifan kelompok dipilih sebagai variabel yang mempengaruhi keterikatan karyawan. Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional dan kekohesifan kelompok terhadap keterikatan karyawan non-manajerial Learning Operations Department di Learning Center PT Bank X (Persero) Tbk Jakarta. Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survei yang menggunakan teknik Total Sampling terhadap karyawan non-manajerial Learning Operations Department di Jakarta yang berjumlah 36 responden. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional dan kekohesifan kelompok memiliki pengaruh yang signifikan terhadap keterikatan karyawan nonmanajerial Learning Operations Department di Learning Center PT Bank X (Persero) Tbk Jakarta.

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In this study, transformational leadership and team cohesiveness was chosen as the variables that affect employee engagement. This study’s objective is to examine the effect of transformational leadership and team cohesiveness on employee engagement of the non-managerial employees of Learning Operations Department in Learning Center Group PT Bank X (Persero) Tbk Jakarta. This study used the quantitative approach with a survey method that used a Total Sampling from the Learning Operations Department at Jakarta non-managerial employees, from which 36 respondents were taken. Results of this study showed that transformational leadership and team cohesiveness had a significant effect on employee engagement of Learning Operations Department in Learning Center Group PT Bank X (Persero) Tbk Jakarta."

"Dewasa ini, masalah antara pihak perusahan dan karyawan semakin bervariasi yang berakibat pada pemberhentian karyawan baik dari kemauan karyawan sendiri ataupun kemauan dari perusahaan. Pemberhentian/perpindahan karyawan atau yang sering disebut turnover merupakan masalah umum bagi perusahaan. Turn over karyawan merupakan penyebab dikarenakan tidak adanya rasa engaged (terikat) karyawan terhadap perusahaan. Untuk mendapatkan karyawan yang terikat maka faktor kepuasan kerja karyawan juga harus dipenuhi. Adapun tujuan dalam penulisan skripsi ini adalah untuk mengetahui pengaruh kepuasan kerja terhadap employee engagement pada karyawan tetap non manajerial Bank BRI Kantor Wilayah Jakarta I. Penelitian ini merupakan penelitian kuantitatif. Tujuan penelitian ini yaitu penelitian eksplanatif yaitu memberikan pengaruh kepuasan kerja terhadap employee engagement. Kemudian data kuesioner dibagikan kepada seluruh responden dengan menggunakan teknik total sampling. Hasil dari penelitian ini adalah membuktikan bahwa terdapat pengaruh dan hubungan antara kepuasan kerja dengan employee engagement pada karyawan tetap non manajerial Bank BRI Kantor Wilayah Jakarta I.

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Today, the problems between the company and employees increasingly varied which resulted in the dismissal of employees from either the employee’s own volition or the will of the company. Termination / transfer of employees or turnover are often called a general problem for the company. Employee turnover is a caused by there is no sense engaged (bound) to the company's employees. To obtain the bound employee job satisfaction factors must fulfilled. The purpose of this study is to determine the effect of job satisfaction on employee engagement on non- managerial permanent employees of Bank BRI Jakarta Regional Office I. This research is a quantitative study. The purpose of this research is to explanative impact of job satisfaction on employee engagement. Then the data questionnaire distributed to all respondents using total sampling technique. The results of this study is to prove that there are significant and the relationship between job satisfaction and employee engagement on a non- managerial permanent employees of Bank BRI Jakarta Regional Office I."

"Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan terhadap keterikatan karyawan tetap non-manajerial Rumah Sakit XYZ. Sampel yang diambil adalah 87 karyawan tetap non-manajerial dari seluruh departemen di Rumah Sakit XYZ Bekasi, dengan teknik penarikan sampel total sampling. Untuk menguji hipotesis, peneliti menggunakan Analisis Korelasi dan Analisis Koefisien Determinasi, sementara itu dalam memproses data digunakan SPSS 19 untuk memudahkan perhitungan. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data melalui penyebaran kuesioner terhadap 54 karyawan medis dan 33 karyawan non medis, mendapatkan hasil bahwa variabel kepemimpinan berpengaruh signifikan terhadap variabel keterikatan karyawan tetap non manajerial pada Rumah Sakit XYZ.

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This research aims to analyze the effect of leadership on employee engagement among permanent and non-managerial employees in XYZ Hospital. Samples are 87 employees from all departments in area of XYZ Hospital Bekasi, taken by total sampling technique. To test the hypothesis, the researcher uses Correlation Analysis and Coefficient Determination Analysis, meanwhile to process the data, the SPSS 19 program is used. The quantitative approach is used in this research, and to collect the datas, the questionnaire is given to 54 medical employees and 33 non-medical employees. The result is, the leadership variable has a significantly effect to employee engagement among permanent and non-managerial employees in XYZ Hospital."

"Penelitian ini bertujuan untuk menganalisis pengaruh employee value proposition (EVP) terhadap employee engagement pada kantor pusat PT. Bakrie & Brothers Tbk. Skala pengukuran yang digunakan untuk variabel employee value proposition diadopsi dari Corporate Executive Board dari Corporate Leadership Council (2009) yang terdiri dari 28 item pernyataan. Sedangkan untuk variabel employee engagement menggunakan skala pengukuran yang diadopsi dari Hewitt (2017) dengam menggunakan 3S (Say, Stay Strive) yang terdiri dari 9 item pernyataan. Penelitian ini menggunakan metode penelitian kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner. Sampel yang dijadikan dalam penelitian ini adalah karyawan tetap non manajerial PT. Bakrie & Brothers Tbk yang minimal telah memiliki masa kerja selama satu tahun dengan jumlah sampel sebanyak 228 orang responden. Hasil dari penelitian menunjukan bahwa terdapat pengaruh yang positif dan signifikan pada employee value proposition terhadap employee engagement pada kantor pusat PT. Bakrie & Brothers Tbk. Di dalam penelitian ini dimensi reward, work dan opportunity memiliki hasil nilai yang terbesar dari EVP di dalam mempengaruhi employee engagement di kantor pusat PT. Bakrie & Brothers Tbk.

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The purpose of this research is to analyze the impact of the employee value proposition (EVP) towards employee engagement in holding company of Bakrie & Brothers Tbk. The measurement scale that is used for employee value proposition variable is adopted from Corporate Executive Board, Corporate Leadership Council (2009) consist of 28 statement items and employee engagement measurement scale is adopted from Hewitt (2017) using 3S (Say, Stay and Strive) Hewitt Engagement Model consist of 9 statement items. This research uses the quantitative method and the data was collected by using questionnaire, distributed to permanent non-managerial employees of holding company Bakrie & Brothers Tbk. The results shows that there is a significant positive impact between employee value proposition toward employee engagement. In this research three dimensions of employee value proposition reward, work and opportunity has the highest score in giving an impact in influencing employee engagement in holding company of Bakrie & Brothers Tbk."

"Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan transformasional terhadap employee engagement dan kinerja karyawan pada PT. Indocement Tunggal Prakarsa Tbk Citeuereup Bogor. Kepemimpinan transformasional diukur dengan menggunakan teori Bass dan Avolio (1995) sedangkan, employee engagemet diukur menggunakan teori Schaufelli dan Bakker (2002) serta kinerja karyawan diukur berdasarkan teori Gomez (2003). Pendekatan yang digunakan pada penelitian ini adalah kuantitatif dengan metode survei menggunakan teknik pengumpulan sampel total sampel dengan responden berjumlah 267 orang. Dimana yang menjadi responden adalah karyawan tetap PT. Indocement Tunggal Prakarsa Tbk Citeureup Bogor yang telah bekerja selama satu tahun. Analisis kuantitatif dilakukan menggunakan uji regresi linear sederhana. Hasil menunjukkan bahwa terdapat pengaruh positif antara kepemimpinan transformasional terhadap employee engagement dan kinerja karyawan di PT. Indocement Tunggal Prakarsa Tbk Citeureup Bogor.This study aims to determine the effect of transformational leadership on employee engagement and employee performance at PT. Indocement Tunggal Prakarsa Tbk Citeuereup Bogor. Transformational leadership is measured by using the theory of Bass and Avolio (1995) whereas, employee engagement use the theory of Schaufelli and Bakker (2002) and employees performance based on the Gomez (2003) theory. The approach used in this research is quantitative research with sample collection techniques using total sampling technique with 267 respondents. Where the respondents are permanent employees of PT. Indocement Tunggal Prakarsa Tbk Citeureup Bogor who has worked for one year. Quantitative analysis was carried out using a simple linear regression test. The results reveal that a positive influence between transformational leadership on employee involvement and employee performance at PT. Indocement Tunggal Prakarsa Tbk Citeureup Bogor."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh dari job characteristic, rewards and recognition, perceived organizational support, perceived supervisor support, procedural justice, dan distributive justice sebagai anteseden terhadap job engagement dan organization engagement sebagai employee engagement serta job satisfaction , organization commitment, intention to leave dan organizational citizenship behavior sebagai konsekuensi pada karyawan di wilayah DKI Jakarta. Hipotesis diuji menggunakan data yang diambil dari 356 sampel karyawan yang berdomisili dan bekerja di wilayah DKI Jakarta melalui online survey. Hasil yang didapatkan melalui structural equation modelling menunjukkan bahwa variabel job characteristic, rewards and recognition, procedural justice dan distributive justice yang memiliki pengaruh signifikan dan positif terhadap job engagement. Variabel job characteristic, rewards and recognition, perceived supervisor support, procedural justice dan keadilan distributive memiliki pengaruh signifikan dan positif terhadap organization engagement. Selain itu, job engagement dan organization engagement terbukti memiliki pengaruh positif dan signifikan terhadap job satisfaction , organization commitment, intention to leave dan organizational citizenship behavior. Namun hanya job enagement yang memiliki pengaruh signifikan dan negatif terhadap keinginan karyawan untuk keluar dari perusahaan. Saran yang ditawarkan kepada perusahaan yang ada di Wilayah DKI Jakarta diantaranya yaitu penilaian kinerja yang lebih efektif, sistem reward yang memperhitungkan masa kerja karyawan, dan adanya briefing untuk memantau pekerjaan dan menjalin komunikasi antara atasan dan karyawan

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ABSTRACTThis study aims to determine the effect of job characteristics, rewards and recognition, perceived organizational support, perceived support of superiors, procedural justice and distributive justice as an antecedent to job engagement and organization engagement as employee engagement and job satisfaction, organizational commitment, a desire to get out and organizational citizenship behavior as a consequence of the employees in the Jakarta area. The hypothesis was tested using data taken from a sample of 356 employees who live and work in Jakarta area through an online survey. The results obtained through structural equation modeling showed that the variables of job characteristics, rewards and recognition, procedural justice and distributive justice has a significant and positive effect on job engagement. Variable job characteristics, rewards and recognition, perceived supervisor support, procedural justice and distributive justice has a significant and positive influence on the organization engagement. In addition, job engagement and engagement organization shown to have positive and significant impact on job satisfaction, organizational commitment, a desire to get out and organizational citizenship behavior. But the only job enagement who have significant and negative effect on the willingness of employees to leave the company. Suggestions are offered to companies that are in the Jakarta area among which more effective performance appraisal, reward systems that take into account the period of employment, and their briefings to monitor the work and establish communication between supervisors and employees"

"Penelitian ini bertujuan untuk mengetahui pengaruh dari inclusive leadership, dan job crafting terhadap work engagement, sekaligus menguji peran mediasi person-job fit. Data yang digunakan dalam penelitian ini adalah data primer yang dikumpulkan melalui survei secara online dari 376 pegawai Direktorat Jenderal Pajak, Kementerian Keuangan, yang berkantor di provinsi DKI Jakarta. Data tersebut dianalisis secara kuantitatif menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak Lisrel untuk mengetahui hubungan antarvariabel. Dari hasil penelitian ini dibuktikan bahwa pengaruh positif inclusive leadership terhadap work engagement, dan job crafting terhadap work engagement. Selain itu, dibuktikan juga pengaruh positif person-job fit terhadap work engagement, pengaruh positif inclusive leadership terhadap person-job fit, serta pengaruh positif job crafting terhadap person-job fit. Sedangkan dalam analisis peran mediasi, ditemukan bahwa person-job fit memediasi secara parsial hubungan antara inclusive leadership terhadap work engagement. Selain itu, dibuktikan juga person-job fit memediasi secara parsial hubungan antara job crafting terhadap work engagement. Hasil penelitian ini adalah untuk membangun perhatian organisasi terkait penciptaan work engagement guna menghadapi perubahan organisasi terutama terkait pembaruan sistem inti administrasi perpajakan. Namun dalam penelitian ini memiliki keterbatasan berupa responden belum tersebar secara proporsional, sehingga penelitian selanjutnya dapat menambah responden untuk mencapai proporsionalitas data serta melakukan penelitian dengan mix method untuk mendapatkan hasil yang komprehensif.

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This study aims to determine the effect of inclusive leadership and job crafting on work engagement, as well as examine the mediating role of person-job fit. The data used in this study is primary data collected through an online survey of 376 employees of the Directorate General of Taxes, Ministry of Finance, whose offices are in DKI Jakarta province. The data were analyzed quantitatively using Structural Equation Modeling (SEM) with Lisrel software to determine the relationship between variables. From the results of this study it is proven that the positive influence of inclusive leadership on work engagement, and job crafting on work engagement. In addition, it is also proven that the positive effect of person-job fit on work engagement, the positive effect of inclusive leadership on person-job fit, and the positive effect of job crafting on person-job fit. Meanwhile, in the mediation role analysis, it was found that person-job fit partially mediates the relationship between inclusive leadership and work engagement. In addition, it is also proven that person-job fit partially mediates the relationship between job crafting and work engagement. The results of this study are to build organizational attention regarding the creation of work engagement in order to deal with organizational changes, especially related to updating the core tax administration system. However, this study has limitations in the form of respondents not being proportionally dispersed, so that further research can add more respondents to achieve proportionality of the data and conduct research using a mixed method to obtain comprehensive results."

"Peran kompetensi kepemimpinan merupakan salah satu faktor pembentuk keterikatan karyawan tetap di dalam organisasi. Hasil dari beberapa penelitian menunjukkan adanya pengaruh yang signifikan antara kompetensi kepemimpinan dengan keterikatan karyawan. Maksud dari penelitian ini adalah untuk menggali pengaruh kompetensi kepemimpinan kepala cabang terhadap keterikatan karyawan tetap pada PT Bank Negara Indonesia (Persero) Tbk Kantor Cabang Utama Tebet. Penelitian ini adalah kuantitatif dengan menggunakan jenis penelitian ekslanatif. Penelitian dilakukan pada karyawan tetap (N=40) BNI Kantor Cabang Utama Tebet. Dalam Kompetensi Kepemimpinan menggunakan sepuluh dimensi sebagai dasar penelitian, diantaranya Integrity, Strategic Thinking, Big Picture Orientation, Organization and Talent Development, Intellectual Curiosity, Collaboration ad Teaming, Sense of Urgency, Prudent Risk-Taking, Self-Awareness and Adaptability, dan Results and Performance Driven. Sementara itu, Keterikatan Karyawan menggunakan tiga dimensi, diantaranya vigor, dedication, dan absorption. Hasil yang diperoleh dari penelitian ini adalah adanya keterikatan karyawan tetap di lingkungan BNI KCU Tebet, dan kompetensi kepemimpinan kepala cabang secara signifikan berpengaruh terhadap keterikatan karyawan tetap.

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Leadership competence role is one of the determining factor of permanent employees engagement within the organization. The results from a several studies showed a significant effect between a leadership competencies with employee engagement. The purpose of this research was to explore the effect of head branch leadership competence on permanent employee engagement in PT Bank Negara Indonesia (Persero) Tbk, Main Branch Office in Tebet. This research is quantitative explanative interpretive. The research was being conducted on permanent employee (N=40) of BNI Main Branch Office in Tebet. The Leadership Competence was measured on the basis of ten dimensions, Integrity, Strategic Thinking, Big Picture Orientation, Organization and Talent Development, Intellectual Curiosity, Collaboration ad Teaming, Sense of Urgency, Prudent Risk-Taking, Self-Awareness and Adaptability, and Results and Performance Driven. While Employee Engagement was measured on the basis of three dimensions, vigor, dedication, and absorption. The results from this research is engagement of permanent employee in BNI KCU Tebet and head branch leadership competence of them showed a significant effect of permanent employees engagement."