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"Kinerja pegawai negeri menggambarkan layanan publik dari lembaga pemerintah. Untuk mewujudkan pelayanan publik yang optimal, pemerintah perlu meningkatkan kinerja pegawai yang bekerja pada instansi pemerintah. Beberapa faktor yang dapat mempengaruhi kinerja pegawai negeri adalah motivasi, peran pemimpin dan work engagement. Penelitian ini menggunakan variabel public service motivation untuk mengukur motivasi pegawai negeri, sedangkan peran pemimpin dilihat berdasarkan gaya kepemimpinan authentic leadership. Kuesioner yang digunakan adalah skala Likert 6 poin. Penelitian dilakukan pada instansi Badan Pengawasan Keuangan dan Pembangunan (BPKP). Sampel terdiri adari 276 orang. Data diolah menggunakan aplikasi SPSS dan SEM LISREL. Penelitian ini mencoba menjelaskan faktor-faktor apa yang dapat meningkatkan kinerja pegawai negeri. Hasil penelitian ini menemukan bahwa public service motivation, authentic leadership dan work engagement mempengaruhi kinerja pegawai secara signifikan dan work engagement memediasi hubungan antara public service motivation dan authentic leadership terhadap kinerja pegawai.

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The performance of civil servants illustrates the public services from government agencies. To realize optimal public services, the government needs to improve the performance of employees government. Several factors that can affect the performance of civil servants are motivation, the role of leaders and work engagement. This study uses public service motivation variables to measure the motivation of civil servants, while the role of leaders is seen based on authentic leadership styles. The questionnaire used was a 6-point Likert scale. The study was conducted at the Financial and Development Supervisory Board (BPKP). The sample consisted of 276 respondents. Data is processed by using SPSS and SEM LISREL applications. This study tries to explain what factors can improve the performance of civil servants. The results shows that public service motivation, authentic leadership and work engagement significantly affect employee performance and work engagement mediates the relationship between public service motivation and authentic leadership on employee performance."

"Perubahan besar yang dipicu oleh globalisasi dan pandemi COVID-19 telah menuntut adaptasi dan kreativitas dalam dunia kerja, khususnya di era digital. Generasi milenial dan gen Z, yang mendominasi tenaga kerja saat ini memiliki peran penting dalam menciptakan keunggulan kompetitif dan menjaga keberlanjutan organisasi khususnya startup. Penelitian ini bertujuan untuk mengukur dan menganalisis seberapa besar pengaruh perceived authentic leadership, organizational identification, dan terhadap employee creativity yang dimediasi oleh work engagement pada pekerja startup di Jabodetabek. Penelitian ini menggunakan metodologi berbasis survey menggunakan kuesioner online dengan penilaian menggunakan Skala Likert. Data 243 orang responden dianalisis menggunakan teknik partial least squares structural equation modeling (PLSSEM). Hasil penelitian menunjukkan bahwa perceived authentic leadership dan organizational identification berpengaruh positif terhadap employee creativity, baik secara langsung maupun melalui mediasi work engagement.

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Significant changes triggered by globalization and the COVID-19 pandemic have required adaptation and creativity in the world of work, especially in the digital era. The millennial and Z generation, which dominate the workforce today, have an essential role in creating competitive advantages and maintaining the sustainability of organizations, especially startups. This research aims to measure and analyze the influence of Perceived Authentic Leadership, Organizational Identification, and Employee Creativity mediated by Work Engagement in millennial employees who work in startups (Jabodetabek). This research uses a survey-based methodology using an online questionnaire with assessments using a Likert Scale. Data from 243 respondents was analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. The research results show that perceived authentic leadership and organizational identification positively affect employee creativity, both directly and through the mediation of work engagement."

"Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan autentik terhadap kinerja karyawan serta menguji peran mediasi work engagement dan komitmen afektif dalam hubungan tersebut. Penelitian ini menggunakan metode survei dengan mengumpulkan data dari 358 responden karyawan di PT Bank Pembangunan Daerah Papua melalui kuesioner yang telah disesuaikan dan dianalisis menggunakan SEM (Structural Equation Modelling). Hasil penelitian menunjukkan bahwa kepemimpinan autentik tidak berpengaruh signifikan terhadap kinerja karyawan, tetapi work engagement dan komitmen afektif ditemukan memediasi pengaruh kepemimpinan autentik terhadap kinerja karyawan. Peran mediasi ini menjadi sangat penting karena tanpa adanya mediasi work engagement dan komitmen afektif, kepemimpinan autentik tidak akan meningkatkan kinerja karyawan. Berdasarkan hasil pengaruh total, work engagement mentransmisikan pengaruh kepemimpinan autentik terhadap kinerja karyawan lebih besar dibandingkan dengan komitmen afektif.

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This study aimed to examine the effect of authentic leadership on employee performance and to examine the mediating role of work engagement and affective commitment in this relationship. This study used a survey method by collecting data from 358 employee respondents at PT Bank Pembangunan Daerah Papua through customized questionnaires and analyzed using SEM (Structural Equation Modeling). The results showed that authentic leadership had no significant effect on employee performance, but work engagement and affective commitment were found to mediate the effect of authentic leadership on employee performance. This mediation role is very important because without the mediation of work engagement and affective commitment, authentic leadership will not improve employee performance. Based on the total effect, work engagement transmitted the effect of authentic leadership on employee performance to a greater extent than affective commitment."

"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."

"Perubahan lingkungan bisnis yang dinamis dan disruptif memaksa manajemen untuk memiliki strategi dalam melakukan pengelolan SDM secara memadai. SDM memiliki peran kritikal dalam mencapai kinerja organisasi melalui dukungan job resources yang berasal dari lingkungan bekerja. Perubahan paradigma pada sektor publik terhadap pengelolaan SDM semakin menuju ke arah yang efektif dan efisien. Penelitian ini dilakukan untuk menganalisis hubungan antara perceived organizational support (POS) dan servant leadership terhadap employee performance melalui peran mediasi work engagement pada Aparatur Sipil Negara (ASN) Organisasi Keuangan Pemerintah. Penelitian ini dilakukan dengan melakukan cross-sectional study melalui survei kuesioner google form dengan sampel sebanyak 305 responden ASN yang berkedudukan di Kantor Pusat Organisasi Keuangan Pemerintah. Teknik analisis data dilakukan dengan menggunakan metode Covariance Based – Structural Equation Modeling (CB-SEM). Hasil penelitian menunjukkan bahwa POS dan servant leadership memiliki pengaruh positif signifikan terhadap work engagement. Selanjutnya, work engagement mampu memediasi secara penuh dan signifikan hubungan POS dan servant leadership terhadap employee performance, serta work engagement memiliki pengaruh positif signifikan terhadap employee performance. Penelitian ini memiliki kontribusi terhadap implikasi manajerial untuk dapat diterapkan bagi organisasi, pimpinan, dan individu pada sektor publik terkait konsep yang berkaitan dengan variabel yang diteliti.

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The dynamic and disruptive business environment necessitates management to adopt adequate human resource management strategies. Human resource management plays a critical role in achieving organizational performance through job resources support from the work environment. Paradigm shifts in the public sector toward more effective and efficient human resource management have been observed. This study aims to analyze the relationship between perceived organizational support (POS) and servant leadership on employee performance, mediated by work engagement, among Civil Servants (ASN) in Government Financial Organizations. A cross-sectional study using a survey questionnaire through Google Form was conducted, with a sample of 305 respondents comprising ASN at the Central Office of Government Financial Organizations. The data analysis was performed using Covariance-Based Structural Equation Modeling (CB-SEM). The research findings reveal that both POS and servant leadership have a significant positive impact on work engagement. Furthermore, work engagement fully mediates the relationship between POS, servant leadership, and employee performance, with work engagement also significantly influencing employee performance. This research offers managerial implications that can be applied to organizations, leaders, and individuals in the public sector concerning the concepts related to the variables under study."

"Employee engagement menjadi poin penting dalam melihat bagaimana pegawai merasakan keterikatan terhadap pekerjaannya dan begitupun dengan pihak perusahaan yang dapat berupaya untuk membuat pegawainya merasakan keterikatan dengan pekerjaannya dan juga perusahaan. Employee engagement dapat meningkatkan budaya kerja, mengurangi rotasi pegawai, meningkatkan produktivitas, hingga membangun hubungan kerja yang lebih baik. Employee engagement merupakan salah satu aspek penting yang harus menjadi perhatian bagi para perusahaan maupun organisasi. Terdapat berbagai macam aspek yang dapat mempengaruhi employee engagement, salah satunya adalah authentic leadership. Penelitian-penelitian terdahulu mengenai pengaruh authentic leadership terhadap employee engagement menunjukan bahwa authentic leadership memiliki pengaruh yang positif terhadap employee engagement. Penelitian ini bertujuan untuk menganalisis pengaruh Authentic Leadership terhadap Employee Engagement pada pegawai Hotel “X” di Bali. Penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan instrumen kuesioner. Penelitian ini memperoleh 75 responden yang diperoleh menggunakan teknik total sampling pada satu hotel di Bali. Penelitian ini menggunakan metode olah data kuantitatif yaitu analisis deskriptif uji mean, dan uji regresi linear sederhana. Hasil penelitian ini menunjukkan bahwa authentic leadership berpengaruh positif terhadap employee engagement. Penelitian ini membuktikan bahwa authentic leadership mampu memberikan pengaruh positif kepada employee engagement.

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Employee engagement is an important point in seeing how employees feel attached to their work and the same goes for companies that can try to make their employees feel attached to their work and the company. Employee engagement can improve work culture, reduce employee rotation, increase productivity, and build better work relationships. Employee engagement is an important aspect that must be a concern for companies and organizations. There are various aspects that can affect employee engagement, one of which is authentic leadership. Previous studies regarding the effect of authentic leadership on employee engagement show that authentic leadership has a positive effect on employee engagement. This study aims to analyze the effect of Authentic Leadership on Employee Engagement among "X" Hotel employees in Bali. This study used a quantitative approach by distributing questionnaires as instruments. This study obtained 75 respondents who were obtained using a total sampling technique at one hotel in Bali. This study uses quantitative data processing methods, namely descriptive analysis of the mean test, and simple linear regression tests. The results of this study indicate that authentic leadership has a positive effect on employee engagement. This study proves that authentic leadership can have a positive influence on employee engagement."

"Penelitian ini bertujuan untuk menganalisis pengaruh dari authentic leadership dan corporate culture terhadap employee engagement di PT. BRL. Penelitian ini melakukan studi pengaruh dimensi authentic leadership sesuai dengan Authentic Leadership Inventory yang terdiri dari 4 dimensi, yaitu: self awareness, relational transparency, internalized moral perspective, dan balance processing serta dimensi corporate culture sesuai dengan Denison Organizational Culture Model yang terdiri dari 4 dimensi, yaitu: adaptability, mission, consistency, dan involvement terhadap dimensi Saks Employee Engagement yang terdiri dari 2 dimensi yaitu: job engagement dan organization engagement. Periode observasi yang digunakan pada penelitian ini mulai September 2013 hingga Mei 2014. Pengumpulan data menggunakan kuesioner yang diberikan kepada Karyawan PT. BRL. Hasil dari penelitian ini menunjukkan bahwa semua dimensi authentic leadership dan corporate culture (self awareness, relational transparency, internalized moral perspective, balanced processing, involvement, consistency, adaptability, mission) secara bersama-sama memiliki pengaruh signifikan positif terhadap dimensi job engagement dan organization engagement.

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This study aims to analyze the influence of authentic leadership and corporate culture on employee engagement in PT. BRL. This research is to study the influence of the dimensions of authentic leadership, in accordance with the Authentic Leadership Inventory consisting of four dimensions, namely: selfawareness, relational transparency, internalized moral perspective, and balance processing as well as the dimensions of corporate culture according to The Denison Organizational Culture Models consisting of four dimensions, namely: adaptability, mission, consistency, and involvement on the dimensions of employee engagement by Saks consisting of two dimensions: job engagement and organization engagement. Observation period used in this study are from September 2013 to May 2014. The data was collected using questionnaires given to employees of PT. BRL. The results of this study indicate that all dimensions of authentic leadership and corporate culture (self-awareness, relational transparency, internalized moral perspective, balanced processing, involvement, consistency, adaptability, mission) have a significant positive influence on the dimensions of job engagement and organization engagement."

"Pandemi COVID-19 mengharuskan perusahaan untuk menerapkan sistem kerja dari rumah atau Work from Home (WfH) untuk memutus mata rantai penyebaran virus corona. Hal ini berdampak pada tingkat keterikatan karyawan pada perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh variabel kepribadian dengan menggunakan Big 5 Personality Traits dan Honesty-humility yang dimoderasi dengan variabel kepemimpinan otentik terhadap tingkat keterikatan pegawai ditempat kerja mereka. Penelitian ini menggunakan metode kuantitatif dengan instrumen e-kuesioner (Google Form) dan disebarluaskan kepada pegawai fungsional di kantor pusat BUMN Jasa Survei. Teknik pengambilan sampel berupa nonprobability sampling dengan jenis purposive sampling dengan jumlah 159 pegawai tetap fungsional di Kantor Pusat BUMN Jasa Survei. Hasil penelitian ini menunjukkan bahwa terdapat hubungan antara variabel personality trait dengan variabel employee engagement serta menunjukan bahwa Variabel authentic leadership dapat memoderasi hubungan antara variabel personality trait dengan variabel employee engagement. Studi ini merekomendasikan agar perusahaan dapat mempertahankan tingkat kejujuran dan kerendahan hati pada pegawai fungsional dengan menciptakan lingkungan kinerja yang kondusif. Selain itu, pimpinan harus menjadi role model bagi para pegawai dan mendorong pegawai untuk berani menyuarakan pandangan mereka.

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The COVID-19 pandemic requires companies to implement a Work from Home (WFH) system to break the chain of the spread of the coronavirus. This study impacts the level of employee engagement with the company. This study aims to analyze the effect of personality variables using Big 5 Personality Traits and Honesty-humility moderated by authentic leadership variables on the level of employee engagement in their workplace. This study aims to analyze the effect of personality variables using Big 5 Personality Traits and Honesty-humility moderated by authentic leadership variables on the level of employee engagement in their workplace. This study uses a quantitative method with an e-questionnaire instrument (Google Form) and is distributed to functional employees at the head office of Survey State-Owned Enterprise (BUMN). The sampling technique was non-probability sampling with purposive sampling type with a total of 159 functional employees at the Head Office of the Survey State-Owned Enterprise (BUMN). The quantitative data collected were then analyzed using SPSS Software to perform regression analysis. The results of this study indicate that the personality trait has a positive relationship with employee engagement and the authentic leadership variable can moderate the relationship between the personality trait and the employee engagement. This study recommends that companies maintain a level of honesty and humility in functional employees by creating a conducive performance environment. In addition, leaders must be role models for employees and encourage employees to dare to voice their views."

"Tujuan dari penelitian ini adalah untuk menguji dampak stres kerja, keterlibatan pegawai, konflik nilai dan motivasi layanan publik terhadap kinerja individu. Untuk melakukan penelitian ini, 225 responden pegawai pemerintah di Jakarta telah dipilih sebagai responden. Penelitian ini dilakukan di salah satu lembaga tinggi di Indonesia yaitu Komisi Yudisial. Dalam penelitian ini, akan terlihat bagaimana stres kerja, keterlibatan pegawai dan konflik nilai dapat mempengaruhi motivasi layanan publik serta kinerja individu. Sebelum kuesioner dibagikan, peneliti menggunakan pengukuran terhadap validitas dan reliabilitas menggunakan SPSS. Pengolahan data untuk membuktikan hipotesis yang telah diformulasikan menggunakan metode Structural Equation Model (SEM) Lisrel 8.7. Hasil penelitian menunjukkan bahwa variabel stres kerja signifikan dan berhubungan positif dengan motivasi pelayanan publik, variabel keterlibatan signifikan dan berhubungan positif dengan motivasi pelayanan publik dan variabel konflik nilai berhubungan positif dengan motivasi pelayanan publik. Dan variabel lainnya adalah motivasi pelayanan publik berhubungan positif dengan kinerja individu.

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The purpose of this study was to examine the impact of job stress, engagement and value conflict with public service motivation on individual performance. Based on 225 government employees in Jakarta were participates as respondents. This research was conducted in Judicial Commission, one of Indonesia high institutions. The study results showed that job stress significant and positively related to public service motivation, engagement significant and positively related to public service motivation and value conflict positively related to public service motivation. And other variable is public service motivation was positively related to individual performance. The research questionnaire used SPSS to see validity and reliability. Processing data to prove the hypothesis that has been formulated using the Structural Equation Model (SEM) Lisrel 8.7 method."

"Target pemerintah untuk mempercepat penurunan angka kemiskinan hinggal 8% sampai 10 % pada akhir tahun 2014 didukung oleh Putera Sampoerna Foundation (PSF) yang bertransformasi dari yayasan filantrofik menjadi sebuah organisasi bisnis sosial sejak akhir tahun 2010. Dengan transformasi ini, PSF perlu mendorong kinerja karyawan dimana Employee Engagement adalah alat ukur yang sesuai dengan teori Gallup Path digunakan untuk mengukur keterikan emosional karyawan yang akan terealisasi menjadi peningkatan kinerja karyawan tersebut. Terdapat beberapa faktor yang mempengaruhi employee engagement seperti kepemimpinan, komunikasi di dalam organisasi, diri karyawan, kesempatan untuk berkembang, serta reputasi perusahaan itu sendiri. Terdapat dua faktor yang dijadikan penelitian yaitu pengaruh dari atasan yang diwakili dengan dimensi dimensi didalam authentic leadership serta pengaruh dari diri karyawan sendiri yang diwakili oleh dimensi dimensi di dalam emotional intelligence. Dari penelitian sebelumnya ditemukan adanya korelasi positif antara Authentic Leadership dan Emotional Intelligence terhadap Employee Engagement. Penelitian ini dilakukan terhadap 269 responden karyawan PSF. Hasil dari penelitian ini adalah ditemukannya korelasi positif dan signifikan antara dimensi self awareness, relational transparency, Internalized moral perspective dan balanced processing dari Authentic Leadership serta dimensi self management dari Emotional Intelligence secara bersama sama terhadap dimensi management support dalam employee engagement. Pengaruh tertinggi diberikan oleh dimensi internalized moral perspective dari Authentic Leadership.

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The government has put a target to accelerate poverty reduction by 8% to 10% by the end of 2014 and this is supported by Putera Sampoerna Foundation (PSF) which has transformed from the philantrophic foundation to a social business since end of 2010. With this transformation, PSF needs to increase the employee performance where an Employee Engagement is the measuring tool used that based on Gallup Path is used to measure the emotional bonding of the employee which will influence them to enhance their performance.

There are two factors that influence employee engagement such as leadership, communication in an organization, the employee, opportunity to grow and company's reputation. There are two factors that are considered in this research and they are the leadership represented by the dimensions in authentic leadership and employee?s quality represented by the dimensions in emotional intelligence. As a reference, there's a positive correlation measured in previous research between authentic leadership and emotional intelligence towards employee engagement. This study was conducted to 269 respondents from PSF.

The results of this study is the discovery of a positive, together and significant correlation between the dimensions in authentic leadership (self awareness, relational transparency, Internalized moral perspective, balanced processing) together with dimension self management from emotional intelligence towards dimension management support from employee engagement. The most dominant influence came from internalized moral perspective from authentic leadership."