Hasil Pencarian  ::  Simpan CSV :: Kembali

"Proporsi wanita di Indonesia yang duduk di manajemen perusahaan hanya sekitar 6% dari jumlah total angkatan kerja. Menteri Badan Usaha Milik Negara (BUMN) percaya bahwa wanita mampu menjadi pemimpin bahkan lebih baik dari laki-laki dan mempunyai aspirasi untuk melipatgandakan jumlah wanita di kalangan Direktur di BUMN. Pentingnya organisasi untuk mempertahankan dan mengembangkan pemimpin wanita dibahas pada tinjauan pustaka. Kemudian, komposisi gender pada manajemen BUMN dianalisa dan ditelaah.Pada penelitian ini ditemukan angka rasio wanita yang berada di manajemen BUMN rendah tetapi ada optimisme bahwa angka tersebut akan naik. Ditemukan bahwa program pengembangan experiential yang dilakukan para peserta penelitian dilakukan berdasarkan inisiatif mereka; dan investasi BUMN pada program pengembangan kepemimpinan karyawan wanita, rendah.

---

The proportion of women in Indonesia who sit in the board of directors was only 6% out of the entire women work force. The Minister for State-Owned Enterprise (BUMN) Republic of Indonesia believed that women were capable to be leaders as well or even better than men and had an aspiration to multiply the number of woman in the Director and CEO levels of BUMN. The importance of retaining and developing women leaders for organizations was demonstrated in the literature review. Subsequently, gender composition in BUMNs management and the leadership development of women leaders in BUMNs were explored and analyzed.In this research, low ratio number of women in BUMNs management team was found but there was optimism that the number will increase. Key points discovered in this research were experiential development programs done by the participantsown initiatives; and BUMNs poor investment on leadership development programs towards women employees."

"Penelitian ini bertujuan untuk mengetahui pengaruh kepercayaan terhadap perubahan dan arus komunikasi terhadap komitmen pegawai dalam menjalankan Reformasi Birokrasi (RB). Penelitian dilakukan terhadap seluruh pegawai LIPI yang berada di wilayah Jakarta, Bogor, Serpong, Cibinong dan Bandung, dengan jumlah sampel sebanyak 361 responden. Kepercayaan terhadap Perubahandiukur dengan kuesioner yang dikembangkan oleh Armenakis, Bernerth, Pitts dan Walker (2007), yang terdiri dari 5 komponen/aspek kepercayaan yaitu discrepancy, appropriatness, efficacy, principal support dan valence. Variabel arus komunikasi merupakan variabel tidak berdimensi yang diadaptasi dari Isa, Jusoh, dan Saleh (2011) yang menggabungkan skala pengukuran Miller et al (1994) sertaBanas dan Wanberg (2000). Sedangkan komitmen perubahan diukur dengan menggunakan tiga model komponen komitmen perubahan yang dikembangkan oleh Herscovitch dan Meyer (2002). Data dianalisis dengan menggunakan analisis deskriptif, analisis regresi, serta General Linier Model. Hasil analisis menunjukkan bahwa tingkat kepercayaan terhadap perubahan, arus komunikasi maupun komitmen pegawai terhadap perubahan berada pada tingkat sedang.Hanya aspek discrepancy dan appropriateness dari variabel kepercayaan terhadap perubahan yang berada pada tingkat tinggi. Hasil analisis regresi menunjukkan terdapat pengaruh positif dan signifikan kepercayaan terhadap perubahan terhadap komitmen pegawai dalam reformasi birokrasi. Aspek-aspek kepercayaan terhadap perubahan yang memberikan pengaruh positif dan signifikan adalah aspek discrepancy, principal support dan valence, sedangkan dua aspek lainnya yaitu appropriateness dan efficacy tidak memberikan pengaruh terhadap komitmen pegawai dalam perubahan. Ketiga aspek kepercayaan terhadap perubahan yakni discrepancy, principal support dan valence memiliki pengaruh positif terhadap affective commitment to change dan normative commitment to change. Sedangkan tidak ada satupun aspek kepercayaan terhadap perubahan yang berpengaruh terhadap continuance commitment to change. Arus komunikasi terbukti membawa pengaruh yang positif dan signifikan terhadap komitmen pegawai dalam melaksanakan reformasi birokrasi. Selain itu arus komunikasi juga terbukti berpengaruh terhadap semua dimensi komitmen perubahan.

---

The research was conducted to revea lthe influence of beliefs in change and communication flows toward employees commitment to change in the bureaucracy reformation process. This researchwas conducted toward the employees of Indonesian Institute of Science in Jakarta, Bogor, Serpong, Cibinong and Bandung regions, with 361 sample respondents. Beliefs in change wasmeasured through a questionnaire developedby Armenakis, Bernerth, Pitts and Walker (2007), which comprises of five component/aspects of beliefs in change: discrepancy, appropriateness, efficacy, principal support and valence. Communication flows variable was a non-dimensional variable which is adapted from Isa, Jusoh and Saleh (2011) which combines scale of measurement from Miller et al (1944) with Banas and Wanberg (2000). Meanwhile commitment to change was measured using three commitment component models developed by Herscovitch and Meyer (2002). Data was analyzed using descriptive analysis, regression analysis and General Linier Model.

The results showed that beliefs in change, communication flows and employee commitment to change were in moderate level. Only the aspects of discrepancy and appropriateness of beliefs in changewhich were indicated in high level. Regression analysis showed there was a positive and significant influence of belief in change toward employee commitment on bureaucracy reformation. The aspects of beliefs in changewhich provide significant and positive influence were discrepancy, principal support and valence, while appropriateness and efficacy have no significant influence toward employee commitment to change. The three aspects of beliefs in change: discrepancy, principal support and valence have positive and significant influence related to affective commitment to change and normative commitment to change. While there was no single aspects of beliefs in change that have significant influence related to continuance commitment to change. The other results showed that communication flows have a positive and significant influence to employee commitment on bureaucracy reformation. Communication flows also have significant influence to all dimensions of commitment to change."

"[ABSTRAKPenelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari praktiksumber daya manusia dan karakteristik pekerjaan terhadap perilaku cyberloafing,serta mengetahui apakah komitmen organisasi memiliki peran sebagai variabelmediasi. Pengumpulan data dilakukan dengan menggunakan metode surveykuesioner. Penelitian ini dilakukan terhadap karyawan kantor pusat PT Pertamina(Persero) Jakarta dengan total responden sebesar 235 orang. Analisis datamenggunakan metode structural equation modelling dan aplikasi LISREL 8.8dengan adanya variabel mediasi. Hasil penelitian menunjukkan bahwa praktiksumber daya manusia dan karakteristik pekerjaan tidak signifikan berpengaruhterhadap perilaku cyberloafing, sedangkan komitmen organisasi berpengaruhsecara negatif terhadap cyberloafing. Selanjutnya praktik sumber daya manusiadan karakteristik pekerjaan ditemukan berhubungan signifikan dengan komitmenorganisasi. Menurut rujukan, jika terjadi hubungan seperti itu maka komitmenorganisasi berhasil memediasi secara penuh hubungan antara praktik sumber dayamanusia dan karakteristik pekerjaan dengan cyberloafing. Praktik sumber dayamanusia dan juga karakteristik pekerjaan tidak berpengaruh secara langsung,melainkan harus melalui komitmen organisasi yang terbukti berhubungansignifikan baik dengan praktik sumber daya manusia, karakteristik pekerjaanmaupun cyberloafing.

---

ABSTRACTThe purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship.;The purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship., The purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship.]"

"[ABSTRAKPenelitian ini bertujuan untuk menganalisist pengaruh praktik sumber daya manusia terhadap dimensi job embeddedness. Penelitian ini menggunakan alatukur praktik sumber daya manusia yang dikembangkan Delery & Doty (1996dalam Huff, 2007) untuk mengukur pengembangan karir, pelatihan, kompensasi,keamanan kerja dan penilaian kinerja, sementara variabel job embeddednessdiukur menggunakan Job Embeddedness Scale yang dikembangkan oleh Mitchell(2001). Hasil penelitian menunjukkan bahwa praktik sumber daya manusiaterbukti secara signifikan memiliki pengaruh positif terhadap dimensi fit dansacrifice dari job embeddedness, sedangkan praktik sumber daya manusia tidakmemiliki pengaruh secara signifikan terhadap dimensi link dari job embeddedness.Hal ini menunjukkan bahwa semakin baik praktik sumber daya manusia yangditerapkan maka karyawan akan merasakan dirinya memiliki kecocokan dankenyamanan dalam bekerja di perusahaan. Selain itu juga karyawan akanmerasakan semakin banyak hal yang dirasa akan dikorbankan apabila keluar dariperusahaan.

---

ABSTRACTThis study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization.;This study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization., This study aims to analyze the influence of human resources practices ondimensions of job embeddedness. This study used Human Resources PracticesTest which was developed by Delery & Doty (1996 in Huff, 2007) to measurecareer development, training, compensation, job security and performanceappraisal, and Job Embeddedness Scale which was developed by Mitchell (2001).The result of this study showed that human resources practices have significantpositive influence on job embeddedness, specifically fit and sacrifice, meanwhile,human resources practices do not have significant influence on link dimension ofjob embeddedness. The findings show that good implementation of humanresources practices will make employee more compatible and comfort withorganization. Moreover, employee will also feel greater losses if leaving theorganization.]"

"Skripsi ini bertujuan untuk menguji dan menganalisis minat melamar kerja mahasiswa sarjana rumpun ilmu sosial dan humaniora Universitas Indonesia pada perusahaan event organizer menggunakan teori perilaku yang direncanakan yang terdiri dari tiga indikator yaitu sikap, norma subyektif dan persepsi kontrol perilaku. Selain itu, penelitian ini juga bertujuan untuk memberi rekomendasi kepada perusahaan EO dalam menarik minat para pelamar kerja. Penelitian dilakukan dengan metode kuantitatif serta pengujian hipotesis menggunakan metode regresi linear berganda. Secara keseluruhan, hasil penelitian memperlihatkan bahwa faktor sikap dan persepsi kontrol perilaku mahasiswa sarjana rumpun sosial dan humaniora Universitas Indonesia berpengaruh positif terhadap minat melamar pekerjaan pada perusahaan event organizer, serta faktor norma subyektif tidak berpengaruh positif terhadap minat melamar pekerjaan pada perusahaan event organizer.

---

The purpose of this research is to analyze university of indonesia rsquo s social and humanity department students intention to apply to a job vacancy towards event organizer enterprise using theory of planned behavior which consists three indicators attitude, subjective norm and perceived behavioral control. Besides that, this research also gives recommendations for event organizer enterprise to attract more job applicant. This research uses quantitative method and using multiple linear regression analysis for hypothesis testing. The result of this research shows that university of indonesia rsquo s social and humanity department students attitude and perceived behavioral control have positive impact towards intention to apply to a job vacancy towards event organizer enterprise. Then, subjective norm factor dosen rsquo t have positive impact towards intention to apply to a job vacancy towards event organizer enterprise."

"Penerimaan pajak yang dikelola oleh Direktorat Jenderal Pajak mendanai lebih dari 70% belanja negara dan merupakan penopang utama pendapatan negara. Sehingga Direktorat Jenderal Pajak harus menerapkan pengawasan dan penegakan disiplin yang baik terhadap pegawainya. Untuk mencapai sasaran penerimaan pajak yang optimal dan membangun public trust, Direktorat Jenderal Pajak telah menerapkan whistle-blowing system. Tujuan dari penelitian ini adalah menguji model whistle-blowing intention , dimotivasi oleh theory of reasoned action, pada pegawai usia muda. Penelitian ini dilakukan pada pegawai KPP Pratama Bekasi Selatan. Hasil penelitian menunjukan subjective norms berpengaruh signifikan terhadap attitudes toward whistle-blowing. Untuk attitudes toward whistle-blowing berpengaruh signifikan terhadap whistle-blowing intention serta subjective norms berpengaruh signifkan terhadap whistle-blowing intention. Hasil penelitian ini mendukung penelitian yang telah dilakukan sebelumnya. Kemudian subjective norms berpengaruh lebih kuat terhadap attitudes toward whistle-blowing pada pegawai usia muda dibandingkan dengan pegawai usia tua, begitu juga pada subjective norms, berpengaruh lebih kuat terhadap whistle-blowing intention pada pegawai usia muda dibandingkan dengan pegawai usia tua. Untuk attitudes toward whistle-blowing tidak terbukti memiliki pengaruh lebih kuat terhadap whistle-blowing intention pada pegawai usia muda dibandingkan dengan pegawai usia tua.

---

Tax revenues are managed by the Directorate General of Taxation to fund more than 70 % of government spending and the backbone of the country's income. So the Directorate General of Taxation shall implement the supervision and enforcement of good discipline against employees. To achieve optimal target tax revenue and building public trust , the Directorate General of Taxation has implemented a whistle-blowing system.

The purpose of this study was to test a model of whistle - blowing intention, motivated by the theory of reasoned action , at a young age employees. This research was conducted in South Bekasi STO employees.

The results showed subjective norms significantly influence attitudes toward whistle-blowing. For attitudes toward whistle-blowing has significant effect on whistle-blowing intention and subjective norms affect significantly on the whistle-blowing intention.

The results of this study support previous research that has been done. Then subjective norms influence attitudes toward whistle-blowing stronger at a young age employees compared to old age employees, as well as the subjective norms has a stronger effect on whistle-blowing intention at the young age employees compared to old age employees. For attitudes toward whistle-blowing is not shown to have a stronger influence on the whistle-blowing intention at a young age employees compared to old age employees."

"Penelitian ini dilakukan karena meningkatnya ekspor pabrik garmen Indonesia dalam beberapa tahun terakhir. Menariknya, Asosiasi Pertekstilan Indonesia melaporkan bahwa ada banyak karyawan yang turnover di industri ini. Penelitian ini bertujuan untuk melihat variabel penting apa yang dapat mengurangi tingkat intensi turnover. Penelitian ini berdasarkan penelitian kuantitatif. Kami menggunakan data sekunder yang dilakukan oleh Universitas Indonesia, Universitas Tufts dan Analisis Realtime Vietnam dan didukung oleh Pusat Penelitian Pembangunan Internasional Kanada. Total ada 2897 pekerja garmen yang berpartisipasi dalam penelitian ini. Data diproses menggunakan perangkat lunak LISREL 8.51 dengan Structual Equation Modeling. Hasil penelitian menunjukkan bahwa niat berpindah dapat dikurangi dengan meningkatkan kepuasan hidup, mengurangi konflik pekerjaan-keluarga, dan meningkatkan pemberdayaan yang dilakukan oleh manajemen. Perusahaan harus memperhatikan pola pikir pertumbuhan yang mungkin dapat membuat pemberdayaan menjadi lebih efektif.

---

This research was carried out due to the increase in exports of Indonesian garment factories in recent years. Interestingly, the Indonesian Textile Association reports that there are many turnover employees in this industry. This study aims to look at what important variables can reduce the level of turnover intention. This research is based on quantitative research. We use secondary data from the University of Indonesia, Tufts University and Vietnam Realtime Analysis and supported by the Canadian Center for International Development Research. A total of 2897 garment workers participated in this study. Data is processed using LISREL 8.51 software with Structual Equation Modeling. The results showed that the intention to move could be reduced by increasing life satisfaction, reducing work-family conflict, and increasing the empowerment undertaken by management. Companies must pay attention to the growth mindset that might make empowerment more effective."

"Penelitian ini dilakukan untuk memperoleh gambaran mengenai pengaruh persepsi dukungan organisasi serta kepuasan kerja keseluruhan, yang merupakan faktor yang mempengaruhi intensi mengundurkan diri karyawan. Peneliti menggunakan variabel keterikatan pegawai sebagai mediator untuk melihat pengaruh secara tidak langsung dari variabel tersebut.Subjek penelitian ini adalah para pegawai kantor pusat sebuah perusahaan swasta yang bergerak dalam bidang manufaktur dan distributor dengan total pegawai kantor pusat berjumlah 191 orang. Sampel yang diambil berjumlah total 100 responden dari 134 kuesioner yang disebar dalam penelitian ini. Komposisi responden diatur secara proporsional sesuai dengan jumlah populasi karyawan dalam setiap divisinya, serta mempertimbangkan keterwakilan setiap level jabatan, masa kerja dan usia. Data yang diperoleh kemudian diolah menggunakan SEM-PLS yaitu dengan program Smart-PLS 3.Hasil penelitian ini menunjukan hasil yang signifikan terkait dengan pengaruh persepsi dukungan organisasi terhadap intensi mengundurkan diri yang dimediasi melalui keterikatan pegawai. Begitu pula dengan kepuasan kerja keseluruhan memiliki pengaruh yang signifikan terhadap intensi mengundurkan diri yang dimediasi melalui keterikatan pegawai. Variabel keterikatan pegawai turut diperhitungan terkait pengaruhnya secara langsung terhadap intensi mengundurkan diri, dan terbukti hubungan tersebut memiliki pengaruh yang signifikan. Di samping itu keterikatan pegawai sebagai mediasi terbukti memperkuat dan membuat hubungan pengaruh antara persepsi dukungan organisasi dan kepuasan kerja keseluruhan terhadap intensi mengundurkan diri, di mana tanpa keterikatan pegawai ini maka hubungan pengaruh ini tidak terjadi.

---

This study was conducted to obtain a description of the effect of perceived organization support and overall job satisfaction, as the factor affecting the employeeeintention to quit. Researcher use employee engagement as a mediator variable to see the indirect effects of these variables.

The subject of this research is employees in the head office of a private company within the industry of manufacturing and distributors with total head office employees amounted to 191 people. Total 100 employees participate as respondents in this research from 134 questionnaires distributed. The composition of respondents is arranged proportionally in accordance with the number of employee population in each division and consider the representation of each level of position, work period and age. The obtained data then processed using SEM-PLS is with Smart-PLS program 3.

The results of this study showed significant results associated with the perceived organization support to the intention to quit which is mediated through employee engagement variable as the mediator. Similarly, overall job satisfaction has a significant effect on the intention to which is mediated through employee engagement variable as the mediator. In addition, the employee engagement as mediation proves to strengthen and make the relationship of influence between the perceived organization support and overall job satisfaction to the intention to quit, whereares without the mediating role of employee engagement the relationship of this influence does not occured."

"ABSTRAKTujuan dari penelitian ini adalah menganalisa pengaruh Perceived ofCompensation dan Motivation pada JobPerformance. Penelitian dilakukan padakaryawan di beberapa perusahaan yang bergerak di bidang specialty chemicals.Hasil penelitian menunjukkan adanya pengaruh yang signifikan antara Perceivedof Compensation terhadap Motivation secara langsung, adanya pengaruh yangsignifikan antara Motivation dengan Job Performance secara langsung. UntukPerceived of Compensation agar dapat berpengaruh siginifikan langsung terhadapJob Performance harus dimediasi oleh motivation. Hasil penelitian ini memilikiperbedaan dengan hasil penelitian sebelumnya dikarenakan perbedaan profilresponden yang diteliti.

---

ABSTRACTThe purpose of this study is to analyze the influence of Perceived ofCompensation and Motivation to JobPerformance. This study was conducted toemployees in a few of specialty chemicals company. The research show thatMotivation is significantly influenced directly by the Perceived of Compensation,Job Performance is significantly influenced directly by the Motivation. To be ableto influenced significantly the Job Performance, Perceived of Compensation mustbe mediated by Motivation. Result of this study have differences with the result ofprevious studies because of differences in the nature of respondent."

"Penelitian ini bertujuan untuk menganalisis faktor-faktor yang mempengaruhi kepuasan individual keseluruhan terhadap sistem e-recruitment pada sebuah job board online, yang dalam hal ini adalah Jobstreet Indonesia. Untuk tidak menimbulkan kebingungan, istilah kepuasan (satisfaction), reaksi (reaction), maupun persepsi (perception) diklarifikasi memiliki makna yang sama di penelitian ini. Sylva dan Mol (2009) menggunakan ketiga istilah ini untuk mendeskripsikan konstruk yang sebenarnya sama, dengan demikian ketiga istilah itu dapat digunakan bergantian tanpa mengubah maksudnya. Responden adalah 101 orang yang pernah melamar pekerjaan yang dicantumkan di situs tersebut. Hasil menunjukkan bahwa keadilan yang dipersepsikan dan imej seleksi dengan internet mempengaruhi kepuasan individual keseluruhan. Selain itu, ditemukan juga bahwa terdapat perbedaan persepsi terkait ketersediaan informasi di antara mereka yang tidak pernah melamar dengan mereka yang pernah melamar pekerjaan melalui Jobstreet Indonesia setidaknya sekali sebelumnya. Hasil penelitian dibahas dan beberapa saran diberikan berdasarkan temuan-temuan tersebut.

---

This study aims to analyze factors influencing individual overall satisfaction regarding e-recruitment system in a job board online, which is Jobstreet Indonesia. To null confusion, it is clarified that satisfaction, reaction, and perception have same meaning in this study. Sylva and Mol (2009) used these terms to describe same construct, so those three terms can be used interchangably. The respondents were 101 of those ever applied job vacancies posted in the website. The results showed that fairness perception and internet selection image influences the individual overall satisfaction. Also, it was found that there is different perception regarding information provision between those who never applied and those ever applied to job vacancies through Jobstreet Indonesia for at least once before. The results is discussed further and advices are given based on the findings."