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"Penelitian ini menjelaskan kepemimpinan etis dapat meningkatkan kreativitas karyawan Bank Indonesia baik secara langsung maupun tidak langsung dimana terdapat pengaruh dari Leader-Member Exchange (LMX) agar kreativitas karyawan dapat bertambah. Selain itu, psychological capital memoderasi LMX dengan kreativitas dan memoderasi mediasi LMX. Peneliti menggunakan kuesioner online, mendapatkan 256 karyawan dan 114 manajer Bank Indonesia. Aplikasi yang digunakan untuk analisis data adalah SPSS 22 dan Lisrel 8.51. Hasil penelitian menunjukan bahwa kepemimpinan etis tidak memiliki pengaruh langsung dengan kreativitas karyawan Bank Indonesia namun harus melalui LMX yang menjadi mediasi penuh. Psychological capital tidak memoderasi pengaruh LMX dengan kreativitas dan tidak memoderasi mediasi LMX.

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This study explains that ethical leadership can increase the creativity of Bank Indonesia employees both directly and indirectly where there is an influence from the Leader-Member Exchange (LMX) so that employee creativity can increase. In addition, psychological capital moderates LMX with creativity and moderate mediates LMX. The researcher used online questionnaire and got 256 employees and 114 managers of Bank Indonesia. The applications used for data analysis are SPSS 22 and Lisrel 8.51. The results showed that ethical leadership did not have a direct influence on the creativity of Bank Indonesia employees but had to go through LMX which became a full mediation. Psychological capital does not moderate the effect of LMX on creativity and does not moderate mediate LMX."

"Penelitian ini bertujuan untuk mengetahui pengaruh leader-member exchange quality, job embeddedness, dan organizational identification terhadap turnover intention pada knowledge workers dari generasi milenial Indonesia. Penelitian ini merupakan penelitian kuantitatif yang menggunakan cross-sectional design dan metode purposive sampling dalam proses pengumpulan data primer. Sampel penelitian ini diperoleh dari 206 orang knowledge worker generasi milenial Indonesia (lahir antara 1982-2000) yang memiliki atasan dan pengolahan data dilakukan dengan menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa leader-member exchange quality memiliki pengaruh positif terhadap job embeddedness, job embeddedness memengaruhi organizational identification secara positif dan turnover intention secara negatif, job embeddedness memediasi hubungan antara leader-member exchange quality dengan organizational identification serta leader-member exchange quality dengan turnover intention, dan organizational identification tidak memengaruhi turnover intention dan tidak memediasi hubungan negatif antara job embeddedness dan turnover intention.Penelitian ini memiliki kontribusi teoritis berupa pengaruh leader-member exchange quality, job embeddedness, dan organizational identification terhadap turnover intention, serta kontribusi praktis berupa bahan pertimbangan untuk pengelolaan turnover intention dari knowledge workers generasi milenial di Indonesia.

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This research aims to discover the effects of leader-member exchange quality, job

embeddedness, and organizational identification on Indonesian millennial knowledge

workers' turnover intention. This research is a quantitative research that utilizes crosssectional

design and purposive sampling method in primary data collection process.

Research sample was obtained from 206 Indonesian millennial knowledge workers (born

between 1982 and 2000) who have direct supervisors at work and the data analysis

process is conducted by using Structural Equation Modelling (SEM) method. Results from this research indicate that leader-member exchange quality affects job embeddedness positively, job embeddedness affects organizational identification positively and turnover intention negatively, job embeddedness mediates the relationship between both leader-member exchange quality and organizational identification alongside leader-member exchange quality and turnover intention, and organizational identification does not affect turnover intention nor mediate the negative relationship between job embeddedness and turnover intention. The theoretical contributions of this

study include insights regarding the effects of leader-member exchange quality, job

embeddedness, and organizational identification on turnover intention, while the

practical contribution is provision of considerable factors in managing turnover intention

of Indonesian millennial knowledge workers."

"Penelitian ini fokus pada hubungan variabel Leader-Member Exchange (LMX) dan Organizational Citizenship Behavior (OCB), serta intervensi terhadap Leader-Member Exchange (LMX) untuk melihat dampaknya pada Organizational Citizenship Behavior (OCB). Sebanyak sepuluh orang karyawan PT X besedia berpartisipasi pada penelitian ini dan mengisi kuesioner yang digunakan pada penelitian ini, yaitu LMX-MDM (1998) dan Organizational Citizenship Behavior Scale (1990). Kuesioner-kuesioner tersebut mengukur perilaku kerja karyawan sebelum dan sesudah pemberian leadership program intervention. Hasil penelitian menggunakan The Wilcoxon Signed Rank Test menunjukkan tidak ada perbedaan nilai yang signifikan, baik LMX dan OCB saat sebelum dan sesudah pemberian program intervensi kepemimpinan (p>0.05). Hasil ini disebabkan beberapa faktor antara lain lack of time dalam proses transfer of learning, belum optimalnya peran controller dalam proses implementasi hasil pembelajaran, dan beberapa hal lainnya yang akan dibahas pada bagian diskusi.

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This research focused on the relationship between Leader-Member Exchange (LMX) and Organizational Citizenship Behavior (OCB), along with intervention on Leader-Member Exchange and its impacts on Organizational Citizenship Behavior (OCB). Ten employees of PT X agreed to participate in this study and filled in LMX-MDM Scale (1998) and Organizational Citizenship Behavior Scale (1990). Those questionnaires measured employees’ work behaviors before and after a leadership intervention program.

The Wilcoxon Signed Rank Test results showed that there was no significant difference in Leader-Member Exchange and Organizational Citizenship Behavior before and after intervention (p>0.05). These results were caused by several factors including lack of time in the transfer of learning process, the role of the controller was less involved during implementation process of learning outcomes, and several other things that will be discussed in the discussion section."

"Situasi pandemi Covid-19 mengharuskan karyawan menerapkan protokol kesehatan di lingkungan kerja sebagai cara untuk mengurangi potensi penularan. Penelitian ini bertujuan untuk menganalisis pengaruh modal psychological capital, work stress & leader member exchange terhadap produktivitas karyawan di PT KAI DAOP 1 wilayah Jakarta yang dimediasi oleh kepatuhan terhadap protokol kesehatan. Belum ada penelitian sebelumnya tentang kepatuhan karyawan terhadap protokol kesehatan covid khususnya di perusahaan transportasi. Teori-teori yang dibahas untuk mendukung penyusunan penelitian ini berupa teori-teori yang berkaitan dengan psychological capital, work stress & leader member exchange, dan productivity karyawan. Responden penelitian ini berjumlah 391 karyawan PT KAI di wilayah Daop 1 Jakarta dengan metode penelitian cross sectional menggunakan kuesioner. Analisis penelitian ini menggunakan SEM dan dilakukan dengan software Lisrel 8.80. Hasil penelitian menunjukkan bahwa ada hubungan antara modal psikologis, stres kerja, dan pertukaran pemimpin anggota terhadap produktivitas karyawan di PT KAI DAOP 1 wilayah jakarta yang dimediasi oleh kepatuhan terhadap protokol kesehatan.

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The Covid-19 pandemic situation requires employees to implement health protocols in the work environment as a way to reduce the potential for transmission. This study aims to analyze the influence of psychological capital, work stress, and leader member exchange on employee productivity at PT KAI DAOP 1 Jakarta area which is mediated by compliance with health protocols. There is no prior study about employee’s compliance towards covid health protocol, especially in transportation company. The theories discussed to support the preparation of this study are in the form of theories related to psychological capital, work stress, leader member exchange, compliance theory, and employee productivity. This study used respondents in the form of 391 employees of PT KAI in the Daop 1 Jakarta region with a cross-sectional research method using a questionnaire. The analysis of this study used SEM and was carried out with Lisrel 8.80 software. The results showed that there was a relationship between psychological capital, work stress, leader member exchange, and in employee productivity at PT KAI DAOP 1 Jakarta area which is mediated by compliance with health protocols."

"Penelitian ini memiliki tujuan untuk mengetahui pengaruh efek ethical leadership terhadap organizational cynicism dari karyawan perusahaan e-commerce di Jabodetabek. Penelitian ini menguji mekanisme variabel leader-member exchange dan organizational identification sebagai variabel mediasi dengan menggunakan pendekatan structural equation modelling (SEM) dari data yang didapatkan melalui survei cross-sectional dari 195 responden. Hasil penelitian ini menunjukkan bahwa ethical leadership tidak berpengaruh negatif terhadap organizational cynicism yang dirasakan oleh karyawan perusahaan e-commerce di Jabodetabek. Selain itu, leader-member exchange dan organizational identification tidak memediasi hubungan antara ethical leadership dan organizational cynicism secara parsial. Penelitian ini berkontribusi terhadap pengembangan teori pada variabel penelitian ini yaitu ethical leadership, leader-member exchange, organizational identification, dan organizational cynicism. Selain itu, penelitian ini juga berkontribusi terhadap implikasi manajerial yang dapat diterapkan diterapkan oleh organisasi terkait dengan konsep ethical leadership, leader-member exchange, organizational identification, dan organizational cynicism.

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This study aims to see the effect of ethical leadership on organizational cynicism of employees of e-commerce companies in Greater Jakarta (Jabodetabek). This study examines the mechanism of the variable leader-member exchange and organizational identification as a mediating variable using a structural equation modeling (SEM) approach from data obtained through a cross-sectional survey of 195 respondents. The results of this study indicate that ethical leadership does not affect organizational cynicism perceived by employees of e-commerce companies in Greater Jakarta negatively. In addition, leader-member exchange and organizational identification did not partially mediate the relationship between ethical leadership and organizational cynicism. This study contributes to the development of theory on the variables of this study, namely ethical leadership, leader-member exchange, organizational identification, and organizational cynicism. Furthermore, this study also contributes to managerial implications that can be applied by organizations related to the concept of ethical leadership, leader-member exchange, organizational identification, and organizational cynicism."

"Berdasarkan data BPS tahun 2019, provinsi Jawa Barat, DKI Jakarta, Bali, Jawa Timur dan Jawa Tengah merupakan daerah yang paling banyak menerima tamu, baik tamu asing maupun domestik pada hotel bintang dengan akumulasi 59,44% dan Tingkat Penghunian Kamar hotel bintang di seluruh Indonesia mencapai 54,99%. Banyaknya rata- rata kunjungan tamu pada provinsi tersebut dan juga tingginya tingkat penghunian kamar di hotel bintang empat dan lima menunjukkan perlu adanya pemberian pelayanan yang berkualitas dari karyawan frontline hotel kategori tersebut terhadap para tamu yang bisa dicapai melalui berbagi pengetahuan pengalaman unik yang mereka alami dengan sesama anggota organisasi. Dimana salah satu strategi utama organisasi dalam membangun knowledge sharing yang efektif dalam organisasi adalah merancang strategi untuk mencegah anggota organisasi terlibat dalam perilaku menyembunyikan pengetahuan yang mereka miliki atau disebut dengan istilah knowledge hiding. Penelitian ini bertujuan untuk menguji kembali pengaruh Altruistic leadership terhadap perilaku knowledge hiding dengan mediasi LMX, leader triggered postive emotion, relational social capital pada karyawan frontline hotel bintang empat dan lima. Penelitian ini menitik beratkan pada perilaku knowledge hiding, yang masih jarang diteliti di Indonesia. Pengumpulan data dilakukan dengan metode survei, didapatkan responden sejumlah 192 karyawan frontline yang tersebar di lima provisnis di Indonesia yaitu, Jakarta, Jawa Barat, Jawa Tengah, Jawa Timur dan Bali. Pengolahan data menggunakan metode Structural Equation Modeling (SEM) menunjukkan hasil bahwa Leader-triggered positive emotion dan Relational social capital memediasi secara penuh pengaruh altruistic leadership terhadap perilaku knowledge hiding. Sementara Leader–member exchange tidak memediasi pengaruh altruistic leadership terhadap perilaku knowledge hiding.

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Based on data from BPS in 2019, West Java, DKI Jakarta, Bali, East Java and Central Java were the areas that received the most guests, both foreign and domestic guests at star hotels, with an accumulation of 59.44% and The Room Occupancy Rate for star hotels throughout Indonesia reached 54.99%. The number of average guest visits in these provinces and also the high rate of room occupancy in four and five star hotels indicate the need to provide quality service from frontline hotel employees of that category which can be achieved through sharing knowledge of the unique experiences they have experienced with others organization member. Where one of the main strategies of organizations in building effective knowledge sharing in organizations is to design strategies to prevent organizational members from engaging in hiding knowledge they have or what is known as knowledge hiding. This study aims to re-examine the effect of altruistic leadership on knowledge hiding behavior with mediation of LMX , leader triggered postive emotion, relational social capital on frontline employees of four and five star hotels. This research focuses on knowledge hiding behavior, which is still rarely studied in Indonesia. The data was collected using a survey method. The respondents were 192 frontline employees spread across five provinces in Indonesia (Jakarta, West Java, Central Java, East Java and Bali). Data processing using the structural equation modeling (SEM) method shows that leader-triggered positive emotion and relational social capital fully mediate the influence of altruistic leadership on knowledge hiding behavior. Meanwhile, leader–member exchange does not mediate the influence of altruistic leadership on knowledge hiding behavior."

"Penelitian ini berfokus untuk melihat perubahan persepsi organizational justice dan kualitas leader-member exchange yang merupakan dampak dari pelaksanaan coaching pada atasan di departemen sales PT X. Penelitian ini menggunakan desain penelitian pre-test/post-test design. Instrumen penelitian menggunakan kuesioner leader-member exchange dengan ? = 0.73 dan kuesioner organizational justice dengan ? = 0.92. Hasil uji regresi terhadap 35 responden menunjukkan bahwa hanya persepsi interactional justice yang menunjukkan pengaruh signifikan terhadap kualitas leader-member exchange. Artinya, leader-member exchange dapat dijelaskan oleh 12.7 varians organizational justice. Berdasarkan hasil uji perbedaan sebelum dan sesudah pemberian coaching pada atasan terdapat perbedaan mean yang signifikan antara skor interactional justice sebelum dan sesudah intervensi p = 0.01; p < 0.05 . Sama halnya pada skor leader-member exchange sebelum dan sesudah intervensi p = 0.01; p < 0.05 . Karenanya, dapat disimpulkan bahwa intervensi coaching pada atasan yang diberikan efektif dalam meningkatkan organizational justice melalui dimensi interactional justice dan leader-member exchange.

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This study focused on looking at changes in organizational justice perceptions and the quality of leader member exchange which is the impact of coaching implementation on the superiors. This research used pre test post test design research. The research instrument used leader member exchange questionnaire 0.73 and an organizational justice questionnaire 0.92 . The regression analysis from 35 respondents showed that only interactional justice perception had significant influence to leader member exchange quality. In view of this, leader member exchange can be explained by 12.7 organizational justice variance. Based on the test results between the difference of before and after coaching on the superiors, there is a significant mean difference between interactional justice score, before and after intervention p 0.01 p."

"Penelitian ini bertujuan untuk mengeksplorasi faktor internal dan eksternal akuntabilitas karyawan dengan menguji efek moderasi dari psychological entitlement pada hubungan abusive supervision dengan akuntabilitas karyawan yang dimediasi oleh LMX. Penelitian ini menggunakan survei self-report online yang dibagikan kepada 287 karyawan di sebuah perusahaan yang bergerak di bidang pembangunan dan peningkatan infrastruktur jaringan di Indonesia dan menggunakan teknik analisis moderated mediation model Hayes 14. Hasil penelitian melalui perspektif conservation of resource theory (COR) menunjukkan bahwa (1) abusive supervision secara tidak langsung mempengaruhi akuntabilitas karyawan, (2) abusive supervision secara negatif mempengaruhi LMX, (3) LMX secara positif mempengaruhi akuntabilitas karyawan, (4) LMX secara signifikan memediasi hubungan antara abusive supervision dan akuntabilitas, (5) yang diperkuat oleh tingkat psychological entitlement yang tinggi. Dari pada peran pemimpin, kualitas LMX memainkan peran yang lebih penting dalam membangun akuntabilitas karyawan.

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This study aims to explore internal and external factors of employee accountability by investigating the moderating effect of psychological entitlement on the relationship of abusive supervision with employee accountability mediated by LMX. The study used an online self-report survey distributed to 287 employees in a company engaged in the construction and improvement of network infrastructure in Indonesia and analysed using moderated mediation analysis Hayes model 14. The results of the study through the perspective of conservation of resources (COR) theory shows that (1) abusive supervision indirectly affects employee accountability, (2) abusive supervision negatively affects LMX, (3) LMX positively affect employee accountability, (4) LMX significantly mediated the relationship between abusive supervision and accountability, (5) which is strengthened by a high level of psychological entitlement. Rather than the leader role, quality of LMX plays a more important role in establishing employee accountability."

"Penelitian ini bertujuan untuk untuk melihat peran Leader-member Exchange dalam hubungan antara kepribadian dan berbagi pengetahuan pada guru. Partisipan penelitian ini berjumlah 219 Guru SMA di Jabodetabek. Perilaku berbagi pengetahuan diukur dengan skala perilaku berbagi pengetahuan khusus guru (2018), trait conscientiousness dengan alat ukur NEO-4 (Seniati, 2002), serta leader-member exchange dengan LMX-MDM (Istono, 2018). Hasil penelitian menunjukkan t = -0,13, p = 0,89, LLCI -0,01 ULCI 0,01. Dapat disimpulkan bahwa peran leader-member exchange tidak memengaruhi hubungan trait conscientiousness dengan berbagi pengetahuan. Dengan kata lain, hubungan kepribadian individu yang bertanggung jawab, dapat diandalkan, gigih, tepat waktu, pekerja keras dan berorientasi pada pekerjaan dengan perilaku berbagi pengetahuan tidak tergantung pada kualitas hubungan antara guru dengan kepala sekolah. Hal ini terjadi karena karakteristik struktur organisasi sekolah dan struktur organisasi di bidang bisnis berbeda yang memengaruhi hubungan guru dengan kepala sekolah yang tidak seperti hubungan karyawan dengan atasan pada perusahaan. 

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This research aims to know the role of Exchange Leaders in the relationship between personality and knowledge sharing with the teacher. The participants of this study were 219 high school teachers in Jabodetabek. Knowledge sharing behavior is measured by the knowledge sharing scale specifically for teachers (2018), trait conscientiousness with NEO4 (Seniati, 2002), and leader-member exchange with LMX-MDM (Istono, 2018). The results showed t = -0.13, p = 0.89, LLCI -0.01 ULCI 0.01. It can be concluded that the role of leadermember exchange does not affect the relationship between trait conscientiousness and knowledge sharing. In other words, the personality relationship of individuals who are responsible, reliable, persistent, hard-working and work-oriented with knowledge sharing behavior does not depend on the quality of the relationship between the teacher and the principal. This happens because the characteristics of the schools organizational structure and organizational structure in the business field are different which affect the relationship between the teacher and the principal, unlike employee relations with leader in the company.   "

"Lembaga Ilmu Pengetahuan Indonesia (LIPI) adalah salah satu lembaga yang akan menghadapi perubahan organisasi dalam rangka pengintegrasian lembaga-lembaga riset nasional ke dalam Badan Riset Inovasi Nasional (BRIN) oleh pemerintah indonesia, sehingga penting untuk menganalisa readiness for change dan resistance to change pegawai lembaga riset ini. Psychological capital merupakan unsur psikologi yang dapat dikembangkan dan berkaitan dengan persepsi pegawai atas dukungan organisasi. Tujuan dari penelitian ini adalah untuk memberikan kotribusi secara praktik sehingga LIPI dapat menjawab tantangan perubahan dari pemerintah dan memberikan kontribusi dari segi ilmu pengetahuan dengan memberikan pemahaman yang komprehensif mengenai mekanisme pembentukan kesiapan dan resistensi pegawai dalam menghadapi perubahan khususnya di sektor publik. Sampel penelitian ini adalah 378 PNS LIPI dan model penelitian di analisis dengan structural equation modelling menggunakan Lisrel. Hasilnya adalah psychological capital hanya memediasi pengaruh perceiveds organizationals support terhadap respon pegawai untuk berubah, tetapi tidak dapat memediasi pengaruh perceivedssupervisor support terhadap respon pegawai untuk berubah. Artinya adalah kesiapan dan resistensi pegawai LIPI untuk berubah dipengaruhi oleh persepsi pegawai terhadap dukungan organisasi dan sumber daya psikologis positif yang mereka miliki.

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Indonesian institute of Sciences is one of the institutions that will face organizational change in the framework of integrating national research institutions into the National Innovation Research Agency (BRIN) by the Indonesian government. Hence, it is essential to analyze the readiness for change and resistance to change of this research institute's civil servants. Psychological capital is an element of psychology that can be developed and related to employee perceptions of organizational support. The purposesof this studysis to contribute in practice so this research institute can answer challenges of change from government and contribute in terms of science through provide a comprehensive understanding of the mechanisms for forming employee readiness and resistance in the face of change, especially in the public sector. The sample of this study was 378 civil servants from Indonesian Institute of Sciences, and the research model was analyzed with structural equation modeling using Lisrell. The result is psychological capital only mediates the effect of perceived organizational support on employee responses to change, but cannot mediate the effect of perceived supervisor support on employee 'responses to change. This means that LIPI employees readiness and resistance to change is influenced by employees' perceptions of organizational support and their positive psychological resources."