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"Tujuan dari penelitian ini adalah untuk menguji hubungan antara Commuting Stress, perceived organizational support, kelelahan emosional, dan kinerja karyawan di wilayah Jabodetabek. Penelitian ini dilakukan melalui metode analisis kuantitatif dengan pendekatan causal-predictive modelling dengan pendekatan teknik partial least squares structural equation modelling (PLS-SEM). Dalam penelitian ini, 6 hubungan yang diteliti menunjukkan 2 hubungan positif, 3 hubungan negatif, dan 2 hubungan yang menunjukkan adanya mediator. Penelitian menunjukkan bahwa Commuting Stress dan perceived organizational support mempengaruhi kinerja karyawan, baik secara langsung maupun dengan mediasi kelelahan emosional. Data penelitian dikumpuilkan melalui survei yang disebarkan secara daring ke karyawan-karyawan yang melakukan commuting di Jabodetabek. Dari total 528 sampel yang dikumpulkan, adapun data akhir sebanyak 390 sampel dianalisis dengan menggunakan Partial Least Square – Structural Equation Modelling menggunakan SmartPLS. Dengan menggunakan hasil penelitian ini, karyawan dan organisasi dapat mengetahui dampak dari upaya mental yang dikeluarkan dalam commuting dan perceived organizational support terhadap kinerja karyawan, baik secara langsung atau melalui kelelahan emosional sebagai dampak dari Commuting Stress. Penelitian ini memungkinkan hasil yang lebih lengkap dan komprehensif terkait bagaimana Commuting Stress memiliki pengaruh terhadap kelelahan emosional yang dialami karyawan yang melakukannya, bagaimana hal tersebut dapat mempengaruhi kinerja karyawan, dan bagaimana perceived organizational support dapat mempengaruhi hubungan tersebut.

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The purpose of this study is to examine the relationship between Commuting Stress, perceived organizational support, emotional exhaustion, and employee performance in the Jabodetabek area. This research was conducted through a quantitative analysis method with a causal-predictive modeling approach with a partial least squares structural equation modeling (PLS-SEM) technique approach. In this study, the 6 relationships studied showed 2 positive relationships, 3 negative relationships, and 2 relationships that showed the existence of mediators. The research shows that commuting stress and perceived organizational support affect employee performance, both directly and with the mediation of emotional exhaustion. The research data was collected through a survey distributed online to commuting employees in Jabodetabek. From a total of 528 samples collected, the final data of 390 samples were analyzed using Partial Least Square - Structural Equation Modeling using SmartPLS. Using the results of this study, employees and organizations can determine the impact of mental effort expended in commuting and perceived organizational support on employee performance, either directly or through emotional exhaustion as a result of Commuting Stress. This research allows for more complete and comprehensive results regarding how Commuting Stress has an influence on emotional exhaustion experienced by employees who do so, how it can affect employee performance, and how perceived organizational support can affect the relationship."

"Skripsi ini membahas pengaruh antara 55 yang Dirasakan terhadap Komitmen Afektif dan Kinerja Pegawai dengan Mediasi Employee Engagement pada Aparatur Sipil Negara di Wilayah Jakarta. Dengan sampel sebanyak 137 responden, penelitian ini menggunakan metode analisis SEM yang mengkombinasikan aspek faktor analysis dan multiple regression yg memungkinkan peneliti utk menguji secara simultan serangkaian interrelated dependence relationships antara variabel pengukuran dan variabel laten. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang positif antara Dukungan Organisasi yang Dirasakan terhadap Employee Engagement serta Komitmen Afektif. Begitu juga Employee Engagement dengan Komitmen Afektif dan Kinerja Karyawan. Employee Engagement juga ditemukan memediasi hubungan antara Dukungan Organisasi yang Dirasakan terhadap Komitmen Afektif dan Kinerja Karyawan. Tetapi ada satu temuan yang menunjukkan bahwa Dukungan Organisasi yang Dirasakan tidak berpengaruh secara positif terhadap Kinerja Karyawan.(br>This study discusses the influence between Perceived Organizational Support towards Affective Commitments and Employee Performance with Employee Engagement as Mediation of the State Civil Apparatus in Jakarta Region. With asample of 137 respondents, this study uses a SEM analysis method that combines aspects of factor analysis and multiple regression that allows researchers to examine simultaneously a series of interrelated dependence relationships between measurement variables and latent variables. The results showed that there was a positive influence between Perceived Organizational Support to Employee Engagement and Affective Commitment. Likewise, Employee Engagement also positively influence Affective Commitment and Employee Performance. Employee Engagement was also found to mediate the relationship between Perceived Organizational Support and Affective Commitment and Employee Performance. But there is one finding that shows that Perceived Organizational Support does not have a positive influence on Employee Performance."

"ABSTRAKStudi pada kajian ini bertujuan untuk menganalisis pengaruh dari perceived organizational support, quality of worklife dan employee engagement terhadap employee performance di Inspektorat Jenderal Kementerian Perdagangan. Inspektorat Jenderal sebagai peraih WTA-ZI tahun 2017 dan nilai terbaik untuk implementasi SAKIP tahun 2017 di lingkungan Kementerian Perdagangan. Data dalam penelitian ini dikumpulkan melalui kuisioner yang dibagikan kepada 104 pegawai dan studi literatur yang didapatkan dari Sekretariat Inspektorat Jenderal. Metode analisis yang digunakan yaitu analisis deskriptif dan pendekatan SEM yang dalam pengolahan datanya menggunakan aplikasi software SMARTPLS3. Hasil dalam pengolahan data yang dilakukan terhadap 104 pegawai negeri sipil pada Inspektorat Jenderal menunjukan bahwa perceived organizational support dan quality of worklife mempunyai pengaruh secara signifikan terhadap employee engagement namun tidak berpengaruh secara signifikan terhadap employee performance.Sedangkan employee engagement berpengaruh secara signifikan terhadap employee performance. Berdasarkan uji hubungan tidak langsung perceived organizational mempunyai pengaruh terhadap employee performance melalui mediasi employee engagement dan variabel quality of worklife mempunyai pengaruh terhadap employee performance melalui mediasi employee engagement.

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ABSTRACTThe study of this study aims to analyze the effect of perceived organizational support, quality of work life and employee engagement to employee performance in the Inspectorate General of the Ministry of Commerce. Inspectorate General as WTA ZI winner in 2017 and the best value for SAKIP implementation in 2017 within Ministry of Trade. The data in this study were collected through questionnaires distributed to 104 employees and literature studies obtained from the Secretariat of the Inspectorate General. The analytical method used is descriptive analysis and SEM approach in the data processing using SMARTPLS3 software application. The results of data processing performed on 104 civil servants at the Inspectorate General showed that perceived organizational support and quality of worklife had significant influence on employee engagement but did not significantly influence employee performance. While employee engagement had significant effect on employee performance. Based on perceived organizational indirectness test have influence to employee performance through mediation of employee engagement and variable quality of worklife have influence to employee performance through mediate employee engagement. "

"Kinerja dari sebuah pelayanan publik memiliki dampak besar terhadap keberhasilan pembangunan ekonomi dan sosial suatu negara. Keberhasilan pelayanan publik sangat bergantung kepada pelayanan yang diberikan oleh sumber daya manusia di pelayanan publik tersebut. Dengan menggunakan teori motivasi kerja sebagai kerangka utama yang berpengaruh terhadap kinerja pegawai, penelitian ini dilakukan bertujuan melihat pengaruh Job Characteristic, Job Crafting dan Perceived Supervisor Support terhadap Employee Performance yang dimediasi oleh Meaningful Work. Penelitian ini merupakan penelitian kuantitatif, terhadap 605 pegawai BPJS Kesehatan yang merupakan lembaga pelayanan public di bidang jaminan kesehatan. Data penelitian diperoleh melalui kuesioner yang disebar secara online. Analisis hubungan antar variabel dilakukan melalui Structural Equation Model (SEM) dengan menggunakan software LISREL. Hasil dari penelitian ini menunjukkan bahwa Meaningful Work memiliki efek mediasi partial antara variabel Perceived Supervisor Support, Job Crafting dan Job Characteristics terhadap Employee Performance. Perceived Supervisor Support, Job Crafting dan Job Characteristics juga mempunyai pengaruh langsung secara signifikan terhadap employee performance. Implikasi dari penelitian ini adalah secara teoretis menguatkan teori motivasi kerja di sector pelayanan publik, implikasi manajerial bagi manajemen BPJS Kesehatan dan saran untuk penelitian yang akan datang.

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Public service performance has a key role in the economic and social development of the country. The success of public services is highly dependent on the services provided by human resources in the public service. By using the theory of work motivation as the main framework that affects employee performance, this study was conducted to see the effect of Job Characteristics, Job Crafting, and Perceived Supervisor Support on Employee Performance mediated by Meaningful Work. This research is a quantitative study, on 605 BPJS Kesehatan employees which are public service institutions in the field of health insurance. Research data were obtained through questionnaires distributed online. Analysis of the relationship between variables was carried out through the Structural Equation Model (SEM) using LISREL software. The results of this study indicate that Meaningful Work partially mediates between Perceived Supervisor Support, Job Crafting, and Job Characteristics variables on Employee Performance. Perceived Supervisor Support, Job Crafting, and Job Characteristics also significantly influence employee performance. The implications of this research are theoretically strengthening the theory of work motivation in the public service sector, managerial implications for BPJS Kesehatan management, and suggestions for future research."

"Penelitian ini bertujuan untuk mengetahui pengaruh Quality of work life terhadap kinerja karyawan pada PT Citra International Underwriters dengan motivasi kerja sebagai variabel mediasi. Quality of work life diukur dengan menggunakan teori Wayne Cascio, kinerja diukur dengan menggunakan teori T.R Mitchell serta variabel motivasi kerja yang diukur dengan menggunakan teori yang dikemukakan oleh Stephen P Robbins. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Menggunakan teknik total sampling dengan responden sebanyak 102 orang. Data yang dikumpulkan dalam penelitian ini diolah dengan aplikasi IBM SPSS versi 26. Teknik analisis data menggunakan analisis regresi linear berganda dengan metode Causal Step dan Sobel test untuk menguji pengaruh langsung dan pengaruh mediasi di antara variabel-variabel kunci. Hasil analisis regresi linear sederhana mengindikasikan bahwa Quality of work life mempengaruhi kinerja karyawan secara positif dan signifikan. Hasil analisis regresi linear sederhana juga mengindikasikan bahwa Quality of work life mempengaruhi motivasi kerja secara signifikan. Kemudian, motivasi kerja mempengaruhi kinerja karyawan secara signifikan. Hasil analisis causal step mengindikasikan bahwa Quality of work life mempengaruhi kinerja karyawan melalui motivasi kerja secara signifikan. Hasil analisis causal step juga mengindikasikan motivasi kerja memediasi secara parsial antara pengaruh Quality of work life dengan kinerja karyawan. Artinya, Quality of work life dapat mempengaruhi kinerja karyawan secara langsung dan dapat dimediasi oleh motivasi kerja.

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This study aims to determine the effect of work life quality on employee ‘s performance at PT Citra International Underwriter with work motivation as a mediating variable. Quality of work life was assessed by using Wayne Cascio's theory, performance was assessed by using T.R Mitchell's theory and work motivation variables by using theories proposed by Stephen P Robbins. This study used quantitative survey methods by using a total sampling technique of 102 respondents. Collected data of this study were processed with the IBM SPSS version 26 application. Data analysis techniques used linear multiple regression analysis with the Causal Step method and Sobel test to collect and use mediation between key variables directly. The results of a simple linear regression analysis of the quality of work life influences the employee’s performance positively and significantly. The result of simple linear regression analysis proved that quality of work life influences work motivation significantly. Then, work motivation influenced the employee’s performance significantly. Analysis, causal, steps, interpreting, quality of life, optimizing employee performance through significant work motivation. The results of the analysis of causal steps proved that work motivation parcially mediated between the impact of Quality of Work Life and employee’s performance. In conclusion, the quality of work life can be mediated by work motivation till affected the company performance directly"

"Penelitian ini bertujuan untuk menjelaskan Pengaruh Interpersonal Communication, Problem Solving Skills dan Quality of Work Life terhadap Employee Performance pada karyawan PT.Reckitt Benckiser. Penelitian menggunakan pendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner kepada 116 responden  karyawan PT.Reckitt Benckiser. Teknik analisis data menggunakan analisis regresi berganda serta korelasi Pearson sebagai uji validitas, Alpha Cronbach sebagai uji reliabilitas, dan menggunakan perangkat lunak IBM SPSS Statistic 25 sebagai alat analisis. Hasil penelitian menunjukan bahwa adanya pengaruh signifikan antara Interpersonal Communication terhadap Employee Performance, Problem Solvng Skills terhadap Employee Performance dan Quality of Work Life terhadap Employee Performance. Sehigga variabel diatas dijabarkan memiliki pengaruh terhadap Employee Performance.

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This study aims to explain the influence of Interpersonal Communication, Problem Solving Skills and Quality of Work Life on Employee Performance of PT.Reckitt Benckiser employees. In this study uses a quantitative approach with data collection techniques through the distribution of questionnaires to 116 respondents of PT.Reckitt Benckiser employees. Data analysis techniques using multiple regression analysis and Pearson correlation as a validity test, Alpha Cronbach as a reliability test, and using IBM SPSS 25 statistical software as an analysis tool. The results showed that there was a significant influence between Interpersonal Communication on Employee Performance, Problem Solving Skills on Employee Performance and Quality of Work Life on Employee Performance. One of the variables above is described as having an effect on Employee Performance."

"Inovasi merupakan salah satu aspek yang mempengaruhi kinerja karyawan di suatu perusahaan terutama perusahaan jasa, inovasi yang mempengaruhi kinerja karyawan terbagi menjadi dua indikator yaitu inovasi eksplorasi dan inovasi eksploitasi. Inovasi eksplorasi dikaitkan lebih terobosan dan ide terbarukan, inovasi eksploitasi mengacu untuk eksistensi dan perbaikan untuk pelayanan yang ada. Disamping itu penelitian ini bertujuan untuk mengukur seberapa pengaruh inovasi eksplorasi terhadap kinerja karyawan dan inovasi eksploitasi terhadap kinerja karyawan di PT. Bank Negara Indonesia Kantor Cabang Utama Rawamangun. Data diperoleh melalui penyebaran kuesioner kepada 68 orang responden yang terdiri dari Teller BNI Kantor Cabang Utama Rawamangun beserta cabang pembantu. Hasil penelitian ini menunjukan bahwa inovasi eksplorasi dan inovasi eksploitasi adalah memiliki pengaruh nyata terhadap kinerja karyawan di BNI Kantor Cabang Utama Rawamangun.

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Innovation is one aspect that affects the performance of employees in a company primarily services company, innovations that affect the employee's performance is divided into two indicators of innovation exploration and exploitation of innovation. More breakthrough innovations associated exploration and renewable ideas, innovation exploitation refers to the existence and improvement of existing services. Besides, this study aims to measure the effect of innovation exploration on employee performance and innovation exploits the performance of employees at PT. Bank Negara Indonesia Main Branch Office Rawamangun. Data obtained by distributing questionnaires to 68 respondents consisting of Teller BNI Main Branch Office Rawamangun and its branches. These results indicate that innovation is the exploration and exploitation of innovation has a significant effect on the performance of employees in BNI Main Branch Office Rawamangun."

"Skripsi ini membahas tentang sistem penilaian kinerja karyawan di Rumah Sakit Haji Jakarta. Ada sembilan variabel yang diteliti yaitu penilai, karyawan yang dinilai, metode penilaian, instrumen penilaian, periode dan waktu penilaian, pelaksanaan penilaian, pengolahan hasil penilaian, tindak lanjut hasil penilaian dan hambatan dan kendala dalam penilaian. Penelitian ini adalah penelitian kualitatif dengan desain studi kasus. Pengumpulan data dalam penelitian ini menggunakan metode wawancara mendalam dan telaah dokumen. Penelitian ini dilaksanakan selama tiga bulan, yaitu Oktober sampai Desember 2012. Informan dari penelitian ini terdiri dari sembilan orang. Hasil penelitian menunjukkan bahwa sistem penilaian kinerja karyawan di Rumah Sakit Haji Jakarta belum berjalan secara optimal, bias dan subyektivitas dalam penilaian masih tinggi. Berdasarkan hasil penelitian tersebut, penulis menyarankan agar merevisi instrumen penilaian dengan menambah unsur penilaian yang lebih terukur dan standar yang jelas, dilakukan sosialisasi kepada penilai dan karyawan yang dinilai tentang penilaian kinerja, dalam memberikan penilaian juga bisa dilibatkan atasan, bawahan, dan rekan kerja, penilai dapat membuat catatan khusus setiap karyawan yang dinilai sebagai dasar dalam memberikan penilaian, dan mengoptimalkan pemanfaatan hasil penilaian dengan membuat program pengembangan karyawan sesuai dengan kebutuhan karyawan.

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The focus of this study is about overview of the employee performance appraisal system in Haji Jakarta Hospital. There are nine variabeles studied, namely appraiser, employees who appraised, appraisal methods, appraisal instrument, time and appraisal period, appraising, processing of appraisal result, follow-up appraisal result, barriers and constraints in appraisal. This research was qualitative approach with a design case study. Data collection in this research used in-depth interviews and document review. This research was conducted in three months, October until December 2012. Informant of this research consists of nine persons. The results of this research showed that the employee performance appraisal system in Haji Jakarta Hospital not running optimally, bias and subjectivity in appraisal is still high. Based on these results, the author suggest to revising the appraisal instruments with adding the element of appraisal that is measurable and clearly defined standards, conducted socialization to the appraiser and employees who appraised about performance appraisal, in appraising could also be involved superiors, subordinates and peers, appraiser can make special note of any employees who is appraised as a basis for appraising, and optimizing the use of appraisal results by creating employee development programs according to the needs of the employees."

"Penelitian ini untuk mengetahui pengaruh motivasi dan kepemimpinanterhadap kinerja pegawai disatuan kerja Direktorat Narkotika Sintetis. dari hasil uji t maka dapat ditarik kesimpulan bahwa variabel kinerja dipengaruhi oleh keduavariabel tersebut. tetapi variabel kepemimpinan sangat mempengaruhi perubahan darivariabel kinerja. bisa dilihat dari persamaan Y = 7,081 + 0,428x1 + 0,691x2.Hubungan antar pegawai khususnya pada level pegawai terjadi ketidakharmonisan karena masing-masing pegawai saling berkompetisi negative dikarenakankurangnya arahan operasional terhadap pendelegasian pekerjaan dari pimpinan yangcukup jelas kepada anak buah hal ini bisa dikarenakan tidak adanya Job descriptionyang jelas, Pemimpin pada Direktorat Narkotika Sintetis masih kurang mampumenguasai pekerjaan yang akan didelegasikan kepada anak buah sehingga banyakpegawai yang meningkatkan skill dalam penyelesaian pekerjaan secara individualagar bisa dilihat mampu bekeja dimata pimpinan. Hal ini membentuk iklimpersaingan yang negatif diantara pegawai, Kinerja akan menurun diakibatkan olehkitidak adaannya Job description yang jelas dan kurang mampunya pemimpin dalampemberian arahan operasional dalam pendelegasian tugasnya.

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This study to determine the effect of motivation and leadership to employee

performance work disatuan Synthetic Narcotics Directorate. of the t test results it can be concluded that the performance variable affected by both variables. but the

leadership variables greatly affect the performance of the variable changes. can be

seen from the equation Y = 7.081 + 0.428 x1 + 0.691 x2

Relationships among employees, especially at the level of employee

disharmony occurs because each employee competing negative due to the lack of

operational directives delegating the work of leadership is quite clear to subordinates

this can be due to the lack of a clear Job description, leader in Synthetic Narcotics

Directorate is less able to master the work to be delegated to subordinates so many

employees improve skills in the completion of work on an individual basis in order to

be able to bekeja eyes of the leadership. This forms a negative climate of competition

among employees, performance will decrease due to the Job description kitidak

adaannya clear and unqualified leader in providing operational direction in the

delegation of duties."

"Tesis ini membahas proses business coaching yang dilakukan pada YES Cake & Bakery, suatu UKM yang bergerak di industri makanan. YES Cake & Bakery menawarkan serangkaian produk roti, cakes, dan kue kering. Tesis ini fokus membahas masalah yang dihadapi YES Cake & Bakery dalam bidang Sumber Daya Manusia (SDM). Masalah utamanya adalah bahwa YES Cake & Bakery belum memiliki sistem evaluasi kinerja karyawan. Penulisan tesis ini bertujuan untuk membantu YES Cake & Bakery dalam menyusun Key Performance Indicator (KPI) yang dapat digunakan untuk menilai kinerja karyawannya.

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This thesis discusses the business coaching process conducted at YES Cake & Bakery, a SME engaged in the food industry. YES Cake & Bakery offers a range of bakery products, cakes, and cookies. This thesis focuses on the problems faced by YES Cake & Bakery in the field of Human Resources (HR). The main problem is that YES Cake & Bakery does not yet have an employee performance evaluation system. This thesis writing aims to assist YES Cake & Bakery in preparing the Key Performance Indicator (KPI) that can be used to assess the performance of its employees."