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Abstrak :
ABSTRAK
Penelitian ini bertujuan untuk mengetahui pola hubungan antara kesesuaian individu terhadap pekerjaan, kelekatan karyawan terhadap pekerjaan dan organisasi serta intensi meninggalkan organisasi pada generasi Y. Selain itu, penelitian ini juga mengukur efektivitas intervensi dengan menggunakan training personal sumber daya personal. Berdasarkan hasil pengumpulan data pada 217 generasi Y di PT. ABC dan pengolahan statistic melalui uji mediasi Hayes, peneliti menemukan bahwa kelekatan karyawan terhadap pekerjaan dan organisasi memediasi hubungan antara kesesuaian individu terhadap pekerjaan dengan intensi meninggalkan organisasi. Pola hubungan antara variabel terbentuk melalui konsep COR (Conservation of Resource) dan SET (Social Exchange Theory), dimana sumber daya personal memegang peranan dalam pembentukan kesesuaian individu terhadap pekerjaan dan kelekatan terhadap pekerjaan. Selanjutnya pertukaran antara sumber daya personal dan sumber daya organisasi berdampak pada kelekatan terhadap organisasi dan intensi meninggalkan organisasi. Workshop sumber daya personal memiliki dampak yang signifikan terhadap penurunan intensi meninggalkan organisasi pada, dibandingkan dengan peningkatan kesesuaian individu terhadap pekerjaan, kelekatan terhadap pekerjaan, kelekatan terhadap organisasi.

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ABSTRACT
The objective of this study was to measure the correlation between person-job fit, work engagement, organization engagement, and turnover intention on generation Y. This study also measured the effectiveness of personal resource training as the intervention. Based on data collected from 217 respondents in PT. ABC, work and organization engagements were mediators between person-job fit and turnover intention. The COR (Conservation of Resource) and SET (Social Exchange Theory) as the concept that link among variables. The personal resources had effect to person-job fit and work engagement. Then, the exchange between personal resource and organizational resource effected to organizational engagement and turnover intention. Furthermore, the personal resource workshop had significant impact in decreasing the turnover intention on generation Y than to others variables.

Abstrak :
Penelitian ini bertujuan untuk menganalisis pengaruh person-job fit dan person-organization fit terhadap organizational citizenship behavior (OCB) dengan keterikatan pegawai sebagai variabel mediasi. Penelitian ini mengambil studi pada PT Aneka Tambang (ANTAM) Tbk dengan karyawan tetap kantor pusat perusahaan ANTAM Tbk sebagai objek penelitian. Penelitian ini menggunakan teori person-job fit, person-organization fit, organizational citizenship behavior, dan keterikatan pegawai untuk mengkaji permasalahan. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah penelitian kuantitatif dengan metode survey kuesioner menggunakan total sampling terhadap karyawan tetap PT ANTAM Tbk di head office yang berjumlah 144 responden. Penelitian ini menggunakan metode analisis jalur (path analysis) untuk menguji hipotesis. Hasil menunjukkan bahwa terdapat pengaruh signifikan antar setiap variabel. Selain itu terdapat pula pengaruh signifikan antara person-job fit terhadap organizational citizenship behavior melalui keterikatan pegawai dan person-organization fit terhadap organizational citizenship behavior melalui keterikatan pegawai.
This study aims to analyze the effects of person-job fit and person-organization fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable. This research takes a study in Aneka Tambang (ANTAM) Tbk company with permanent employees of PT ANTAM Tbk at head office as the object of research. This study uses the theory of person-job fit, person-organization fit, organizational citizenship behavior, and employee engagement to study the problem. The data collection technique used in this study was a quantitative approach using a questionnaire survey method that used total sampling of permanent employees of the PT ANTAM Tbk at the head office which amounted to 144 respondents. This study using path analysis method) to test the hypothesis.The result show that there is a significant efffect between each variable. Furthermore, there is a significant effect between person-job fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable and person-organization fit on organizational citizenship behavior (OCB) with employee engagement as a mediating variable.

Abstrak :
Penelitian ini bertujuan untuk menjelaskan pengaruh Job Crafting terhadap Organizational Citizenship Behavior dengan Organizational Trust dan Person Job Fit sebagai Variabel Mediasi.  Organizational Citizenship Behavior sangat penting dimiliki karyawan demi peningkatan kinerja BPJS Ketenagakerjaan khususnya dalam menghadapi bonus demografi. Jumlah responden adalah sebanyak 137 karyawan tetap Kantor Pusat BPJS Ketenagakerjaan yang didapatkan dengan teknik non probability. Analisis data menggunakan analisis deskriptif dan inferensial. Analisis inferensial menggunakan simple linier regression dan hierarchical multiple regression. Hasil penelitian menemukan bahwa Job Crafting berpengaruh kuat menuju sangat kuat terhadap Organizational Citizenship Behavior. Job Crafting berpengaruh sedang menuju kuat terhadap Organizational Trust. Job Crafting berpengaruh sedang menuju kuat terhadap Person Job Fit. Job Crafting berpengaruh kuat menuju sangat kuat terhadap Organizational Citizenship Behavior dengan Organizational Trust sebagai variabel mediasi. Job Crafting berpengaruh sangat kuat terhadap Organizational Citizenship Behavior dengan Person Job Fit sebagai variabel mediasi.

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The aim of this study is to expain the influence of Job Crafting on Organizational Citizenship Behavior with Organizational Trust and Person Job Fit as Mediation Variable. Organizational Citizenship Behavior is very important for employees to improve the performance of BPJS Ketenagakerjaan, especially in the face of demographic bonuses. Total of respondents were 137 permanent employees of the Central Office of BPJS Ketenagakerjaan obtained with non-probability techniques. Data analysis uses descriptive and inferential analysis. Inferential analysis uses simple linier regression and hierarchical multiple regression. This results of the study found that Job Crafting has a strong towards very stong influence on Organizational Citizenship Behavior. Job Crafting has a moderate influence on Organizational Trust. Job Crafting has a moderate influence on Person Job Fit. Job Crafting has a strong towards very strong influence on Organizational Citizenship Behavior with Organizational Trust as mediation variable. Job Crafting has a very strong influence on Organizational Citizenship Behavior with Person Job Fit as mediation variable.