Hasil Pencarian  ::  Simpan CSV :: Kembali

"Untuk meminimalisir keinginan karyawan untuk meninggalkan perusahaan, perusahaan perlu meningkatkan keterikatan kerja karyawan kepada perusahaan. Work engagement karyawan dapat ditingkatkan dengan diberikan dan terpenuhinya komponen-komponen decent work atau pekerjaan layak kepada seluruh karyawan, baik karyawan yang termasuk dalam kategori Generasi Y maupun Z. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari decent work terhadap work engagement dengan generasi sebagai variabel moderasi pada karyawan di DKI Jakarta. Dengan tujuan eksplanatif, penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan kuesioner yang disebarkan secara daring kepada 223 responden Generasi Y dan Z yang bekerja sebagai karyawan di DKI Jakarta yang didapatkan dengan menggunakan teknik penarikan data non- probability sampling dengan jenis purposive sampling. Penelitian ini melakukan teknik analisis data dengan menggunakan regresi linear sederhana dan uji interaksi dengan moderated regression analysis. Hasil penelitian ini menunjukkan adanya pengaruh decent work terhadap work engagement pada karyawan di DKI Jakarta. Selain itu, uji interaksi menunjukkan bahwa generasi tidak memoderasi pengaruh antara decent work dan work engagement pada karyawan Generasi Y dan Z di DKI Jakarta.

---

To prevent the employee’s desire to leave the company, the company needs to increase employees’ work engagement with the company. Employee’s work engagement can be increased by providing and fulfilling the components of decent work to all of the employees, both from the Y and Z Generation of employees. The purpose of this study is to analyze the effect of decent work on work engagement with generation as a moderation variable on employees in DKI Jakarta. With an explanatory purpose, this study uses a quantitative approach by distributing an online questionnaire to 223 respondents consisting of the Y and Z Generation who currently work as an employee in DKI Jakarta which was obtained by using a non-probability sampling technique with a purposive sampling type. This study uses a data analysis technique with simple linear regression and interaction test with moderated regression analysis. The result of this study indicates the effect of decent work on work engagement on employees in DKI Jakarta. In addition, the interaction test shows that generation does not moderate the effect between decent work on work engagement on Y and Z Generation employees in DKI Jakarta."

"Penelitian ini bertujuan untuk menentukan jumlah optimal dari operator pemindahan unit mobil pada Vehicle Logistic Center di sebuah perusahaan manufaktur otomotif. Hal ini dilatar belakangi oleh tingkat persentase produktifitas operator pemindahan unit mobil area storage yard (73,33%) yang berada paling rendah dan memiliki jumlah operator paling banyak daripada bagian unit kerja yang lain dengan jenis kerja yang sama. Dalam penelitian ini akan dilakukan perhitungan jumlah operator optimal menggunakan pendekatan Workload Analysis dimana pengukuran kerja dilakukan terlebih dahulu kepada seluruh (5 orang) operator pemindahan unit mobil area storage yard VLC menggunakan metode work sampling untuk mendapatkan nilai waktu baku. Sedangkan data beban kerja diperoleh dari data rencana produksi tahunan perusahaan. Hasil analisis beban kerja menunjukan bahwa jumlah operator masih belum optimal. Hal ini dikarenakan berdasarkan perhitungan didapatkan jumlah operator yang optimal adalah sebanyak 3 orang yang artinya terdapat kelebihan jumlah operator adalah sebanyak 2 orang.

---

This research is aim to determine optimum number for car moving operators at Vehicle Logistic Centre in an automotive manufacturing company. Observation data shows that productivity rate of storage yard car moving operator is the lowest (73.33%) than the other and it also has the most number of operators than the other working area. In this research, workload analysis approach is used to calculate optimum number for the operator. Work sampling is done to all car moving operators (5 persons) at storage yard area in order to determine working operation standard time. The result shows that this number is not optimal yet. From calculation, there are 2 excess operators; because the optimum number for car moving operator at vehicle logistic centre of an automotive manufacturing company is 3 persons."

"Tujuan dari penelitian ini adalah untuk menguji dampak work autonomy dan workplace spirituality terhadap innovative work behavior dan work engagement untuk selanjutnya menguji dampak dari work engagement terhadap task performance melalui mediasi innovative work behavior. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling (SEM) untuk memeriksa kecocokan keseluruhan model menguji kausalitas antar konstruk. Sebanyak 716 karyawan Milenial di berbagai industri di Indonesia berpartisipasi menjadi sampel penelitian. Hasil penelitian ini mengungkapkan bahwa workplace spirituality memiliki efek positif pada innovative work behavior karyawan baik secara langsung maupun tidak langsung melalui work engagement. Namun, work autonomy tidak memiliki pengaruh langsung yang signifikan terhadap innovative work behavior, sehingga hanya dapat dipengaruhi secara tidak langsung melalui work engagement. Secara lebih lanjut, terdapat pengaruh yang signifikan antara work engagement dan task performance melalui innovative work behavior baik secara langsung maupun tidak langsung. Studi ini menunjukkan bahwa work autonomy dan workplace spirituality yang tinggi akan meningkatkan work engagement dan mempromosikan innovative work behavior yang pada akhirnya dapat meningkatkan kinerja tugas karyawan. Implikasi manajerial terkait dengan work autonomy, workplace spiritualtity, work engagement, innovative work behavior dan task performance juga akan dibahas dalam penelitian ini.

---

The aim of this study is to examine the effect of work autonomy and workplace spirituality on innovative work behavior and work engagement to further consider the impact of work engagement on task performance through mediating innovative work behavior. Data were collected through an online questionnaire and analyzed using Structural Equation Modelling (SEM) to test the overall fitness of model and causality between each construct. A total of 716 Millennial employees in various industries in Indonesia participated as research sample. The results of this study revealed that workplace spirituality had a positive effect on innovative work behavior of employees both directly and indirectly through work engagement. However, work autonomy had no significant direct effect on innovative work behavior. Thus, it can only be affected indirectly through work engagement. Moreover, there was significant effect between work engagement and task performance through innovative work behavior both directly and indirectly. This study indicated that high level of work autonomy and workplace spirituality will improve the level of work engagement and promote innovative work behavior which ultimately enhance task performance of employee. Managerial implications related to work autonomy, workplace spirituality, innovative work behavior, and task performance will also be discussed in this study. "

"ABSTRAK

Tenaga kerja merupakan aset yang berharga bagi kegiatan ekonomi, oleh karena itu

kesehatan dan keselamatan manusia saat bekerja harus di lindungi. Keselamatan dan

kesehatan kerja merupakan hak para pekerja dan merupakan hak asasi manusia. Penelitian ini

bertujuan untuk mengkaji kecelakaan kerja menggunakan analisis spasial di perusahaan

tambang PT X dengan bantuan analisis statistik spasial yaitu Getis-Ord (Gi*). Getis (Gi*)

merupakan salah satu metode statistik spasial untuk menentukan hotspot pada suatu area

berdasarkan pengelompokkan spasial dari data insiden. Hasil penelitian menunjukkan insiden

paling sering terjadi di jalan hauling yang paling sering disebabkan oleh buruknya

maintenance dengan nilai z score 3,21 dan operator tidak mentaati peraturan yang telah

ditetapkan dengan nilas z score 3,022.

---

ABSTRACT

Labor is a valuable asset for economic activity, therefore human health and safety work must

protected. Occupational safety and health is the right of workers and is a basic human right.

This study aims to examine occupational accidents using spatial analysis in PT. X mining

companies with spatial statistical analysis of Getis-Ord (Gi*). Getis (Gi*) is one of the spatial

statistical methods for determining hotspot in an area based on spatial grouping of incident

data. The results showed that incidents were most frequent on hauling roads most often

caused by poor maintenance with z score of 3.21 and the operator did not comply with the

established rules with z score of 3.02"

"Physical work environment is one of factor that influence performance worker, but this is rarely main attention industry, especially for worker as operator when he done. This happened in PT (Persero) Pelabuhan Indonesia III that manage container transportation with Gantry Crane, from shipping in Tanjung Mas Semarang. The problem in this case was operator time work not maximal, so target didn't reach. It was happen because physical work environment not ergonomic, such high temperature in room, level sound from machine very high, brightness is very high. Based on condition above, this research has goal to design physical work environment in operator room Gantry Crane. The design concern several aspects, such level sound from machine, temperature, and brightness in operator room. Method of this research is factorial experiment design with 3 factors (axbxc), use I 0 times replications. Data analysis used analysis variance (ANAVA) with F statistical at level I % and 5%. From the result analysis, it can be conclusions that improve level sound from machine, temperature, and brightness in operator room give influence to average operator time work in Gantry Crane. Operator works with optimal time work in temperature 24 - 26 UC, intensity fighting I 300-I 500liumen, use ear plug, and improve facility air conditioner (AC)."

"Work satisfaction is a pre-condition for productivity, work quality responsiveness, and customer services enhancement (Kaplan & Norton, 1996: 112). An employee satisfied with his/her work and all aspects of the environment will have positive work behavior in completing the organizational tasks and will give positive impact on task performance. Human resources at Secretariat Directorate General HAKI today cannot escape from the vast dynamics of change. The ever fast growing of technology development and work structure which demand more efficiency demanded employees to adapt. Not all employees can adjust in a short time and many of them became contra-productive, such as taking day-offs, have many backlogs, etc. This symptoms assume to DB forms of work dissatisfaction. Work load of the Secretariat which supported other units work activity had to pay attention to aspect of today work design. Work characteristic approach is one of the many approaches used in determining the employees' opinion toward work and aspects surrounding them. The aim of this research is to determine how the relation between work characteristic and work satisfaction. The existing literatures mentioned the existence of relation between work characteristic (Hackman & Oldham, 1976) to work satisfaction (Spector 1 997: 30).The population of this research is employees at Secretariat Ditjen HAKI. Total respondents of this research are 59 people. This research used survey and questioner method. Two questioners are used, work characteristic and work satisfaction questioners. Data is analysed by simple correlation and multiple correlation analyses. Validity and reliability data shown questioners items used get above margin score.Correlation test result shown there is a positive and significant relation between the seven dimensions of work characteristic (work firmness. skill variety, autonomy, task identity, work significant, feed back, duty) with work satisfaction. This fault ls similar with previous research done by Spector (19972 4). An important finding from this research is that work dimension is the strongest dimension related to employees' work satisfaction (0,710). While the multiple correlation score to determine the relation between work characteristic and work satisfaction is 0.797 and proven to be signilicant.This finding can be used bythe management of Secretariat of Ditjen HAKI in improving the employees' performance through work characteristicapproach. Improvement on dimensions of work characteristic which have potentials in enhancing work satisfaction. such as giving support and spirit as well as giving attention to daily employees? problem are ways to directly involved with enhancing work satisfaction level."