Hasil Pencarian  ::  Simpan CSV :: Kembali

"ABSTRAKStudi ini menjelaskan bagaimana fun at work dapat memengaruhi turnover intention dan organizational citizenship behavior (OCB) dengan affective commitment sebagai mediator. Studi dilakukan pada 316 karyawan milenial di industri kreatif digital. Responden mengisi kuesioner untuk menilai unsur-unsur fun at work, turnover intention,OCB, dan affective commitment. Metode Structural Equation Modeling (SEM) digunakan untuk menunjukkan hubungan sebab akibat antara variabel. Hasil menunjukkan bahwa fun at work berhubungan negatif dan langsung dengan turnover intention dan secara positif dan langsung terkait dengan OCB serta affective commitment memediasi secara parsial pada kedua hubungan tersebut. OCB merupakan prediktor yang berhubungan negatif signifikan terhadap turnover intention.

---

ABSTRACTThis study explained how fun at work influence turnover intention and OCB with affective commitment as a mediator. The study was conducted on 316 millennial employees in the digital creative industry. Respondents filled out questionnaires to assess elements of fun at work, turnover intention, OCB, and affective commitment. StructuralEquation Modeling method was used to show the relationship between variables. The results showed that fun at work was negatively and directly related to turnover intention and positively and directly related to OCB, and affective commitment partially mediated in both relationships. OCB was proven to be a predictor that was negatively andsignificantly related to turnover intention."

"Tingkat turnover di industri digital merupakan salah satu yang tertinggi, yaitu mencapai 15% dan diprediksi akan meningkat. Hal ini menjadi sesuatu yang merugikan dikarenakan prediksi potensi industri digital di Indonesia, yaitu menyumbang PDB sebanyak 9,5% pada tahun 2025. Untuk dapat mengontrol atau meminimalisir turnover intention, organisasi butuh mempertimbangkan dan memberikan perhatian penuh terhadap beberapa faktor yang terkait dengan hal tersebut, melalui supportive work environment, person-organization fit, komitmen terhadap organisasi, dan meningkatkan engagement antara kedua belah pihak. Maka dari itu, tujuan penelitian ini adala untuk menganalisis hubungan antara keemoat variabel diatas terhadap turnover intention karyawan di industri digital, Penelitian ini merupakan penelitian kuantitatif. Pengumpulan data dilakukan dengan menyebarkan kuesioner secara online melalui berbagai media sosial kepada responden yang bekerja di industri digital. Terdapat 220 data yang diperoleh dari penyebaran kuesioner dengan latar belakang sebagai karyawan tetap yang telah bekerja selama minimal satu tahun di industri digital. Analisis data dilakukan dengan menggunakan Metode Structiral Equation Modeling (SEM) yang digunakan untuk menganalisis hubungan antar variabel-variabel tersebut dengan menggunakan software LISREL. Hasil penelitian menunjukkan bahwa tidak terdapat hubungan langsung antara supportive work environment terhadap turnover intention. Namun, hubungan kedua variabel tersebut dapat dimediasi oleh variabel person-organization fit, organizational commitment, dan organizational engagement.

---

The turnover rate in the digital industry is one of the highest, reaching 15% and is predicted to increase. This is something that is detrimental due to the prediction of the potential of the digital industry in Indonesia, which will contribute to GDP as much as 9.5% in 2025. To be able to control or minimize turnover intention, organizations need to consider and give full attention to several factors related to this, through a supportive work environment, person-organization fit, commitment to the organization, and increasing engagement between the two parties. Therefore, the purpose of this study is to analyze the relationship between the above variables on employee turnover intention in the digital industry, This research was a quantitative research. Data collection was done by distributing online questionnaires through various social media to respondents who work in the digital industry. There were 220 data obtained from distributing questionnaires with backgrounds as permanent employees who have worked for at least one year in the digital industry. Data analysis was performed using the Structural Equation Modeling (SEM) method which was used to analyze the relationship between these variables using LISREL software. The results showed that there was no direct relationship between a supportive work environment and turnover intention. However, the relationship between the two variables can be mediated by the variables of person-organization fit, organizational commitment, and organizational engagement."

"Organisasi pada era sekarang ini seiring dengan meningkatnya transparansi dan mulai bertumbuhnya pengaruh dari generasi milenial telah mengubah cara kita bekerja, cara kita mengelola suatu pekerjaan, dimana kita bekerja, bagaimana kita mengatur sebuah pekerjaan dan bagaimana kita berkomunikasi. Hal ini membuat organisasi sekarang harus lebih adaptif pada perkembangan zaman dan lebih memperhataikan tren dari generasi milenial yang mulai masuk dalam lingkungan pekerjaan di masa yang akan datang salah satu contohnya adalah dengan menerapkan fun at work. Penelitian ini akan meneliti mengenai hubungan antara Fun at work terhadap variabel organizational citizenship behavior dan creative performance dengan dimediasi oleh variabel work engagement dengan metode SEM. Penelitian ini merupakan penelitian kuantitatif dengan teknik pengumpulan data menggunakan kuesioner. Teknik sampling yang akan digunakan adalah teknik purposive sampling dengan target responden penelitian sebanyak 250 karyawan.

---

Organizations nowadays while transparency increases and the growing influence of millennial generations has changed the way we work, the way we manage jobs, where we work, how we organize a job and how we communicate. This makes the organization nowadays should be more adaptive to the time change and more concern to the trend of the millenial generation that began to enter the work environment in the future. One of the example is to apply fun at work. This study will examine the relationship between Fun at work to organizational citizenship behavior and creative performance variables with mediated by work engagement variable with SEM method. This research is a quantitative research with data collection technique using questionnaire. The sampling technique that will be used is purposive sampling technique with 250 respondent research target."

"Hingga kini, semakin banyak studi yang membahas mengenai generasi milenial. Dengan dimulainya era global, semakin besar kebutuhan perusahaan akan karyawan generasi milenial. Penelitian ini berfokus pada pengaruh work-life balance, organizational commitment, dan organizational citizenship behavior terhadap intention to stay pada generasi milenial di Indonesia. Survey secara online dilakukan selama kurun waktu 1 bulan, dan pengolahan data dilakukan menggunakan software SEMLISREL. Hasil penelitian menunjukkan bahwa work-life balance memiliki hubungan yang negatif dan signifikan terhadap intention to stay. Organizational commitment terbukti memiliki hubungan positif dan signifikan terhadap intention to stay. Organizational citizenship behavior memiliki hubungan yang positif namun tidak signifikan terhadap intention to stay. Perusahaan yang mempekerjakan karyawan generasi milenial sebaiknya memperhatikan work-life balance dan organizational commitment karyawan untuk mengetahui seberapa besar atau kecil intention to stay mereka, sehingga perusahaan dapat mengeluarkan atau memperbaiki kebijakan perusahaan yang diharapkan akan meningkatkan keinginan bertahan karyawan generasi milenial. Diskusi, implikasi manajerial, dan saran untuk penelitian selanjutnya diberikan pada akhir laporan ini.

---

Until now, more and more studies have discussed the millennial generation. With the start of the global era comes the greater need for companies to employ millennial generation workers. This study focuses on the effect of work-life balance, organizational commitment, and organizational citizenship behavior on intention to stay in the millennial generation in Indonesia. The online survey was conducted over a period of 1 month, and data processing was carried out using SEM-LISREL software. The results showed that work-life balance have a negative and significant relationship with intention to stay. Organizational commitment is proven to have a positive and significant relationship with intention to stay. Organizational citizenship behavior is found to have a positive relationship with intention to stay, however the relationship is not significant. Companies employing millennial generation employees should pay attention to the work-life balance and organizational commitment of employees to find out how big or small their intention to stay is, so that companies can issue or improve company policies which are expected to increase millennial generation employees’ willingness to stay. Discussion, managerial implications, and suggestions for further research are provided at the end of this report."

"Penelitian ini bertujuan untuk memahami pengaruh workplace flexibility terhadap turnover intention yang dimediasi oleh affective commitment dan employee engagement pada karyawan generasi milenial Indonesia. Penelitian kuantitatif ini menggunakan metode convenience sampling dan cross-sectional design dengan jumlah sampel 510 responden. Data diolah dengan menggunakan metode Structural Equation Modeling (SEM).Hasil penelitian menunjukkan bahwa workplace flexibility tidak memiliki pengaruh negatif terhadap turnover intention. Sedangkan workplace flexibility memiliki pengaruh positif terhadap affective commitment dan employee engagement. Selanjutnya, affective commitment dan employee engagement memiliki pengaruh negatif terhadap turnover intention. Kontribusi teoritis dari penelitian ini adalah dapat menemukan pengaruh negatif workplace flexibility terhadap turnover intention ketika dimediasi oleh affective commitment dan emplyoee engagement. Selain itu, kontribusi praktis dari penelitian ini adalah sebagai bahan pertimbangan untuk dapat menurunkan turnover intention karyawan generasi milenial Indonesia.

---

This study aims to understand the effect of workplace flexibility on turnover intention which is mediated by affective commitment and employee engagement on Indonesia millennial employees. This quantitative study approach with convenience sampling and cross-sectional design with a sample of 510 respondents. Data is analyzed using Structural Equation Modelling (SEM).

The result of the study show that workplace flexibility does not have a negative influence on turnover intention. While workplace flexibility has a positive influence on affective commitment and employee engagement. Furthermore, affective commitment and employee engagement have a negative influence on turnover intention. The theoretical contribution of this study is to be able to find the negative effect of workplace flexibility on turnover intention when mediated by affective commitment and employee engagement. In addition, the practical contribution of this research is as a provision of considerable factors in minimizing the turnover intention of Indonesian millennial employees."

"Dalam lingkungan bisnis yang dinamis, perilaku extra-role karyawan diperlukan untuk menopang kinerja perusahaan. Organizational Citizenship Behavior (OCB) merupakan salah satu perilaku extra-role yang membawa banyak dampak positif bagi kinerja karyawan dan perusahaan. Penelitian ini akan fokus menganalisis pengaruh workplace spirituality dan psychological capital terhadap OCB dengan affective commitment sebagai mediator dan pada karyawan perusahaan FMCG di Jabodetabek. Penelitian ini menggunakan SEM untuk menganalisis data. Hasil penelitian membuktikan bahwa terdapat pengaruh yang positif dan signifikan antara affective commitment dan psychological capital terhadap OCB serta workplace spirituality terhadap affective commitment. Di samping itu, ditemukan hasil menarik di dalam penelitian ini bahwa ternyata dapat pengaruh negatif dan signifikan oleh workplace spirituality terhadap OCB dan pengaru negatif dan signifikan oleh psychological capital terhadap affective commitment. Selain itu, penelitian ini membuktikan bahwa affective commitment memediasi secara parsial hubungan antara workplace spirituality dan psychological capital terhadap OCB.

---

In a dynamic business environment, employees’ extra-role behavior is needed to sustain company performance. Organizational Citizenship Behavior (OCB) is one of the extra-role behaviors that has many positive impacts on individual and company performance. This study will focus on analyzing the effect of workplace spirituality and psychological capital on OCB with affective commitment as a mediator on FMCG employees in Jabodetabek. This study uses SEM to analyze the data. The results of the study proved that there is a positive and significant effect of affective commitment and psychological capital on OCB and workplace spirituality on affective commitment. This study also found striking and interesting results that workplace spirituality has a significant negative effect on OCB and psychological capital has a significant negative effect on affective commitment. In addition, it is proven that affective commitment partially mediates the relationship between workplace spirituality and psychological capital on OCB."

"Generasi Z merupakan generasi termuda yang saat ini mulai memasuki dunia kerja dan diperkirakan jumlahnya akan terus bertambah. Namun, karyawan Generasi Z diketahui memiliki intensi turnover yang tinggi. Dengan menggunakan kerangka teori Conservation of Resources (COR) penelitian ini bertujuan untuk menguji peran komitmen afektif dalam memediasi pengaruh meaningful work terhadap intensi turnover pada karyawan Generasi Z. Partisipan dalam penelitian ini merupakan karyawan Generasi Z (usia 18-28 tahun) dengan masa kerja minimal 1 tahun (N = 203). Pengambilan data dilakukan dengan menggunakan teknik convenience sampling dengan menyebarkan kuesioner secara daring. Instrumen yang digunakan dalam penelitian ini antara lain: Turnover Intention Scale, Work and Meaning Inventory, dan Affective Commitment Scale. Data dianalisis dengan menggunakan program PROCESS versi 4.2 Model 4 pada SPSS versi 23. Hasil analisis data menunjukkan bahwa komitmen afektif memediasi penuh pengaruh meaningful work terhadap intensi turnover. Berdasarkan hasil tersebut, implikasi praktis dari penelitian ini adalah organisasi dapat mengurangi intensi turnover dengan menerapkan strategi yang dapat memunculkan meaningful work dan komitmen afektif pada karyawan Generasi Z.

---

Generation Z is the youngest generation starting to enter the working world, and the number of Generation Z in the working world will continue to grow. However, Generation Z employees are known to have high turnover intentions. Using the Conservation of Resources (COR) theoretical framework, this study examines the mediating role of affective commitment in the effect of meaningful work towards turnover intentions in Generation Z employees. Participants in this study were Generation Z employees (age 18-28 years) with years of service at least one year (N = 203). Data was collected using a convenience sampling technique by distributing questionnaires online. The instruments used in this study include Turnover Intention Scale, Work and Meaning Inventory, and Affective Commitment Scale. Data were analyzed using the PROCESS program version 4.2 Model 4 in SPSS version 23. The results of the data analysis showed that affective commitment fully mediates the effect of meaningful work towards turnover intention. Based on these results, the practical implication is that organizations can reduce turnover intention by implementing strategies that generate meaningful work and affective commitment in Generation Z employees."

"Penelitian ini dilakukan adalah untuk menguji hubungan antara psychological empowerment (PE), perceived organizational support (POS), dan organizational citizenhip behavior (OCB) dengan mempertimbangkan faktor mediasi dari affective organizational commitment (AOC) pada industri farmasi di Indonesia. Dengan menggunakan metode convenience sampling dengan bantuan survei online cross-sectional dengan metode self-administered survei, data dikumpulkan dari 270 karyawan yang bekerja di industri farmasi. SPSS, Structural Equation Model dan LISREL digunakan untuk analisis statistik. Hasil penelitian menunjukkan adanya pengaruh yang signifikan antara PE, POS dan AOC. Namun pengaruh yang tidak signifikan ditemukan antara POS dan OCB. Hasilnya juga menunjukkan bahwa terdapat pengaruh yang signifikan antara AOC dan OCB dan pengaruh yang signifikan antara PE dan OCB. selain itu, AOC ditemukan dapat memediasi pengaruh antara POS dengan OCB dan PE dengan OCB.

---

This study was conducted to examine the relationship between psychological empowerment (PE), perceived organizational support (POS), and organizational citizenhip behavior (OCB) by considering the mediating factors of affective organizational commitment (AOC) in the pharmaceutical industry in Indonesia. Using a convenience sampling method with the help of cross-sectional online surveys, data were collected from 270 employees working in the pharmaceutical industry. SPSS, Structural Equation Model and LISREL were used for statistical analysis. The results showed a relationship between PE, POS and AOC. However, no significant relationship was found between POS and OCB. The results also show that there is a significant relationship between AOC and OCB and a significant relationship between PE and OCB. in addition, AOC was found to mediate the relationship between POS to OCB and PE to OCB."

"ABSTRAKPenelitian ini bertujuan untuk memperlihatkan peran fun at work dan social suppot terhadap organizational citizenship behavior pegawai pada Telkom Regional II. Penelitian ini juga menunjukkan variabel work engagement yang memediasi hubungan antar variabel tersebut. Total responden dalam penelitian ini berjumlah 348 orang. Responden dalam penelitian ini adalah pegawai tetap pada Telkom Regional II. Penelitian ini akan menggunakan SEM-Lisrel sebagai metode analisis data. Penelitian ini diharapkan dapat berkontribusi untuk mengetahui langkah-langkah yang dapat dilakukan oleh perusahaan untuk meningkatkan organizational citizenship behavior pada setiap pegawai di perusahaan. Hasil penelitian ini menunjukkan terdapat efek mediasi work engagement antara fun at work dan social support dengan organizational citizenship behavior.

---

ABSTRACTThe objective of this research is to examine the influence of fun at work and social support on OCB of employees in Telkom Regional II, mediated by work engagement. Data of 348 respondents were collected using an online survey and analyzed usig SEM-Lisrel. The result showed that fun at work and social support was found to have direct and positive effect on OCB through work engagement. These findings provide information about managerial practices at state-owned enterprises to improve performance of the company by increasing the supporting factors in each variables."

"Work-life balance merupakan salah satu faktor yang perlu diperhatikan perusahaan. PT Bank Negara Indonesia (Persero) Tbk sebagai salah satu perusahaan perbankan yang memiliki tingkat work-life balance yang baik. Pengelolaan sumber daya manusia bagi BNI sebagai salah satu faktor utama untuk mencapai keberhasilan strategi di dunia perbankan. Salah satunya dengan memperhatikan aspek work-life balance. Penelitian ini bertujuan untuk menganalisis pengaruh work-life balance terhadap organizational citizenship behavior melalui organizational commitment sebagai variabel mediasi pada karyawan PT Bank Negara Indonesia (Persero) Tbk. Penelitian ini merupakan penelitian kuantitatif yang dilakukan melalui pengumpulan data dengan penyebaran kuesioner terhadap 99 responden yang merupakan pegawai tetap di kantor pusat PT Bank Negara Indonesia (Persero) Tbk. Analisis data pada penelitian ini dilakukan dengan analisis deskriptif, analisis regresi, analisis mediasi (causal step) dan analisis sobel test. Hasil penelitian menunjukan bahwa terdapat pengaruh dari work-life balance terhadap organizational citizenship behavior, work-life balance terhadap organizational commitment, dan organizational commitment terhadap organizational citizenship behavior. Berdasarkan hasil uji mediasi yang telah dilakukan, tidak terdapat pengaruh mediasi organizational commitment pada pengaruh work-life balance terhadap organizational citizenship behavior.

---

Work-life balance is one of the factors that companies need to pay attention to. PT Bank Negara Indonesia (Persero) Tbk as a banking company that has a good work-life balance. Managing human resources for BNI is one of the main factors in achieving a successful strategy in the banking world. One of them is by paying attention to the work-life balance aspect. This study aims to analyze the effects of work-life balance on organizational citizenship behavior with organizational commitment as a mediating variable on the employees of PT Bank Negara Indonesia (Persero) Tbk. This research used a quantitative approach using data by distributing questionnaires to 99 respondents who are permanent employees at the headquarters of PT Bank Negara Indonesia (Persero) Tbk. Data analysis in this study was conducted by descriptive analysis, regression analysis, mediation analysis (causal step) and sobel test analysis. The results of this study indicate that there is an influence of work-life balance on organizational citizenship behavior, work-life balance on organizational commitment, and organizational commitment on organizational citizenship behavior. Based on the results of mediation tests, there is no mediation effect of organizational commitment on the influence of work-life balance on organizational citizenship behavior."