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Sitepu, Widya Methasari
"Penelitian ini bertujuan untuk mengetahui apakah intervensi berupa penyusunan sistem manajemen karir dapat meningkatkan kepuasan kerja karyawan generasi Y pada perusahaan INS, sehingga berdampak pada peningkatan komitmen organisasi karyawan. Penelitian ini dilakukan terhadap 114 karyawan generasi Y, dengan menggunakan alat ukur Organizational Commitment Quationnaire (OCQ)) dari Steers, Porter, Mowday dan Boulian (1974) serta Job Satisfaction Survey (JSS) dari Spector (1997). Dengan menggunakan analisa regresi terhadap variabel kepuasan kerja dan komitmen organisasi, maka diperoleh hasil yang menunjukkan bahwa dimensi promosi dan karakteristik dasar pekerjaan memiliki pengaruh signifikan terhadap komitmen organisasi (koefisien b dimensi promosi=0, 255 dan nilai b dimensi nature of work= 0,344, dengan p value < 0,05). Program intervensi yang dirancang untuk meningkatkan komitmen organisasi adalah penyusunan sistem manajemen karir pada departemen human resource. Sistem manajemen karir disusun berdasarkan standar kompetensi; jenjang karir; serta mekanisme perencanaan karir individu. Informasi yang diperoleh dari masukan manajemen perusahaan INS menyatakan bahwa sistem ini memberikan petunjuk bagi atasan dan praktisi human resource di perusahaan guna menerapkan manajemen karir karyawan, agar kepuasan kerja karyawan meningkat.

This research aimed to determine the effect of career management design, as intervention program, to enhance gen Y?s job satisfaction in INS company, in order to improve organizational commitment. Research conducted on 114 gen Y's employee, by using Steers, Porter, Mowday and Boulian's (1974), Organizational Commitment Quationnaire (OCQ) and Spector's (1997), Job Satisfaction Survey (JSS). By using regression analysis to both variables, the result show that promotion and nature of work, as job satisfaction factor, were having significance influence among other factors ( b promotion=0, 255 and b nature of work = 0,344, with p value < 0,05 ). Based on this, therefore, interventions program was designed to improve organization commitment, which is design of career management system at Human Resource Department. Career management system was designed with standard competencies, career path, and individual career plan mechanism. Information gathered from INS management showed that this system gives guidance to supervisor and human resource practitioner in this company to implement employee career management, so that employee satisfaction will be increase.
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Depok: Fakultas Psikologi Universitas Indonesia, 2012
T30862
UI - Tesis Open  Universitas Indonesia Library
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Ardianti Tasyari
"[Penelitian ini bertujuan untuk mengetahui bagaimana manajemen karir organisasi dan ekspektasi karir mempengaruhi kepuasan kerja pada pegawai staff PT XYZ Responden penelitian ini adalah 89 pegawai staff PT XYZ Hasil penelitian menemukan bahwa kepuasan kerja dipengaruhi secara positif oleh manajemen karir organisasi Pada uji hipotesis menggunakan teknik regresi pada SPSS dan didapat kesimpulan bahwa kepuasan kerja dipengaruhi oleh Manajemen Karier Organisasi Kata kunci Kepuasan kerja manajemen karir organisasi teknik regresi ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management , This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ]"
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2016
S61655
UI - Skripsi Membership  Universitas Indonesia Library
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Vinsensia Arindita
"Penelitian ini bertujuan untuk mengetahui hubungan persepsi pengembangan karir dengan komitmen organisasi pada generasi Y. Sampel penelitian ini merupakan karyawan generasi Y sejumlah 106 orang. Persepsi pengembangan karir diukur dengan Career Development Scale yang dikembangkan oleh Mahamood, Omar, dan Zulkarnain (2010). Komitmen organisasi diukur dengan alat ukur Organizational Commitment Scale dari Meyer dan Allen (1997) yang telah diadaptasi oleh peneliti. Hasil utama penelitian ini menunjukkan bahwa persepsi pengembangan karir memiliki hubungan positif yang signifikan terhadap komitmen organisasi pada generasi Y.

This research aimed to examine the relationship of career development perception and organizational commitment on generation Y. Participants of this research were generation Y, with the amounts of 106 participants. Career Development were measured using Career Development Perception items developed by Zulkarnain, Mahamood, and Omar (2010). Organizational Commitment was measured using modified Organizational Commitment Scale items developed by Meyer and Allen (1997). The main result of this research showed that career development perception has significant positive relationship on organizational commitment on generation Y."
Depok: Fakultas Psikologi Universitas Indonesia, 2014
S53663
UI - Skripsi Membership  Universitas Indonesia Library
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Retno Murti Wulandari
"ABSTRAK
Saat ini Generasi Y telah mengisi hampir 50% struktur organisasidan tingkat turnover tertinggi berada pada Generasi ini. Hal ini juga yang dialami PT XYZ dengan jumlah karyawan Generasi Y sebanyak 48,6% dari total populasi karyawan dimana mayoritas merupakan knowledge worker.
Penelitian ini dilakukan untuk meneliti pengaruh antara Kepuasan Kerja dan Komitmen Organisasi terhadap Intention Turnover pada unit kerja Base Maintenance. Unit ini yang merupakan salah satu unit yang didominasi knowledge worker dan memiliki turnover tertinggi selama periode tiga tahun terakhir.
Hasil penelitian Generasi Y menunjukkan Kepuasan Kerja tidak berpengaruh secara langsung terhadap Turnover Intention tetapi dimediasi oleh Affective Commitment sebagai bagian dari Komitmen Organisasi. Semakin tinggi tingkat kepuasan Kepuasan Kerja maka akan meningkatkan Affective Commitment yang berdampak pada turunnya Turnover Intention pada karyawan.

ABSTRACT
Currently, Generation Y has filled nearly 50% of organizational structure and contributed high turnover rate in Organization. PT XYZ also experienced this condition in which Generation Y employees consists as much as 48.6% of the total employee population and mostly are knowledge workers.
This study was conducted to investigate the influence of Job Satisfaction and Organizational Commitment on Turnover Intention in the unit Base Maintenance. The unit is one of units that dominated by knowledge workers and has the highest turnover for the last three years.
This research found that Generation Y shows no direct relation between Job Satisfaction and Turnover Intention. Affective Commitment as part of Organizational Commitment shown as a mediator between them. The higher the level of Job Satisfaction the more Commitment Affective will increase so it will decrease the employee Turnover Intention for the Generation Y.
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Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2016
T-Pdf
UI - Tesis Membership  Universitas Indonesia Library
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Ciliana
"Perubahan yang terjadi dalam dunia bisnis turut menjadi pemicu bagi organisasi untuk melakukan perubahan secara konstan dan terus menerus agar dapat mencapai sebuah kesuksesan. Efektivitas usaha perubahan tersebut dipengaruhi oleh kesiapan untuk berubah. Oleh karena itu, pemahaman mengenai faktor-faktor yang dapat mempengaruhi kesiapan untuk berubah merupakan hal yang penting bagi top management dalam perusahaan. Penelitian ini bertujuan untuk mengetahui pengaruh kepuasan kerja, keterlibatan kerja, stres kerja, dan komitmen organisasi terhadap kesiapan untuk berubah. Penelitian ini merupakan penelitian ex-post facto dan menggunakan kuesioner sebagai alat untuk mengumpulkan data. Partisipan dalam penelitian ini adalah 403 orang karyawan PT Bank Y yang minimal telah bekerja selama dua tahun. Data yang diperoleh dianalisis dengan menggunakan teknik statistik regresi berganda pada SPSS 13.0. Hasil penelitian menunjukkan adanya pengaruh yang bermakna dari kepuasan kerja, keterlibatan kerja, stres kerja, dan komitmen organisasi terhadap kesiapan untuk berubah.

Change in businesses can be a trigger for organization to perform constant and continuous change in order to reach success in business. The effectiveness of change effort is influenced by readiness for change. Based on this fact, understanding about factors that may influence readiness for change is essential for top management in company. This research intends to investigate the influence of job satisfaction, job involvement, occupational stress, and organizational commitment on readiness for change. This research is ex-post facto research and use questionnaire as tool for collecting data. Participants in this research are 403 employees of PT Bank Y who have worked for minimum two years in that company. Acquired data was analyzed using multiple regressions as statistic technique in SPSS 13.0. The results showed that readiness for change is significantly influenced by job satisfaction, job involvement, occupational stress, and organizational commitment."
Depok: Fakultas Psikologi Universitas Indonesia, 2008
S-Pdf
UI - Skripsi Open  Universitas Indonesia Library
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Auliyaurrohman Nuril Afwan
"Penelitian ini bertujuan untuk mengetahui pengaruh pertumbuhan karir yang terdiri dari empat dimensi (kemajuan tujuan karir, perkembangan kemampuan profesional, kecepatan promosi, dan pertumbuhan remunerasi) terhadap komitmen organisasional yang terdiri dari tiga dimensi (komitmen afektif, komitmen kontinuan, dan komitmen normatif) dan kepuasan kerja. Bagi variabel kepuasan kerja sendiri pada penelitian ini juga digunakan sebagai variabel mediasi. Data penelitian didapatkan dari 183 karyawan yang bekerja di empat kantor akuntan publik di daerah DKI Jakarta. Analisis penelitian ini menggunakan regresi linear sederhana dan regresi linear berganda pada SPSS 17.0.
Hasil dari penelitian menunjukkan bahwa kemajuan tujuan karir berpengaruh signifikan positif terhadap ketiga dimensi komitmen organisasional dan kepuasan kerja. Perkembangan kemampuan profesional berpengaruh signifikan positif terhadap komitmen afektif dan komitmen normatif. Kecepatan promosi berpengaruh signifikan positif terhadap komitmen afektif dan pertumbuhan remunerasi berpengaruh signifikan positif terhadap kepuasan kerja. Selain itu, kepuasan kerja memediasi secara parsial hubungan pengaruh kemajuan tujuan karir terhadap komitmen afektif dan pertumbuhan karir terhadap komitmen organisasional.
Implikasi penelitian ini adalah bahwa kemajuan tujuan karir sangat diperhitungkan oleh para karyawan kantor akuntan publik hingga mampu mempengaruhi komitmen organisasional dan kepuasan kerja mereka. Peran aktif perlu dilakukan oleh kantor akuntan publik untuk meningkatkan komitmen organisasional dan kepuasan kerja karyawan yang tidak terlalu tinggi.

The aim of this research is to study the effect of career growth that consists of four dimensions (career goal progress, professional ability development, promotion speed, and remuneration growth) to organizational commitment that consists of three dimensions (affective commitment, continuance commitment, and normative commitment) and job satisfaction. For job satisfaction itself in this research also be used as the mediate variable. The data were collected from 183 employees who work in four public accountant firms in DKI Jakarta. Linear regression and multiple regression SPSS 17.0 were used for analyzed this research.
The result showed that career goal progress has positive significant effect to the three dimensions of organizational commitment and job satisfaction. Professional ability development has positive significant effect to affective commitment and normative commitment. Promotion speed has positive significant effect to affective commitment and remuneration growth has positive significant effect to job satisfaction. Moreover, job satisfaction partially mediated the effect of career goal progress to affective commitment and career growth to organizational growth.
This research implication is that career goal progress is very calculated by the employees of public accountant firms so as to affect organizational commitment and job satisfaction. Active has to be performed by public accountant firms to increase the employees organizational commitment and job satisfaction which are not too high.;The aim of this research is to study the effect of career growth that consists of four dimensions (career goal progress, professional ability development, promotion speed, and remuneration growth) to organizational commitment that consists of three dimensions (affective commitment, continuance commitment, and normative commitment) and job satisfaction. For job satisfaction itself in this research also be used as the mediate variable. The data were collected from 183 employees who work in four public accountant firms in DKI Jakarta. Linear regression and multiple regression SPSS 17.0 were used for analyzed this research.
The result showed that career goal progress has positive significant effect to the three dimensions of organizational commitment and job satisfaction. Professional ability development has positive significant effect to affective commitment and normative commitment. Promotion speed has positive significant effect to affective commitment and remuneration growth has positive significant effect to job satisfaction. Moreover, job satisfaction partially mediated the effect of career goal progress to affective commitment and career growth to organizational growth.
This research implication is that career goal progress is very calculated by the employees of public accountant firms so as to affect organizational commitment and job satisfaction. Active has to be performed by public accountant firms to increase the employees organizational commitment and job satisfaction which are not too high.
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Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2015
S60699
UI - Skripsi Membership  Universitas Indonesia Library
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M. Fajri
"Penelitian ini ingin melihat hubungan antara persepsi kesempatan promosi dan komitmen organisasi pada karyawan Generasi Y di beberapa perusahaan. Pengukuran persepsi kesempatan promosi menggunakan alat ukur Job Descriptive Index (JDI) yang disusun oleh Bowling Green State University (2009) dan merupakan pengembangan Job Descriptive Index (JDI) oleh Smith, Kendall, dan Hullin (1970) dengan nilai reliabilitas sebesar .825. Pengukuran komitmen organisasi menggunakan alat ukur Organizational Commitment Scale (OCS) yang dikembangkan oleh Allen dan Meyer (1997) dengan nilai reliabilitas sebesar .760. Kuesioner kedua alat ukur ini diberikan kepada 191 karyawan Generasi Y.
Hasil penelitian menunjukkan bahwa komitmen organisasi memiliki hubungan yang positif signifikan (r = .315, p < .001) dengan persepsi kesempatan promosi pada karyawan Generasi Y. Penelitian ini juga menghasilkan bahwa berdasarkan data demografis partisipan, jenis kelamin dan tingkat pendidikan tidak memiliki perbedaan mean yang signifikan terhadap kedua variabel tersebut. Sedangkan, data demografis berdasarkan status kepegawaian dan status pernikahan memiliki perbedaan mean yang signifikan pada persepsi kesempatan promosi dan tidak mempunyai perbedaan mean yang signifikan pada komitmen organisasi.

This research intended to see the relationship between organizational commitment and perception of promotional chance among Generation Y employees on several companies. Perception of promotional chance was measured by Job Descriptive Index (JDI) by Smith, Kendall, Hullin (1970) and has reliability coefficient .825. Measurement of organizational commitment conducted with Organizational Commitment Scale (OCS) which is developed by Allen and Meyer (1997) and has reliability coefficient .760. Both of this scale administrated to 191 Generation Y employees.
The result showed that organizational commitment had positive significant relationship with perception of promotional chance on Generation Y employees (r = .315, p < .001). This research also showed that according to demographical data of participants, both of variables didn’t differ based on sex and educational level. While demographic data based on employees’ status and marital status had significant mean difference on perception of promotional chance and no significant mean difference on organizational commitment.
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Depok: Fakultas Psikologi Universitas Indonesia, 2014
S57075
UI - Skripsi Membership  Universitas Indonesia Library
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Indri Dwi Wahyuni
"ABSTRAK
Penelitian ini bertujuan untuk mengetahui apakah intervensi berupa coaching dapat meningkatkan kepuasan kerja karyawan pada Primagama Rotacy, sehingga berdampak pada peningkatan Organizational Citizenship Behavior (OCB). Penelitian ini dilakukan terhadap 35 karyawan (10 karyawan full time dan 25 karyawan part time) pada Primagama Rotacy, dengan menggunakan alat ukur Organizational Citizenship Behavior dari Podsakoff, MacKenzie, Moorman dan Fetter (1990) serta Minnesota Satisfaction Questionnaire (MSQ) dari Weiss, Dawis, England dan Lofquist (1967). Dengan menggunakan analisa regresi terhadap variabel OCB dan kepuasan kerja, maka diperoleh hasil 88,4% variasi skor OCB disebabkan skor kepuasan kerja dengan data seluruh karyawan dan 93,6% variasi skor OCB disebabkan skor kepuasan kerja dengan data karyawan part time. Di sisi lain, dimensi kompetensi supervisor memiliki pengaruh paling signifikan terhadap OCB. Program intervensi yang dirancang untuk meningkatkan OCB adalah coaching pada supervisor. Coaching disusun berdasarkan hard competency supervisor yang belum terpenuhi. Hasil diskusi dengan kepala cabang menyatakan bahwa intervensi ini akan menjadi salah satu cara pengelolaan karyawan di organisasi sehingga dapat memberikan kepuasan kepada karyawan dengan harapan mampu meningkatkan OCB dan jumlah konsumen.

ABSTRACT
The research aimed to determine the effect of coaching, as intervention program, to enhance employee’s job satisfaction in Primagama Rotacy, in order to improve Organizational Citizenship Behavior (OCB). Research conducted on 35 employees (10 full time employees and 25 part time employees), by using Podsakoff, MacKenzie, Moorman dan Fetter (1990), Organizational Citizenship Behavior and Weiss, Dawis, England dan Lofquist (1967), Minnesota Satisfaction Questionnaire (MSQ). By using regression analysis to both variable, the result show that 88,4% variance of OCB’s score depend on job satisfaction’s score for all employees and the result show that 93,6% variance of OCB’s score depend on job satisfaction’s score for part time employees. On the other hand, supervisor’s competency, working condition, and compensation as job satisfaction factor, were having most significance influence among other factors. Based on this, therefore, interventions program was designed to improve OCB, which is design of coaching at supervisor. Coaching was designed depend on supervisor’s hard competency that still unfilled. Discussion with branch director showed that this intervention will one of way to manage employee in organization so that employee satisfaction will be increase and hopefully can increase OCB and amount of customer."
Fakultas Psikologi Universitas Indonesia, 2013
T32121
UI - Tesis Membership  Universitas Indonesia Library
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Heny Octaviani
"Tesis ini menganalisis peran kepuasan kerja dalam memediasi pengaruh personorganization fit terhadap turnover intention dan menganalisis peran kepuasan kerja dalam memediasi pengaruh budaya organisasi terhadap turnover intention pada karyawan generasi Y di PT X, PT Y dan PT Z.
Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode survei dengan memberikan kuesioner dalam pertanyaan tertutup kepada 131 orang dengan usia 21 hingga 36 tahun yang dikategorikan sebagai generasi Y. Teknik analisis yang digunakan dalam penelitian ini ialah analisis mediasi dengan menggunakan perangkat lunak SPSS.
Hasil dari penelitian ini menunjukkan bahwa kepuasan kerja memiliki peranan sebagai variabel mediasi pada pengaruh person-organization fit terhadap turnover intention secara parsial. Penelitian ini juga menunjukkan bahwa variabel kepuasan kerja memiliki peran sebagai variabel mediator secara penuh pada pengaruh budaya organisasi terhadap turnover intention.

The focus of this research are to analyze the role of job satisfaction in mediating the effect of person-organization fit toward turnover intention and to analyze the role of job satisfaction in mediating the effect of organizational culture toward turnover intention to generation Y employees in PT X, PT Y and PT Z.
This research is quantitative research using survey method with questionnaire in enclosed questions to 131 people aged 21 to 36 years who are classified as generation Y. The analysis technique in this research is mediation analysis using SPSS software.
From this research, it is known that job satisfaction has role as mediator variable in the effect of person-organization fit toward turnover intention partially. This study also showed that job satisfaction fully mediated the effect of organizational culture toward turnover intention.
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Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2015
T45051
UI - Tesis Membership  Universitas Indonesia Library
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