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"Penelitian mengenai peran psychological safety dalam memediasi hubungan antara perceived organizational support dan work engagement masih terbatas pada sektor tertentu dan belum mengeksplorasi secara spesifik karyawan Generasi Z, yang merupakan kelompok demografis terbesar di Indonesia dengan karakteristik dan ekspektasi kerja yang unik. Penelitian ini bertujuan untuk menguji peran psychological safety dalam memediasi hubungan antara perceived organizational support dan work engagement pada karyawan Generasi Z di Indonesia. Studi ini menggunakan pendekatan kuantitatif dengan desain cross-sectional survey. Partisipan dalam penelitian ini adalah karyawan Generasi Z yang berjumlah 171 orang dan dipilih menggunakan teknik convenience sampling. Alat ukur yang digunakan meliputi Survey of Perceived Organizational Support (SPOS), Psychological Safety Scale, dan Utrecht Work Engagement Scale-9 (UWES-9). Analisis data dilakukan menggunakan uji mediasi melalui aplikasi Jamovi. Hasil penelitian ini menunjukkan bahwa psychological safety tidak berperan sebagai mediator dalam hubungan antara perceived organizational support dan work engagement. Studi ini diharapkan dapat memberikan kontribusi terhadap pengembangan literatur mengenai dinamika work engagement pada karyawan Generasi Z di Indonesia.

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Research on the role of psychological safety in mediating the relationship between perceived organizational support and work engagement remains limited to certain sectors and has not specifically explored Generation Z employees, who represent the largest demographic group in Indonesia and possess unique work characteristics and expectations. This study aimed to examine the mediating role of psychological safety in the relationship between perceived organizational support and work engagement among Generation Z employees in Indonesia. A quantitative approach was employed using a cross-sectional survey design. This study was conducted with 171 Generation Z employees using a convenience sampling technique. The variables were measured by the Survey of Perceived Organizational Support (SPOS), the Psychological Safety Scale, and the Utrecht Work Engagement Scale-9 (UWES-9). Data were analyzed using mediation analysis through Jamovi. The findings showed that psychological safety did not mediate the relationship between perceived organizational support and work engagement. The results of this study can be useful to expand the literature related to work engagement dynamics among Generation Z employees in Indonesia."

"Penelitian mengenai peran psychological safety dalam memediasi hubungan antara perceived organizational support dan work engagement masih terbatas pada sektor tertentu dan belum mengeksplorasi secara spesifik karyawan Generasi Z, yang merupakan kelompok demografis terbesar di Indonesia dengan karakteristik dan ekspektasi kerja yang unik. Penelitian ini bertujuan untuk menguji peran psychological safety dalam memediasi hubungan antara perceived organizational support dan work engagement pada karyawan Generasi Z di Indonesia. Studi ini menggunakan pendekatan kuantitatif dengan desain cross-sectional survey. Partisipan dalam penelitian ini adalah karyawan Generasi Z yang berjumlah 171 orang dan dipilih menggunakan teknik convenience sampling. Alat ukur yang digunakan meliputi Survey of Perceived Organizational Support (SPOS), Psychological Safety Scale, dan Utrecht Work Engagement Scale-9 (UWES-9). Analisis data dilakukan menggunakan uji mediasi melalui aplikasi Jamovi. Hasil penelitian ini menunjukkan bahwa psychological safety tidak berperan sebagai mediator dalam hubungan antara perceived organizational support dan work engagement. Studi ini diharapkan dapat memberikan kontribusi terhadap pengembangan literatur mengenai dinamika work engagement pada karyawan Generasi Z di Indonesia.

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Research on the role of psychological safety in mediating the relationship between perceived organizational support and work engagement remains limited to certain sectors and has not specifically explored Generation Z employees, who represent the largest demographic group in Indonesia and possess unique work characteristics and expectations. This study aimed to examine the mediating role of psychological safety in the relationship between perceived organizational support and work engagement among Generation Z employees in Indonesia. A quantitative approach was employed using a cross-sectional survey design. This study was conducted with 171 Generation Z employees using a convenience sampling technique. The variables were measured by the Survey of Perceived Organizational Support (SPOS), the Psychological Safety Scale, and the Utrecht Work Engagement Scale-9 (UWES-9). Data were analyzed using mediation analysis through Jamovi. The findings showed that psychological safety did not mediate the relationship between perceived organizational support and work engagement. The results of this study can be useful to expand the literature related to work engagement dynamics among Generation Z employees in Indonesia."

"Terdapat fenomena yang umum terjadi pada karyawan generasi Z, yaitu job hopping atau sering berpindah-pindah pekerjaan. Fenomena job hopping ini mencerminkan kurangnya komitmen afektif yang dimiliki oleh karyawan, di mana karyawan tidak memiliki keterikatan emosi, identifikasi, dan keterlibatan yang cukup dengan perusahaan. Penelitian ini bertujuan untuk melihat peran moderasi persepsi dukungan atasan dalam hubungan antara pekerjaan layak dan komitmen afektif sebagai usaha untuk menghadapi fenomena tersebut. Partisipan yang terlibat dalam penelitian ini adalah 346 orang karyawan generasi Z berusia 20-29 tahun, berwarga negara Indonesia, sudah bekerja selama minimal 3 bulan, berstatus karyawan tetap, dan memiliki atasan langsung di tempat kerja. Uji moderasi Hayes menghasilkan temuan bahwa persepsi dukungan atasan terbukti secara signifikan memoderasi hubungan antara pekerjaan layak dan komitmen afektif (t = 2.665, p = 0.008 < 0.05). Dalam hal ini, persepsi dukungan atasan berperan dalam memperkuat hubungan antara pekerjaan layak dan komitmen afektif. Implikasi penelitian ini menyoroti pentingnya persepsi dukungan atasan untuk meningkatkan komitmen afektif karyawan generasi Z. Selain itu, pekerjaan layak juga berperan penting untuk mengembangkan komitmen afektif yang dimiliki. Melalui usaha ini, diharapkan fenomena job hopping pada karyawan generasi Z dapat diatasi

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There is a common phenomenon among Generation Z employees, known as job hopping or frequently changing jobs. This job hopping phenomenon reflects the lack of affective commitment possessed by employees, where employees do not have sufficient emotional attachment, identification, and involvement with the company. This research aims to examine the moderating role of perceived superior support in the relationship between decent work and affective commitment as an effort to deal with this phenomenon. In this research, the participants involved were 346 generation Z employees aged 20-29 years, Indonesian citizens, had worked for at least 3 months, had permanent employee status, and had a direct supervisor at work. The Hayes moderation test resulted in the finding that perceived superior support was proven to significantly moderate the relationship between decent work and affective commitment (t = 2.665, p = 0.008 < 0.05). In this case, perceived supervisory support plays a role in strengthening the relationship between decent work and affective commitment. The implications of this research highlight the importance of perceived superior support in increasing the affective commitment of generation Z employees. Additionally, decent work also plays an important role in developing their affective commitment. Through this effort, it is hoped that the job hopping phenomenon among generation Z employees can be overcome."

"Penelitian ini bertujuan untuk mengkaji hubungan antara kepemimpinan inklusif dan kesejahteraan karyawan dengan keamanan psikologis sebagai mediator pada karyawan Gen Z. Pemahaman ini penting karena adanya perbedaan karakteristik Gen Z dengan generasi sebelumnya yang menimbulkan tantangan tersendiri bagi organisasi dalam mendukung kesejahteraan mereka. Data penelitian diperoleh dari 154 karyawan Gen Z yang aktif bekerja selama minimal satu tahun pada perusahaan yang memiliki struktur hierarki formal. Hasil analisis menunjukkan bahwa keamanan psikologis tidak memediasi secara signifikan hubungan antara kepemimpinan inklusif dan kesejahteraan karyawan (b = .01, SE = .02, p = .74, 95% CI [-.04, .05]). Meskipun kepemimpinan inklusif berperan signifikan terhadap keamanan psikologis, variabel tersebut tidak berdampak signifikan pada kesejahteraan karyawan. Dengan ini, kepemimpinan inklusif berkontribusi langsung terhadap peningkatan kesejahteraan karyawan pada karyawan Gen Z tanpa melalui keamanan psikologis (b = 0.47, SE = .09, p < .001, 95% CI [.30, .64]). Hasil dari penelitian ini dapat bermanfaat untuk memperkaya literatur terkait variabel kepemimpinan inklusif, keamanan psikologis, dan kesejahteraan karyawan.

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This study aims to examine the relationship between inclusive leadership and employee well-being, with psychological safety as a mediating variable, among Generation Z employees. This is particularly important given the distinct characteristics of Gen Z compared to previous generations, which present unique challenges for organizations in supporting their well-being. Data were collected from 154 Gen Z employees who had been actively working for at least one year in companies with a formal hierarchical structure. The analysis showed that psychological safety does not significantly mediate the relationship between inclusive leadership and employee well-being (b = .01, SE = .02, p = .74, 95% CI [-.04, .05]). Although inclusive leadership plays a significant role in psychological safety, the latter does not have a significant effect on employee well-being. Thus, inclusive leadership directly contributes to improving the well-being of Gen Z employees without mediation through psychological safety (b = 0.47, SE = .09, p < .001, 95% CI [.30, .64]). These findings may contribute to the existing literature on inclusive leadership, psychological safety, and employee well-being."

"Di tengah intensnya tekanan dalam mempertahankan daya saing, kemampuan perusahaan untuk berinovasi sangat bergantung pada keterlibatan aktif seluruh tenaga kerjanya, termasuk Generasi Z. Namun, potensi inovatif generasi ini kerap terhambat oleh rasa cemas dan tidak aman di tempat kerja akibat paparan sosial digital yang intens sejak dini. Dalam kondisi tersebut, keamanan psikologis menjadi faktor yang memungkinkan mereka merasa aman untuk menyampaikan ide dan mengambil risiko dalam proses inovasi. Penelitian ini bertujuan untuk menguji peran mediasi keamanan psikologis dalam hubungan antara kepemimpinan inklusif dan perilaku kerja inovatif, guna memahami mekanisme yang mendorong kontribusi inovatif karyawan muda. Menggunakan desain survei kuantitatif cross-sectional, data dikumpulkan melalui kuesioner terstandar yang diadministrasikan secara daring, mencakup alat ukur Inclusive Leadership Scale, Psychological Safety Scale, dan Innovative Work Behavior Scale. Sebanyak 220 karyawan Generasi Z dari berbagai sektor di Indonesia menjadi partisipan dengan menilai perilaku atasan langsung serta melaporkan persepsi keamanan psikologis dan perilaku kerja inovatif mereka. Hasil analisis mediasi menggunakan PROCESS Macro versi 4.2 menunjukkan bahwa keamanan psikologis memediasi secara parsial hubungan antara kepemimpinan inklusif dan perilaku kerja inovatif. Temuan ini menegaskan bahwa penciptaan keamanan psikologis dan pengembangan kepemimpinan inklusif merupakan strategi kunci dalam memobilisasi perilaku kerja inovatif karyawan muda di tengah dinamika transformasi organisasi.

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Amid intensifying pressure to stay competitive, organizations’ ability to innovate increasingly depends on the active engagement of their entire workforce, including Generation Z. However, the innovative potential of this generation is often hindered by anxiety and insecurity at work, stemming from early exposure to digital social environments. In this context, psychological safety becomes a key factor that enables them to express ideas and take risks in the innovation process. This study aims to examine the mediating role of psychological safety in the relationship between inclusive leadership and innovative work behavior, in order to understand the mechanisms that drive young employees' innovative contributions. Employing a cross-sectional quantitative survey design, data were collected through an online questionnaire using the Inclusive Leadership Scale, Psychological Safety Scale, and Innovative Work Behavior Scale. A total of 220 Generation Z employees from various sectors in Indonesia participated by assessing their supervisors' leadership behaviors, their own perceptions of psychological safety, and their innovative work behaviors. Mediation analysis using PROCESS Macro version 4.2 revealed that psychological safety partially mediates the relationship between inclusive leadership and innovative work behavior. These findings highlight the importance of fostering psychological safety through inclusive leadership to support innovation among young employees."

"Berdasarkan pada perspektif self-determination theory, penelitian ini hendak melihat peran mediasi harmonious work passion HWP pada hubungan antara perceived organizational support POS dan kinerja. POS dapat mendorong terpenuhinya tiga kebutuhan dasar psikologis manusia, yaitu need for autonomy, need for competence, dan need for relatedness, mendorong terbentuknya motivasi internal dan juga dapat mendorong terjadinya proses internalisasi pekerjaan ke dalam identitas karyawan secara otonom. Dengan demikian, harmonious work passion akan terbentuk dan hal ini kemudian akan mendukung kinerja karyawan. Pengumpulan data diperoleh pada karyawan dengan berbagai jabatan dari berbagai perusahaan di Jakarta dan sekitarnya N=305 . Melalui analisis data menggunakan macro Hayes PROCESS pada IBM Statistics SPSS 22, ditemukan bahwa HWP memediasi secara parsial hubungan antara POS dengan kinerja. Implikasi teoretis dan praktis juga akan dibahas dalam penelitian ini.

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Based on self determination theory perspective, this study aims to examine the mediating effect of harmonious work passion HWP on the relationship between perceived organizational support POS and in role performance. The existence of POS can encourage the fulfillment of three basic human psychological needs, namely need for autonomy, need for competence, and need for relatedness, can encourage the forming of intrinsic motivation, and also can encourage the autonomous internalization process of employee rsquo s job into identity. This will lead to harmonious work passion and in turn will enhance employees rsquo in role performance. The data were obtained from employees with various positions from various companies in Jakarta and surrounding areas N 305 . Through data analysis using the Hayes PROCESS macro on IBM Statistics SPSS 22, it was found that HWP mediates partially the relationship between POS and in role performance. The theoretical and practical implications were discussed in this study."

"Salah satu tantangan terbesar perusahaan untuk dapat bertahan dan terus bersaing dalam dunia korporasi adalah mengoptimalkan sumber daya manusia. Dalam rangka mengoptimalkan sumber daya manusia, perusahaan dapat melakukan beberapa upaya yang dapat meningkatkan kinerja karyawan dan mengurangi turnover. Perceived organizational support (POS) merupakan konstruk yang cocok untuk menjawab tantangan pemaksimalan sumber daya manusia. POS adalah keyakinan global yang dikembangkan karyawan terkait sejauh mana organisasi menghargai kontribusi mereka dan peduli terhadap kesejahteraan mereka (Eisenberger, dkk, 1986). POS memiliki dampak terhadap affective commitment, kinerja, lessened withdrawal behavior, dan turnover. Tujuan penelitian ini adalah untuk menguji perbedaan POS pada karyawan Generasi X dan karyawan Generasi Y yang saat ini mendominasi lapangan kerja sebagai sumber daya manusia. Hasil analisis menggunakan independent sample t-test pada 118 responden (Generasi X = 46; Generasi Y = 72) menunjukkan bahwa karyawan Generasi Y memiliki skor rata-rata POS yang secara signifikan lebih rendah daripada karyawan Generasi X.

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One of the biggest challenges for company in order to survive and compete in the corporate world is to optimize human resources. In order to optimize human resources, company could make some effort to increase employee performance and reduce turnover. Perceived organizational support (POS) is a suitable construct to answer the challenge regarding maximize human resources. POS is global belief developed by employee concerning the extent to which the organization values their contributions and cares about their well-being (Eisenberger, et.al., 1986). POS has impact to affective commitment, performance, lessened withdrawal behavior, and turnover. The objective of this research is to examine the differences on perceived organizational support between Generation X employees and Generation Y employees. The result of the analysis using independent sample t-test on 118 respondents (Generation X = 46; Generation Y = 72) showed that Generation Y employees had significantly lower POS average than Generation X employees."

"Kecenderungan generasi Z, yang merupakan kelompok terbaru dalam angkatan kerja, untuk meninggalkan pekerjaan mereka menjadi signifikan baik secara global maupun di Indonesia. Penelitian ini bertujuan untuk mengungkapkan dampak kepuasan gaji, pemberdayaan psikologis, dan kontrak psikologis relasional terhadap niat berpindah, dengan keterlibatan kerja sebagai mediator. Dengan menggunakan desain penelitian kuantitatif yang mengadopsi pendekatan lintas-seksional, data diperoleh dari 220 karyawan generasi Z. Analisis data dilakukan dengan menggunakan Partial Least Squares Structural Equation Modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa terdapat pengaruh langsung dari pemberdayaan psikologis terhadap niat berpindah, sementara kontrak psikologis relasional dan kepuasan gaji tidak memiliki pengaruh langsung. Selain itu, keterlibatan kerja diidentifikasi sebagai faktor mediasi dalam hubungan antara pemberdayaan psikologis, kontrak psikologis relasional, kepuasan gaji, dan niat berpindah.

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The propensity for Generation Z, the youngest cohort in the workforce, to resign from their positions is significant both globally and within Indonesia. This research endeavors to elucidate the impact of pay satisfaction, psychological empowerment, and relational psychological contract on turnover intention, with work engagement acting as a mediator. Employing a quantitative research design with a cross-sectional approach, data were gathered from 220 Generation Z employees. Partial least squares structural equation modeling (PLS-SEM) was utilized for data analysis. Results reveal a direct effect of psychological empowerment on turnover intention, whereas relational psychological contract and pay satisfaction exhibit no direct influence. Furthermore, work engagement is identified as a mediating factor in the relationship between psychological empowerment, relational psychological contract, pay satisfaction, and turnover intention."

"Penelitian dilakukan untuk mengetahui pengaruh dari perceived organizational support terhadap psychological well-being pekerja generasi milenial Indonesia dengan employee engagement dan affective commitment sebagai variabel mediasi pada generasi milenial. Responden pada penelitian ini adalah para karyawan yang telah bekerja sekurang-kurangnya 1 tahun pada perusahaan dan merupakan kelahiran antara tahun 1981 hingga 1996. Data kemudian diolah dengan menggunakan SPSS dan Structural Equation Modelling (SEM) LISREL. Penelitian ini mencoba menjelaskan faktor-faktor yang dapat mempengaruhi psychological well-being pada karyawan. Terdapat 247 responden yang berpartisipasi dalam penelitian ini. Hasil penelitian menunjukkan bahwa perceived organizational support, employee engagement dan affective commitment memengaruhi psychological well-being pekerja generasi milenial Indonesia, dan terdapat peran employee engagement dan affective commitment dalam memediasi hubungan antara perceived organizational support terhadap psychological well-being

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The research was conducted to determine the effect of perceived organizational support on the psychological well-being of Indonesian millennial generation workers with employee engagement and affective commitment as mediating variables in the millennial generation. Respondents in this study were employees who had worked for at least 1 year at the company and were born between 1981 and 1996. The data was then processed using SPSS and Structural Equation Modeling (SEM) LISREL. This study tries to explain the factors that can affect psychological well-being of employees. There were 247 respondents who participated in this study. The results of the study show that employee engagement and affective commitment affect the psychological well-being of Indonesian millennial generation workers, and there is a role for perceived organizational support, employee engagement and affective commitment in mediating the relationship between perceived organizational support and psychological well-being."

"Tingkat work engagement(keterikatan kerja) karyawan dapat mempengaruhi ketahanan suatu organisasi di tengah persaingan bisnis. Namun karyawan perbankan kerap kali dihadapkan pada tingkat partisipasi konsumen, jam kerja yang kaku, dan cakupan target konsumen yang dapat mempengaruhi tingkat keterikatan kerja dari karyawan. Penelitian ini bertujuan untuk mengetahui peran dari emotional intelligence, perceived organizational support, dan ethical leadership, terhadap keterikatan kerja karyawan perbankan melalui mediasi dari psychological capital. Sampel yang dilibatkan dalam penelitian adalah 297 karyawan bank umum konvensional di Indonesia. Hasil analisis structural equation modeling (SEM) memperlihatkan bahwa emotional intelligence, perceived organizational support, ethical leadership, dan psychological capital dapat mempengaruhi work engagement. Psychological capital menunjukkan peran mediasi secara parsial terhadap pengaruh dari emotional intelligence, perceived organizational support dan ethical leadership terhadap work engagement. Pemahaman yang lebih mendalam terhadap emotional intelligence, perceived organizational support, ethical leadership, dan psychological capital sebagai upaya untuk meningkatkan work engagement dapat membantu sektor perbankan untuk mempertahankan karyawan, meningkatkan kinerja karyawan serta organisasi, dan mempertahankan keunggulan kompetitif organisasi di tengah ketatnya persaingan antar perbankan di Indonesia.

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The level of employee work engagement can affect an organization's resilience amid business competition. However, banking employees are often faced with the level of consumer participation, rigid working hours, and the range of target consumers that can affect the level of work engagement of employees. This study aims to determine the role of emotional intelligence, perceived organizational support, and ethical leadership on banking employee engagement through mediation from psychological capital. The samples involved in the study were 297 employees of conventional commercial banks in Indonesia. The structural equation modeling (SEM) analysis shows that emotional intelligence, perceived organizational support, ethical leadership, and psychological capital can affect work engagement. Psychological capital shows a mediating role partially in the effect of emotional intelligence, perceived organizational support and ethical leadership on work engagement. A deeper understanding of emotional intelligence, ethical leadership, and psychological capital to increase work engagement can help the banking sector retain employees, improve employee and organizational performance, and maintain an organizational competitive advantage amid intense competition between banks in Indonesia."