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"Saat ini pengetahuan telah menjadi modal penting yang berpengaruh terhadap pertumbuhan organisasi. Terlebih dengan berkembangnya teknologi informasi yang dapat memudahkan penggunanya dalam berbagi pengetahuan, khususnya bagi perusahaan yang diharapkan dapat menciptakan inovasi melalui kreativitas pegawainya. Penelitian ini bertujuan untuk menganalisis pengaruh penggunaan e-learning dalamknowledge transfer terhadap kreativitas pegawai di PT Bank Negara Indonesia (Persero) Tbk., melalui work engagement dan job crafting sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif dengan pengumpulan data menggunakan metodesurvei. Peneliti menggunakan hierarchical multiple regression analysis untuk menganalisis data. Jumlah responden dalam penelitian ini sebanyak 310 orang yang merupakan pegawai tetap di kantor pusat PT Bank Negara Indonesia (Persero) Tbk. Hasil dari penelitian ini menunjukkan bahwa knowledge transfer memiliki pengaruh yang signifikan terhadap kreativitas pegawai dan work engagement sebagai variabel mediasi juga memiliki pengaruh yang signifikan terhadap kreativitas pegawai, sedangkan job crafting sebagai variabel mediasi tidak memiliki pengaruh yang signifikan terhadap kreativitas pegawai.Currently, knowledge has become an important capital that influences organizational growth. Especially with the development of information technology that can make it easier for users to share knowledge, especially for companies that are expected to create innovation through the creativity of their employees. This study aims to analyze the effect of using e-learning in knowledge transfer on employee creativity at PT Bank Negara Indonesia (Persero) Tbk., through work engagement and job crafting as mediating variables. This study uses a quantitative approach with data collection using the method survey. The researcher used hierarchical multiple regression analysis to analyze the data. The number of respondents in this study were 310 people who are permanent employees at the head office of PT Bank Negara Indonesia (Persero) Tbk. The results of this study indicate that knowledge transfer has a significant effect on significant effect on employee creativity and work engagement as a mediating variable also has a significant effect on employee creativity, while job crafting as a mediating variable does not have a significant effect on employee creativity."

"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."

"Job crafting kini menjadi salah satu strategi yang digunakan dalam meningkatkan work engagement dari para karyawan. Berdasarkan penelitian terdahulu work meaning yang dialami karyawan juga berperan dalam meningkatkan work engagement. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh job crafting terhadap work engagement dengan dimediasi oleh work meaning pada karyawan tetap perusahaan di wilayah DKI Jakarta. Metode penelitian yang digunakan adalah kuantitatif melalui teknik purposive sampling pada 225 responden yang diperoleh melalui kuesioner online. Kuesioner dibagikan kepada responden dengan kriteria berupa karyawan tetap yang bekerja pada perusahaan di wilayah DKI Jakarta. Teknik analisis data menggunakan Macro PROCESS. Hasil penelitian menunjukkan bahwa job crafting berpengaruh signifikan terhadap work engagement melalui variabel mediasi work meaning. Pada uji mediasi menunjukkan bahwa work meaning memiliki pengaruh mediasi parsial pada hubungan job crafting terhadap work engagement pada karyawan tetap perusahaan di wilayah DKI Jakarta.

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Job crafting is now one of the strategies used in increasing the work engagement of employees. Based on previous research, work meaning experienced by employees also plays a role in increasing work engagement. The purpose of this study was to analyze the effect of job crafting on work engagement by mediating work meaning on permanent employees of the formal sector in the DKI Jakarta area. The research method used is a quantitative through purposive sampling technique on 225 respondents obtained through an online questionnaire. Questionnaires were distributed to respondents with criteria in the form of permanent employees who work for companies in the DKI Jakarta area. Data analysis technique using Macro PROCESS. The results showed that job crafting has a significant effect on work engagement through work meaning mediation variables. The mediation test shows that work meaning has a partial mediating effect on the relationship between job crafting and work engagement for permanent employees of the company in the DKI Jakarta area"

"Penelitian ini bertujuan untuk menganalisis pengaruh job design dan work engagement terhadap performance pada karyawan kantor pusat di PT Federal International Finance, Jakarta Indonesia sebagai salah satu perusahaan pembiayaan terbesar di Indonesia. Teori yang digunakan untuk job design dalam penelitian ini adalah Hackman dan Oldham (1975), untuk performance menggunakan Aguninis (2009), dan work engagement dari Schaufeli (2006). Penelitian ini menggunakan metode kuantitatif dengan sampel sebanyak 132 orang karyawan PT. Federal International Finance yang diambil menggunakan teknik non-probability purposive sampling. Penelitian ini menggunakan analisis korelasi, regresi berganda dan sobel test untuk menguji pengaruh langsung dan mediasi diantara variabel. Hasil uji pengaruh menunjukkan bahwa terdapat korelasi positif dan dalam kategori sedang antara job design dan performance, korelasi yang positif antara job design dan work engagement, dan korelasi positif juga antara work engagement dan performance. Analisis regresi sederhana mengindikasi bahwa job design merupakan prediktor work engagement signifikan, serta job design dan work engagement masing-masing prediktor untuk performance yang signifikan. Hasil sobel test memberi bukti bahwa pengaruh tidak langsung terhadap performance melalui work engagement signifikan secara statistik. Hasil dari penelitian ini menunjukan adanya pengaruh job design secara signifikan terhadap performance secara langsung dan pengaruh yang signifikan juga dengan adanya work engagement sebagai variabel yang memediasi.This study aims to analyze the effect of job design and work engagement on performance on employees at PT Federal International Finance, Jakarta Indonesia as one of the largest finance companies in Indonesia. Theories used for job design in this study are Hackman and Oldham (1975), for performance using Aguninis (2009), and work engagement from Schaufeli (2006). This study used a quantitative method with a sample of 132 employees of PT. Federal International Finance is taken using a non-probability purposive sampling technique. This study used correlation analysis, multiple regression and multiple tests to examine the direct effect and mediation between variables. Correlation test results showed that there was a positive correlation and in the medium category between job design and performance, a positive correlation between job design and work engagement, and a positive correlation also between work engagement and performance. Simple regression analysis indicated that job design is a significant predictor of work engagement, as well as job design and work engagement of each predictor for significant performance. The sobel test results provided evidence that the indirect effect on performance through work engagement is statistically significant. The results of this study showed that there is a significant influence of job design on performance directly and a significant effect also on the presence of work engagement as a mediating variable."

"Topik generasi milenial di tempat kerja telah menarik perhatian karena pekerja dari generasi ini mengalami peningkatan jumlah di dalam organisasi. Karena jumlah pekerja milenial yang signifikan di masa depan, mereka diharapkan dapat berkontribusi pada kesuksesan organisasi. Studi telah mengakui peran penting innovative work behavior dalam menciptakan inovasi di organisasi. Perilaku ini juga dipengaruhi oleh pengaturan organisasi, seperti gaya kepemimpinan. Dibandingkan dengan gaya kepemimpinan tradisional, servant leadership berfokus pada pengelolaan karyawan melalui tindakan penuh perhatian dan kepedulian. Diketahui pula job crafting telah terbukti memainkan peran penting dalam kesuksesan karier individu. Penelitian ini mengusulkan dan menguji pengaruh servant leadership terhadap work engagement dan innovative work behavior. Penelitian ini juga mengkaji peran dari mediasi job crafting. Penelitian ini menggunakan desain kuantitatif dengan menggunakan survei terhadap 204 responden milenial dari berbagai sektor pekerjaan di Indonesia. Hasil penelitian menunjukkan bahwa servant leadership berpengaruh positif dan signifikan terhadap dan innovative work behavior dan work engagement. Temuan lebih lanjut menunjukkan bahwa job crafting memiliki efek mediasi pada hubungan servant leadership terhadap work engagement dan tidak memiliki efek mediasi pada servant leadership dan innovative work behavior karyawan.

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The topic of the millennial generation in the workplace has driven attention as members of this cohort have formed a growing increase in organisations. Due to the significant number of millennial workers in the future, they are also expected to contribute to organization success. Studies have acknowledged the important role of employee innovative work behavior in facilitating innovations at organizations. This behavior is also influenced by organizational settings, such as the leadership style. Compared to the traditional leadership styles, servant leadership is expected to change the hierarchical perspective by focusing on managing employees through considerate action and caring. It is also known that job crafting has been shown to play an important role in individual career success. This study proposes and examines the effect of servant leadership on work engagement and innovative work behavior. The study employed a quantitative design using surveis to 204 millennial respondents from various work sectors in Indonesia. The results show that servant leadership will have a positive and significant effect on innovative behavior. Further findings indicate that job crafting has a mediating effect on the relationship of servant leadership to work engagement and no mediaton effect between servant leadership and employee’s innovative work behavior. "

"Proses onboarding telah ditemukan memberikan manfaat bagi produktivitas karyawan dalam jangka panjang di sebuah organisasi. Metode onboarding lambat laun telah bergeser dengan menggunakan daring, luring, atau blended. Penelitian ini akan menganalisis lebih jauh mengenai pengaruh onboarding terhadap job performance melalui peran mediasi affective commitment, work engagement, dan employee creativity dengan Metode Onboarding sebagai Moderator. Data dari 204 karyawan dianalisis menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa peningkatan onboarding yang efektif dapat meningkatkan affective commitment, work engagement, dan employee creativity. Selain itu, variabel-variabel tersebut juga ditemukan memediasi pengaruh onboarding terhadap job performance, kecuali affective commitment. Metode onboarding juga ditemukan signifikan memoderasi pengaruh onboarding terhadap job performance.

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The onboarding process has been found to provide long-term benefits to employee productivity. The method has gradually shifted to online, offline, or blended. This study will further analyze the effect of onboarding on job performance through the mediating role of affective commitment, work engagement, and employee creativity using onboarding method as moderator. Data from 204 employees were analyzed using the Structural Equation Modeling (SEM) method. The results showed that effective onboarding could increase work engagement, affective commitment, and employee creativity. In addition, these variables mediate onboarding on job performance, except for affective commitment. The onboarding method was also found significantly moderate the effect of onboarding on job performance."

"Penelitian ini ditujukan untuk mengetahui pengaruh job resources, public service motivation sebagai faktor pendorong affective commitment melalui mediasi work engagement pada pegawai negeri sipil di Lingkungan Kanwil DJP Jakarta Selatan II. Responden penelitian ini adalah pegawai dengan jabatan Pelaksana Lainnya dan Account Representative. Total responden dalam penelitian ini berjumlah 226 orang. Hasil penelitian menunjukkan bahwa job resources dan public service motivation memiliki pengaruh positif dan signifikan kepada affective commitment. Work engagement memediasi pengaruh job resources dan public service motivation terhadap affective commitment.

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This study aims to determine the effect of job resources and public service motivation as a driving factor for affective commitment and the mediating role of work engagement among civil servants in Jakarta Selatan II Regional Tax Office. Respondents of this research are employees by the position "Pelaksana Lainnya" and "Account Representatives". The total respondents in this study were 226 people. The results showed that job resources and public service motivation positively and significantly affected affective commitment. This study finds that work engagement mediates the impact of job resources and public service motivation toward affective commitment."

"Teleworker dalam menyelesaikan pekerjaannya mengalami beberapa tantangan dengan karakteristik dan kondisi kerja yang kompleks. Terlebih di masa pandemi diprediksi dapat mempengaruhi kenaikan maupun penurunan kinerja karyawan secara signifikan. Penelitian ini bertujuan untuk mengeksplorasi hubungan job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Analisis data dilakukan dengan Structural Equation Modelling (SEM). Data yang layak digunakan sejumlah 503 responden. Penelitian ini berfokus pada pengaruh faktor-faktor kondisi kerja yakni job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Hasil analisis model penelitian ini memperlihatkan adanya peran mediasi sebagian pada variabel job autonomy dan juga pada variabel workplace social isolation. Dimana keleluasaan sistem kerja dapat meningkatkan keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Sedangkan minimnya interaksi karyawan bisa mempengaruhi turunnya keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Penelitian ini menyoroti pentingnya pengelolaan dari organisasi mengenai kondisi karyawan khususnya karyawan yang bekerja dari rumah.

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Teleworkers to complete their work experience have several challenges with complex job characteristics and working conditions. Especially in a pandemic situation, that is predicted to be affecting increase or decrease employee performance significantly. This research aims to explore the relationship of job autonomy and workplace social isolation to job performance through work engagement. Data analyzed using structural equation modeling (SEM), research generated several results from 503 respondents collected. This study focused on the relationship between working condition factors, namely job autonomy and workplace social isolation on job performance through work engagement. The results of the analysis showed work engagement has a partial mediation in job autonomy and also in workplace social isolation. Furthermore, job autonomy increased work engagement and job autonomy, whereas workplace social isolation can reduce work engagement and job performance. This research highlights the importance of managing the organization regarding employee conditions especially teleworkers."

"Penelitian dilakukan untuk mengetahui pengaruh proactive personality dan career adaptability dalam memprediksi in-role performance melalui job crafting dan work engagement. Hipotesis yang diusulkan bahwa karyawan yang memiliki kepribadian proaktif dan kemampuan beradaptasi karir kemungkinan besar akan merancang pekerjaan mereka untuk tetap terlibat dan meningkatkan kinerja mereka. Temuan dari studi sebelumnya telah diintegrasikan ke dalam model keseluruhan yang dapat digunakan untuk mengembangkan keterlibatan kerja serta meningkatkan kinerja peran di tempat kerja saat ini. Data dikumpulkan dari 180 karyawan generasi milenial yang bekerja di berbagai industri. Hasil dari penelitian menemukan bahwa karyawan yang memiliki proactive personality dan career adaptability dapat merancang pekerjaan mereka sehingga sehingga meningkatkan work engagement dan in-role performance. Hasil dari penelitian mendukung hipotesis yang diusulkan. Namun, hubungan career adaptability dan work engagement dimediasi penuh oleh job crafting sehingga hubungan langsung antara career adaptability dan work engagement tidak signifikan.

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This paper aims to investigate whether proactive personality and career adaptability could predict work engagement and in-role performance through job crafting behaviours and analyzed their effect using PLS SEM. The study hypothesised that employees who have a proactive personality and career adaptability would be most likely to design their jobs to stay engaged and improve their performance. Findings from previous studies have been integrated into an overall model that can be used to develop work engagement as well as advance the in-role performance in today’s workplace. Data were collected among 180 of employees belonging to the millennial generation working in various organisations. The results found that employees having proactive personality and adaptability in their career were most likely to craft their job, and in turn, was predictive of the work engagement and their performance as well. Most of the results indicated support for the hypotheses. Job crafting was found to be mediating the career adaptability and work engagement relationship fully. However, the direct relationship between career adaptability and work engagement is not significant.

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"Penelitian ini bertujuan untuk menguji pengaruh work-life balance terhadap employee engagement pada milenial PT XYZ melalui persepsi kepuasan kerja. Teknik penelitian yang digunakan adalah survey dan studi pustaka dari penelitian dengan topik sejenis yang telah dilakukan sebelumnya. Sampel yang digunakan dalam penelitian ini berjumlah 102 responden, dan diperoleh dengan menggunakan teknik purposive sampling. Berdasarkan hasil uji regresi yang telah dilakukan menunjukkan bahwa work-life balance berpengaruh signifikan terhadap kepuasan kerja, kepuasan kerja berpengaruh signifikan terhadap employee engagement, dan work-life balance berpengaruh signifikan terhadap employee engagement. Kemudian berdasarkan hasil analisis kausal step yang dilakukan, kepuasan kerja dapat dikatakan sebagai variabel mediasi dalam hubungan work-life balance dengan employee engagement yang bersifat parsial dan signifikan.

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This study aims to examine the effect of work-life balance on employee engagement at PT XYZ millennials through perceptions of job satisfaction. The research technique used was survey and literature study of research with similar topics that had been done previously. The sample used in this study amounted to 102 respondents, and obtained using purposive sampling technique. Based on the results of regression tests that have been conducted, it shows that work-life balance has a significant effect on job satisfaction, job satisfaction has a significant effect on employee engagement, and work-life balance has a significant effect on employee engagement. Then based on the results of the causal step analysis carried out, job satisfaction can be said to be a mediating variable in the work-life balance relationship with employee engagement which is partial and significant.

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