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"eWOM telah diketahui mampu memengaruhi intensi membeli atau intensi menggunakan suatu produk (Ladhari & Michaud, 2015; Mauri & Minazzi, 2013; Park & Kim, 2008; Park & Lee, 2009; Qu, 2015; Zhang, Ye, Law, & Li, 2010) dan diduga efeknya akan berbeda tergantung pada tipenya, positif atau negatif (Ladhari & Michaud, 2015; Mauri & Minazzi, 2013), serta tergantung pada elemennya, teks atau visual (Hoffman & Daugherty, 2013; Lin, Lu, & Wu, 2012) sehingga tujuan dari penelitian ini adalah untuk mencari tahu cara mengubah potential user bus TransJakarta menjadi user bus TransJakarta dengan melihat pengaruh variasi elemen eWOM positif terhadap intensi, khususnya intensi menggunakan bus TransJakarta. Penelitian ini merupakan penelitian eksperimental dengan desain penelitian randomized two-groups design (pretest & posttest). eWOM yang digunakan dalam penelitian ini berbentuk ulasan online yang diberikan pada partisipan (n=62) selama 7 hari melalui aplikasi instant messaging LINE. Hasil penelitian menunjukkan bahwa eWOM positif, baik berupa teks maupun teks-gambar, dapat meningkatkan intensi menggunakan bus TransJakarta (t(61) = 7.729; p < .01). Akan tetapi, peningkatan skor intensi menggunakan bus TransJakarta tidak berbeda secara signifikan pada kelompok yang diberi eWOM berupa teks dan eWOM berupa teks-gambar (t(60) = .582, p > .01). Selanjutnya, penelitian ini juga mendiskusikan temuan penelitian, saran untuk penelitian selanjutnya, serta implikasi praktis dari penelitian.

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eWOM is known for its effect on purchase intention or intention to use a product (Ladhari & Michaud, 2015; Mauri & Minazzi, 2013; Park & Kim, 2008; Park & Lee, 2009; Qu, 2015; Zhang, Ye, Law, & Li, 2010) and it is assumed that the effect will be difference according to its type, positive or negative (Ladhari & Michaud, 2015; Mauri & Minazzi, 2013), and depends on its elements, text or visual (Hoffman & Daugherty, 2013; Lin, Lu, & Wu, 2012). Therefore, the purpose of this study was to seek how potential user of TransJakarta can be the actual user of TransJakarta by examining the effect of positive eWOM element variation on intention, specifically on intention to use TransJakarta bus. This study was an experimental study with randomized two-groups design (pretest & posttest). eWOM used in this study were online reviews about TransJakarta that was given to the participants (n=62) for seven days with the used of instant messaging application LINE. The findings of this study showed that positive eWOM, either text-only or with visual information increased the intention to use TransJakarta bus (t(61) = 7.729; p < .01). However, the increasing scores of the two experiment groups, the group that got text-only online review and the group that got text-with-visual-information online review, were not significantly different (t(60) = .582, p > .01). These findings led to discussions and suggestions for further research, as well as the practical implications, that are included in this paper.;eWOM is known for its effect on purchase intention or intention to use a product (Ladhari & Michaud, 2015."

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Keikutsertaan aktif dalam tim Agent of Change di PT X merupakan organizational citizenship behavior (OCB) karena tidak adanya reward formal dari pihak perusahaan. Akan tetapi, terdapat anggota Agent of Change (AoC) yang bergabung atas penunjukan dari perusahaan (assignment). Mereka tidak mendaftar secara suka rela sebagai AoC karena tuntutan pekerjaan (job demands) yang sangat tinggi menghambat mereka untuk menjalankan peran lain di luar pekerjaan utama mereka. Oleh karena itu, penelitian ini menguji hubungan antara job demands dan OCB. Hasil penelitian menunjukkan bahwa job demands yang memiliki korelasi negatif paling tinggi dengan OCB adalah work-family conflict (r = -0.42; p< 0.05), sementara job demands lainnya (quantitative demands, work pace, dan cognitive demands) tidak ditemukan korelasinya terhadap OCB. Dari hasil tersebut, dirancanglah suatu program intervensi yang diberi nama “IMPRESS” untuk membantu AoC mengelola work-family conflict yang mereka hadapi sehingga para AoC dapat tetap menampilkan OCB. Intervensi ini meningkatkan keterampilan peserta intervensi untuk melakukan penjadwalan, pembuatan skala prioritas dan mindfulness dalam rangka menurunkan work-family conflict.

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Active participation in the Agent of Change team at X Company represents organizational citizenship behavior (OCB) because there is no formal reward from the company to engage in such behavior. However, there are members of the Agent of Change (AoC) who join the team by direct assignment instead of voluntarily involved in the Agent of Change team. They did not register voluntarily as AoC because very high job demands prevent them from carrying out other roles outside of their main work. Therefore, this study examines the relationship between job demands and OCB. The results showed that the job demands that had the highest negative correlation with OCB were work-family conflict (r = -0.42; p <0.05). Other job demands, such as quantitative demands, cognitive demands, and work pace were not correlated with OCB. From these results, an intervention program called "IMPRESS" was designed to help AoC manage the work-family conflict they faced so that they could continue to display OCB. The intervention increased participant’s skill on scheduling, priority scale, and mindfulness in order to reduce the work-family conflict.

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