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"Kebijakan work from home diterapkan karena adanya pandemik Covid-19 yang terjadi di hampir seluruh dunia termasuk Indonesia. Kebijakan ini dibuat sebagai bentuk tanggung jawab pemerintah untuk berusaha menjamin keselamatan setiap warga negaranya. Menteri Pendayagunaan Aparatur Negara dan Reformasi Birokrasi mengeluarkan Surat Edaran Nomor 19 Tahun 2020 tentang Penyesuaian Sistem Kerja Aparatur Sipil Negara dalam Upaya Pencegahan Covid-19 di lingkungan instansi pemerintah. Salah satu intansi pemerintah yang menerapkan kebijakan work from home adalah Dinas Pariwisata dan Kebudayaan Kota Bekasi. Penelitian ini bertujuan untuk mengetahui lebih lanjut bagaimana implementasi kebijakan work from home pada masa pandemik Covid-19 berdasarkan sudut pandang pegawai Dinas Pariwisata dan Kebudayaan Kota Bekasi. Teori yang digunakan pada penelitian ini adalah teori implementasi kebijakan yang dikemukakan oleh George Edward III. Penelitian ini menggunakan pendekatan kuantitatif dengan metode pengumpulan data yaitu dengan survey, wawancara mendalam, dan studi literatur. Hasil penelitian menunjukan bahwa Implementasi Kebijakan work from home berdasarkan sudut pandang pegawai Dinas Pariwisata dan Kebudayaan Kota Bekasi sudah dalam kategori baik. Namun dalam beberapa hal para pegawai merasa pelaksanaan kebijakan masih perlu diperbaiki yaitu dalam hal kedisiplinan, Kurangnya pemahaman akan tugas, Ketepatan dalam melakukan absensi. Saran yang dapat diberikan kepada Dinas Pariwisata dan Kebudayaan Kota Bekasi adalah perlu adanya aturan kerja yang jelas secara tertulis, sistem pengawasan yang baik kepada setiap pegawai, menerapkan sistem Reward and Punishment sebagai motivasi bagi para pegawai, adanya kesadaran dari masing-masing pegawai untuk memiliki komitmen dan kejujuran yang tinggi terhadap organisasi.

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The work from home policy was implemented due to the Covid-19 pandemic that occurred in almost all of the world, including Indonesia. This policy was made as a form of government responsibility to try to ensure the safety of every citizen. The Minister of State Apparatus Empowerment and Bureaucratic Reform issued Circular Letter Number 19 of 2020 concerning Adjustment of the Work System of State Civil Apparatus in Efforts to Prevent Covid-19 in government agencies. One of the government agencies that implement the work from home policy is the Bekasi City Tourism and Culture Office. This study aims to find out more about how to implement work from home policies during the Covid-19 pandemic based on the perspective of employees of the Bekasi City Tourism and Culture Office. The theory used in this research is the theory of policy implementation proposed by George Edward III. This study uses a quantitative approach with data collection methods, namely surveys, in-depth interviews, and literature studies. The results showed that the implementation of the work from home policy based on the point of view of the employees of the Bekasi City Tourism and Culture Office was in the good category. However, in some cases the employees feel that the implementation of the policy is still not good, namely in terms of discipline, lack of understanding of tasks, accuracy in carrying out attendance. Suggestions that can be given to the Bekasi City Tourism and Culture Office are the need for clear work rules in writing, a good supervision system for each employee, implementing a Reward and Punishment system as motivation for employees, awareness of each employee to have a commitment and high honesty towards the organization.

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"Pandemi Covid-19 menimbulkan adanya kebijakan untuk menerapkan Bekerja dari Rumah (BDR). Karyawan tidak memiliki pilihan selain mengikuti kebijakan tersebut, karena itu perubahan kondisi dan metode kerja menimbulkan tekanan yang berdampak pada kesejahteraan psikologis para karyawan. Berdasarkan hal itu, kesejahteraan psikologis karyawan perlu diteliti, khususnya pada karyawan BDR di Indonesia pada masa pandemi Covid-19. Penelitian ini juga dilakukan untuk melihat hubungan antara thriving at work dan keterlibatan kerja dengan kesejahteraan psikologis para karyawan BDR di masa pandemi Covid-19, serta peran mediasi keterlibatan kerja. Responden penelitian berjumlah 205 karyawan BDR di Indonesia. Hasil penelitian menunjukkan bahwa thriving at work dan keterlibatan kerja mampu menjadi prediktor dari kesejahteraan psikologis karyawan BDR di Indonesia pada masa pandemi Covid-19. Thriving at work juga dapat menjadi prediktor dari keterlibatan kerja karyawan BDR di Indonesia pada masa pandemi Covid-19. Namun demikian keterlibatan kerja tidak memiliki peran sebagai mediator terhadap hubungan thriving at work dengan kesejahteraan psikologis. Selain itu, partisipan dengan frekuensi BDR sebanyak 1 sampai 2 hari per minggu memiliki skor kesejahteraan psikologis dan thriving at work yang lebih tinggi dibandingkan partisipan dengan frekuensi BDR sebanyak 3 sampai setiap hari per minggu. Hal tersebut sejalan dengan penelitian sebelumnya yang mengatakan bahwa frekuensi BDR menjadi penentu kesejahteraan psikologis para karyawan.

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Covid-19 pandemic led to implementation of Work from Home (WFH). Employees do not have other choices than to follow the policy, therefore changes in working conditions and methods create pressure that has an impact on the psychological well-being of employees. Therefore, the psychological well-being of employees needs to be re-examined, especially for WFH employees in Indonesia during the Covid-19 pandemic. This research was conducted to see the relationship between thriving at work and work engagement with psychological well-being of Indonesia's employees who work from home and whether work engagement has a mediating role on the relationship between thriving at work and psychological well-being. The participants of this research consist of 205 Indonesian WFH Employees. The results show that thriving at work and work engagement can be the predictors of psychological well-being of employees who work from home in Indonesia during Covid-19 pandemic. In this study, thriving at work can also be a predictor of work engagement of employees who work from home in Indonesia during Covid-19 pandemic. However, work engagement does not have a mediating role on the relationship between thriving at work and psychological well-being. Participants with WFH intensity of 1 to 2 days per week had higher psychological well-being and thriving at work than those of 3 to every day per week. This is in line with previous research which says that the WFH intensity is one of the determinants of the psychological well-being of employees."

"Kementerian PPN/Bappenas dijadikan sebagai instansi pertama dan percontohan untuk instansi pemerintah lainnya dalam implementasi flexi work. Implementasi flexi work dianggap dapat menunjang produktivitas dan kinerja para ASN di Pusbindiklatren Bappenas sebagai pembina perencana. Datangnya pandemi COVID-19 menjadi stimulus transformasi cara kerja ke arah digital, namun juga menyebabkan fenomena VUCA (Volatility, Uncertainty, Complexity, Ambiguity). Penelitian ini bertujuan untuk mengetahui implementasi kebijakan flexi work di Pusbindiklatren Bappenas pada masa pandemi COVID-19. Pendekatan penelitian yang digunakan adalah post-positivist. Teknik pengumpulan data yang digunakan adalah teknik analisis data kualitatif melalui wawancara mendalam dan studi pustaka. Teori yang digunakan dalam penelitian ini adalah teori implementasi kebijakan Edward III. Hasil dari penelitian ini menunjukkan bahwa implementasi kebijakan flexi work di Pusbindiklatren Bappenas pada masa pandemi COVID-19 terbilang cukup berhasil, dilihat berdasarkan dari empat dimensi yang diteliti. Hanya ditemui beberapa masalah di dimensi sumber daya dan disposisi. Hal yang menjadi permasalahan adalah beberapa kerugian yang dirasakan ASN selama implementasi flexi work seperti cenderung overtime, peningkatan tingkat stres akibat isolasi, dan kurang fokus dalam bekerja, serta peserta diklat yang menghadapi kesulitan dalam keahlian penggunaan teknologi. Oleh karena itu, diperlukan penegasan peraturan yang sudah berlaku serta komitmen dari atasan/pimpinan. Serta dilanjutkannya konsep flexi work secara seimbang antara kantor dan rumah.

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Ministry of National Development Planning (Bappenas) was made as the first institution that implements flexi work and served as model for other institutions. The implementation of flexi work is considered to be able to support the productivity and performance of ASN at the Bappenas Pusbindiklatren as supervisor for planners. The arrival of the COVID-19 pandemic became a stimulus for the transformation towards the digital way of work, but also caused the VUCA (Volatility, Uncertainty, Complexity, Ambiguity) phenomenon. This study aims to determine the implementation of the flexi work policy at Pusbindiklatren Bappenas during the COVID-19 pandemic. The research approach used is post-positivist. The data collection technique used is a qualitative method through in-depth interviews and literature study. The theory used in this research is Edward III's policy implementation theory. The results of this study indicate that the implementation of the flexi work policy at Pusbindiklatren Bappenas during the COVID-19 pandemic was quite successful, judging from the four dimensions studied. Some problems are encountered in the dimensions of resources and dispositions. The problem is some of the disadvantages that ASN had during the implementation of flexi work such as: overtime tendency, increased stress levels due to isolation, and lack of focus on work, as well as training participants who face difficulties in using technologies. Therefore, it is necessary to affirm the existing regulations and commitment from superiors/leaders. As well as continuing the concept of flexi work in a balanced way between office and home.

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"Pandemi COVID-19 memberikan dampak pada berbagai aspek dalam kehidupan. Salah satunya terhadap sistem kerja dalam perusahaan. World Health Organization telah merekomendasikan terhadap seluruh organisasi dan perusahaan untuk menerapkan work from home dalam rangka menghindari penyebaran virus. Generasi Z sebagai angkatan baru dalam dunia kerja harus mengalami masa-masa distruptif, yaitu harus menjalani kegiatan orientasi dunia kerja dalam kondisi work from home. Hal tersebut berpotensi memberikan dampak pada kondisi dari work life balance dan berpotensi memberikan pengaruh pada job satisfaction pegawai. Sehingga dilakukannya penelitian ini bertujuan untuk menjelaskan pengaruh dari work from home terhadap job satisfaction dari pegawai generasi Z di Jabodetabek dengan work life balance sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif, jenis penelitian eksplanatif, dan pengambilan data dilakukan dengan menyebarkan kuesioner terhadap 250 pegawai generasi Z di Jabodetabek menggunakan teknik non probability sampling berupa purposive. Hasil penelitian menunjukan terdapat pengaruh dari work from home terhadap job satisfaction melalui work life balance. Dalam penelitian ini menunjukan bahwa implementasi work from home memberikan pengaruh positif terhadap work life balance yang mendorong peningkatan job satisfaction pegawai generasi Z di Jabodetabek. 

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The COVID-19 pandemic has had an impact on various aspects of life. One of them is the work system in the company. The World Health Organization has recommended all organizations and companies to implement work from home in order to avoid the spread of the virus. Generation Z as a new generation in the world of work must experience disruptive times, namely having to undergo orientation activities in conditions of work from home. This has the potential to have an impact on the conditions of the work life balance and has the potential to affect employee job satisfaction. So this research was conducted to explain the effect of work from home on job satisfaction of Z generation employees in Greater Jakarta with work life balance as a mediating variable. This research uses a quantitative approach, the type of research is explanatory, and data collection is carried out by distributing questionnaires to 250 Z generation employees in Greater Jakarta using a non-probability sampling technique in the form of purposive. The results showed that there was an effect of work from home on job satisfaction through work life balance. This study shows that the implementation of work from home has a positive influence on work life balance which encourages increased job satisfaction for Z generation employees in Greater Jakarta."

"Pandemi Covid-19 menyebabkan diterapkannya kebijakan bekerja dari rumah yang berdampak pada kesejahteraan psikologis karyawan. Penelitian ini dilakukan untuk mendapatkan gambaran peran keterlibatan karyawan sebagai mediator hubungan antara gaya kepemimpinan yang memberdayakan dan kesejahteraan psikologis karyawan yang bekerja dari rumah pada masa pandemi Covid-19. Variabel diukur menggunakan skala Ryff’s Psychological Well Being, Empowering Leadership Scale, dan skala ISA. Analisis regresi dilakukan menggunakan PROCESS dengan model mediasi sederhana oleh Hayes. Data diperoleh dari 305 karyawan yang memiliki pengalaman bekerja dari rumah selama masa pandemi Covid-19 di Indonesia. Hasil penelitian menunjukkan keterlibatan karyawan memiliki peran sebagai mediator terhadap hubungan kepemimpinan yang memberdayakan dan kesejahteraan psikologis. Hal tersebut menjelaskan bahwa karyawan yang memiliki atasan dengan gaya kepemimpinan yang memberdayakan akan lebih terlibat dalam pekerjaan dan perusahaannya serta secara bersamaan memiliki kesejahteraan psikologis yang baik. Pemimpin suatu perusahaan atau organisasi dapat memotivasi bawahan atau rekan kerja untuk berkembang dan bekerja secara berdampingan selama bekerja di rumah untuk meningkatkan keterlibatan mereka dalam pekerjaannya, dan juga meningkatkan kesejahteraan psikologis mereka.

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The Covid-19 pandemic has led to the implementation of the Work from Home (WFH) policy which has an impact on the psychological well-being of employees. This study was conducted to examine the role of employee engagement as a mediator of the relationship between empowering leadership and the psychological well-being of Work from Home employees during the Covid-19 pandemic. Research variables were measured using the Ryff's Psychological Well Being scale, Empowering Leadership Scale, and the ISA scale. Regression analysis was performed using PROCESS with a simple mediation model by Hayes. Data were obtained from 305 employees who work from home in Indonesia. The results showed that employee engagement has a role as a mediator on the relationship between empowering leadership and psychological well-being. This explains that employees who have leaders with an empowering leadership style will be more engaged in their work and their company and simultaneously have good psychological well-being. Organization leaders can motivate subordinates or co-workers to develop themselves and cooperate while working at home to increase their engagement in their work and improve their psychological well-being."

"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."

"Penelitian ini membahas pengaruh yang ditimbulkan oleh gaya kepemimpinan jarak jauh terhadap kinerja karyawan melalui psychological capital dan technostress sebagai variabel moderator pada karyawan di Jakarta yang sedang melaksanakan skema kerja work from home pada masa pandemi Covid-19. Penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan survei daring dalam penarikan datanya. Jumlah responden yang didapat sebanyak 201 karyawan. Dalam penganalisaan data, penelitian ini menggunakan uji kolerasi dan teknik multiple hierarchical regression melalui software SPSS. Hasil penelitian menunjukan bahwa long distance leadership memiliki pengaruh terhadap kinerja karyawan, technostress, serta psychological capital. Kemudian, kinerja karyawan juga dipengaruhi oleh technostress dan psychological capital. Hasil juga menjelaskan bahwa technostress tidak memiliki pengaruh moderasi kepada hubungan long distance leadership terhadap kinerja karyawan, akan tetapi psychological capital memediasi hubungan antara long distance leadership terhadap kinerja karyawan.

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This study discusses the influence of long distance leadership on employee performance through psychological capital and technostress as a moderator variable on employees in Jakarta who are implementing work from home schemes during the Covid-19 pandemic. This study uses a quantitative approach by distributing online surveys to collect data. The number of respondents obtained as many as 201 employees. In analyzing the data, this research uses correlation test and multiple hierarchical regression technique through SPSS software. The results show that long distance leadership has an influence on employee performance, technostress, and psychological capital. Then, employee performance is also influenced by technostress and psychological capital. The results also explain that technostress does not have a moderating effect on the relationship between long distance leadership and employee performance, but psychological capital mediates the relationship between long distance leadership and employee performance."

"Kehadiran pandemi COVID-19 telah mengubah cara bekerja, termasuk dalam bidang Engineering, Construction, dan Procurement (EPC). Sebagai bentuk adaptasi, banyak perusahaan EPC di Indonesia menerapkan kebijakan bekerja dari rumah. Tujuan dari penelitian ini adalah untuk mengetahui penyimpangan perilaku pekerja yang terjadi selama bekerja dari rumah, serta peran dukungan supervisor dalam mengurangi potensinya. Sekitar 260 pekerja dari sebuah perusahaan EPC di Indonesia berpartisipasi dalam penelitian ini, dan tanggapannya dianalisis menggunakan Structural Equation Modelling (SEM). Temuan penelitian menunjukkan bahwa penyimpangan perilaku pekerja terjadi selama bekerja dari rumah, dan dukungan supervisor memiliki pengaruh yang positif dalam mengurangi potensinya yang didasari oleh stres dalam bekerja.

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COVID-19 pandemic has significantly changed people’s working way, including in Engineering, Construction, and Procurement (EPC), therefore many EPC companies in Indonesia implement work from home policies. This research was intended to determine deviations in employee behavior occurred while working from home, as well as the role of supervisor support in reducing its potential. 260 workers from an EPC company in Indonesia participated in this study, and their responses were analyzed by using Structural Equation Modeling (SEM). The findings indicate that deviations in worker behavior occur while working from home, and supervisor support has a positive influence in reducing its potential."

"Tugas karya akhir ini membahas pelecehan seksual yang dialami perempuan pekerja dalam ruang kerja online saat work from home pada masa pandemi COVID-19. Dengan menggunakan teori feminis radikal, tulisan ini bertujuan untuk menjelaskan bagaimana terjadinya kekerasan seksual berbasis jenis kelamin/gender yang difasilitasi teknologi terhadap perempuan pekerja selama WFH, apa yang menjadi latar belakangnya, dan menjelaskan perbedaan kekerasan seksual berbasis sex/gender di ruang fisik dengan ruang cyber. Tugas karya akhir ini menggunakan secondary data analysis untuk menganalisis data dari Never Okay Project dan South East Asia Freedom of Expression Network (2020) dan ditemukan bahwa kekerasan seksual berbasis gender terhadap perempuan pekerja dalam ruang cyber memiliki penyebab dasar yang sama dengan yang terjadi di ruang fisik karena teknologi mereproduksi hubungan hierarki gender. Meski begitu, pelecehan seksual yang dialami perempuan pekerja dalam ruang cyber saat pandemi COVID-19 menghasilkan dampak, kerentanan, dan ketidakberdayaan yang lebih buruk daripada pelecehan seksual yang terjadi di tempat kerja fisik pada umumnya.

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The work of this final paper discusses sexual harassment experienced by women workers in the online workspaces when working from home during the COVID-19 pandemic. Using radical feminist theory, this paper aims to explain how technology-facilitated gender/gender-based sexual violence occurs against women workers during WFH, what is the background, and also explain the difference between sex/gender-based sexual violence in physical space and cyberspace. This final paper uses secondary data analysis to analyze the data from Never Okay Project and South East Asia Freedom of Expression Network (2020) and it is found that gender-based sexual violence against women workers in cyberspace has the same basic causes as those that occur in physical space because technology reproduces hierarchical gender relations. Even so, the sexual harassment experienced by women workers in cyberspaces during the COVID-19 pandemic resulted in a worse impact, vulnerability and helplessness that sexual harassment that occurred in the physical workplace in general."

"Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh dari stres terhadap mental wellbeing yang dimediasi oleh online social support pada karyawan milenial yang sedang melakukan work from home selama pandemi COVID-19, sehingga variabel dalam penelitian ini adalah terkait stres, online social support, dan mental wellbeing. Penelitian ini dilakukan terhadap 258 responden yang lahir di antara tahun 1980-2000 (milenial), merupakan karyawan di kantor yang berdomisili di wilayah DKI Jakarta, melakukan work from home minimal selama sebulan, dan menggunakan media sosial online sehari-hari. Penelitian menggunakan Structural Equation Modeling (SEM) dalam mengolah data. Hasil penelitian menunjukkan bahwa terdapat pengaruh dari stres terhadap mental wellbeing dan hasil penelitian menunjukkan bahwa online social support memediasi sebagian pengaruh stres terhadap mental wellbeing. Hal tersebut menunjukkan bahwa selama work from home pandemi COVID-19, mental wellbeing karyawan milenial yang bekerja di kantor yang berdomisili di wilayah DKI Jakarta secara garis besar dijelaskan oleh tingkat stres yang mereka rasakan dan adanya variabel online social support membantu memediasi pengaruh yang diberikan oleh stres terhadap mental wellbeing mereka.

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This study aims to determine whether there’s an effect of stress on mental wellbeing mediated by online social support for millennial employees who are working from home during the COVID-19 pandemic, so the variables in this study are stress, online social support, and mental well-being. This research was conducted on 258 respondents who were born between 1980-2000 (millennial), were employees in offices domiciled in the DKI Jakarta area, doing minimal work from home while receiving, and using online social media daily. The sample that used in this study are millennial employees who work in companies domiciled in DKI Jakarta and have done work from home for at least a month within the COVID-19 pandemic. The study uses a Structural Equation Modeling (SEM) in processing the data. The result of this study showed that there was an influence of stress on mental wellbeing and the result showed that online social support partially mediated the influence of stress on mental wellbeing. This shows that during the work from home pandemic COVID-19, mental wellbeing of millennial employees working in offices domiciled in the DKI Jakarta area was largely explained by the level of stress they felt and the presence of online social support variables helped mediate the effects of stress towards their mental wellbeing."