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"Organisasi yang kuat membutuhkan sumber daya manusia yang memiliki komitmen tinggi terhadap organisasinya, karena komitmen akan mendorong tumbuhnya sikap inovatif, kreatif dan patuh terhadap aturanaturan yang ada dalam organisasi, sehingga tidak akan melakukan penyimpangan-penyimpangan yang merugikan organisasi serta dapat meningkatkan kinerja organisasi. Penelitian ini bertujuan untuk mengungkap faktor-faktor yang berhubungan dengan komitmen organisasi yang diantaranya adalah kecerdasan emosional dan kompensasi.Untuk sampai pada tujuan ini digunakan desain penelitian korelasional dengan melibatkan 89 responden yang diambil teknik acak sederhana. Pengumpulan data dilakukan dengan kuesioner yang sebelumnya telah teruji validitas dan reliabilitas. Uji validitas melibatkan 23 sampel yang dianalisis dengan menggunakan korelasi Rank Spearman dan uji reliabilitas dengan menggunakan Spearman Brown. Data yang diperoleh selanjutnya dianalisis dengan menggunakan formula statistika, yakni korelasi Rank Spearmans dan uji t yang perhitungannya dilakukan dengan menggunakan bantuan program SPSS versi 12.Hasil analisis deskriptif menujukkan bahwa kecerdasan emosional pegawai tergolong sangat tinggi, kompensasi dinilai baik dan komitmen organisasi tergolong tinggi. Hasil pengujian hipotesis menyimpulkan bahwa kecerdasan emosional memiliki hubungan positif dan signifikan dengan komitmen organisasi dengan nilai koefisien korelasi 0,695. Demikian pula kompensasi juga diketahui memiliki hubungan positif dan signifikan dengan komitmen organisasi dengan nilai koefisien korelasi 0,603.Kecerdasan emosional perlu ditingkatkan dengan mengikuti perkembangan dan mendalami literatur-Iiteratur terbaru tentang kecerdasan emosional serta mengikuti peiatihan-pelatihan khusus kecerdasan emosional. Kompensasi juga perlu perbaikan terutama tunjangan atau penghargaan yang diberikan kepada karyawan harus sesuai dengan kebutuhan riil karyawan.

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Strong organization needs human resource which has high commitment toward its organization, because commitment will enable innovative attitude, creativity, and comply with organization rules, so that there will be no such disorders which can create any losses and also can increase organization performance. This research was aimed to discover factors affecting organization commitment in which several among others are emotional intelligence and compensation.

To obtain the goal of this study, correlation research design was employed. Using simple random sampling, 89 respondents were participated in this research. The validity and reliability of questionnaire used in this study were tested using Rank Spearman and Spearman Brown. Data obtained from 23 respondents then were analyzed with Rank Spearman Correlation and t-test using SPSS Ver.12.

The results from descriptive analysis showed that employees' emotional intelligence could be categorized as very high, compensation could be said as good, and organizational commitment could be seen as high. Hypotheses testing results concluded that emotional intelligence had positive and significant relationship with organizational commitment (coefficient correlation 0.695). Compensation also had positive and significant relationship with organizational commitment (coefficient correlation 0.603).

Emotional intelligence needs to be increased by following the developments and studying newest literatures related with emotional intelligence and also by joining such trainings. Compensation also needs to be fixed especially allowances and rewards for employees must be fit and proper with their realistic needs."

"It is essential for a manager to know what factors that influence the commitment of employee toward his/her organization, more specifically in the marketing division, because banking service company is dependent on the employees in the marketing division to acquire income for the company through the establishment of company image and satisfaction to its customers.

Previous researches concerning workforce in the sales division in a conceptual way (Johnson, 1987 in Johnson, 1990:333) and empirical research on other type of work (Steers, 1977 in Johnson, 1990:333) said that the employee or individual who is integrated his/herself, identifying and becoming part of the organization that is employing him/her, is a good employee or in other word the employee who has a commitment toward his/her organization tends to have good performance (Mowdays, Steer, Poler, 1979 in Johnson, 1990:334).

As previously delivered, it has been found evidence that there is a close relationship between leadership style and his/her emotional intelligence with the level of commitment of the employee toward the organization. In this research, the writer will research the relationship between the leadership style of the superior, particularly transformational leadership style toward his/hr organization that is mediated by the role of emotional intelligence of the subordinate within the organization of Citibank N.A.

This research is aimed to know how the emotional intelligence of the subordinate has mediated the relationship between transformational and transactional leadership style, and the oommitrnent ofthe subordinate to hisfher organization.

The population of this research is the employees in the sales division of Citibank N.A Jakarta, namely those who are currently holding the position of supervisor. The total number is 197 persons. This number is scattered in several work areas in Jakarta. The level of commitment is measured by applying Organizational Commitment Questionnaire (OCQ). The type of leadership style is measured by applying Multifactor Leadership Questionnaire (MLQ 5X - shortform) as created by Bass and Avolio. And the measuring of emotional intelligence is applying Self-Report Emotional lntetiigence Test (SREIT).

The result of Ending of the writer against the relationship between the transtomiational leadership of the superior with the oommitrnent of the subordinate toward the organization is not consistent with previous Endings (Humpreys et al., 2003:199; Koh et al. 1995:327; Avolio et al., 2004;960). Other Ending is that the emotional intelligence has not played any role in mediating good relationship of leadership style, transformational as well as transactional, with the oommitrnent of the subordinate toward the organization. The hypothetical testing against the role of emotional intelligence in mediating the relationship between the transformational leadership and transactional leadership has not been proven so that this hypothesis is rejected. lt means that the emotionalintelligence of the. subordinate despite having positive and signiticant correlation with the commitment of the employee is unable to become the empowemient of relationship between the leadership style and the employee commitment."

"This research is aimed at knowing the relationship between compensation and emotional intelligence with officer organizational commitment of the Supreme of Audit Board (Badan Pemeriksa Keuangan) Jakarta. Compensations is remuneration that giving by employee for their jobs that done include: salary, incentives, and allowance. Emotional Intelligence is capability to feel, understand, and actively to implement energy and power sensitively as energy resource information, relationship and human's influence based on capability indicator regarding self emotion, managing self emotion, self motivating, empathy and building relations with others. Meanwhile, organizational commitment is relative power from individual about trust to the organization goals, willingness to do efforts as good as possible for sake of organizational interest, to be member of such related organization and attractiveness to objective that include affective, normative and rational components. This research using both descriptive and correlation method involving 90 respondents randomized simply. Data collection is conducted by questioner which of validity and reliability had been tested. Validity test using Spearman Rank correlation and Reliability test by Spearmen Brown. Subsequently, the obtained data is analyzed using statistical formulation, i.e. both Spearman Rank correlation and t-test.The result of hypothesis testing show that the compensation and emotional intelligence have positive and significant relationship with officer organizational commitment. Likewise for emotional intelligence also have positive and significant relationship with officer organizational commitment. This is mean that more good the compensation system and more high emotional intelligence, then more high organizational commitment. Otherwise more bad the compensation system and more low emotional intelligence, then more low organizational commitment. Based on this finding, then officer organizational commitment need to be improved with improving compensation system and improving emotional intelligence. The improving of compensation system that need to give priority is health allowance, special allowance for work accident, the objectivity of salary increasing, big days allowance and incentive. The compensation also need to be improved according to the spreading of feasible need. Meanwhile related to improving of emotional intelligence need to doing by giving understanding to officer about emotional intelligence autodidacly by officer or through the emotional intelligence training periodically.

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Penelitian ini bertujuan untuk mengetahui hubungan antara kompensasi dan kecerdasam emosional dengan komitmen organisasi pegawai Badan Pemeriksa Keuangan Jakarta. Kompensasi adalah balas jasa yang diberikan kepada pegawai atas pekerjaan yang dilakukan yang meliputi: gaji, insentif, dan tunjangan. Kecerdasan emosional merupakan kecakapan untuk merasakan, memahami, dan mengimplementasikan kepekaan tenaga dan emosional secara aktif sebagai sumber energi, informasi, hubungan dan pengaruh yang manusiawi yang dilihat berdasarkan indikator kemampuan mengenali emosi diri, mengelola emosi diri, memotivasi diri, berempati, dan membina hubungan dengan orang lain. Sementara komitmen organisasional adalah kekuatan bersifat relatif dari individu mengenai kepercayaan terhadap tujuan organisasi, kesediaan untuk berusaha sebaik mungkin demi kepentingan organisasi, keinginan untuk tetap menjadi anggota organisasi yang bersangkutan, yang meliputi komponen afektif, normatif dan rasional. Penelitian ini menggunakan metode deskriptif dan korelasional dengan melibatkan 90 responden yang diambil secara acak sederhana. Pengumpulan data dilakukan dengan kuesioner yang telah diuji validitas dan reliabilitasnya. Uji validitas menggunakan rumus korelasi Spearman Rank dan uji reliabilitas menggunakan Spearman Brown. Data yang diperoleh dianalisis dengan menggunakan formula statistika, yakni korelasi Spearman Rank dan t-test.Hasil pengujian hipotesis menunjukkan bahwa kompensasi memiliki hubungan positif dan signifikan dengan komitmen organisasi. Demikian pula kecerdasan emosional juga memiliki hubungan positif dan signifikan dengan komitmen organisasi. Hasil ini memberikan arti bahwa semakin baik sistem kompensasi dan semakin tinggi kecerdasan emosional, maka semakin tinggi komitmen organisasi. Sebaliknya, semakin buruk kompensasi dan semakin rendah kecerdasan emosional, maka semakin rendah komitmen organisasi pegawai. Berdasarkan temuan temuan penelitian ini, maka komitmen organisasi pegawai perlu ditingkatkan dengan cara memperbaiki sistem kompensasi dan meningkatkan kecerdasan emosional. Perbaikan sistem kompensasi yang perlu diprioritaskan adalah tunjangan kesehatan, tunjangan khusus untuk perlindungan dari kecelakaan kerja, obyektivitas kenaikan gaji bulanan, tunjangan hari besar, insentif. Pemberian kompensasi kepada pegawai juga perlu ditingkatkan sesuai perkembangan kebutuhan hidup yang layak. Sementara terkait dengan peningkatan kecerdasan emosional perlu dilakukan dengan memberikan pemahaman terhadap para pegawai mengenai hakikat kecerdasan emosional baik secara otodikdak oleh pegawai sendiri maupun melalui penyelenggaraan pelatihan kecerdasan emosional secara berkala."

"Pada umumnya sampai saat ini orang berpendapat bahwa siswa yang memiliki tingkat intelegensi tinggi biasanya akan memperoleh prestasi belajar yang tinggi pula, karena intelegensi merupakan bekal utama yang akan memudahkan dalam proses belajar yang akhimya akan menghasilkan prestasi belajar yang maksimal. Walaupun demikian dalam kenyataan sering ditemukan siswa yang prestasi belajarnya tidak sesuai dengan tingkat intelegensinya. Ada siswa yang memiliki kemampuan intelegensi relatif tinggi tetapi relatif rendah prestasi belajamya, balikan ada siswa yang walaupun intelegensinya relatif rendah dapat meraih prestasi belajar yang relatif tinggi. Prestasi belajar hanya dapat dilihat dari indikator prestasi akademik pada bidang studi sedangkan faktor-faktor yang mempengaruhinya umumnya hanya dikaitkan dengan Intelligence Quotient (IQ). IQ dipandang oleh banyak praktisi pendidikan sebagai faktor utama penentu keberhasilan proses belajar. Daniel Goleman penulis buku Emotional Intelligence (El) menjelaskan bahwa manusia mempunyai dua jenis intelegensi, yaitu intelegensi rasional (IQ) dan intelegensi emosional (El). Dua intelegensi itu sangat berperan besar dalam kehidupan termasuk dalam keberhasilan belajar. El diperlukan untuk mengatasi tantangan dan hambatan yang muncul baik dari dalam diri siswa maupun dari luar siswa yang dapat secara langsung mempengaruhi kesejahteraan psikologis siswa. Dalam proses belajar siswa ke 2 jenis intelegensi ini sangat diperlukan. IQ tidak dapat berfungsi dengan baik tanpa partisipasi EI. Siswa tidak akan dapat belajar dengan baik tanpa antisipasi penghayatan emosional akan mata pelajaran yang disajikan di sekolah. Selama ini dalam pengukuran IQ kemampuan emosi tidak diperhitungkan dan ini tampak pada sistem pendidikan di Indonesia. Sistem pendidikan yang ada lebih menitikberatkan pada upaya mencerdaskan rasional anak dibanding merangsang kemampuan emosi. Dengan kata lain sistem pendidikan yang kurang merangsang kemampuan emosi mengakibatkan siswa yang tidak dapat menghimpun kendali tertentu atas kehidupan emosionalnya akan mengalami pertarungan batin yang merampas kemampuan mereka untuk berkonsentrasi pada pelajaran atau untuk memiliki pikiran yang jernih. Obyek penelitian kali ini adalah siswa sebuah SMU di Jakarta Timur yaitu SMU 14. Sampel yang diambil sebesar 223 siswa atau 30% dari 741 siswa yang tersebar dari kelas 1 hingga kelas 3 yang umumnya berusia sekitar 15 hingga 18 tahun. Teknik sampling yang dipakai adalah stratified random sampling. Responden terdiri dari 106 siswa dan 117 siswi. Hasil yang didapat dari penelitian ini adalah terdapat hubungan yang positif dan signifikan antara kecerdasan emosional dengan prestasi belajar dengan nilai korelasi pearson sebesar 0,693 dan koefisien determinasi 0,48 atau 48%. Pengaruh positif tersebut menunjukkan bahwa semakin baik kecerdasan emosional maka semakin baik pula prestasi belajarnya. Sebaliknya semakin lemah kecerdasan emosional maka semakin menurun pula prestasi belajarnya. Koefisien determinasi sebesar 48% menunjukkan adanya pengaruh faktor-faktor lain atau variabel variabel lain selain kecerdasan emosional sebesar 52%.

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In general, to this day, people are of the opinion that students who have a high level of intelligence will usually obtain high learning achievements, because intelligence is the main provision that will facilitate the learning process which will ultimately result in maximum learning achievements. However, in reality it is often found that students whose learning achievements do not match their level of intelligence. There are students who have relatively high intelligence abilities but relatively low learning achievements. Conversely, there are students who, even though their intelligence is relatively low, can achieve relatively high learning achievements. Learning achievement can only be seen from indicators of academic achievement in the field of study, while the factors that influence it are generally only associated with Intelligence Quotient (IQ). IQ is seen by many educational practitioners as the main factor determining the success of the learning process. Daniel Goleman, author of the book Emotional Intelligence (El), explains that humans have two types of intelligence, namely rational intelligence (IQ) and emotional intelligence (El). These two intelligences play a big role in life, including success in learning. El is needed to overcome challenges and obstacles that arise both from within the student and from outside the student which can directly affect the student's psychological well-being. In the student learning process these two types of intelligence are very necessary. IQ cannot function properly without the participation of EI. Students will not be able to learn well without anticipating emotional appreciation of the subjects presented at school. So far, when measuring IQ, emotional abilities are not taken into account and this can be seen in the education system in Indonesia. The existing education system focuses more on efforts to educate children's rational abilities rather than stimulating emotional abilities. In other words, an education system that does not stimulate emotional abilities results in students who cannot muster a certain amount of control over their emotional lives, experiencing inner battles that rob them of their ability to concentrate on lessons or to have a clear mind. The objects of this research were students from a high school in East Jakarta, namely SMU 14. The sample taken was 223 students or 30% of 741 students spread from class 1 to class 3, generally aged around 15 to 18 years. The sampling technique used was stratified random sampling. Respondents consisted of 106 students and 117 female students. The results obtained from this research are that there is a positive and significant relationship between emotional intelligence and learning achievement with a Pearson correlation value of 0.693 and a coefficient of determination of 0.48 or 48%. This positive influence shows that the better the emotional intelligence, the better the learning achievement. On the other hand, the weaker the emotional intelligence, the lower the learning achievement will be. The coefficient of determination of 48% indicates the influence of other factors or variables other than emotional intelligence of 52%."

"Siswa SMK yang menjalani kurikulum berorientasi kerja yang dilengkapi kegiatan magang, diharapkan untuk dapat memilih pilihan karir yang sesuai bidang studinya. Walaupun begitu, hasil wawancara awal menunjukkan siswa SMK masih mengalami kesulitan dalam pengambilan keputusan karirnya. Seharusnya melalui pengalaman magang ini siswa SMK memiliki kecerdasan emosional dan goal commitment yang dapat membuat mereka tidak mengalami kesulitan dalam pengambilan keputusan karirnya. Penelitian ini bertujuan untuk mengkaji peran goal commitment sebagai mediator dalam hubungan antara kecerdasan emosional dan kesulitan pengambilan keputusan karir. Penelitian dilakukan pada satu SMK di Kabupaten Bogor pada 173 partisipan. Hasil penelitian menunjukkan bahwa goal commitment terbukti berperan sebagai mediator parsial pada hubungan antara kecerdasan emosional dan kesulitan pengambilan keputusan karir. Dalam penelitian ini juga diuraikan mengenai keterbatasan dan saran-saran terkait.

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Vocational high school students experienced a specially-designed curriculum with an internship program to accommodate them on transitioning into the working industry. Elicitation studies show that vocational high school students had career decision making difficulties. The internship program is supposed to enrich students’ emotional intelligence and goal commitment that would prevent career decision making difficulties to occur. This research aims to study the mediation effect of goal commitment in the relationship between emotional intelligence and career decision making difficulties. This research is conducted in a vocational high school in Bogor with a total of 173 participants. Result shows that goal commitment plays a partial mediation role in the relationship of emotional intelligence and career decision making difficulties. This research will also present the limitations and suggestions for future study."

"Kecerdasan emosional dihasilkan dari lingkungan sosial dimana individu dapat mengembangkan kemampuan kesadaran, kontrol, motivasi diri, empati dan keterampilan sosial. Salah satu lingkungan sosial tersebut adalah wahana kegiatan ekstrakurikuler. Penelitian ini bertujuan untuk mengetahui hubungan tingkat partisipasi dalam kegiatan ekstrakurikuler dengan tingkat kecerdasan emosional remaja. Metode penelitian yang digunakan adalah deskriptif-korelatif dengan pendekatan potong lintang. Sampel penelitian ini berjumlah 106 siswa SMAN 14 Jakarta dengan menggunakan teknik quota sampling. Hasil penelitian menunjukkan ada hubungan yang bermakna antara tingkat partisipasi dalam kegiatan ekstrakurikuler dan tingkat kecerdasan emosional remaja (p= 0,041, α= 0,05). Penelitian ini merekomendasikan perlunya peningkatan kuantitas dan kualitas pembinaan kegiatan ekstrakurikuler sehingga dapat menunjang optimalisasi kecerdasan emosional siswa.

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Emotional intelligence is a result of social environment where can improve five competences: self-awareness, self-control, self-motivation, empathy, and social- skill. One of it is the extracurricular activity. The purpose of this study is to examine the relationship between participation in extracurricular activity and adolescent’s emotional intelligence. This study used correlative-descriptive with cross sectional design approach. The sample of this study are 106 students in 14 Senior High School Jakarta through quota sampling.

The result showed that was significant relationship between participation in extracurricular activity and adolescent’s emotional intelligence (p= 0,041, α= 0,05). This study recommended educational institutions to improve quantity and quality of estabilishing extracurricular activities in order to support optimalization of emotional intelligence."

"Proses transformasi yang dilakukan dari Jamsostek ke BPJS Ketenagakerjaan menuntut adanya pemenuhan sumber daya manusia yang memiliki kualitas dan engagement yang tinggi. Penelitian ini membahas mengenai pengaruh Kecerdasan Emosional Pemimpin dan komunikasi internal organisasi terhadap employee engagement pada BPJS Ketenagakerjaan. Penelitian ini menggunakan sub variabel kecerdasan emosional pemimpin sesuai dengan model kecerdasan emosional pemimpin dari Daniel Goleman yang terdiri dari 5 sub variabel: Self Awareness, Self Regulation, Motivation, Empathy, dan Social Skill. Sub variabel Komunikasi Internal Organisasi merujuk pada konsep yang dikembangkan Clampitt dan Downs, terdiri dari 6 sub variabel: Organizational Integration, Personal Feedback, Corporate Information, Communication Climate, Horizontal, Subordinate dan Supervisory Communication serta Media Quality. Sedangkan, sub variabel employee engagement merujuk pada model employee engagement yang dikembangkan oleh AON Hewwit yang terdiri dari 3 sub variabel: Say, Stay, dan Strive. Dengan menggunakan pendekatan kuantitatif dan jenis penelitian eksplanatif, penelitian dilakukan di BPJS Ketenagakerjaan yang melibatkan sekitar 1006 responden dengan menggunakan convenience sampling. Pengumpulan data dilakukan melalui kuisioner penelitian skala likert dan didistribusikan secara online melalui google form. Pengujian hipotesis menggunakan metode regresi berganda. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh positif dan signifikan antara variabel kecerdasan emosional pemimpin dan komunikasi internal organisasi terhadap employee engagement, baik secara simultan ataupun parsial.

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The transformation process from Jamsostek to BPJS Ketenagakerjaan requires the fulfillment of human resources with high quality and engagement. This research discusses the influence between Leader's Emotional Intelligence and Internal Communication of Organization on Employee Engagement in BPJS Ketenagakerjaan.

This research uses 6 sub variable of leader's emotional intelligence according to leader's emotional intelligence model from Daniel Goleman which consist of 5 sub variable Self Awareness, Self Regulation, Motivation, Empathy, and Social Skill. Sub variable of internal communication of organization refers to the concept which developed by Clampitt and Downs, consisting of 6 sub variable Organizational Integration, Personal Feedback, Corporate Information, Communication Climate, Horizontal, Subordinate and Supervisory Communication and Media Quality. Meanwhile, sub variable of employee engagement refers to employee engagement model that developed by AON Hewwit, consisting of 3 sub variable Say, Stay, and Strive.

By using quantitative approach and explanatory research, the research was conducted at BPJS Ketenagakerjaan involving 1006 respondents using convenience sampling. The Data is collected through questionnaire likert scale which distributed online by google form. Hypothesis testing is using multiple regression method. The results of this research showed that have the positive and significant effect between leader's emotional intelligence and internal communication of organization on employee engagement, partially and simultaneously."

"Perilaku etis pegawai negeri sipil yang menjadi sorotan masyarakat dan menjadi permasalahan yang dihadapi oleh pemerintah dalam menangani aparatur pemerintah. Penelitian ini bertujuan untuk menganalisis pengaruh kecerdasan emosional terhadap perilaku etis, pengaruh komitmen keorganisasian terhadap perilaku etis, pengaruh kepuasan kerja terhadap perilaku etis, dan pengaruh kecerdasan emosional, komitmen keorganisasian, dan kepuasan kerja terhadap perilaku etis pegawai di Pusat Pendidikan dan Pelatihan Pegawai Kementerian Ketenagakerjaan Republik Indonesia. Penelitian ini menggunakan pendekatan kuantitatif. Data dikumpulkan melalui kuesioner tertutup dan wawancara mendalam. Metode analisis data yang digunakan adalah analisis deskriptif dan regresi linier berganda.Hasil penelitian terhadap 74 pegawai negeri sipil menunjukkan bahwa kecerdasan emosional, komitmen keorganisasian, dan kepuasan kerja berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Secara parsial kecerdasan emosional berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Komitmen keorganisasian tidak berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Kepuasan kerja berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai.

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Ethical behavior of civil servants in the spotlight of society and become the problems faced by the government in dealing with the government apparatus. This study aims to analyze the impact of emotional intelligence on employee ethical behavior, the impact of organizational commitment on employee ethical behavior, the impact of jobs satisfaction on employee ethical behavior, and the impact of emotional intelligence, organizational commitment, and jobs satisfaction on employee ethical behavior at Center for Education and Training of the Ministry of Manpower of the Republik of Indonesia. This research uses quantitative approach. Data were collected through questionnaires and interviews.Data analysis method used is descriptive analysis and multiple linear regression.

The results of the study of 74 civil servants showed that emotional intelligence, organizational commitment, and job satisfaction have a positive and significant effect on employee ethical behavior. Partially emotional intelligence positively and significantly influence to ethical behavior of employees. Organizational commitment does not positively and significantly affect the employee 39 s ethical behavior. Job satisfaction positively and significantly influence to employee ethical behavior."