Hasil Pencarian  ::  Simpan CSV :: Kembali

Abstrak :
Penelitian ini menganalisis pengaruh teleworking, job resources, dan psychological empowerment terhadap work engagement, serta bagaimana peran job resources dan psychological empowerment sebagai mediator. Sampel pada penelitian ini adalah karyawan yang bekerja di perusahaan BUMN di seluruh Indonesia dan sedang menjalankan pekerjaan dari rumah dengan melakukan teleworking yang berjumlah 271 responden. Teknik pengambilan sampel menggunakan non-random sampling dengan teknik purposive sampling dengan cara menyebarkan kuesioner melalui google form melalui berbagai aplikasi seperti social media (LinkedIn, Instagram, Whatsapp) kepada para responden yang memenuhi kriteria. Adapun analisis data dan uji hipotesis pada penelitian ini menggunakan software SPSS 23 dan LISREL 8.8. Hasil dari penelitian ini menunjukkan bahwa penerapan teleworking di masa pandemi saat ini memiliki pengaruh negatif namun tidak signifikan terhadap work engagement karyawan BUMN di Indonesia. Job resources memiliki pengaruh langsung terhadap work engagement karyawan, serta memiliki peran sebagai mediator dalam pengaruh antara teleworking dan work engagement. Selain itu, psychological empowerment memberikan peran mediasi dalam pengaruh job resources terhadap work engagement.

---

This study analyzed the effect of teleworking, job resources, and psychological empowerment on work engagement, and how the role of job resources and psychological empowerment as a mediator. The sample in this study were employees who worked in state-owned companies (BUMN) in Indonesia and were working from home by doing teleworking. The sample in this study was 271 respondents using non-random sampling with purposive sampling technique by distributing questionnaires via google form through various applications such as social media (LinkedIn, Instagram, Whatsapp) to respondents who met the criteria. The data analysis and hypothesis testing in this study used SPSS 23 and LISREL 8.8 software. The results of this study indicate that teleworking during this current pandemic has a negative but insignificant effect on the work engagement of BUMN employees in Indonesia. Job resources have a direct influence on employee work engagement, and have a role as a mediator in the influence between teleworking and work engagement. In addition, psychological empowerment had a significant influence in mediating the effect of job resources on work engagement

Abstrak :
Penelitian akan melihat peran mediasi psychological capital terhadap hubungan job resources dengan burnout. Alat ukur yang digunakan adalah MBI-GS 1996 , JDR Questionnaire khususnya Job Resources Questionnaire 2014 , dan PCQ 2007 . Partisipan pada penelitian ini berjumlah 158 orang pengusaha UMKM di wilayah Jabodetabek. Hasil penelitian menunjukkan bahwa terdapat efek mediasi penuh psychological capital antara hubungan job resources dengan burnout pada pengusaha. Hasil ini menunjukkan bahwa untuk job resources dapat memiliki dampak terhadap penurunan burnout, melalui psychological capital dalam diri individu. Berdasarkan hasil tersebut, bukan hanya kualitas job resources yang perlu ditingkatkan, tetapi peningkatan pada aspek psychological capital menjadi hal yang sangat penting untuk dilakukan dalam rangka menurunkan gejala burnout dikalangan para pengusaha UMKM. ......This thesis is a research purported to discuss the mediating effect of psychological capital in the relationship between job resources and burnout. Measurement instruments used are MBI GS 1996 , JDR Questionnaire, specifically Job Resources Questionnaire 2014 , and PCQ 2007 . Individuals participating in this research were 158 UMKM entrepreneurs located in Jabodetabek. The result showed that there is a full mediation by psychological capital in the relationship between job resources and burnout among entrepreneurs. This result shows that for job resources to be able to lower the burnout level, there has to be psychological capital present. According to the result, the effort to put out burnout among UMKM entrepreneurs does not only depend in the increasing capacity of job resources, but also in the increasing of psychological capital aspects.

Abstrak :
[Masih rendahnya kinerja PNS adalah suatu permasalahan yang dihadapi oleh bangsa Indonesia, penilaian negatif dari masyarakat, rendahnya efektifitas birokrasi menjadi sorotan dari kinerja PNS. Berbagai penelitian terdahulu baik secara akademis maupun praktis menunjukkan bahwa work engagement dapat menjadi faktor dalam meningkatkan kinerja pegawai. Penelitian ini bertujuan untuk menganalisis pengaruh job resources (organizational support, coworker support, job control) terhadap work engagement (vigour, dedication, absorption) serta konsekuensinya terhadap job performance (task performance, contextual performance) di Kantor Pusat Badan Kepegawaian Negara. Jenis penelitian adalah eksplanatory dengan pendekatan kuantitatif. Instrumen pengumpul data berupa kuesioner terhadap 165 responden. Teknik Structural Equation Modelling (SEM) digunakan dalam pengolahan data dan pengujian hipotesis. Hasil penelitian mengkonfirmasi secara empiris bahwa (1) job resources berpengaruh positif dan signifikan terhadap work engagement. (2) work engagement berpengaruh positif dan signifikan terhadap job performance. Kuat lemahnya work engagement dipengaruhi oleh job resources sebesar 26%. Sedangkan kuat lemahnya job performance dipengaruhi work engagement sebesar 60%. ......The low performance of civil servants is a problem faced by Indonesia, a negative assessment of the community, the low effectiveness of the bureaucracy in the spotlight of the performance of civil servants. Various previous studies both academically and practically showed that work engagement may be a factor in improving employee performance. This study aimed to analyze the effect of job resources (organizational support, coworker support, job control) to work engagement (vigor, dedication, absorption) as well as the consequences for job performance (task performance, contextual performance) at the Head Office of National Civil Service Agency. This type of research is explanatory with quantitative approach. Instrument data collectors in the form of a questionnaire to 165 respondents. Techniques Structural Equation Modelling (SEM) was used in data processing and hypothesis testing. The results of empirical studies confirm that (1) job resources is a significant positive effect on work engagement. (2) work engagement is a significant positive effect on job performance. Weak strong work engagement is influenced by job resources by 26%. While the strength of the work engagement is affected by job performance by 60.;The low performance of civil servants is a problem faced by Indonesia, a negative assessment of the community, the low effectiveness of the bureaucracy in the spotlight of the performance of civil servants. Various previous studies both academically and practically showed that work engagement may be a factor in improving employee performance. This study aimed to analyze the effect of job resources (organizational support, coworker support, job control) to work engagement (vigor, dedication, absorption) as well as the consequences for job performance (task performance, contextual performance) at the Head Office of National Civil Service Agency. This type of research is explanatory with quantitative approach. Instrument data collectors in the form of a questionnaire to 165 respondents. Techniques Structural Equation Modelling (SEM) was used in data processing and hypothesis testing. The results of empirical studies confirm that (1) job resources is a significant positive effect on work engagement. (2) work engagement is a significant positive effect on job performance. Weak strong work engagement is influenced by job resources by 26%. While the strength of the work engagement is affected by job performance by 60, The low performance of civil servants is a problem faced by Indonesia, a negative assessment of the community, the low effectiveness of the bureaucracy in the spotlight of the performance of civil servants. Various previous studies both academically and practically showed that work engagement may be a factor in improving employee performance. This study aimed to analyze the effect of job resources (organizational support, coworker support, job control) to work engagement (vigor, dedication, absorption) as well as the consequences for job performance (task performance, contextual performance) at the Head Office of National Civil Service Agency. This type of research is explanatory with quantitative approach. Instrument data collectors in the form of a questionnaire to 165 respondents. Techniques Structural Equation Modelling (SEM) was used in data processing and hypothesis testing. The results of empirical studies confirm that (1) job resources is a significant positive effect on work engagement. (2) work engagement is a significant positive effect on job performance. Weak strong work engagement is influenced by job resources by 26%. While the strength of the work engagement is affected by job performance by 60]

Abstrak :
Turnover merupakan permasalahan yang kerap kali dihadapi oleh Kantor Akuntan Publik KAP . Penelitian menyatakan bahwa niat keluar seorang akuntan publik dapat diakibatkan oleh pengalaman burnout yang merupakan hasil dari tuntutan pekerjaan yang tinggi dan rendahnya kepuasan kerja. Penelitian ini dilakukan terhadakuntan publik 200 akuntan di KAP dengan menggunakan model Job Demands-Resources JD-R. Model ini menyatakan bahwa tuntutan pekerjaan dapat menyebabkan gangguan kesehatan yang mengarah pada hasil negatif pada output organisasi, sedangkan sumber pekerjaan berkaitan dengan motivasi yang mengarah pada hasil positif. Hasil penelitian ini menunjukan bahwa job demands beban kerja dan konflik kerja-keluarga berpengaruh positif terhadap niat akuntan untuk keluar melalui burnout. Di sisi lain job resources kepuasan karir-kesempatan promosi dan iklim tim kerja memilki pengaruh yang positif terhadap kepuasan kerja karyawan dan berpengaruh negatif terhadap niat pindah karyawan. Hasil penelitian ini memiliki dampak individual maupun organisasional yang dapat digunakan dalam mengurangi turnover. ......Turnover is a problem that is often faced by Public Accounting Firm. The study states that turnover intention an accountant can be caused by an experienced of burnout results from high job demands and low job satisfaction. This study conducted on 200 accountants in Public Accounting Firm using the Job demands resources model JD R . This model states that the job demands can cause health problems that lead to a negative result in the organization 39 s output, while the job resources associated with the motivation that lead to positive results. The results of this study indicate that the job demands workload and work family conflict have positive effect on accountants turnover intention through burnout. On the other side, the job resources career satisfaction promotion opportunities and climate work teams have positive effect on job satisfaction and negatively affect employees turnover intention. This findings have an impact individually and organizationally that can be used in reducing turnover.

Abstrak :
Penelitian ini memiliki tujuan untuk meneliti pengaruh job demands-resources, team member exchange dan burnout terhadap work engagement. Penelitian dilakukan pada 200 operator SPBU Pertamina di DKI Jakarta yang memiliki status sebagai karyawan tidak tetap. Hasil dari penelitian ini bahwa menunjukkan bahwa bahwa job demands, job resources dan team member exchange memiliki pengaruh terhadap burnout, begitu juga antara burnout dan work engagement. Hal ini menunjukkan bahwa burnout maupun engagement dapat terjadi meskipun kepada karyawan dengan pekerjaan yang tidak terlalu banyak tuntutan pekerjaan dan beban kerjanya. ......This research purpose is to investigated the effect of job demands-resources, team member exchange and burnout to work engagement. Research conducted to operator gas station in DKI Jakarta who has a status as a non-permanent employees. This study result that job demands, job resources and team member exchange has an effect on burnout, as well as between burnout and work engagement. Research shown that burnout and work engagement not only occur to permanent employees but also to non-permanent employees.

Abstrak :
Salah satu tantangan sering dialami oleh perusahaan, termasuk perusahaan startup dan berkaitan dengan sumber daya manusia adalah tingkat turnover karyawan yang tinggi. Fenomena turnover tentunya diawali oleh turnover intention, yaitu niat serta keinginan karyawan untuk meninggalkan perusahaan. Dalam mengatasi hal tersebut, salah satu langkah efektif yang dapat perusahaan adalah mengidentifikasi variabel faktor yang berkaitan dengan turnover intention. Terdapat beberapa variabel faktor yang dapat dikaitkan dengan turnover intention, yaitu job demands dan job resources. Penelitian ini bertujuan untuk menganalisis pengaruh job demands terhadap turnover intention dengan job resources sebagai variabel moderasi pada karyawan startup di DKI Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan menggunakan teknik purposive sampling kepada 182 orang responden karyawan startup yang bekerja di Jakarta melalui Google Form. Kemudian, data dianalisis menggunakan teknik SEM-PLS dengan bantuan perangkat lunak SmartPLS 4 dan IBM SPSS Statistics 20. Hasil dari penelitian ini menunjukkan bahwa job demands memiliki pengaruh positif signifikan terhadap turnover intention karyawan startup di DKI Jakarta. Selain itu, hasil uji moderasi menunjukkan bahwa job resources secara negatif signifikan memoderasi pengaruh job demands terhadap turnover intention karyawan startup di DKI Jakarta. ......One challenge often experienced by companies, including startup companies and related to human resources, is high employee turnover. The turnover phenomenon begins with turnover intention (intention of employees to leave the company. In overcoming this, one of the practical steps that the company can take is to identify the variable factors related to turnover intention. Several factors can be associated with turnover intention: job demands and resources. This study aims to analyze the effect of job demands on turnover intention with job resources as moderation variables in startup employees in DKI Jakarta. This study uses a quantitative approach using a purposive sampling technique for 182 startup employee respondents who work in Jakarta. Then, the data was analyzed using the SEM-PLS. The results of this study showed that Job Demands had a positive and significant relationship with the turnover intention of startup employees in DKI Jakarta. In addition, the results of the moderation test showed that job resources negatively significantly moderate the effect of job demands on the turnover intention of startup employees in DKI Jakarta.

Abstrak :
Tingginya role stress dan rendahnya resources sebagai bentuk dari job characteristics merupakan hal yang umum terjadi di lingkungan pekerjaan dan dapat memberikan pengaruh pada tingkat emotional exhaustion karyawan, termasuk karyawan KAP. Tidak hanya dari job characteristics-nya, karyawan juga mengalami emotional exhaustion akibat dari metode kerja bekerja di rumah (WFH) pada masa pandemi COVID-19 yang berasal dari adanya work-family conflict yang dialami. Tujuan dari penelitian ini adalah untuk melihat pengaruh role conflict dan job resources, antara lain job autonomy dan social support, terhadap emotional exhaustion, melalui work-family conflict sebagai variabel mediator. Penelitian ini dilakukan terhadap karyawan KAP DKI Jakarta yang bekerja sebagai auditor atau konsultan, saat ini tinggal bersama keluarga dan/atau pasangan, serta baru pertama kali merasakan metode kerja WFH (N=179). Penelitian ini diuji dengan menggunakan CFA dan SEM agar peneliti dapat secara jelas melihat pengaruh setiap variabelnya. Hasil yang didapatkan melalui penelitian ini menunjukkan bahwa role conflict dan job resources memiliki pengaruh terhadap work-family conflict, namun tidak terhadap emotional exhaustion. Selain itu, work-family conflict tidak hanya memiliki pengaruh pada emotional exhaustion, namun dapat menjadi mediator antara role conflict dan job resources pada emotional exhaustion. ...... In the work environment, job characteristics such as high roles tress and low resources have an impact on employee’s emotional exhaustion, including employee who works at Public Accountant firm. During COVID-19 pandemic, employees should change their work method to working from home (WFH) which can give an impact to their emotional exhaustion due to the work-family conflict happened by this method. The main focus on this study is to see the relationship between role conflict on work, job autonomy and social support as a part of job resources, to emotional exhaustion with work-family conflict as the mediator variable. Data were collected from Public Accountant workers (N=179) who work from home in DKI Jakarta, lived with their partner and/or family, and work with WFH method for the first time during COVID - 19 pandemic. This study was analysed with CFA and SEM to see the effect of role conflict and job resources to emotional exhaustion through work-family conflict. The result shows that role conflict and job resources has an impact on work-family conflict, but not to emotional exhaustion. Work-family conflict in the other hand, is not only has an impact on emotional exhaustion, but also mediated between role conflict and job resources to emotional exhaustion.

Abstrak :
Penelitian ini ditujukan untuk mengetahui pengaruh job resources, public service motivation sebagai faktor pendorong affective commitment melalui mediasi work engagement pada pegawai negeri sipil di Lingkungan Kanwil DJP Jakarta Selatan II. Responden penelitian ini adalah pegawai dengan jabatan Pelaksana Lainnya dan Account Representative. Total responden dalam penelitian ini berjumlah 226 orang. Hasil penelitian menunjukkan bahwa job resources dan public service motivation memiliki pengaruh positif dan signifikan kepada affective commitment. Work engagement memediasi pengaruh job resources dan public service motivation terhadap affective commitment. ......This study aims to determine the effect of job resources and public service motivation as a driving factor for affective commitment and the mediating role of work engagement among civil servants in Jakarta Selatan II Regional Tax Office. Respondents of this research are employees by the position "Pelaksana Lainnya" and "Account Representatives". The total respondents in this study were 226 people. The results showed that job resources and public service motivation positively and significantly affected affective commitment. This study finds that work engagement mediates the impact of job resources and public service motivation toward affective commitment.

Abstrak :
Latar belakang: Pekerja foundry perusahaan manufaktur bekerja pada lingkungan kerja dengan pajanan berbahaya yang dapat menimbulkan reaksi positif berupa semangat yang akan meningkatkan keterlibatan kerja tetapi dapat pula menimbulkan reaksi negatif berupa stress kerja jika tidak diimbangi dengan sumber daya kerja yang tersedia. Tujuan: Mengetahui model hubungan antara stresor dan sumber daya kerja terhadap semangat dan keterlibatan kerja berdasarkan SV-NBJSQ versi bahasa Indonesia. Metode: Sebuah studi potong lintang menggunakan data sekunder berupa hasil pengisian kuisioner IVSV-NBJSQ oleh 371 subyek saat medical checkup tahun 2019 untuk membuat model dengan structural equation model. Hasil: Penelitian ini menemukan bahwa semangat memiliki hubungan terbesar dengan stresor kerja r = 0,42 (p < 0,05; 95% CI 0,26 – 0,57) kemudian dengan penghargaan r = 0,2 (p < 0,05; 95% CI 0,04 – 0,35), sedangkan semangat tidak memiliki hubungan bermakna dengan dukungan sosial. Keterlibatan kerja memiliki hubungan terbesar dengan penghargaan, kemudian stresor kerja dan terakhir semangat dengan koefisien korelasi masing-masing r = 0,45 (p < 0,05; 95% CI 0,31 – 0,59), r = 0,24 (p < 0,05; 95% CI 0,06 – 0,41); dan r = 0,14 (p < 0,05; 95% CI 0,008 – 0,27), sedangkan keterlibatan kerja tidak memiliki hubungan bermakna dengan dukungan sosial. Stresor kerja ditentukan oleh beban emosional, konflik peran, konflik interpersonal dan kelebihan beban kuantitatif. Dukungan sosial ditentukan oleh dukungan atasan dan dukungan keluarga. Penghargaan ditentukan oleh apresiasi prestasi, hadiah uang/status dan peluang karir. Lingkungan kerja seperti bising, panas, posisi kerja tidak ergonomi, bahan kimia berbahaya dan bekerja rotasi tidak ada perbedaan rerata dengan semangat tetapi terdapat perbedaan rerata bermakna antara posisi tubuh tidak ergonomi terhadap keterlibatan kerja.Semangat menunjukkan peran mediasi antara stresor kerja dan penghargaan dengan keterlibatan kerja. Kesimpulan: Pada populasi pekerja foundry ini, semangat ditentukan oleh stresor kerja dan keterlibatan kerja ditentukan oleh penghargaan, sedangkan dukungan sosial tidak menentukan baik semangat maupun keterlibatan kerja. Terdapat perbedaan rerata antara posisi tubuh tidak ergonomi terhadap keterlibatan kerja.Semangat menunjukkan peran mediasi antara stresor kerja dan penghargaan dengan keterlibatan kerja. ......Background: Foundry workers of manufacturing company work in a work environment with exposure to potential hazards that could cause positive reactions in the form of vigor that would increase work engagement but could also cause negative reactions in the form of job stress ifit was not balanced with available jobresources. Objective: To search the correlation model between job stressors and job resources to vigor and work engagement based on the Indonesian version of SV-NBJSQ. Method: A cross-sectional study used secondary data where psychosocial factors were collected using the IVSV-NBJSQconducted by 371 foundry workers of manufacturing company during a medical checkup in 2019 to analyze job stressors, job resources, vigor and work engagement with the structural equation model method. Results: In this study, Vigor had a strongest correlation to job stressors with r = 0.42 (p < 0.05; 95% CI 0.26 - 0.57) than to rewards r = 0.2 (p < 0.05; 95% CI 0.04 – 0,35 ), while vigor had no correlation to social support. Work engagement had a strongest correlation with job stressors, rewards and vigor with the correlation coefficient of each r = 0.24 (p < 0.05; 95% CI 0.06 - 0.41); r = 0.45 (p < 0.05; 95% CI 0.31 - 0.59) and r = 0.14 (p <0.05; 95% CI 0.008 - 0.27), while work engagement had no correlation to social support. Job stressors were determined by emotional demands, role conflict, interpersonal conflict and quantitative job overload. Social supports were determined by supervisor support and family and friends supports. Rewards were determined by esteem reward, monetary status reward and career opportunity. Work environment with noisy, hot environment, non ergonomic work position, hazardous chemical substances and shift work were not significant in a mean difference with vigor, but there is a significant mean difference between non ergonomic work position with work engagement. Vigor shows the role of mediation between job stressors and rewards with work engagement. Conclusions: To the population of foundry workers, vigor was determined by the job stressor, work engagement was determined by rewards while social support does not determine both vigor and work engagement. There is a mean difference between not ergonomic work position with work engagement. Vigor shows the role of mediation between job stressors and rewards with work engagement.

Abstrak :
Dari berbagai penelitian yang meneliti hubungan antara work passion, hubungan antara Harmonious Work Passion HWP dan Obsessive Work Passion OWP dengan kinerja masih terlihat kurang konsisten. Penelitian ini bertujuan untuk mengukur efek moderasi Job Resources pada hubungan antara dua jenis work passion terhadap kinerja dengan menggunakan data sebanyak 321 karyawan dari berbagai perusahaan di Indonesia. Sesuai dengan hipotesis, hasil menunjukkan bahwa HWP, OWP, dan interaksi OWP dengan Job Resources JR berpengaruh signifikan dan positif terhadap kinerja; sebaliknya, bertolak belakang dengan hipotesis, hasil menunjukkan interaksi HWP dengan JR berpengaruh signifikan dan negatif terhadap kinerja. Implikasi terhadap penelitian passion-performance dan praktik manajemen terdapat di bagian diskusi. ...... Despite many studies that examines work passion, the relationship between Harmonious Work Passion HWP and Obsessive Work Passion OWP and job performance are still inconsistent. Using samples from 321 employees from multiple companies in Indonesia, this study aims to examine the moderating effect of Job Resources on work passion performance relationship. As we predict, results show that HWP, OWP, and interaction between OWP and Job Resources JR significantly and positively affect job performance and contrary to our prediction, interaction between HWP and JR significantly and negatively affect job performance. Implication for passion performance and management practices are discussed.