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

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

"Penelitian ini bertujuan untuk menganalisis pengaruh person-job fit dan person-organization fit terhadap organizational citizenship behavior (OCB) dengan keterikatan pegawai sebagai variabel mediasi. Penelitian ini mengambil studi pada PT Aneka Tambang (ANTAM) Tbk dengan karyawan tetap kantor pusat perusahaan ANTAM Tbk sebagai objek penelitian. Penelitian ini menggunakan teori person-job fit, person-organization fit, organizational citizenship behavior, dan keterikatan pegawai untuk mengkaji permasalahan. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah penelitian kuantitatif dengan metode survey kuesioner menggunakan total sampling terhadap karyawan tetap PT ANTAM Tbk di head office yang berjumlah 144 responden. Penelitian ini menggunakan metode analisis jalur (path analysis) untuk menguji hipotesis. Hasil menunjukkan bahwa terdapat pengaruh signifikan antar setiap variabel. Selain itu terdapat pula pengaruh signifikan antara person-job fit terhadap organizational citizenship behavior melalui keterikatan pegawai dan person-organization fit terhadap organizational citizenship behavior melalui keterikatan pegawai.This study aims to analyze the effects of person-job fit and person-organization fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable. This research takes a study in Aneka Tambang (ANTAM) Tbk company with permanent employees of PT ANTAM Tbk at head office as the object of research. This study uses the theory of person-job fit, person-organization fit, organizational citizenship behavior, and employee engagement to study the problem. The data collection technique used in this study was a quantitative approach using a questionnaire survey method that used total sampling of permanent employees of the PT ANTAM Tbk at the head office which amounted to 144 respondents. This study using path analysis method) to test the hypothesis.The result show that there is a significant efffect between each variable. Furthermore, there is a significant effect between person-job fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable and person-organization fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable."

"Tujuan penelitian ini adalah menganalisis pengaruh person organization fit terhadap organizational citizenship behavior. Person organization fit mengindikasikan bahwa individu meyakini bahwa nilai-nilai mereka sesuai dengan nilai-nilai perusahaan. Organizational citizenship behavior merupakan perilaku sukarela yang menguntungkan organisasi tetapi tidak secara langsung diakui oleh sistem formal reward. Penelitian ini menggunakan pendekatan kuantitatif dan pengumpulan data dalam penelitian ini menggunakan survei dengan sampel berjumlah 81 karyawan tetap kantor pusat PT Angkasa Pura II (Persero). Analisis korelasi dan regresi digunakan untuk menganalisis data. Hasil penelitian menunjukkan bahwa terdapat kekuatan hubungan antar variabel pada penelitian ini adalah kuat dengan angka koefisien sebesar 0,715. Person organization fit karyawan ditemukan mempengaruhi organizational citizenship behavior sebesar 51,2% dan 48.8% dipengaruhi oleh faktor lain. Dalam pembahasan juga terdapat implikasi serta saran untuk penelitian selanjutnya.

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The aim of this study was to analyze the effect of person organization fit on organizational citizenship behavior. Person organization fit indicates that individuals believe their values are compatible with values of the organization. Organizational citizenship behavior is individual voluntary behaviors that are beneficial to the organization but not directly recognized by the formal reward system.

This research applied quantitative approach and data were collected through conducting a survey on 81 permanent employees at PT Angkasa Pura II (Persero) head office. Correlation and regression analyses were used to analyse data.

The result revealed strong relationship between variables with coefficient of 0.715. Person organization fit found to affect organizational citizenship behavior equal to 51.2% and the residual equal to 48.8% affected by other factors. The result and implications of the study are discussed and recommendations for future research are addressed."

"ABSTRACTThis study was conducted in order to investigate the factors that influenced organizational citizenship behavior OCB in Hanamasa Restaurant by analyzing several factors, such as organizational socialization, organizational identification, and job involvement. Structural equation modelling analysis N 240 revealed that relations between employees rsquo evaluations of organizational socializaton and organizational citizenship behavior OCB were partially mediated by perceptions on organizational identification and job involvement.

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ABSTRAKPenelitian ini dilakukan untuk mengetahui faktor-faktor yang mempengaruhi organizational citizenship behavior OCB para karyawan di Restoran Hanamasa dengan menganalisis beberapa faktor, yaitu sosialisasi organisasi, identifikasi organisasi, dan keterlibatan kerja. Analisis model persamaan struktural N=240 mengungkapkan bahwa hubungan antara proses sosialisasi organisasi dan organizational citizenship behavior OCB dimediasi sebagian oleh identifikasi organisasi dan keterlibatan kerja."

"Dunia kerja yang semakin dinamis mengharuskan para karyawan untuk bekerja melebihi ekspektasi perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh dari kepuasan kerja terhadap organizational citizenship behavior. Variabel penelitian ini adalah kepuasan kerja dari Spector (1997) dan organizational citizenship behavior dari Organ (2006). Metode penelitian ini adalah kuantitatif dengan menggunakan kuesioner dan dianalisis dengan menggunakan regresi linier sederhana. Sampelnya adalah 33 orang karyawan tetap non-manajerial Divisi Konstruksi I PT Adhi Karya (Persero) Tbk. hasil penelitian ini menunjukkan bahwa kepuasan kerja memiliki pengaruh signifikan terhadap organizational citizenship behavior.

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An increasingly dynamic world of work require employees to work beyond the company's expectations. This study aims to analyze the influence of job satisfaction towards organizational citizenship behavior. The variables are job satisfaction from Spector (1997) and organizational citizenship behavior from Organ (2006). The method of the research is quantitative. The sampling method using questionnaire and analyzed by simple regression analysis. The sample are 33 permanent staff at construction division I PT Adhi Karya. The result indicate that job satisfaction has a significant influence on organizational citizenship behavior"

"Penelitian ini bertujuan untuk melihat efek mediasi dari komitmen afektif pada hubungan job insecurity dan organizational citizenship behavior OCB. Partisipan penelitian ini adalah 217 karyawan swasta dan BUMN di Indonesia. Job insecurity diukur menggunakan job insecurity questionnaire, OCB diukur menggunakan task performance scale, dan komitmen afektif diukur menggunakan affective commitment scale. Data dianalisis menggunakan Process macro Hayes pada SPSS versi 20. Hasil penelitian menunjukkan bahwa terdapat pengaruh negatif dari job insecurity terhadap OCB, selain itu juga terdapat pengaruh negatif dari job insecurity terhadap komitmen afektif, terdapat pengaruh positif dari komitmen afektif terhadap OCB, dan terdapat efek mediasi dari job insecurity terhadap OCB melalui komitmen afektif. Implikasi teoretis dan praktis akan dibahas selanjutnya dalam penelitian ini.

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This study aimed to investigate the mediating effect of affective commitmen on the relationship between job insecurity and organizational citizenship behavior OCB. Participants of this research are 217 private and state owned enterprises employees in Indonesia. Job insecurity was measured using job insecurity questionnaire, OCB was measured using task performance scale, and affective commitment was measured using affective commitment scale. Data were analyzed using Hayes's PROCESS macro on SPSS version 20.

The results of this study proves that there is a negative effect of job insecurity on OCB, there is also a negative effect of job insecurity on affective commitment, there is a positive effect of affective commitment on OCB, and there is also mediating effect of affective commitment on the relationship between job insecurity and OCB Theoretical and practical implications are further discussed."

"Penelitian ini bertujuan untuk menguji pengaruh person-organization fit (P-O fit) terhadap turnover intention dengan mempertimbangkan kepuasan kerja sebagai variabel mediasi. P-O fit diukur menggunakan konsep multidimensi P-O fit yaitu supplementary fit, complementary fit, needs-supplies fit and demands-abilities fit (Piasentin, 2007); kepuasan kerja diukur dengan Michigan Organizational Assessment Questionnaire (Camman et al. 1979) dan turnover intention diukur dengan model revisi Mobley, Horner and Hollingsworth (1978). Data penelitian dikumpulkan melalui survei kuantitatif dengan sampel sebanyak 100 orang karyawan tetap di PT Bank Syariah Mandiri, yang diambil menggunakan teknik non-probability purposive sampling. Penelitian ini menggunakan analisis korelasi, regresi bertingkat dan bootstrap untuk menguji pengaruh langsung dan pengaruh mediasi di antara variabel-variabel kunci.Hasil uji korelasi menunjukkan bahwa terdapat korelasi yang negatif dan moderat antara P-O fit dan turnover intention, korelasi yang positif dan kuat antara P-O fit dan kepuasan kerja, serta korelasi yang negatif dan moderat antara P-O fit dan turnover intention. Analisis regresi sederhana mengindikasikan bahwa P-O fit merupakan prediktor kepuasan kerja yang signifikan, serta P-O fit dan kepuasan kerja masing-masing merupakan prediktor turnover intentionyang signifikan.Hasil Bootstrapping memberi bukti bahwa pengaruh tidak langsung P-O fit terhadap turnover intention melalui kepuasan kerja signifikan secara statistik. Sejalan dengan penelitian terdahulu, hasil analisis regresi bertingkat mengkonfirmasi bahwa kepuasan kerja memediasi hubungan P-O fit dan turnover intention sebagai mediator penuh. Dalam pembahasannya juga didiskusikan hasil dan implikasi serta rekomendasi untuk penelitian selanjutnya.

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This study aims to examine the effect of person-organization-fit (P-O fit) on employee turnover intention by considering job satisfaction as a mediating variable. Multidimensional P-O fit, namely supplementary fit, complementary fit, needs-supplies fit and demands-abilities fit (Piasentin, 2007), Michigan Organizational Assessment Questionnaire (Camman et al. 1979) and Mobley, Horner and Hollingsworth’s (1978) revised model were used to measure P-O fit, job satisfaction and turnover intention. A quantitative survey was conducted on a non-probability (purposive) sample of 100 permanent employees working at PT Bank Syariah Mandiri.

Correlation, multistage regression and bootstrap were used to test the direct and mediating relationship between key variables. The results uncovered that there was a moderate negative correlation between P-O fit and turnover intention, a strong positive correlation between P-O fit and job satisfaction, and a moderate negative correlation between job satisfaction and turnover intention. The simple regression analysis showed that P-O fit was a significant predictor of job satisfaction and both P-O fit and job satisfaction were significant predictors to turnover intention.

Bootstrapping test revealed a statistical support for the indirect effect of P-O fit on turnover intention through job satisfaction. Moreover, the results of multistage regression analysis confirmed that job satisfaction significantly mediated the relationship between P-O fit and turnover intention as a full mediator. The results and implications of the study were discussed and recommendations for future research were addressed."

"Penelitian ini bertujuan untuk mengetahui peran mediasi psychological capital dan job satisfaction pada pengaruh leader-member exchange terhadap organizational citizenship behavior, yang merupakan salah satu ciri dari sumber daya manusia yang dibutuhkan perusahaan, termasuk swasta dan BUMN, untuk mencapai tujuan dan kelangsungan perusahaan di era ekonomi disruptif dan MEA. Penelitian ini termasuk penelitian kuantitatif. Data penelitian didapatkan melalui kuesioner online yang diisi oleh 193 karyawan swasta dan BUMN di Jakarta dan kemudian diolah dengan menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa leader-member exchange tidak memiliki pengaruh langsung yang positif terhadap organizational citizenship behavior. Meskipun demikian, leader-member exchange akan mempengaruhi organizational citizenship behavior secara positif apabila dimediasi penuh oleh psychological capital atau kepuasan kerja.

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This research aims to determine the mediating role of psychological capital and job satisfaction on leader-member exchange influence in promoting organizational citizenship behavior, which is one of the characteristics of human resources needed by a company, including private and BUMN, to achieve goals and sustainability in disruptive economy and MEA era. Research data was gathered through an online questionnaire filled by 193 private and BUMN employees in Jakarta and then analyzed using Structural Equation Modeling (SEM).

The results showed that leader-member exchange do not have any positive impact on organizational citizenship behavior. However, leader-member exchange will positively affect organizational citizenship behavior if it is fully mediated by psychological capital or job satisfaction."

"Penelitian ini menganalisis pengaruh kepribadian dan iklim organisasi terhadap organizational citizenship behavior pada organisasi JOB XYZ. Metode penelitian yang digunakan adalah kuantitatif dengan menyebarkan kuesioner kepada 178 sampel pada JOB XYZ. Sampel didapatkan dengan menggunakan probability sampling yaitu proportionate stratified random sampling untuk mendapatkan proporsi responden dari PT X, PT Y dan JOB XYZ hire. Penelitian ini mengukur organizational citizenship behavior menggunakan Organizational Citizenship Behavior Scale (Podsakof, 2000), kepribadian diukur berdasarkan skala Five Factor Personality Scale (Goldberg, 1999), iklim organisasi diukur menggunakan Organizational Climate Scale (Litwin & Stinger, 1968). Analisis data menggunakan uji asumsi klasik yaitu uji normalitas, heterokesdatisitas dan multikolaritas kemudian menggunakan inferential multiple regression. Penelitian ini menemukan bahwa kepribadian memiliki pengaruh signifikan terhadap OCB karyawan. Begitu juga halnya iklim organisasi yang memiliki pengaruh signifikan terhadap OCB karyawan.

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This study describes about the influence of personality and organizational climate related to organizational citizenship behavior JOB organization XYZ. This study used a quantitative approach by distributing questionnaires to 178 samples at XYZ JOB. Samples of this study obtained by using probability sampling that is proportionate stratified random sampling to achieve the proportion of respondents from PT X, Y and JOB PT XYZ. This study measured the Organizational Citizenship Behavior by using Organizational Citizenship Behavior Scale (Podsakof, 2000), personality measured by the scale of the Five Factor Personality Scale (Goldberg, 1999), organizational climate is measured by using the Organizational Climate Scale (Litwin and Stinger, 1968). The data is analyzed by using the classical assumption of normality test, heteroskedastic and multicorrelation then using inferential multiple regression. This study found that the personality has significant influence to the OCB of employees. Moreover, the organizational climate has significant influence to the OCB of employees as well."

"ABSTRAKPenelitian ini menyumbangkan penelitian mengenai pengaruh tidaklangsung dari kesesuaian individu dengan atasan dan dengan organisasi terhadapkomitmen organisasi pada konteks industri perbankan. Pengaruh tidak langsungyaitu komitmen terhadap atasan dan kepuasan kerja memperantarai hubunganantara kesesuaian karyawan-atasan dan kesesuaian karyawan-organisasi dengankomitmen organisasi. Penelitian ini menitik-beratkan kepada peran yangmempengaruhi hubungan individu dengan apa yang ada di lingkungannya (baikatasan maupun organisasinya) terhadap komitmen organisasi. Survei dilakukankepada 336 pegawai perbankan dari berbagai level, jenis kelamin, usia, statuspernikahan, status pendidikan, masa kerja, dan kepemilikan perusahaan. Hasilpenelitian ini menemukan bahwa komitmen terhadap atasan dapat memperantaraiKesesuaian karyawan-atasan dan kesesuaian karyawan-organisasi terhadapkomitmen organisasi, namun kepuasan kerja hanya dapat memperantaraiKesesuaian karyawan-organisasi terhadap komitmen organisasi. Hasil tersebutberarti bahwa kesesuian karyawan perbankan dengan atasan dan organisasi akanmenimbulkan komitmen terhadap atasan yang pada akhirnya akan menimbulkankomitmen terhadap organisasi. Namun, hanya kesesuaian karyawan perbankandengan organisasinya akan menimbulkan kepuasan kerja yang pada akhirnya akanmenciptakan komitmen organisasi karyawan. Analisa tambahan penelitian inimenemukan bahwa komitmen organisasi dan kepuasan kerja karyawan perbankandapat dipengaruhi oleh perbedaan usia, masa kerja, dan kepemilikan perusahaan.

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ABSTRACTThis study contributes research on the indirect effects of individual fit withthe supervisor (PS fit) and the organization (PO fit) toward organizationalcommitment in the context of the banking industry. Indirect effects of supervisorycommitment and job satisfaction mediates the relationship between PO fit and PSfit with organizational commitment. This research has focused on the role thataffect the individual's relationship with what is available in the environment (bothsupervisors and organization) to organizational commitment. The survey wasconducted to 336 bank employees of various levels, gender, age, marital status,educational status, job tenure, and ownership of the company. Results of thisstudy indicate that supervisory commitment may mediate PS fit and PO fit onorganizational commitment, but job satisfaction only mediate PO fit onorganizational commitment. The result meant that the fitness between bankemployee with supervisor and organization will lead supervisory commitmentthen ultimately lead to commitment to the organization. However only bankemployee fit with the organization will lead to job satisfaction, which in turn willcreate the organizational commitment of employees. Additional analysis of thisstudy that organizational commitment and job satisfaction of bank employees maybe affected by differences in age, job tenure, and ownership of the company."