"Tesis ini membahas tentang perbandingan Organizational Misbehaviour (OMB) yang terjadi di POLRI dan Basarnas dilihat dan faktor Demografi, yaitu usia, pendidikan, masa kerja, status pernikahan dan jumlah tanggungun keluarga. Dengan menggunakan metode penelitian kualitatif yaitu model statistik mean score/T-Test dan Anova, diketahui perbandingan rata - rata tertinggi OMB untuk masing - masing faktor demografi dan signifikasi masing - masing faktor demografi dengan OMB. Hasil penelitian yang ditemukan dan model mean score/T-Test dan Anova adalah adanya nilai rata - rata tertinggi OMB untuk masing-masing kategori usia, masa kerja, pendidikan, status pernikahan dan jumlah tanggungan tetapi faktor demografi ini tidak signifikan mempengaruhi OMB di POLRl dan Basarnas.

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Organization misbehavior takes plaee in every institution as a part of individual's attitude towards organization. This thesis would discuss organization misbehavior happened in Police Department of Republic of Indonesia and National Search and Rescue Agency from demographic factors point of view such as age, education, term of work, marital status and family. Using quantitative analysis; statistic model with mean test and ANOVAs, we know the comparison of top average and significances of each demographic factors related to organizational misbehavior. The result describes that there are top average of age, education, term of work, marital status and family yet not significant influencing organizatioual misbehavior happened in Police Department of Republic of Indonesia and National Search and Rescue Agency."

"Perilaku kerja inovatif merupakan perilaku kerja yang penting di tengah persaingan industri yang semakin ketat dan lingkungan yang berubah begitu cepat. Organisasi perlu senantiasa mendorong karyawannya untuk mengimplementasikan ide-ide baru dan berguna. Penelitian ini menguji dua variabel yang merupakan prediktor dari perilaku kerja inovatif, yaitu komitmen perubahan diukur menggunakan Commitment to Change Inventory (CCI) dan iklim tim yang diukur menggunakan Team Climate Inventory (TCI). Perilaku kerja inovatif diukur menggunakan The Innovative Work Behavior Scale yang dikembangkan oleh Janssen (2000). Hasil penelitian terhadap 156 karyawan yang bekerja di tiga perusahaan media swasta di Indonesia menunjukkan bahwa iklim tim memiliki korelasi positif dan signifikan dengan perilaku kerja inovatif (r=0.351, p<0.01) sedangkan untuk komitmen perubahan, hanya komitmen perubahan afektif yang memiliki korelasi positif dan signifikan dengan perilaku kerja inovatif (r = 0.144, p<0.05). Lebih lanjut, penelitian ini menunjukkan bahwa iklim tim merupakan prediktor yang lebih besar bagi perilaku kerja inovatif dibandingkan komitmen perubahan. Iklim tim memiliki pengaruh paling besar terhadap dimensi promosi ide.

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Innovative work behavior is one of important behavior in the midst of competitive and rapidly changing environment. Organizations need to always encourage the employees to implement new and useful ideas. This study examined two predictors of innovative work behavior. First, commitment to change that was measured by Commitment to Change Inventory (CCI) and team climate, that was measured by Team Climate Inventory (TCI). Innovative work behavior was measured by The Innovative Work Behavior Scale which was developed by Janssen (2000). The results carried out among 156 employees from three media private company in Indonesia showed that there was a positive and significant correlation between team climate and innovative work behavior (r=0.351, p<0.01), meanwhile for commitment to change, positive and significant correlation only found between affective commitment to change and innovative work behavior (r = 0.144, p<0.05). Further, this study showed that team climate was a stronger predictor of innovative work behavior. Team climate has the greatest effects on idea promotion."

"Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh antara Attitude towards Workplace Fun terhadap Experienced Workplace Fun, Job Satisfaction, Task Performance, dan OCBI di perusahaan Jepang di Indonesia. Penelitian ini dilakukan terhadap 141 responden yang merupakan karyawan yang bekerja pada perusahaan Jepang di Indonesia dalam berbagai jenis industri. Penelitian ini menggunakan analisa statistik Struktural Equation Modeling SEM. Adapun hasil penelitian menunjukkan bahwa Attitude towards Workplace Fun berpengaruh positif terhadap Experienced Workplace Fun, serta Experienced Workplace Fun berpengaruh positif terhadap Job Satisfaction, Task Performance, dan OCBI, lalu Job Satisfaction berpengaruh positif terhadap Task Performance, tetapi tidak berpengaruh positif terhadap OCBI.

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This study aims to give information about the impact of Attitude towards Workplace Fun on Experienced Workplace Fun, Job Satisfaction, Task Performance, and OCBI in Japan Company in Indonesia. This study involved 141 employee from Japan Company around Indonesia for all industry. Also, this study using SEM for data processing and the result showed a positive effect of Attitude towards Workplace Fun on Experienced workplace Fun, positive effect of Experienced Workplace Fun on Job Satisfaction, Task Performance, and OCBI, positive effect of Job Satisfaction on Task Performance, but no positive effect of Job Satisfaction on OCBI."

"Tujuan penelitian ini adalah untuk menganalisis hubungan kondisi fisik lingkungan kerja dengan employee well-being dan juga untuk menganalisis hubungan employee well-being dengan komitmen karyawan medis brawijaya women and children hospital. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif. Terdapat 72 responden karyawan medis di Brawijaya Women and Children Hospital yang ikut serta dalam penelitian. Data dikumpulkan dengan menggunakan kuesioner sebagai instrumen penelitian. Skala yang digunakan adalah skala Likert. Sedangkan teknik analisis data yang digunakan dalam penelitian ini adalah metode Rank Spearman. Pengujian hipotesis akan dilakukan dengan menggunakan uji Z. Penjelasan dari analisis faktor menunjukan bahwa pengukuran skala yang digunakan telah memenuhi standar validitas dan reliabilitas. Selanjutnya, dari analisis Rank Spearman menunjukkan bahwa terdapat dua temuan penting: pertama terdapat hubungan yang signifikan antara kondisi fisik lingkungan kerja dengan employee well-being, kedua, terdapat hubungan yang signifikan antara employee well being dengan komitmen karyawan.

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The purpose of this study was to analyze the relationship between Physical Condition of the Working Environment with EmployeeWell-Being in Brawijaya Women and Children Hospital and also to analyze the relationship between Employee Well-Being with Employee Commitment in Brawijaya Women and Children Hospital. This study used a quantitive approach and there were 72 respondents of medical employee in Brawijaya Women and Children Hospital who joined this research. Data was collected by using questionnaire as research instrument. For scaling, the writer adopts Likert scaling. Technique for analyzing data used Rank Spearman method. The hypothesis would be tested using Z-test. Exploratory factor analysis confirmed that the measurement scales used in this study met the acceptable standards of validity and reliability analysis. Further, from the analysis of Rank Spearman correlation, the outcomes showed two important findings: first, Physical Condition of Working Environment significantly correlated with employee well being. Second, employee well-being significantly correlated with employee commitment."

"Penelitian ini bertujuan untuk menyelidiki pengaruh workplace spirituality yang terdiri dari tiga dimensi (meaningful work, sense of community, dan alignment with organization?s values) terhadap lima variabel employee work attitude (intention to quit, organizational commitment, intrinsic work satisfaction, job involvement, dan organizational-based self-esteem (OBSE). Penelitian ini melibatkan 115 sampel karyawan (guru dan non-guru) di Yayasan ABC dengan menggunakan kuesioner. Pengolahan data dalam penelitian ini dilakukan dengan menggunakan metode Partial Least Square (PLS).Hasil penelitian menunjukkan bahwa variabel organizational commitment dipengaruhi oleh semua dimensi workplace spirituality, yang terdiri dari meaningful work, sense of community, dan alignment with organization?s values. Variabel intention to quit dipengaruhi oleh dua dimensi workplace spirituality, yakni sense of community dan alignment with organization?s values. Variabel intrinsic work satisfaction hanya dipengaruhi oleh satu dimensi workplace spirituality, yakni sense of community. Variabel job involvement hanya dipengaruhi oleh satu dimensi workplace spirituality, yakni meaningful work. Variabel organization-based self-esteem dipengaruhi oleh dua dimensi workplace spirituality, yakni meaningful work dan sense of community.

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This study aimed to investigate the effect of workplace spirituality that consists of three dimensions (meaningful work, sense of community, and alignment with organization's values) t five variables of employee work attitude that consists of intention to quit, organizational commitment, intrinsic work satisfaction, job involvement, and organizational-based self-esteem. This study included 115 samples of employees (teachers and non-teachers) at ABC Foundation. Data were collected using questionnaire, and then analyzed using Partial Least Square (PLS).The result of this study indicated that organizational commitment was influenced by all dimensions of workplace spirituality, namely meaningful work, sense of community and alignment with organization's values. Intention to quit was influenced by sense of community and alignment with organization's values. Intrinsic work satisfaction was influenced by sense of community. Job involvement was influenced by meaningful work. Organization-based self-esteem was influenced by meaningful work and sense of community."

"ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh employee engagement, work environment, dan organizational learning terhadaporganizational commitment dengan studi pada perusahaan asuransi milik negara.Variabel employee engagementdiukur melalui perangkat Utrecht Work Engagement Scale (UWES)oleh Schaufeli dan Bakker (2004), variabel work environmentdiukur berdasarkan McGuire dan McLaren (2009) dan Sedarmayanti (2001), sedangkan organizational learning diukur menggunakan teori dari Watkins dan Marsick (2003), dan variabel organizational commitment diukur menggunakan teori dari Mowday, Steers, dan Porter (1979).Penelitian ini menggunakan pendekatankuantitatif dengan kuesioner sebagai instrumen penelitian. Analisis dilakukan pada pegawai tetap non-manajerial di PT TASPEN (Persero) yang telah bekerja minimal selama satu tahun di perusahaan dengan jumlah responden terkumpul sebanyak 180 orang. Data penelitian ini dianalis menggunakan teknik analisis Partial Least Squaredengan bantuan perangkat lunak WarpPLS v.6. Hasil penelitian ini membuktikan bahwa employee engagement dan organizational learningmemiliki pengaruh yang signifikan terhadap organizational commitment pegawai. Berbeda dengan work environmentyang memiliki pengaruhdengan arah positifterhadap organizational commitmentpegawainamun tidak signifikan.

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ABSTRACT

The purpose of this research is to examines the effect of employee engagement, work environment, and organizational learning on organizational commitment. Employee engagement variable is measured by Utrecht Work Engagement Scale (UWES) from Schaufeli and Bakker (2004), work environment is measured based on McGuire and McLaren (2009) and Sedarmayanti (2001), organizational learning is measured by theory from Watkins and Marsick (2003), and last for organizational commitment is measured by Mowday, Steers, and Porter (1979).This study uses quantitative approachin collecting data with a questionnaire as a research instrument. The analysis was conducted on non-managerial permanent employees at PT TASPEN (Persero) who had worked for at least one year in the company with 180 respondents collected. The data of this study were analyzed using Partial Least Square analysis techniques by using WarpPLS v.6. The results prove that employee involvement and organizational learning have a significant effect on employee organizational commitment. Whereas the work environment has a positive influence to the organizational commitment of employees but is not significant."

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ABSTRAK

 

Nama	:	Tedi Gunawan
Program Studi	:	Pascasarjana Ilmu Manajemen
Judul	:	Peran Work Engagement dalam Memediasi Pengaruh Workplace Fun Terhadap Employee Voice Behavior
Pembimbing	:	Ir. Aryana Satrya, M.M., Ph.D.

 

Penelitian ini dilakukan untuk menguji peran work engagement dalam memediasi pengaruh workplace fun terhadap employee voice behavior. Data diperoleh dari 209 responden yang bekerja pada industri farmasi. Berdasarkan hasil analisis data dengan menggunakan metode Structural Equation Modelling (SEM) Lisrel 8.7, diketahui bahwa work engagement berperan dalam memediasi pengaruh workplace fun terhadap employee voice behavior. Sebagai tambahan, ditemukan bahwa semua jenis workplace fun yang terdiri dari fun activities, coworker socializing dan manager support for fun berpengaruh positif dan signifikan terhadap work engagement, namun hanya coworker socializing yang berpengaruh signifikan dan positif terhadap constructive voice behavior dan hanya coworker socializing dan manager support for fun yang berpengaruh signifikan dan negatif terhadap destructive voice behavior

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ABSTRACT

 

Nama	:		Tedi Gunawan
Study Program	:	Graduate School of Management
Title	:	The Mediating Role of Work Engagement on The Relationship Between Workplace Fun and Employee Voice Behavior
Counsellor	:	Ir. Aryana Satrya, M.M., Ph.D.

 

This study examines the role of work engagement as a mediator between workplace fun and employee voice behavior. Data was collected form 209 respondents who worked at pharmaceutical industry. Based on the data analyzed by Structural Equation Modelling (SEM) Lisrel 8.7, work engagement was found to mediate the relationship between workplace fun and employee voice behavior. In addition, each of the three forms of workplace fun which consists of fun activities, coworker socializing and manager support for fun were demonstrated to be significantly and positively related to work engagement. However, only coworker socializing which significantly and positively related to constructive voice behavior and only coworker socializing and manager support for fun which significantly and negatively related to destructive voice behavior.

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"ABSTRAKPenelitian ini dilakukan untuk menganalisis pengaruh karakteristik lingkungan kerja terhadap kepuasan kerja, keinginan untuk meninggalkan perusahaan, serta komitmen terhadap perusahaan. Jumlah sampel dalam penelitian adalah 160 karyawan yang bekerja di perusahaan - perusahaan yang berlokasi di Jakarta. Data dalam penelitian ini diolah dengan menggunakan program SmartPLS ver 3.2.6. Hasil penelitian ini menunjukkan bahwa secara bersama - sama, delapan karakteristik lingkungan kerja yaitu diversity climate, social support, feedback recognition, work-life balance, decision-making involvement, training development, pay raise, dan promotion berpengaruh signifikan positif terhadap kepuasan kerja dan komitmen organisasi, serta berpengaruh signifikan negatif terhadap keinginan untuk meninggalkan perusahaan.

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ABSTRACTThis research was conducted to analyze the effect of workplace characteristics on job satisfaction, turnover intention, and organizational commitment. The number of respondents was 160 employees working in companies located in Jakarta. Data was analyzed by using SmartPLS 3.2.6. This study conluded that altogether, eight dimensions of workplace characteristic i.g. diversity climate, social support, feedback recognition, work life balance, decision making involvement, training development, pay raise, and promotion have a significant positive effect on job satisfaction and organizational commitment, and have a significant negative effect on turnover intention."

"Karyawan milenial wanita yang kini prosentasinya mulai meningkat berperan penting untuk organisasi dan membutuhkan dukungan organisasi dan supervisor untuk menjadi talent dan top executive sehingga akan meningkatkan keterlibatannya terhadap organisasi. Berdasarkan fenomena tersebut penelitian ini bertujuan untuk menginvestigasi pengaruh dukungan organisasi dan dukungan supervisor terhadap afektif komitmen. Selanjutnya, penelitian ini memiliki tujuan untuk menguji hubungan antara dukungan organisasi dan dukungan supervisor terhadap komitmen afektif yang dimediasi oleh organizational identification dan work life balance. Sampel penelitian ini sebanyak 242 responden yang bekerja di industri manufaktur. Penelitian ini dianalisis menggunakan Structural Equation Model bahwa persepsi dukungan organisasi, persepsi dukungan supervisor berpengaruh terhadap organizational identification dan work life balance. Selain itu, hasil penelitian ini menunjukan bahwa persepsi dukungan organisasi, persepsi dukungan supervisor tidak signifikan terhadap affective commitment, organizational identification dan work life balance berpengaruh positif terhadap komitmen afektif. Serta, organizational identification dan work life balance mampu memediasi hubungan antara persepsi dukungan organisasi dan persepsi dukungan supervisor terhadap komitmen afektif. Sehingga, penelitian ini memberikan saran manajerial yaitu komitmen afektif karyawan milenial wanita penting untuk ditingkatkan dengan memberikan kesejahteraan dan komunikasi yang rutin baik dalam bentuk reputasi organisasi yang baik dan keseimbangan kehidupan pribadi dan pekerjaan.

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Female millennial employees are now increasing in importance to the organization and need organizational support and supervisors to become talents and top leaders so that they will increase their interaction with the organization. Based on this phenomenon, this study aims to investigate the effect of organizational support and supervisor support on affective commitment. Furthermore, this study aims at the relationship between organizational support and supervisor support for affective commitment that is mediated by organizational identification and work-life balance. The research sample was 242 respondents who worked in the manufacturing industry. This study was analyzed using a Structural Equation Model that shows the perception of organizational support, the response of supervisor support to organizational identification and work life balance. In addition, the results of this study indicate that perceptions of organizational support, perceptions of supervisor support are not significant towards affective commitment, organizational identification and work-life balance have a positive effect on affective commitment. Also, identify the organization and work life balance that are able to mediate the relationship between responses to organizational support and perceptions of supervisor support on affective commitment. Related, this study provides managerial advice, namely that affective commitment of female millennial employees is important to improve welfare and regular communication both in the form of good organizational partnerships and a balance of personal and work life."