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"Tujuan dari penelitian ini adalah menentukan penyebab utama masalah kinerja di Billing Department XYZ dan menyusun sebuah rancangan intervensi untuk mengatasinya. Penelitian ini menggunakan pendekatan kuantitatif. Wawancara dan diskusi dilakukan untuk melengkapi data yang diperoleh dari kuesioner Job Diagnostic Survey (JDS). Hasil penelitian menunjukkan motivasi sebagai aspek yang paling dominan mempengaruhi kinerja di Billing Department XYZ. Nilai motivating potensial score (MPS), skill variety, task identity, task significance, autonomy dan feedback dari pekerjaan Biller (Billing Staff) sangat rendah. Autonomy yang nilainya paling rendah diprioritaskan untuk diintervensi. Prinsip implementasi yang digunakan adalah establishing client relationship dan vertically loading.

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The purpose of this study is to determine the main cause of job performance problem in Billing Department XYZ and to develop an intervention program. This study used a quantitative method by using Job Diagnostic Survey (JDS) in data collection. Results show that the main cause of job performance problem is Biller's work motivation. All scores for Motivating potential score (MPS), skill variety, task identity, task significance, autonomy and feedback from Biller's work are very low. Since autonomy's score is the lowest, job enrichment intervention program is designed based on this characteristic. Establishing client relationship and vertically loading the job is used as the main principles in implementing the intervention."

"Tujuan dari penelitian ini adalah untuk mengembangkan intervensi untuk meningkatkan kolaborasi dan kompetensi pada karyawan di strategic job family PT XYZ. Hal ini dilakukan sebagai antisipasi perubahan strategi XYZ dalam meningkatkan daya saing dalam kompetisi global. Penelitian ini menggunakan metode kuantitatif dengan mengukur organizational identification pada karyawan di divisi yang akan digabung (merge) yang berdasarkan survey engagement memiliki nilai kolaborasi antar divisi rendah. Secara spesifik, kolaborasi sebagai suatu variable juga terdiri dari beberapa dimensi yang berproses di dalamnya. Ada lima dimensi yang diukur yaitu governance, administration, organizational autonomy, mutuality dan norms. Hasil penelitian menunjukkan bahwa tidak ada hubungan yang signifikan antara organizational identification dan kolaborasi. Selain itu, berdasarkan perhitungan deskriptif didapatkan perbedaan nilai dari dimensi-dimensi yang membentuk kolaborasi. Dimensi yang dianggap rendah yang menjadi dasar rancangan program intervensi ini, yang mengkombinasikan antara intervensi proses kelompok serta beberapa inisiatif knowledge management.

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The purpose of this research is to develop interventions to improve employee collaboration and competence in strategic job family at XYZ. This is done in anticipation of strategy changes in the XYZ to increase competitiveness in the global competition. This study used quantitative methods to measure organizational identification on employee in that division will be merged (merge) and also based on a survey of engagement has a low value of collaboration among divisions. Specifically, the collaboration as a variable also consists of several dimensions process in it. There are five dimensions were measured, namely governance, administration, organizational autonomy, mutuality and norms.

The results showed that there was no significant relationship between organizational identification and collaboration. In addition, based on the calculation, it showed differences value of the dimensions that make up the collaboration. Lower perceived dimensions on which to base the design of the intervention program, which combines the intervention group process and knowledge management initiatives."

"Tingginya tingkat non performing loan (NPL) dapat mengganggu kelancaran operasional perusahaan dan biaya tinggi pada tindakan penanganannya yang pada akhirnya dapat menimbulkan kerugian pada perusahaan. Oleh karena itu penulis merasa penting untuk meneliti penyebab dari hal yang mendahului non performing loan, yaitu kinerja karyawan. Penelitian dilakukan pada Perusahaan XYZ, suatu Bank Perkreditan Rakyat yang beroperasi di Jakarta. Berdasarkan tinjauan teoritis dan observasi penulis ada dua hal yang mempengaruhi kinerja di Perusahaan XYZ, yaitu kompetensi. Dari hasil penelitian ditemukan bahwa kompetensi secara signifikan berkorelasi positif terhadap kinerja karyawan di Perusahaan XYZ sehingga dirancang suatu program intervensi berbasis manajemen pengetahuan dalam bentuk pemberian pelatihan dan pembentukan forum berbagi pengetahuan dalam rangka menaikkan kompetensi karyawan di Perusahaan XYZ untuk memperbaiki kinerja karyawan sehingga dapat menurunkan tingkat non performing loan perusahaan.

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High Non Performing Loan ratio can be a disruption to company's operational activities and high costly which in turn may result in company's loss. Therefore, the writer feels it is important to conduct a research on the cause of antecedent of Non Performing Loan, which is employee?s performance. This research is conducted at Company XYZ, a micro banking company operating in Indonesia. Based on the theoretical review and writer's observation, factor influencing Non Performing Loan in Company XYZ, competency.

Based on the result of the research, it is found that competency have significant positive correlation with employee's performance in Company XYZ. Therefore a knowledge management based intervention program is designed to improve employee's competencies to improve employee's performance at Company XYZ in the effort to to lower the Non Performing Loan."

"Tesis ini bertujuan menemukan penyebab utama yang mempengaruhi kinerja Rumah Sakit XYZ dan menyusun rancangan intervensi untuk mengatasinya. Penelitian ini menggunakan pendekatan kuantitatif dan kualitatif. Kepuasan kerja dan komitmen organisasi adalah variabel yang digunakan untuk mengidentifikasi penyebab utama kinerja yang kurang maksimal di RS XYZ dikarenakan dua variabel ini memiliki korelasi dengan kinerja individu secara signifikan menurut literatur. Wawancara dan kuesioner digunakan dalam pengumpulan data. Kepuasan kerja terdiri dari sembilan dimensi, yaitu gaji, promosi, supervisi, tunjangan/manfaat, penghargaan/pengakuan, prosedur, rekan kerja, pekerjaan itu sendiri, dan komunikasi. Selain itu, dimensi pengembangan ditambahkan sebagai dimensi kepuasan kerja. Dari tiga jenis komitmen organisasi, komitmen afektif dianggap yang paling penting dan berkorelasi dengan kinerja individu. Hasil penelitian menunjukkan bahwa dimensi kepuasan kerja yang memiliki skor rendah dan berkorelasi dengan komitmen afektif adalah contingent rewards dan development. Dengan demikian, kedua dimensi ini yang akan diintervensi melalui sistem reward dan program pengembangan karir, dengan tujuan untuk meningkatkan kepuasan kerja dan komitmen afektif organisasi yang mengarah pada peningkatan kinerja individu.

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This thesis aims to find out the main causes which influence the performance of XYZ Hospital and to develop intervention programs to overcome them. This study used quantitative and qualitative method. Job satisfaction and organizational commitment were variables that were used to identify the main causes of low performance in XYZ Hospital. According to literature, those variables had significant correlations with job performance. Interviews and questionnaires were used for collecting data. Job satisfaction has nine dimensions; namely pay, promotion, supervision, fringe benefits, contingent rewards, operating procedures, co-workers, nature of work, and communication. In addition, development was added as another dimension for job satisfaction. Out of the three organizational commitment, affective commitment was considered to be the most important and had a correlation with job performance. Results showed that the dimensions of job satisfaction, namely contingent rewards and development, which had low scores and significant correlations with affective commitment, were considered. Those two variables were intervened through reward system and career development programs in order to increase employee job satisfaction and their affective commitment, which eventually will lead to increase their performance."

"[ABSTRAK>Persaingan antara organisasi menciptakan sebuah kebutuhan untuk setiaporganisasi memaksimalkan kinerjanya. Sumber daya manusia sebagai penggerakdalam organisasi menjadi kunci sukses yang penting untuk memperolehkeungulan kompetitive yang berkelanjutan. Sebagai perusahaan konsultan IT,sumber daya manusia adalah asset utama untuk PT AXY. Untuk memperolehkeungulan daya saing, sangat penting buat PT AXY untuk menarik danmempertahankan pegawai yang berbakat dalam organisasi. Kepuasan terhadappekerjaan dan intensi untuk keluar yang dimiliki oleh karyawan menjadi tolakukur yang penting untuk bidang industry tersebut. Kebijakan dan program daridepartemen sumber daya manusia seperti Flexible Working Arrangement (FWA)dapat menjadi solusi untuk meningkatkan persepsi karyawan terhadap work-tofamilyenrichment yang pada akhirnya akan meningkatkan kepuasan terhadappekerjaan dan mengurangi intensi untuk keluar dari organisasi. Tujuan dari thesisini adalah untuk menganalisa hubungan antara program FWA dengan kepuasanterhadap pekerjaan dan intensi untuk keluar melalui persepsi work-to-familyenrichment. Hasil dari studi ini menemukan bawha keberadaan dari programFWA di PT AXY memiliki hubungan positif dengan persepsi karyawan terhadapwork-to-family enrichment dan kepuasan terhadap pekerjaan. Akan tetapi,program FWA tidak memiliki hubungan yang signifikan untuk mengurangiintensi karyawan keluar dari organisasi. Hasil dari studi ini penting untuk PTAXY dalam mengembangkan strategi dan kebijakan sumber daya manusia dimasa depan;

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ABSTRACTCompetition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies., Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees’ job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees’ perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees’ perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn’t have significantrelation to reduce employee’s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.]"

"Penelitian tesis ini dilakukan di kantor PT XYZ, sebuah perusahaan farmasi terhadap Medical Representative (Medrep), dengan responden sebanyak 73 orang. Rendahnya jumlah Medrep yang konsisten mencapai target penjualan, mempengaruhi hasil kinerja dan profit PT XYZ. Sehingga diperlukan suatu intervensi yang mempengaruhi perilaku penjualan yaitu kompetensi dalam hal learning goal orientation, performance goal orientation, adaptive selling skills serta penggunaan dan pemanfaatan teknologi melalui aktivitas knowledge sharing. Intervensi ini disusun secara bertahap dengan difokuskan pada Technostructural Intervention, dan Human Resources Management Intervention. Aktivitas knowledge sharing ini dilakukan oleh change agent yaitu Medrep Top Performers dengan menggunakan pendekatan SECI dan double loop learning.

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This research was conducted at PT XYZ, a pharmaceutical company for medical representatives, with 73 respondents. Lower number of sales people who were consistent in achieving sales target, influenced to sales performance and profit of PT XYZ. It needed an intervention that impacted to selling behavior i.e competencies in learning goal orientation, performance goal orientation, adaptive selling skills and ICT use through knowledge sharing. Intervention was planned and focused to Technostructural and Human Resources Intervention. Knowledge sharing activities will be done by change agent i.e. Medrep Top Performers through SECI approaches and double loop learning."

"ABSTRAKTesis ini membahas mengenai kegiatan business coaching pada PT Duta Laserindo Metal, perusahaan UMKM yang bergerak dalam bidang manufaktur jasa pemotongan lembaran metal yang berdomisili di Cikarang. Produk yang dihasilkan antara lain komponen-komponen bagi perusahaan lain, produk arsitektur, dan kiosk. Permasalahan yang terjadi pada PT DLM adalah fluktuasi jumlah produksi yang mempengaruhi komposisi jumlah karyawan. Hackman dan Oldham mengembangkan pengukuran persepsi karyawan terhadap pekerjaannya melalui job diagnostic survey yang didasarkan pada teori karakteristik pekerjaan. Instrumen tersebut juga dapat menunjukkan potensi motivasi dari suatu pekerjaan. Hasil perhitungan menunjukkan bahwa nilai MPS karyawan tergolong rendah, terutama pada aspek autonomy dan feedback. Selanjutnya penulis akan mencoba meningkatkan nilai MPS tersebut melalui pendekatan job enrichment. Karena aspek autonomy tidak dapat diterapkan pada karyawan produksi, penulis akan mengembangkan aspek feedback from the job melalui pembuatan laporan kerusakan produk. Oleh karena itu, tujuan dari penulisan ini adalah membuat tools perhitungan optimalisasi karyawan dan menerapkan metode job enrichment agar dapat membantu PT DLM untuk meningkatkan produktivitas perusahaan.

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ABSTRACTThis thesis examines the business coaching activities at PT Duta Laserindo Metal, a Small and Medium Enterprise SME , which operates in sheet metal fabrication and contract manufacturing service located in Cikarang. The company products are components for other companies, architectural products, and kiosk manufacturing. The main problem of the company is the fluctuations in production volume that affect the number of employees. To measure employees rsquo perceptions of their jobs, Hackman and Oldham developed the Job Diagnostic Survey based on the Job Characteristics Theory JCT . This instrument is also possible to calculate a motivating potential score MPS for a job. The low score results indicate that the employee will not experience high intrinsic motivation from the job, especially on autonomy and feedback. Furthemore, the writer will try to increase the MPS score through job enrichment approach. Because lsquo autonomy rsquo cannot be applied to production employees, the writer will develop lsquo feedback rsquo through the product damage reports.Therefore, the purposes of this paper are to create tools that can calculate the optimization number of employees and apply job enrichment method to help PT DLM improve their productivity."

"Penelitian ini membahas mengenai pengaruh antara kepuasan kerja dan kompensasi terhadap masalah intensi keluar atau turnover intention karyawan departemen telemarketing PT Asuransi Jiwa XYZ. Pendekatan penelitian yang digunakan pada penelitian ini adalah kuantitatif. Jenis penelitian yang digunakan adalah eksplanatif. Sumber data yang diterapkan pada penelitian ini meliputi primary data dan secondary data.Dari hasil penelitian menunjukkan bahwa kepuasan kerja memiliki pengaruh signifikan terhadap intensi keluar, kompensasi memiliki pengaruh signifikan terhadap intensi keluar dan secara bersama-sama kepuasan kerja dan kompensasi memiliki pengaruh signifikan terhadap intensi keluar.Penelitian ini diharapkan dapat memperkaya hasil-hasil penelitian mengenai kepuasan kerja dan kompensasi terhadap intensi keluar karyawan di sektor swasta. Untuk penelitian selanjutnya disarankan menggunakan wawancara dengan karyawan yang masih aktif guna mengetahui secara mendalam faktorfaktor apa saja yang mempengaruhi intensi keluar karyawan telemarketing di sektor swasta.

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This study discusses the influence between job satisfaction and compensation on employee turnover intention at telemarketing department of PT XYZ Life Insurance. The research approach used in this study is quantitative. This type of study is explanative. Data sources employed in this study includes primary data and secondary data.

From the results showed that job satisfaction has a significant influence on the turnover intention, compensation has a significant influence on the turnover intention and jointly job satisfaction and compensation has a significant effect on turnover intention.

The study is expected to enrich the results of research on job satisfaction, compensation and turnover intention in the private sector. For further research is recommended to use interviews with active employees in order to know in depth the factors that influence the turnover intention of telemarketing employees in the private sector."

"Tujuan dari penelitian ini adalah mengetahui pengaruh kepuasan karyawan terhadap employee engagement di PT XYZ. Alat ukur yang digunakan adalah dengan menggunakan employee satisfaction survey milik perusahaan yang dibuat oleh konsultan untuk kepentingan praktis perusahaan dengan mengadaptasi alat ukur Employee Engagement (Q12) dari Gallup dan dengan mengadaptasi teori faset kepuasan karyawan dari Spector dengan responden sebanyak 507 orang dari total populasi 1212 orang karyawan di PT XYZ. Hasil perhitungan uji regresi berganda antara tujuh dimensi dari kepuasan kerja yang terdiri dari budaya, lingkungan kerja, penghasilan dan kesejahteraan, penilaian hasil kerja, komunikasi, pengembangan SDM, dan prospek masa depan terhadap employee engagement didapatkan hasil bahwa komunikasi, penilaian hasil kerja dan prospek masa depan adalah dimensi yang secara signifikan mempengaruhi employee engagement. Oleh karena itu, dalam penelitian ini intervensi yang dirancang adalah pelatihan kemampuan komunikasi dan pemberian umpan balik dan penilaian hasil kerja yang akan diberikan kepada para atasan untuk meningkatkan employee engagement karyawan.

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The aim of this study was to determine the effect on employee satisfaction to employee engagement at PT XYZ. Measuring instruments used is by using employee satisfaction surveys owned company created by a consultant for practical purposes the company to adapt the measuring instrument Employee Engagement (Q12) of Gallup and by adapting the theory facets of employee satisfaction of Spector with respondents as many as 507 people of the total population of 1212 people employees at XYZ.

The calculation results of multiple regression test between seven dimensions of job satisfaction which consists of culture, working environment, income and welfare, performance assessments, communication, human resource development, and the future prospects of the employee engagement showed that communication, assessment of performance and future prospects is the dimension that significantly affect employee engagement.

Therefore, in this study is the training intervention designed communication skills and providing feedback and assessmentof the work that will be given to employers to improve employee engagement employee. "

"Penelitian ini terdiri dari 2 studi, yaitu studi korelasional (studi 1) dan studi intervensi (studi 2). Pada studi pertama, peneliti menguji hubungan antara variabel dukungan organisasi dalam hal pengembangan dan kepuasan kerja terkait promosi, pada 71 karyawan di Departemen Rooms-Front Office. Alat ukur yang digunakan berupa skala dukungan organisasi dalam hal pengembangan yang diadaptasi dari Kraimer (2011) dan kepuasan kerja terkait promosi yang diadaptasi dari Luthans (2011). Hasil studi 1, menunjukkan adanya korelasi yang positif dengan r (71)=0.78,p.01. Pada studi 2, peneliti menyusun program intervensi sebagai usaha untuk meningkatkan dukungan organisasi dalam hal pengembangan dan kepuasan kerja terkait promosi, berupa pelatihan tentang sosialisasi model kompetensi fungsional. Pelatihan diikuti oleh 8 peserta, dengan alat ukur berupa skala dukungan organisasi dalam hal pengembangan yang diadaptasi dari Kraimer (2011) dan skala kepuasan kerja terkait promosi yang diadaptasi dari Luthans (2011). Hasil uji Wilcoxon Signed Rank pada tingkat perilaku yang diperoleh dari 3 karyawan staf dalam menilai perubahan perilaku atasan, menunjukkan bahwa tidak terdapat peningkatan mean yang signifikan pada skor dukungan organisasi dalam hal pengembangan (Z=-1.604, p.05) dan kepuasan kerja terkait promosi (Z=-1.604, p.05. Hasil lebih lanjut akan diulas pada bagian diskusi.

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ABSTRACTThere were 2 studies conducted, which were correlation study (1st study) and an intervention study (2nd study). First, was a correlation study to examine the correlation of job satisfaction on promotion and organizational support for development variables, conducted to 71 employees in Rooms-Front Office Department. There was positive correlation found, with r(71)=0.78,p.01, measured through questionnaire, using job satisfaction on promotion measurement scale adapted from Luthans (2011) and organizational support for development scale, adapted from Kraimer (2011). Second, an intervention study developed to increase the score of job satisfaction on promotion and organizational support for development variables, by conducting training program to socialize functional competency model. Followed by 8 participants, it was measured through questionnaire, using job satisfaction on promotion measurement scale adapted from Luthans (2011) and organizational support for development scale, adapted from Kraimer (2011). Statistical analysis using Wilcoxon Signed Rank to evaluate behavioral change, monitored through 3 staff on their direct superior, indicated no significant difference for mean score of organizational support for development (Z=-1.604, p.05) and job satisfaction on promotion (Z=-1604, p.05)"