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"Penelitian ini bertujuan untuk menganalisis pengaruh beberapa job-related factors yang terdiri dari supervisor support, organizational support dan job value terhadap work-life balance dan job satisfaction pada para auditor yang bekerja di Empat Besar (Big Four) Kantor Akuntan Publik (KAP) di DKI Jakarta. Penelitian ini juga menganalisis adanya kemungkinan peran mediasi yang dilakukan oleh work-life balance dalam perngaruh job-related factors tersebut dengan job satisfaction. Analisis data dilakukan dengan menggunakan Multiple Regression dan hasilnya menunjukkan bahwa job-related factors yang memiliki pengaruh signifikan terhadap work-life balance adalah job value, sedangkan supervisor support dan organizational support tidak memiliki pengaruh yang signifikan terhadap work-life balance. Work-life balance berpengaruh secara signifikan terhadap job satisfaction. Supervisor support dan job value memiliki pengaruh yang signifikan terhadap job satisfaction. Selanjutnya, work-life balance secara partial memediasi pengaruh job value terhadap job satisfaction, sementara itu work-life balance tidak memediasi pengaruh supervisor support dan organizational support terhadap job satisfaction.

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This research aimed to analyze the effect of several job-related factors (supervisor support, organizational support, and job value) on work-life balance and job satisfaction among auditors who work at big four public accounting firms in Jakarta. This reasearch also aimed to explore the mediating role of work-life balance in the relationship between those job-related factors and job satisfaction. Multiple regression analysis demonstrated that the job value had significant effect on work-life balance among auditors while supervisor support and organizational support had not significant effect on work-life balance. Work-life balance had significant effect job satisfaction. Supervisor support and job value had significant effect on job satisfaction. It also confirmed that work-life balance partially mediated the associations between job value and job satisfaction."

"Penelitian ini bertujuan untuk mengetahui pengaruh perceived job characteristics yang terdiri dari tiga dimensi (responsibility, knowledge of results, dan work meaningfulness) dan atribut organisasional terhadap intensi untuk melamar kerja pada PT Aneka Tambang (ANTAM). Penelitian ini melibatkan 111 sampel mahasiswa aktif S1 Teknik Metalurgi tingkat akhir pada enam perguruan tinggi dengan menggunakan kuesioner. Pengujian data dilakukan secara simultan dengan metode Partial Least Square (PLS). Hasil penelitian menemukan bahwa responsibility berpengaruh positif terhadap intensi untuk melamar pekerjaan.Sementara knowledge of result dan work meaningfulness tidak berpengaruh terhadap intensi untuk melamar pekerjaan. Hasil ini menunjukkan bahwa perusahaan perlu memberikan otonomi dalam pekerjaan untuk meningkatkan rasa tanggungjawab dalam bekerja. Selain itu, ditemukan bahwa organizational attractiveness memediasi penuh hubungan antara atribut organisasional dengan intensi untuk melamar pekerjaan. Hasil ini menunjukkan bahwa perusahaan perlu meningkatkan daya tariknya untuk menimbulkan keinginan pelamar untuk melamar pekerjaan di perusahaan tersebut melalui informasi terkait atribut organisasional pada iklan rekrutmen.This research aims to analyze the effect of perceived job characteristics which comprise of three dimensions (responsibility, knowledge of results, and work meaningfulness) and organizational attributes towards intention to apply at PT Aneka Tambang (ANTAM). This research involved 111 sample of final year Metallurgical Engineering students at six colleges using questionnaire. The data was tested simultaneously using Partial Least Squares (PLS) method. The result found that responsibility have positive effect on intention to apply. While knowledge of result and work meaningfulness did not affect intention to apply. This findings showed that employer should give more autonomy at work to increase sense of responsibility.Beside, the result showed that organizational attractiveness fully mediated the relationship between organizational attributes and intention to apply. This findings showed that employer should enhance their attractiveness to force applicants? intention to apply using employment ads with information of organizational attributes"

"[ABSTRAKbrPenelitian ini bertujuan untuk mengetahui pengaruh individual resistance tochange, dan organizational justice terhadap employee commitment to change dibiro organisasi dan kepegawaian dan unit pelaksana teknis Kementerian SosialRepublik Indonesia. Individual resistance to change dalam penelitian inimerupakan disposisional, dan organizational justice dalam penelitian inimerupakan persepsi pegawai terhadap organizational justice. Terdapat 194pegawai yang ikut serta dalam survei ini. Penelitian ini menggunakan metodeStructural Equation Modeling dengan Partial Least Square (PLS)dan softwareyang digunakan adalah SmartPLS 3.0. Hasil penelitian ini menunjukkan bahwaindividual resistance to change secara signifikan memiliki pengaruh positifterhadap affective commitment to change dan normative commitment to change,sedangkan organizational justice secara siginifikan memiliki pengaruh positifterhadap affective commitment to change, continuance commitment to changedannormative commitment to change.;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change;This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee?sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change, This study aims to determine the effect of individual resistance to change, andorganizational justice towards employee commitment to change in personnel andorganization bureau, and technical implementation unit Social Ministry ofRepublic Indonesia. In this study the individual resistance to change isdispositional resistance to change, and organizational justice is Employee’sperceptions of Organizational Justice. There are 194 employees who participatedin this survey. This research used a structural equation modelling with the PartialLeast Square method and SmartPLS 3.0 software. The results showed thatindividual resistance significantly have a positive influence on affectivecommitment to change, and normative commitment to change, whileorganizational justice significantly have a positive influence on affectivecommitment to change, continuance commitment to change and normativecommitment to change]"

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh dari job characteristic, rewards and recognition, perceived organizational support, perceived supervisor support, procedural justice, dan distributive justice sebagai anteseden terhadap job engagement dan organization engagement sebagai employee engagement serta job satisfaction , organization commitment, intention to leave dan organizational citizenship behavior sebagai konsekuensi pada karyawan di wilayah DKI Jakarta. Hipotesis diuji menggunakan data yang diambil dari 356 sampel karyawan yang berdomisili dan bekerja di wilayah DKI Jakarta melalui online survey. Hasil yang didapatkan melalui structural equation modelling menunjukkan bahwa variabel job characteristic, rewards and recognition, procedural justice dan distributive justice yang memiliki pengaruh signifikan dan positif terhadap job engagement. Variabel job characteristic, rewards and recognition, perceived supervisor support, procedural justice dan keadilan distributive memiliki pengaruh signifikan dan positif terhadap organization engagement. Selain itu, job engagement dan organization engagement terbukti memiliki pengaruh positif dan signifikan terhadap job satisfaction , organization commitment, intention to leave dan organizational citizenship behavior. Namun hanya job enagement yang memiliki pengaruh signifikan dan negatif terhadap keinginan karyawan untuk keluar dari perusahaan. Saran yang ditawarkan kepada perusahaan yang ada di Wilayah DKI Jakarta diantaranya yaitu penilaian kinerja yang lebih efektif, sistem reward yang memperhitungkan masa kerja karyawan, dan adanya briefing untuk memantau pekerjaan dan menjalin komunikasi antara atasan dan karyawan

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ABSTRACTThis study aims to determine the effect of job characteristics, rewards and recognition, perceived organizational support, perceived support of superiors, procedural justice and distributive justice as an antecedent to job engagement and organization engagement as employee engagement and job satisfaction, organizational commitment, a desire to get out and organizational citizenship behavior as a consequence of the employees in the Jakarta area. The hypothesis was tested using data taken from a sample of 356 employees who live and work in Jakarta area through an online survey. The results obtained through structural equation modeling showed that the variables of job characteristics, rewards and recognition, procedural justice and distributive justice has a significant and positive effect on job engagement. Variable job characteristics, rewards and recognition, perceived supervisor support, procedural justice and distributive justice has a significant and positive influence on the organization engagement. In addition, job engagement and engagement organization shown to have positive and significant impact on job satisfaction, organizational commitment, a desire to get out and organizational citizenship behavior. But the only job enagement who have significant and negative effect on the willingness of employees to leave the company. Suggestions are offered to companies that are in the Jakarta area among which more effective performance appraisal, reward systems that take into account the period of employment, and their briefings to monitor the work and establish communication between supervisors and employees"

"Penelitian ini dilakukan untuk mengetahui pengaruh employee engagement dan job satisfaction terhadap turnover intention pada PT XYZ Televisi yang merupakan salah satu perusahaan stasiun televisi di Indonesia. Alat ukur yang digunakan untuk mengukur variabel employee engagement adalah UWES (Utrecht Work Engagement Scale), variabel job satisfaction diukur dengan JSS (Job Satisfaction Survey) yang dikembangkan oleh spector (1994), dan variabel turnover intention diukur dengan menggunakan Turnover Intention Scale yang dikembangkan oleh Mobley (1978), Colarelli (1984), dan Cammann (1979). Analisis data dilakukan dengan menggunakan program SPSS 21 dengan metode statistik multiple linier regression. Hasil yang didapatkan dalam penelitian menunjukkan bahwa employee engagement dan job satisfaction secara bersama-sama memiliki pengaruh yang signifikan terhadap turnover intention dengan R2 sebesar 0.414, sedangkan apabila ditelaah lebih lanjut employee engagement secara negatif tidak berpengaruh signifikan terhadap turnover intention, dan job satisfaction secara negatif berpengaruh signifikan terhadap turnover intention.

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This research was conducted to determine the effect of employee engagement and job satisfaction on turnover intention at PT XYZ television which is one of the television stations in Indonesia. Instruments used to measure variable employee engagement was UWES (Utrecht Work Engagement Scale), Job satisfaction was measured using JSS (Job Satisfaction Survey) developed by spector (1994), and turnover intention was measured using Turnover Intention Scale developed by Mobley (1978), Colarelli (1984), and Cammann (1979). Multiple linear regression method was use to analysed data. Results obtained from the research shows that employee engagement and job satisfaction has a significant effect on turnover intention with R2 = .414, furthermore employee engagement has no significant effect to turnover intention, while job satisfaction has negatively significant effect to turnover intention."