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"Penelitian ini bertujuan untuk mengetahui pengaruh job crafting terhadap work engagement dan job satisfaction, serta menguji peran mindfulness sebagai variable mediasi terhadap hubungan job crafting dengan engagement dan satisfaction pegawai. Work engagement dan job satisfaction menjadi penting bagi organisasi mengingat sudah banyak penelitian yang menunjukkan adanya hubungan yang positif antara kedua hal tersebut dengan kinerja pegawai yang dampaknya ke performa organisasi. Penelitian ini dilakukan pada Aparatur Sipil Negara yang bekerja di instansi pusat. Data primer diperoleh melalui kuesioner dengan jumlah responden sebanyak 362 responden yang bekerja di lebih dari 14 (empat belas) Kementerian di Indonesia. Penelitian dengan 4 (empat) hipotesis dirumuskan dengan merujuk penelitian-penelitian sebelumnya dan diuji menggunakan structural equation model (SEM) dengan menggunakan perangkat lunak LISREL 8.8. Hasil penelitian ini memperkuat sekaligus memperkaya penelitian sebelumnya kembali bahwa job crafting memiliki pengaruh yang positif terhadap work engagement dan job satisfaction. Namun, peran mediasi mindfulness tidak dapat dikonfirmasi pada penelitian yang mengambil subjek para pegawai pemerintahan ini. Beberapa masukan kepada organisasi juga dibahas atas hasil penelitian yang diperoleh

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This study aims to determine the effect of job crafting on work engagement and job satisfaction, and to examine the role of mindfulness as a mediating variable on the relationship between job crafting and employee engagement and satisfaction. Work engagement and job satisfaction are important for organizations considering that there have been many studies that have shown a positive relationship between these two things and employee performance which has an impact on organizational performance. This research was conducted on State Civil Servants who work in central agencies. Primary data were obtained through a questionnaire with a total of 362 respondents who worked in more than 14 (fourteen) Ministries in Indonesia. Research with 4 (four) hypotheses was formulated by referring to previous studies and tested using a structural equation model (SEM) using LISREL 8.8 software. The results of this study reinforce and enrich previous research again that job crafting has a positive effect on work engagement and job satisfaction. However, the mediating role of mindfulness cannot be confirmed in this study which took the subject of government employees. Several inputs to the organization were also discussed based on the research results obtained."

"Penelitian ini bertujuan untuk menganalisis pengaruh job satisfaction dan organizational commitment terhadap turnover intention. Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah sampel sebanyak 157 responden dari karyawan non manajer yang berstatus tetap pada PT. XYZ dengan metode non-probability sampling yaitu convenience sampling. Analisis data menggunakan metode simple regression dan multiple regression. Pengukuran variabel job satisfaction menggunakan pengukuran dari Spector (1997), variabel organizational commitment menggunakan teori dari Mowday et al, (1979), dan variabel turnover intention menggunakan teori dari Mobley (1978). Hasil pada penelitian ini menemukan bahwa job satisfaction memiliki pengaruh negatif dan signifikan terhadap turnover intention; organizational commitment yang juga memiliki pengaruh negatif dan signifikan terhadap organizational commitment; job satisfaction tidak berpengaruh secara parsial dan organizational commitment berpengaruh negatif signifikan secara parsial.

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This study aims to analyze the effect of job satisfaction and organizational commitment on turnover intention. This study uses a quantitative approach with a total sample of 157 respondents from non-manager employees who have permanent status at PT. XYZ with the non-probability sampling method, namely convenience sampling. Data analysis uses simple regression and multiple regression methods. Job satisfaction variable measurements using measurements from Spector (1997), organizational commitment variables using theories from Mowday et al, (1979), and turnover intention variables using theories from Mobley (1978). The results of this study found that job satisfaction has a negative and significant effect on turnover intention; organizational commitment which also has a negative and significant effect on organizational commitment; job satisfaction does not have a partial effect and organizational commitment have a significant negative effect partially."

"ABSTRACTPenelitian ini bertujuan untuk menguji kembali hubungan pengaruh antara job satisfaction yang dimediasi oleh job crafting behavior terhadap work engagement pada dosen di salah satu universitas negeri di Indonesia. Penelitian ini menitik beratkan pada peran job crafting behavior, yang masih jarang diteliti di negara berkembang seperti Indonesia. Pengumpulan data dilakukan dengan metode survei, didapatkan responden sejumlah 175 dosen yang tersebar di berbagai fakultas yang ada dalam Universitas XYZ. Pengolahan data menggunakan regresi linear berganda menunjukkan hasil bahwa job satisfaction secara signifikan memiliki pengaruh positif terhadap work engagement. Terbukti juga bahwa job crafting behavior memediasi hubungan antara job satisfaction dan work engagement secara parsial. Sebagai penutup, studi ini menjelaskan implikasi manajerial terkait job satisfaction, job crafting behavior, work engagement pada dosen di universitas negeri. 

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ABSTRACTThis study discusses the effect of job satisfaction towards work engagement with the mediating effect of job crafting behavior in lecturers at one of the state universities in Indonesia. Locus of this study is the mediating effect of job crafting behavior, that remains under explored in the developing countries, such as Indonesia. Data was collected by survey method, with 175 lecturers as respondents spread across various faculties at XYZ University. Using multiple linear regression, this study shows that job satisfaction has a significant effect on work engagement. It is also evident that job crafting behavior partially mediates the relationship between job satisfaction and work engagement. The closing of this study explains the managerial implications related to the human resources management at state universities in terms of job satisfaction, work engagement and job crafting behavior."

"[Penelitian ini bertujuan untuk mengetahui bagaimana manajemen karir organisasi dan ekspektasi karir mempengaruhi kepuasan kerja pada pegawai staff PT XYZ Responden penelitian ini adalah 89 pegawai staff PT XYZ Hasil penelitian menemukan bahwa kepuasan kerja dipengaruhi secara positif oleh manajemen karir organisasi Pada uji hipotesis menggunakan teknik regresi pada SPSS dan didapat kesimpulan bahwa kepuasan kerja dipengaruhi oleh Manajemen Karier Organisasi Kata kunci Kepuasan kerja manajemen karir organisasi teknik regresi ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management , This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ]"

"Pengembangan sumber daya manusia selain dengan pendidikan dan pelatihan dapat juga dilakukan dengan rotasi pekerjaan. Rotasi pekerjaan merupakan perpindahan karyawan untuk meningkatkan keefektifan dan produktivitas karyawan dalam suatu organisasi. Tujuan rotasi pekerjaan diharapkan membantu karyawan dalam mempelajari keahlian baru, mengurangi kebosanan dan menghilangkan ketidakpuasan. Terlebih lagi persepsi yang berkembang saat ini bahwa rotasi kerja dilakukan pada perawat yang kualitas kerjanya sudah tidak baik atau bermasalah. Penelitian ini bertujuan untuk mengetahui hubungan persepsi rotasi pekerjaan dan kepuasan kerja perawat pelaksana. Desain penelitian ini adalah deskriptif korelatif dengan pendekatan potong lintang menggunakan 59 perawat pelaksana yang telah mengalami rotasi pekerjaan dengan masa kerja minimal 2 tahun yang tersebar di seluruh ruangan, dipilih dengan teknik convenience sampling. Analisis menggunakan uji Chi-square. Terdapat hubungan dari sub variable persepsi rotasi pekerjaan meliputi dasar Prinsip the right man and the righ job (p value 0,005), media kompetensi (p value 0,028), Terkoordinasi (p value 0,004). Hasil penelitian ini diharapkan akan menjadi bahan pertimbangan dalam pelaksanaan sistem rotasi pekerjaan perawat pelaksana di RSPI Sulianti Saroso Jakarta.

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Development of human resources in addition to the education and training can also be done with a job rotation. A job rotation is a movement of employees to improve the effectiveness and productivity of employees in an organization. The purpose of job rotation is expected to help employees learn new skills, reduce boredom and eliminate dissatisfaction. In the contrary, currenly, the growing perception nowadays, is that a job rotation would be done by nurses who work no good or have trouble. This study aimed to determine the relationship of perception of job rotation and job satisfaction of nurses. The design of this study was descriptive cross sectional correlative with using 59 nurses who have undergone job rotation period of at least 2 years that scattered throughout the room. Those were selected by a convenience sampling technique. The analysis used Chi-square test. There was a perception of the relationship of the sub variables include basic principle of job rotation the right man and the righ job (p value 0.005), media competence (p value 0.028), Coordinated (p value 0.004). The results of this study are expected to be taken into consideration in the implementation of job rotation system nurses in RSPI Prof. Dr. Sulianti Saroso Jakarta."

"Penelitian ini dilakukan untuk mengetahui apakah locus of control kerja dapat menjadi moderator dari hubungan antara ketidakamanan kerja dengan kinerja kerja yang terdiri dari kinerja tugas dan perilaku warga organisasi (OCB). Pengukuran ketidakamanan kerja menggunakan alat ukur milik Sverke et al. (2004), pengukuran kinerja tugas menggunakan pengukuran kinerja penilaian sendiri dari Piccoli et al. (2017), pengukuran OCB menggunakan alat ukur milik Smith et al. (1983), dan lokus kerja kontrol pengukuran menggunakan Spector (1988) Lokus Kerja Skala Kontrol. Partisipan dalam penelitian ini ada 108 orang yang merupakan karyawan swasta berusia minimal 21 tahun dan telah bekerja setidaknya satu tahun di perusahaan saat ini. Sampel dipilih menggunakan teknik convenience sampling. Hasil penelitian menunjukkan locus of control kerja tidak memoderasi hubungan antara ketidakamanan kerja dan kinerja tugas (βJIxWLC = 0,0062; p> 0,05) dan OCB (βJIxWLC = 0,0105; p> 0,05). Namun hasil juga menunjukkan bahwa locus of control kerja adalah prediktor dari kinerja tugas. Selain itu, peran lokus kerja tidak ditemukan kontrol yang signifikan antara hubungan ketidakamanan kerja dengan OCB. Dengan demikian dapat dijadikan input bagi perusahaan bahwa locus of control karyawan merupakan salah satu faktor yang cukup penting dan perlu diperhatikan dalam dunia kerja.

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This research was conducted to determine whether the work locus of control can be moderator of the relationship between job insecurity with job performance consisting of tasks performance and organizational citizenship behavior (OCB). Job insecurity measurement using measuring instruments belonging to Sverke et al. (2004), task performance measurement using a self-rated performance measurement from Piccoli et al. (2017), measurement OCB uses a measuring instrument belonging to Smith et al. (1983), and work locus of measurement control uses Spector's (1988) Work Locus of Control Scale. Participant in this study there were 108 people who were aged private employees a minimum of 21 years and have worked at least one year in the company at this time. Sample chosen using convenience sampling technique.

The results showed work locus of control does not moderate the relationship between job insecurity and task performance (βJIxWLC = 0.0062; p> 0.05) and OCB (βJIxWLC = 0.0105; p> 0.05). However the results also showed that the work locus of control was a predictor from task performance. Besides that, the role of work locus is not found of significant control between the job insecurity relationship with OCB. With thus can be used as input for companies that employee locus of control is one factor that is quite important and needs to be considered in the world work."

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

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

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"Maraknya berita PHK yang terjadi dari dampak Pandemi Covid-19 maupun efisiensi perusahaan sebagai langkah preventif dalam menghadapi resesi, tidak jarang memengaruhi pandangan individu terhadap keberlangsungan perusahaannya maupun keberlangsungan dirinya dalam perusahaan tersebut (job insecurity). Hal ini berdampak pada bagaimana keterlibatan individu dalam perusahaannya atau work engagement. Padahal, banyak penelitian sebelumnya yang menemukan pentingnya work engagement dalam bekerja. Diketahui bahwa beberapa variabel yang memengaruhi hubungan dari job insecurity dan work engagement adalah kepercayaan akan kemampuan individu dalam menyelesaikan pekerjaannya (occupational self-efficacy) dan melakukan modifikasi pekerjaan (job crafting)  yang dilakukan individu. Sehingga, tujuan dari penelitian ini ialah untuk mengetahui pengaruh mediasi dari occupational self-efficacy dan job crafting  pada pengaruh job crafting   terhadap work engagement. Penelitian ini memiliki 243 responden di Indonesia dan data yang didapat akan diuji dan dianalisis dengan metode Structural Equation Modelling (SEM) Melalui pengolahan kuantitatif tersebut, ditemukan hasil yang signifikan bahwa variabel occupational self-efficacy dan job crafting memediasi pengaruh job insecurity terhadap work engagement. Dapat disimpulan bahwa tingkat ketidakamanan kerja yang rendah cenderung mendorong individu untuk lebih memiliki kemampuan diri dalam bekerja dan juga melakukan perubahan dalam pekerjaannya, yang berdampak pada meningkatnya keterlibatan kerja.

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The current issue regarding the massive round of layoffs is influenced by two major factors: the spillover effect of the COVID-19 pandemic and the global recession forecast in the coming years. This issue might trigger another problem in the people management area, particularly regarding job insecurity. Previous studies found that job insecurity has a negative effect on work engagement. Furthermore, there are two mediating factors that affect work engagement, namely occupational self-efficacy and job crafting. The goal of this research is to better understand the role of occupational self-efficacy and job crafting as mediators of the effect of job insecurity on work engagement. This study involved 243 respondents who were Indonesian employees, and the data is being analyzed with the Structural Equation Modeling (SEM) method with Lisrel 8.80. The findings indicate that occupational self-efficacy and job crafting have a significant impact as mediators of the effects of job insecurity on work engagement. In conclusion, low job insecurity increased employees' occupational self-efficacy and job crafting, which in turn influenced overall work engagement."

"ABSTRAKTujuan dari penelitian ini adalah untuk menguji bagaimana pengaruh psychological capital pegawai dan iklim etika dikaitkan dengan keterikatan kerja dan kepuasan kerja pada pegawai micro banking bank x area Jakarta. Sampel dari penelitian ini terdiri dari 275 orang pegawai/pegawai kredit mikro Bank X area Jakarta. Psychological capital diukur dengan menggunakan instrumen sebanyak 15 butir pertanyaan, iklim etika sebanyak 12 butir pertanyaan, keterikatan kerja sbanyak 7 butir pertanyaan, dan kepuasan kerja sebanyak 4 butir pertanyaan. Hubungan antara psychological capital, iklim etika, keterikatan kerja dan kepuasan kerja diuji menggunakan aplikasi SPSS dengan metode regresi linier berganda. Hasil penelitian ini menunjukkan bahwa keterikatan kerja memediasi secara parsial pengaruh psychological capital terhadap kepuasan kerja. adapun psychological capital pegawai memiliki pengaruh positif dan siginifikan terhadap kepuasan kerja pegawai dan keterikatan kerja memediasi secara parsial pengaruh psychological capital terhadap kepuasan kerja pegawai. Adapun keterikatan kerja tidak memediasi pengaruh ethical climate terhadap kepuasan kerja.<

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ABSTRACTThe purpose of this study is to examine how the influence of employee rsquo s psychological capital and ethical climate is associated with work engagement and job satisfaction in Mandiri micro banking employees of Jakarta area. The sample of this research consists of 275 employees of Micro Banking Bank x Jakarta area. Psychological capital is measured using 15 items of instruments, 12 items of ethical climate, work engagement of 7 items, and job satisfaction of 4 items. The relationship between psychological capital, ethical climate, work engagement and job satisfaction were tested using SPSS application with multiple linear regression method. The results of this study indicate that work engagement partially mediate the influence of psychological capital on employee job satisfaction. The work engagement does not mediate the relationship between the two variables."

"Penelitian ini bertujuan untuk menganalisis hubungan antara flexible working place dan flexible working time dengan job satisfaction, baik hubungan secara langsung maupun tidak langsung melalui work-life balance sebagai variabel mediasi. Penelitian ini dilakukan kepada pegawai di instansi Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK) baik pegawai tetap/Aparatur Sipil Negara (ASN) ataupun pegawai kontrak/Non-ASN menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan degan menyebarkan kuesioner kepada 148 responden serta dilakukan analisis dengan aplikasi Smart PLS versi 3.0 melalui metode Penelitian SEM PLS. Hasil penelitian menyimpulkan bahwa kedua variabel yaitu flexible working place dan flexible working time berpengaruh positif terhadap variabel job satisfaction. Sementara itu hubungan kedua variabel yaitu flexible working place dan flexible working time terhadap variabel job satisfaction yang dimediasi oleh variabel work-life balance memiliki pengaruh yang positif. Hasil penelitian ini menjelaskan bahwa penerapan flexible working time dan flexible working time dapat dikatakan berhasil dan berpengaruh positif terhadap job satisfaction dikarenakan terdapat peningkatan work-life balance yang dirasakan oleh pegawai Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK).

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The aim of this study is to analyze the relation between the flexible working place and flexible working time on job satisfaction, directly or indirectly, with the itervention of the work-life balance as a mediating variable. This research is conducted to a civil servant and a non civil servant/contract-based staff in Indonesian Financial Transaction Reports and Analysis Center (INTRAC). Furthermore, the quantitative approach is used in this research. The data is collected by distributing a questionnaires to 148 respondents and being analyzed with Smart PLS program/application version 3.0 with Sem PLS method. The results concludes that both variables which are flexible working place and flexible working time makes a positive and significant effect on job satisfaction variable. Furthermore the flexible working place and flexible working time on job satisfaction with work-life balance as a mediating variable also have a positive effect. The results of this study explain that the implementation of flexible working place and flexible working time can be said to be successful and has a positive effect on job satisfaction because there is an increase in a work-life balance felt by employees of the Indonesian Financial Transaction Reports and Analysis Center (INTRAC)"