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Abstrak :
Penelitian ini bertujuan untuk mengetahui peran mediasi dari job embeddedness (kelekatan pada organisasi) pada hubungan antara job demand resources (JD-R) dengan intensi meninggalkan organisasi. Penelitian ini menggunakan teori conservation of resource (COR) untuk menjelaskan pengaruh atau efek mediasi kelekatan pada organisasi, dimana individu yang lebih memersepsikan kondisi bekerja dengan job resources yang tinggi (kesempatan untuk berkembang, peningkatan karir, jaringan pertemanan, dan keamanan bekerja) daripada tuntutan kerjanya cenderung melekat pada organisasinya dan akan memiliki intensi yang rendah untuk keluar dari organisasi. Data diperoleh dari suatu organisasi media online di Jakarta (N = 210) dan dianalisis menggunakan macro PROCESS dari Hayes pada SPSS v.21. Hasil menunjukkan bahwa JD-R secara signifikan berpengaruh negatif pada intensi meninggalkan organisasi (β = -0.68, SE = 0.10, t = -6.53, p < 0.01, CI = [-0.88, -0.47]) dan secara signifikan berpengaruh positif pada kelekatan pada organisasi (β = 0.26, SE = 0.05, t = 5.01, p < 0.01, CI = [0.16, 0.36]). Kelekatan pada organisasi secara signifikan berpengaruh negatif pada intensi meninggalkan organisasi (β = 0.26, SE = 0.05, t = 5.01, p < 0.01, CI = [0.16, 0.36]). Analisis mediasi menunjukkan kelekatan pada organisasi memiliki pengaruh partial mediation pada hubungan antara JD-R dan intensi meninggalkan organisasi (β = -0.07, SE = 0.04, CI = [-0.16, -0.01]). Pengaruh tidak langsung dari JD-R ke intensi meninggalkan organisasi lewat kelekatan pada organisasi adalah signifikan secara statistik. ...... This study aims to investigate the mediating effect of job embeddedness on the relationship between job demand resources (JD-R) and turnover intentions. Drawing from conservation of resource theory (COR) to explain the mediation effect, employees with high levels of job resources (growth opportunities, career development, social network, and job security) will be embedded in the organization and subsequently will have low turnover intentions. Data were gathered from a media organization in Jakarta (N = 210), and were analyzed using Hayes? PROCESS macro on SPSS v21. Results showed that JD-R negatively influenced turnover intentions (β = -0.68, SE = 0.10, t = -6.53, p < 0.01, CI = [-0.88, -0.47]) and positively influenced job embeddedness (β = 0.26, SE = 0.05, t = 5.01, p < 0.01, CI = [0.16, 0.36]). Job embeddedness also negatively influenced turnover intentions (β = 0.26, SE = 0.05, t = 5.01, p < 0.01, CI = [0.16, 0.36]). The mediation analysis showed job embeddedness to have a partial mediation effect on the relationship between JD-R and turnover intentions (β = - 0.07, SE = 0.04, CI = [-0.16, -0.01]). The indirect effect of JD-R on turnover intentions via job embeddedness was significant. Theoretical and practical implications were discussed.

Abstrak :
Tujuan penelitian ini adalah untuk mengetahui pengaruh financial reward, jobdemand for learning dan need for achievement sebagai variabel bebas terhadap sales performance sebagai variabel terikat pada agen asuransi jiwa PT Prudential Life Assurance. Penelitian ini dilakukan di kantor keagenan Inspiring yang berperingkat ke-sepuluh di Indonesia dengan total agen 200 orang dan responden sebanyak 105 orang dengan periode waktu penelitian dari April sampai dengan Mei 2014. Metode yang digunakan adalah kuantitatif dengan non-probability purposive sampling. Dari penelitian yang dilakukan diketahui bahwa financial reward mempunyai pengaruh signifikan negatif terhadap pencapaian sales performance sehingga perlu dikaji lebih jauh jenis-jenis financial reward yang diharapkan oleh para agen agar dapat meningkatkan sales performance-nya. Sedangkan job-demand for learning dan need for achievement tidak memiliki pengaruh yang signifikan terhadap sales performance meskipun hasil analisis deskriptif menunjukkan variabel job-demand for learning dan need for achievement merupakan hal yang dianggap penting oleh agen. Oleh karena itu, penelitian ini merekomendasikan untuk meneliti faktor lain yang mempengaruhi pencapaian sales performance seperti jenis pelatihan dan pengembangan diri yang tepat, brand/corporate image dan budaya perusahaan. Perusahaan juga sebaiknya dapat merancang program reward yang lebih kompetitif bagi agen agar pencapaian target penjualan dapat maksimal. ...... The purpose of this research is to find out the impact of financial reward, jobdemand for learning and need for achievement as independent variables to sales performance as dependent variabel in PT Prudential Life Assurance. This research is conducted in one of agency offices, Inspiring, which is ranked as number 10 among other agency offices in Indonesia. Total numbers of agents is 200 people with 105 respondents, during the period of April to May 2014. The research method is quantitative with non-probability purposive sampling. Based on the research, it is known that financial reward has a significant but negative impact to the sales performance therefore it is necessary to further study other type of financial rewards which are expected by agents in order to boost the sales performance. as for job-demand for learning and need for achievement do not have impact to the sales performance although form the descriptive analysis it shows that job-demand for learning and need for achievement are important things according to agents. Based on the above result, it is recommended to do further research on other factors that can affect to the achievement of sales performance such as a proper training and development program, brand/corporate image and corporate culture. It is also suggested for the company to prepare a competitive reward program for agents to reach a maximum achievement of sales performance.

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ABSTRAK
Tujuan dari penelitian ini adalah untuk mengetahui pengaruh dari Job Demand, Job Resource, Job Satisfaction terhadap Work Engagement pada operator SPBU di DKI Jakarta. Manfaatnya adalah sebagai kontribusi job demand, job resource, job satisfaction, dan work engagement karyawan terhadap organisasi bidang ilmu manajemen, khususnya manajemen sumber daya manusia MSDM . Memberi masukan bagi peneliti lain yang berminat untuk melakukan penelitian lanjutan mengenai job demand, job resource, job satisfaction dan work engegement karywana pada organisasi, juga mendorong dikembangkannya penelitian yang berhubungan dengan hal tersebut. Bagi perusahaan memberikan informasi kepada pengawas SPBU, untuk mempertimbangkan juga job demand dalam perekrutan, seleksi, training dan konseling operator SPBU agar lebih optimal dalam memberikan program. Memberikan informasi kepada pihak outsourcing SPBU dan pengawas SPBU mengenai hal-hal yang mempengaruhi work engagement karyawan terhadap organisasi pada operator SPBU.Pengolahan data menggunakan Lisrel, dengan hasil job demand berpengaruh positif terhadap job satisfaction, job satisfaction juga berpengaruh positif terhadap work engagement, job resource memberikan pengaruh positif terhadap work engagement, job demand berpengaruh positif terhadap work engagement, dan job resource berpengaruh negatif terhadap job satisfaction. Hasil penelitian mayoritas berbeda dengan penemuan penelitian sebelumnya. Kesimpulan beberapa faktor dan responden penelitian adalah operator SPBU sehingga memberikan penemuan penelitian yang berbeda dari penelitian sebelumnya. Penelitian sebelumnya tentang job demand, job resource, job satisfaction, dan work engagement di Indonesia belum ada yang menggunakan operator SPBU sehingga ini salah satu hal baru.

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ABSTRACT
The purpose of this study was to determine the effect of Job Demand, Job Resource, Job Satisfaction to Work Engagement at gas stations operator in Jakarta. The benefit is a contribution of job demand, job resources, job satisfaction, employee engagement and work towards the organization of management sciences, in particular human resource management HRM . Provide input for other researchers who are interested in doing further research on job demand, job resources, job satisfaction and work engagement of the employee on the organization, also led to the development of research related to it. For the company to provide information to the gas stations supervisor, to consider also the job demand in recruitment, selection, training and counseling in order to optimize the gas station operator in delivering the program. Provide information to the outsourcing of retail outlets and petrol stations supervisors on matters which affect the work engagement of employees of the organization at the gas station operator. Data processing using lisrel, with the results of job demand positive effect on job satisfaction, job satisfaction is also a positive influence on work engagement, job resource a positive influence on work engagement, job demand positive effect on work engagement, and job resource negative effect on job satisfaction. The majority of research results differ from previous research findings. Conclusions multiple factors and survey respondents are operators of gas stations that provide different research findings from previous studies. Previous research on job demand, job resources, job satisfaction, and work engagement in Indonesia that use no gas station operators so that this one new research.

Abstrak :
Tesis ini bertujuan untuk menguji pengaruh Job Demand dan Compensation Justice terhadap Counterproductive Work Behavior yang dimediasi Job Satisfaction. Job Demand diukur berdasarkan Work Overload, Emotional Load dan Work-Home Conflict. Compensation Justice diukur berdasarkan Distributive Justice, Procedural Justice, Interpersonal Justice dan Informational Justice. Counterproductive Work Behavior diukur berdasarkan Abuse Against Others, Production Deviance, Sabotage, Theft dan Withdrawal. Sampel yang diambil dari Prajurit Bintara dan Tamtama dan didapatkan sebanyak 400 responden. Data dianalisis dengan menggunakan Structural Equation Modeling (SEM) dengan Program Lisrel 8.54. Penelitian ini menemukan bukti yang sama dengan penelitian-penelitian sebelumnya, yaitu : (1) Job Demand signifikan berpengaruh positif langsung terhadap Counterproductive Work Behavior. (2) Compensation Justice signifikan berpengaruh negatif langsung terhadap Counterproductive Work Behavior. (3) Job Demand signifikan berpengaruh negatif langsung terhadap Job Satisfaction. (4) Compensation Justice signifikan berpengaruh positif langsung terhadap Job Satisfaction. (5) Job Satisfaction signifikan berpengaruh negatif langsung terhadap Counterproductive Work Behavior. (6) Job Demand signifikan berpengaruh tidak langsung terhadap Counterproductive Work Behavior melalui Job Satisfaction. (7) Compensation Justice signifikan berpengaruh tidak langsung terhadap Counterproductive Work Behavior melalui Job Satisfaction ......This thesis aims to examine the effect of Job Demand and Compensation Justice on Counterproductive Work Behavior mediated by Job Satisfaction. Job Demand is measured based on Work Overload, Emotional Load and Work-Home Conflict. Compensation Justice is measured based on Distributive Justice, Procedural Justice, Interpersonal Justice and Informational Justice. Counterproductive Work Behavior is measured by Abuse Against Others, Production Deviance, Sabotage, Theft and Withdrawal. Samples were taken from NCO and Enlisted Soldiers and obtained as many as 400 respondents. The data were analyzed using Structural Equation Modeling (SEM) with the Lisrel 8.54 program. This study found the same evidence with previous researches, namely : (1) Job Demand has a significant direct positive effect on Counterproductive Work Behavior. (2) Compensation Justice has a significant direct negative effect on Counterproductive Work Behavior. (3) Job Demand has a significant direct negative effect on Job Satisfaction. (4) Compensation Justice has a significant direct positive effect on Job Satisfaction. (5) Job Satisfaction has a significant direct negative effect on Counterproductive Work Behavior. (6) Job Demand has a significant indirect effect on Counterproductive Work Behavior through Job Satisfaction. (7) Compensation Justice has a significant indirect effect on Counterproductive Work Behavior through Job Satisfaction.

Abstrak :
Penelitian ini dilakukan dengan tujuan untuk menguji kembali hubungan dan pengaruh antara stigma sosial terhadap kesehatan mental petugas kesehatan yang ada di indonesia. Pengumpulan data pada penelitian ini dilakukan dnegan metode survey, diperoleh responden sejumlah 284 petugas kesehatan yang tersebar di berbagai kawasan indonesia. Pengolahan data menggunakan SEM program lisrel 8.70 yang menunjukkan hasil bahwa stigma sosial memiliki pengaruh positif terhadap kesehatan mental petugas kesehatan. Dalam penelitian ini juga menggunakan job demand sebagai variabel moderasi, terbukti tidak memoderasi hubungan antara stigma sosial dengan kesehatan mental petugas kesehatan. Selain itu, self-efficacy juga terbukti memiliki pengaruh negatif terhadap mental health problem dan stigma sosial yang dialami oleh petugas kesehatan indonesia. ......This study was conducted with the aim of re-examining the relationship and influence between social stigma on the mental health problem of health workers in Indonesia. Data collection in this study was carried out using a survey method, obtained by respondents a total of 284 health workers spread across various regions of Indonesia. Data processing using SEM program lisrel 8.70 which shows the results that social stigma has a positive influence on the mental health problem of health workers. This study also uses job demand as a moderating variable, it is proven not to moderate the relationship between social stigma and mental health problem of health workers. In addition, self-efficacy has also been shown to have a negative effect on mental health problem and social stigma experienced by Indonesian health workers.

Abstrak :
Penelitian ini bertujuan untuk melihat secara spesifik hubungan antara jenis-jenis tuntutan kerja (quantitative job-demand,cognitive demand, &emotional demand) dengan burnout serta melihat jenis tuntutan kerja mana yang paling dirasanakan tenaga kesehatan. Penelitian dilakukan kepada 317 tenaga kesehatan (Perawat 75%, 77.3% Perempuan, rentang usia berkisar dari 20-65 tahun) Menggunakan alat ukur Oldenburg burnout inventoryuntuk mengukur burnout, dan bagian dari Copenhagen Psychosocial Questionnaire-II untuk mengukur tuntutan kerja. Pengambilan data dilakukan secara daring dan menggunakan teknik convenient sampling dan dilakukan selama 7 hari. Hasil penelitian menunjukkan bahwa terdapat hubungan positif yang signifikan antara quantitative demand dan burnout (r = .46, p < .01), lalu terdapat hubungan positif yang signifikan antara cognitive demand dan burnout (r = .31, p < .01) dan terdapat hubungan positif yang signifikan antara emotional demand dan burnout (r = .37, p < .01). Tuntutan kerja dengan jenis emotional demand yang tinggi dirasakan oleh 84% tenaga kesehatan, diikuti dengan cognitive demand yang tinggi dirasakan oleh 64% tenaga kesehatan, dan quantitative job demand yang tinggi dirasakan oleh 30% tenaga kesehatan. ......This study aim to analyze the specific relationship between various type of job-demand (quantitative job-demand, cognitive demand, & emotional demand) with burnout and seek which type that healthcare workers experienced the most. The study was conducted on 317 healthcare workers (75% nurse, 77.3% female, age range 20-65 years) using the Oldenburg Burnout Inventory to measure burnout, and several part of the Copenhagen Psychosocial Questionnaire-II to measure job-demand. The data were collected using online questionnaire, we also used convenient sampling method, the data collection we’re took seven days. We founded that quantitative job-demand corelates with burnout (r = .46, p <.01), cognitive demand also corelates with burnout (r = .31, p <.01) and emotional demand also corelates with burnout (r = .37, p <.01). The majority of healthcare workers experienced that emotional demand are the worse. We also founded that 84% of healthcare workers felt high emotional demand, 64% of healthcare workers felt a high cognitive demand, and 30% of healthcare workers felt high quantitative job demand.

Abstrak :
Penelitian ini bertujuan untuk meneliti peran harmonious passion sebagai mediator antara job resource dan OCB. Pengambilan data pada penelitian ini mengikutsertakan 240 responden yang bekerja di Bank Pembangunan Daerah BPD . Kuesioner yang digunakan dalam penelitian ini adalah OCB Scale 2002 untuk mengukur OCB; Questionnaire on The Experience and Evaluation of the Work QEEW Scale 2017 untuk mengukur otonomi, umpan balik performa kerja, dan technology resource; dan Passion Scale 2003 untuk mengukur harmonious passion. Teknik analisis yang digunakan untuk menguji peran mediator adalah dengan menggunakan Process Macro for SPSS and SAS 3.0. Konsisten dengan teori job demand-resource, penelitian ini mendapatkan hasil bahwa ketersediaan job resource di lingkungan kerja memberi motivasi dan dapat membantu karyawan mengembangkan OCB dan asosiasi ini di mediasi secara parsial oleh harmonious passion. Penelitian ini memberikan pemahaman lebih lanjut tentang pentingnya perilaku extra-role di organisasi dan bagaimana menghasilkan perilaku tersebut.

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The purpose of this research is to examine the role of harmonious passion as a mediator on the relationship between job resource and OCB. The data collection in this study included 240 employee respondents who work in Bank Pembangunan Daerah BPD . The measurements used in this study are OCB Scale 2002 to measure OCB Questionnaire on The Experience and Evaluation of the Work QEEW Scale 2017 to measure job autonomy, performance feedback, and technology resource and Passion Scale 2003 to measure harmonious passion. The analysis statistic method of Process Macro for SPSS and SAS 3.0 were used to examined the mediational hypotheses. Consistent with job demand resource theory, result shows that when job resource exist in working environment, it can motivates and encourages employee to develop OCB and this association is partially mediated by harmonious passion. This study provides a deeper understanding about the importance of extra role behavior in organization and how to generate this behavior in future.

Abstrak :
Sumber Daya Manusia (SDM) adalah aset yang sangat penting dalam profesi Kantor Akuntan Publik (KAP). Saat ini KAP menghadapi tantangan besar dalam hal tingkat retensi karyawan yang secara umum rendah. Implementasi hybrid workplace mampu memberikan fleksibilitas dalam bekerja, mencapai work-life balance, dan mengurangi perputaran karyawan di KAP JTT. Namun, persepsi terhadap rencana penerapan ini masih menimbulkan pro dan kontra dari karyawan dan perusahaan. Penelitian ini bertujuan untuk melakukan analisis mendalam terkait rencana penerapan hybrid workplace di KAP JTT. Penelitian ini merupakan penelitian studi kasus dengan perolehan data menggunakan kuesioner dan wawancara. Responden penelitian mencakup manajemen dan karyawan KAP JTT. Analisis hasil penelitian dilakukan dengan menggunakan kerangka teori job-demand resource. Hasil penelitian ini menemukan bahwa untuk menerapkan hybrid workplace, KAP JTT masih memiliki beberapa kendala antara lain keterbatasan akses karyawan pada fasilitas kantor, kurangnya fasilitas pendukung untuk dapat bekerja di rumah, belum adanya kebijakan yang mengatur secara rinci mengenai penerapan hybrid workplace, gangguan bekerja di rumah yang tidak dapat dikendalikan, kurangnya pengawasan manajer atas kinerja karyawan, adanya risiko kebocoran data rahasia akibat lokasi bekerja yang tidak bisa dikendalikan, dan kesehatan mental dari karyawan yang terpengaruh. Oleh karena itu, penelitian ini merekomendasikan rencana penerapan hybrid workplace berupa penerapan satellite office, penyediaan fasilitas pendukung untuk bekerja dari rumah, dan pengembangan kebijakan yang jelas dalam implementasinya. ......Human Resources are a very important asset of the Public Accounting profession. Currently, Public Accounting Firms (KAP) are facing substantial challenges in terms of generally poor employee retention. Hybrid workplace implementation is intended to provide flexibility at work, achieve work-life balance, and reduce employee turnover at the JTT Accounting Firm (KAP JTT). However, perceptions regarding this implementation plan have prompted a debate on the relative pros and cons of hybrid working from both employees and employers. This study aims to analyze the implementation plan of a hybrid workplace arrangement at KAP JTT. This research was conducted using a case study method through the acquisition of stakeholder perceptions from the results of questionnaires and interviews. Respondents of this study include management and employee of KAP JTT. The analysis was carried out using the job-demand resource theoretical framework. The results of this study found that to successfully implement a hybrid workplace, KAP JTT still has several obstacles to overcome including limited employee access to office facilities, lack of supporting facilities to be able to work at home, lack of detailed policies that regulate details of the implementation of a hybrid workplace, uncontrollable disruption of working at home, insufficient manager supervision over employee performance, the risk of confidential data leaks due to uncontrollable work locations, and the mental health of affected employees. Therefore, this study recommends a strategy for implementing a hybrid workplace in the form of implementing a satellite office, providing supporting facilities for working from home, and developing clear policies in its implementation.

Abstrak :
Niat berhenti kerja pekerja milenial (lahir tahun 1980-2000) lebih tinggi dibanding dengan pekerja generasi lainnya. Berdasarkan teori job demand-resources, kesempatan berkembang berhubungan negatif dengan niat berhenti kerja melalui keterlibatan kerja. Penelitian dilakukan untuk melihat peran keterlibatan kerja terhadap hubungan antara kesempatan berkembang dan niat berhenti kerja pada pekerja milenial. Partisipan dari penelitian itu yaitu 352 pekerja milenial (berusia 20 hingga 40 tahun) dan telah bekerja selama lebih dari 6 bulan. Alat ukur yang digunakan yaitu, Turnover Intention Scale (Mobley, Homer, & Hollingsworth, 1978), Indonesian Quality of Worklife Questionnaires (Radikun, 2018) dan Copenhagen Psychosocial Questionnaire versi 3 (Burr et al., 2018). Hasil analisis menggunakan Hayess Macro PROCESS menunjukkan adanya efek mediasi sebagian dari keterlibatan kerja terhadap hubungan antar kesempatan berkembang dan niat berhenti kerja, dengan adanya signifikansi pada indirect effect dan direct effect. ......The turnover intention in millennial workers (born in 1980-2000) is higher than the other generations. Based on the job demand-resources theory, the opportunity to develop is negatively related to the turnover intention through work engagement. The study was conducted to observe at the role of work engagement in the relationship between opportunity to develop and turnover intention in millennial workers. The study was conducted on 352 millennial employees, aged 20 to 40 years and had worked for more than 6 months. The instruments used are Turnover Intention Scale (Mobley, Homer, & Hollingsworth, 1978), Indonesian Quality of Worklife Questionnaires (Radikun, 2018), and Copenhagen Psychosocial Questionnaire version 3 (Burr et al., 2018). The results of the analysis using Hayess Macro PROCESS show that there is a mediating effect of the work engagement on the relationship between opportunities to develop and the turnover intention, with the significance of the indirect effect and direct effect.

Abstrak :
ABSTRAK
Penelitian ini ingin melihat konflik interpersonal yang dialami oleh karyawan wanita belum menikah yaitu tuntutan sosial untuk menikah dan hubungannya dengan tuntutan kerja dan burnout. Penelitian dilakukan pada 1150 karyawan wanita belum menikah di Jabodetabek dengan rentang usia 25 hingga 35 tahun. Hasil penelitian ini menunjukkan bahwa tekanan sosial untuk menikah sebagai stres luar organisasi memperkuat hubungan antara tuntutan pekerjaan dan burnout dengan persamaan regresi Y = 56,26 + 0,77X + 0,24M + 0,01 XM.

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ABSTRACT
This research examine interpersonal conflict that unmarried women have, it is social pressure to get married and it?s relationship with job demands and burnout. Data are collected from 1150 unmarried women employee in Jabodetabek in the age of 25 until 35. Result shows that social pressure to get married has positive correlation that strengthen the relationship between job demand and burnout with regression equation Y = 56,26 + 0,77X + 0,24M + 0,01 XM.