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"Penelitian ini bertujuan untuk menguji pengaruh beberapa faktor terhadap keefektifan transfer pelatihan pada pelaksanaan pekerjaan. Faktor tersebut adalah desain transfer, self efficacy, retensi pelatihan, performance feedback dan dukungan supervisor. Penelitian dilaksanakan untuk meneliti responden yang telah mengikuti pelatihan asesor kemampuan badan usaha yang diselenggarakan oleh Lembaga Pengembangan Jasa Konstruksi Nasionalyang berdomisili di seluruh Indonesia. Analisis yang digunakan menggunakan multiple-regression analysis yang hasilnya menunjukan desain transfer dan self efficacy memiliki pengaruh signifikan terhadap keefektian transfer pelatihan. Sedangkan retensi pelatihan, performance feedback dan dukungan supervisor tidak memiliki pengaruh signifikan terhadap transfer pelatihan.

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This study aims to gain insight into some of the factors that determine the transfer of training to the work context.that factors included transfer design, self efficacy, training retention, performance feedback and supervisor support. Respondents this study were people who have completed the training of Asesor Kemampuan Badan Usaha that organized by National Construction Services Development Board. Hierarchical regression analysis was performed and the results showed that transfer design and self efficacy significantly predicted transfer of training, other factors, training retention, performance feedback and supervisor support had no significant effect on transfer of training effectiveness."

"Penelitian ini bertujuan untuk meneliti pengaruh perceived organizational support dan self-efficacy terhadap training transfer yang dimediasi oleh job satisfaction di BUMN di bidang transportasi gas bumi. Penelitian ini dilakukan terhadap 337 pekerja di perusahaan tersebut. Data yang didapatkan dari responden kemudian diolah dan dianalisis menggunakan metode structural equation modelling. Hasil penelitian ini menunjukkan bahwa job satisfaction tidak signifikan memediasi perceived organizational support dan self-efficacy terhadap training transfer. Namun ditemukan perceived organizational support maupun self-efficacy memiliki pengaruh signifikan terhadap training transfer, yang sesuai penelitian sebelumnya, bahwa baik work environment maupun trainee characteristics mempengaruhi implementasi hasil training di lingkungan kerja.

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This research has an objective to investigate the factors of perceived organizational support and self efficacy on training transfer that mediating by job satisfaction. This study was conducted in a state owned company in the gas natural transportation. To test the hypothesis, 337 employees completed the online questionnaire. Data analysis was conducted using structural equation modelling.

The result did not support the assumption, which job satisfaction was not mediating perceived organizational support and self efficacy on training transfer. Meanwhile, both perceived organizational support and self efficacy have a significant impact on training transfer, whereas the result is the same with the previous studies."

"Penelitian ini bertujuan untuk meneliti pengaruh perceived organizational support dan self-efficacy terhadap training transfer yang dimediasi oleh job satisfaction di BUMN di bidang transportasi gas bumi. Penelitian ini dilakukan terhadap 337 pekerja di perusahaan tersebut. Data yang didapatkan dari responden kemudian diolah dan dianalisis menggunakan metode structural equation modelling. Hasil penelitian ini menunjukkan bahwa job satisfaction tidak signifikan memediasi perceived organizational support dan self-efficacy terhadap training transfer. Namun ditemukan perceived organizational support maupun self-efficacy memiliki pengaruh signifikan terhadap training transfer, yang sesuai penelitian sebelumnya, bahwa baik work environment maupun trainee characteristics mempengaruhi implementasi hasil training di lingkungan kerja

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This research has an objective to investigate the factors of perceived organizational support and self-efficacy on training transfer that mediating by job satisfaction. This study was conducted in a state-owned company in the gas natural transportation. To test the hypothesis, 337 employees completed the online questionnaire. Data analysis was conducted using structural equation modelling.

The result did not support the assumption, which job satisfaction was not mediating perceived organizational support and self-efficacy on training transfer. Meanwhile, both perceived organizational support and self-efficacy have a significant impact on training transfer, whereas the result is the same with the previous studies. "

"Meskipun pentingnya pelatihan diakui, organisasi terkadang kesulitan memahami bagaimana efektivitasnya dihasilkan. Studi ini menyelidiki apakah faktor-faktor pra-pelatihan seperti dukungan organisasi, lingkungan pelatihan, kualitas pelatih, dan analisis kebutuhan pelatihan memengaruhi efektivitas pelatihan baik secara langsung atau dimediasi oleh motivasi belajar, motivasi transfer, dan efikasi diri di lembaga pemerintah non-kementerian di Indonesia. Data dari 202 responden dari 19 lembaga diperoleh dengan menggunakan kuesioner daring yang didistribusikan ke sampel melalui teknik purposive sampling. Analisis data kuantitatif dilakukan dengan menghitung hasil statistik menggunakan Covariance Based-Square-Structural Equation Modeling (CB-SEM) dengan Lisrel 8.80. Teknik ini bertujuan untuk menguji hipotesis penelitian yang telah diajukan sebelumnya, dan hasilnya akan digunakan sebagai dasar untuk mendiskusikan temuan penelitian. Hanya kualitas pelatih yang memiliki pengaruh signifikan terhadap motivasi belajar (t-value 5,60), motivasi transfer (7,21), dan efikasi diri (8,64). Namun, pengaruhnya tidak langsung terhadap efektivitas pelatihan karena harus dimediasi oleh motivasi transfer (z-score 4,294) dan efikasi diri (2,513). Penelitian ini menekankan peran penting pelatih dalam efektivitas pelatihan, di mana perannya lebih sebagai fasilitator. Hal ini menekankan pentingnya pelatih yang mampu memotivasi dan meyakinkan peserta. Dengan berinvestasi pada pelatih berkualitas melalui pengembangan berkelanjutan, sistem evaluasi, dan insentif, organisasi dapat meningkatkan efektivitas pelatihan dan mencapai tujuan organisasi lebih efisien.

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While the importance of training is recognized, organizations sometimes struggle to comprehend how its effectiveness is generated. This study investigates whether pre-training factors such as organizational support, training environment, trainer quality, and training need analysis influence training effectiveness directly or mediated by self-efficacy, motivation to learn, and motivation to transfer in non-ministerial government institutions in Indonesia. Data from 202 respondents of 19 institutions are collected using online questionnaires distributed to samples through purposive sampling techniques. Quantitative data analysis was carried out by calculating statistical results using Covariance Based-Square-Structural Equation Modeling (CB-SEM) with Lisrel 8.80. This technique aims to test previously proposed research hypotheses, and the results will be used as a basis for discussing research findings. Only trainer quality has significant influence on motivation to learn (t-value 5,60), motivation to transfer (7,21), and self-efficacy (8,64). However, it does not have direct influence on training effectiveness as it should be mediated by motivation to transfer (z-score 4,294) and self-efficacy (2,513). This research emphasizes the vital role of trainers in training effectiveness, highlighting them as facilitators in the process. It stresses the importance of motivating and convincing trainers to enhance participants' motivation and self-efficacy. By investing in quality trainers through ongoing development, evaluation systems, and incentives, organizations can boost training effectiveness and achieve their goals more efficiently."

"Angkatan kerja saat ini terdiri dari beberapa kelompok generasi, sehingga menjadikan tantangan baru bagi perusahaan dalam menemukan strategi retensi yang tepat untuk generasi-generasi tersebut. Namun tidak dipungkiri masih terdapatnya tingkat turnover yang cukup tinggi yang dialami oleh perusahaan. PT United Tractors Tbk (selanjutnya ditulis UT) merupakan salah satu perusahaan yang mengalami fenomena tersebut. Dengan terdapatnya perbedaan generasi pegawai di perusahaan, maka perusahaan perlu menyesuaikan strategi yang tepat dalam pengelolaan pegawai. Pada tahun 2015 dan 2016, UT memiliki tingkat turnover yang tinggi terutama pada ketiga unit kerja, yaitu Business Consultant (BC), After Sales Consultant (ASC), dan Mekanik. Penelitian ini bertujuan untuk melihat pengaruh Lingkungan Kerja, Dukungan Supervisor serta Pelatihan dan Pengembangan terhadap Retensi di UT yang dimediasi oleh Komitmen Organisasi. Hasil penelitian menyatakan bahwa Lingkungan Kerja, Dukungan Supervisor serta Pelatihan dan Pengembangan berpengaruh positif dan signifikan terhadap Retensi dengan dimediasi oleh Komitmen Organisasi. 

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Today’s workforce has dominated by three different groups of generations, thus making new challenges for company in determining the right retention strategies for those generations. But no doubt there is still high turnover rate experienced by companies. PT United Tractors Tbk is one of many organizations who encounter that phenomenon. Given the existence of different genereation of employee in the organization, organization need to adjust the right strategy in managing employee. In 2015 and 2016, has the high turnover rate, particulary from three units, Business Consultant (BC), After Sales Consultant (ASC), and mechanics. The aim of this paper is to determine the effect of Work Environment, Supervisory Support, and Training and Development on Retention with Organization Commitment as a mediating variable. This paper found that Work Environment, Supervisory Support, and Training and Development have a positive and significant effect on retention with Organization Commitment as a mediator variable."

"Salah satu upaya dalam mengatasi celah antara kinerja saat ini dengan kinerja yang diharapkan oleh organisasi terhadap individu adalah melalui pelatihan dan pengembangan. Proses pelatihan yang dilaksanakan secara tepat dan berkesinambungan tentu diharapkan dapat meningkatkan kompetensi individu yang sejalan dengan tujuan organisasi sehingga akan meningkatkan kinerja organisasi. Akan tetapi permasalahan yang sering terjadi dalam proses pelatihan adalah relevansi dan penerapan hasil pelatihan yang tidak sesuai dengan tujuan daripelatihan tersebut. Permasalahan tersebut timbul umumnya terjadi pada proses transfer pelatihan untuk diterapkan di pekerjaanya belum tercapai secara maksimal.Beberapa faktor pendorong dari kesuksesan proses transfer pelatihan pada pekerjaaan diantaranya andalah faktor karakteristik peserta pelatihan, desain pelatihan dan lingkungan kerja yang mendukung proses transfer hasil pelatihan. Oleh karena itu penulis tertarik untuk melakukan penelitian mengenai pengaruh validitas konten pelatihan yang didapatkan terhadap pekerjaannya dan dukungan sosial dalam pencapaian transfer pelatihan melalui mediasi motivasi untuk melakukan transfer pelatihan di pekerjaannya dalam lingkup pekerja disektor UMKM yang telah mendapatkan pelatihan. Validitas konten pelatihan adalah seberapa mirip kegiatan pelatihan yang didapatkan dengan situasi dan kondisi pekerjaan. Dukungan sosial menekankan pada sejauh mana peran dari organisasi khususnya peran supervisor dan rekan kerja dalam mendorong proses transfer pelatihan ditempat kerja. Sementara, motivasi untuk melakukan transfer pelatihan merupakan dorongan dan keinginan diri dalam mengembangkan hasil pelatihan pada pekerjaan.Hasil dari penelitian ini menyatakan bahwa terdapat pengaruh yang signifikan dari validitas konten pelatihan dan dukungan sosial terhadap motivasi untuk melakukan transfer. Penelitian ini juga menyatakan bahwa faktor desain pelatihan yang relevan dan dukungan supervisor dan rekan kerja mempengaruhi keberhasilan proses transfer pelatihan di sektor UMKM. Penelitian ini dapat menjadi bahan pembelajaran bagaimana gambaran kondisi proses transfer yang terjadi saat ini dan perbaikan yang masih perlu dilakukan untuk mendapatkan proses pelatihan yang efektif dan efisien khususnya di sektor UMKM.

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The process to improve the gap between current and desired performance for individual in organization is through training and development. The training processes which organized relevantly and continuously is expected to increase the competence of individuals to fit in organizational goals in order to improve organizational performance. However, the problems that often occur in the training process is the relevance and applicability of training results does not match with the training objectives. Such problem mostly occurs in the transfer of training process applied on the job.The driving forces of the transfer of training process to job requirement are trainee's characteristics, training design and work environment that supports the process of the transfer of training. Therefore, the authors are interested in conducting a research on the influence of the perceived content validity and social support on achieving the transfer of training through the mediation of motivation to transfer within the SME's workers who had received training. Perceived content validity is the degree of training activities that similar to the situation and conditions on the job. The social support emphasizes the degree of organization roles in support transfer of training especially the role of supervisor and peer workers in the workplace. Meanwhile, the motivation to transfer training is an impulse and desire in developing the results of the training on the job.The results of this study shown that perceived content validity and social support positively and significantly influences motivation to transfer. This research also indicate that the relevance of training design to the job characteristics and both supervisor and peer support significantly influences training transfer. The research could be an instructional material about the description of training transfer processes conditions nowadays, and improvements to develop more effective and efficient training process, especially in the SME's sector."

"Tujuan dari penelitian ini adalah mengembangkan intervensi untuk mengatasi permasalahan mengenai transfer of training pada Instansi Pemerintah "X". Penelitian ini menggunakan metode kuantitatif melalui kuisioner dalam pengumpulan data. Hasil penelitian menujukkan bahwa pengaruh yang signifikan berasal dari lingkungan kerja, secara lebih spesifik berasal dari dukungan atasan. Berdasarkan hal tersebut, maka dirancang program intervensi untuk meningkatkan transfer of training, yaitu: (1) peningkatan dukungan atasan terhadap proses transfer of training, (2) pengembangan program-program komunikasi pegawai.

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This study aims to develop an intervention to solve problem on transfer of training in a Goverment Institution. Method of this study is quantitative research, using questionnaires to collect the data. Results of the study reveal that the work environment, in specific supervisor support gives significant affect to the transfer of training. Based on this, finding an intervention program designed to enhance transfer of training, namely: (1) enhancing the supervisor support on the process of transfer of training, (2) the development of employee communications programs."

"Kuantitas dan kualitas perilaku inovatif engineer dan analyst dalam kompetisi inovasi di PT ABC belum optimal. Oleh karena itu, penelitian ini dilakukan untuk melihat pengaruh self efficacy terhadap perilaku inovatif pada engineer dan analyst PT ABC, dengan menggunakan alat ukur New General Self Efficacy (Chen, Gully, & Eden, 2001) dan Innovative Work Behavior Scale (Janssen, 2000). Responden penelitian ini berjumlah 70 engineer dan analyst dari empat direktorat core business. Hasil uji regresi menunjukkan self efficacy terbukti signifikan mempengaruhi perilaku inovatif (R2= 0.45*, p<0.05). Artinya, peningkatan self efficacy dapat mendorong peningkatan perilaku inovatif. Intervensi dilakukan melalui pelatihan self-efficacy. Uji perbedaan sebelum dan sesudah pelatihan menunjukkan peningkatan yang signifikan pada self-efficacy dan perilaku inovatif pada engineer dan analyst. Dengan demikian, disarankan pelatihan self-efficacy diberikan kepada engineer dan analyst yang memiliki selfefficacy yang rendah dan belum mengikuti pelatihan.

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Quantity and quality aspects of the innovative behavior in engineer and analyst during the innovation competition which was held by the PT ABC, was not optimal. Therefore, this study aims to determine the effect of self-efficacy on the innovative behavior in engineer and analyst of PT ABC, which used the instrument tools are New General Self-Efficacy (Chen, Gully, & Eden, 2001) and Innovative Work Behavior Scale (Janssen, 2000). The participants of this study are 70 engineers and analysts at the four of main directorates PT ABC. Result of regression analysis indicated that there is a significant effect of self-efficacy on innovative behavior of engineer and analyst at PT ABC (R2 = 0,45, p <0.05). Those results showed that the enhancement of self efficacy will increase employee’s innovative behavior. Then, researcher conducted the intervention by self-efficacy training. Result of the comparison test before and after intervention indicated that there are significant enhancement of self-efficacy and innovative behavior in engineer and analyst after the intervention. Therefore, implication of this study is self efficacy training can be conducted by the company for others engineer and analyst which low self-efficacy and haven’t yet get the training."

"Penelitian ini dilakukan untuk mengetahui hubungan antara persepsi karyawan terhadap dukungan organisasi dan kesiapan karyawan untuk berubah pada PT.A. PT. A merupakan perusahaan outsourcing penyedia jasa layanan keamanan yang sedang melakukan perubahan organisasi. Berdasarkan data awal yang diperoleh melalui wawancara, diketahui bahwa kesiapan untuk berubah pada karyawan PT A dalam menghadapi perubahan organisasi masih perlu ditingkatkan. Persepsi karyawan terhadap dukungan organisasi diduga berpengaruh terhadap kesiapan tersebut. Untuk mengetahui apakah dugaan tersebut benar, peneliti melakukan perhitungan statistik melalui uji regresi berganda.Hasil yang ada menunjukkan bahwa ketiga dimensi pada persepsi karyawan terhadap dukungan organisasi, yaitu fairness of treatment, supervisor support, dan organizational rewards and job condition secara bersama-sama berpengaruh terhadap kesiapan karyawan untuk berubah dalam menghadapi perubahan organisasi.Dari ketiga dimensi persepsi karyawan terhadap dukungan organisasi, variabel supervisor support merupakan dimensi yang memiliki sumbangan paling besar terhadap kesiapan karyawan untuk berubah. Oleh karena itu, intervensi yang dilakukan pada penelitian ini dirancang untuk meningkatkan persepsi karyawan terhadap dukungan atasan (supervisor support) yaitu berupa pelatihan dan pendampingan feedback pada atasan.Hasil perhitungan uji signifikansi perbedaan pre-test dan post-test menunjukkan bahwa intervensi yang diberikan mampu meningkatkan persepsi karyawan terhadap dukungan organisasi, namun belum mampu meningkatkan kesiapan karyawan dalam menghadapi perubahan organisasi.

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This study was conducted to find out relationship between employee?s perception of organizational support and readiness for change among employees in PT A. PT.A is an outsourcing company which provide security services and on doing some organizational changes. Based on initial data that were obtained from interviews, the researcher found that readiness for change of employees in PT A due to organizational change still need improvement. Employee?s perceived of organizational support are assumed to affect readiness for change. To know whether that presumption is correct or not, the researcher conducted a statistical calculation through multiple regression test.

The results showed that third dimentions of employee?s perceived of organizational support, such as fairness of treatment, supervisor support, dan organizational rewards and job condition jointly together affect the employees? readiness for change facing of organizational change.

Among the three dimentions of employee's perceived of organizational support, the employee's perception of supervisor support has the most influence and significant impact on the employees readiness for change facing of organizational change. Therefore, the intervention in this study was designed to increase employee perception of supervisor support that was feedback training and supervisory for supervisor.

The result of pre-test and post-test significance difference test indicated that the intervention given had been able to increase employee's perception of organizational support, but had not been able to increase employee?s readiness for change facing of organizational change."

"Performa akademik siswa dipengaruhi oleh faktor eksternal dan internal. Penelitian eksperimen dilakukan untuk mengetahui apakah ada pengaruh antara jenis pemberian umpan balik sebagai faktor eksternal dan academic self-efficacy sebagai faktor internal terhadap performa akademik siswa. Penelitian eksperimen terhadap 101 siswa SMA kelas X dalam setting alamiah di kelas. Siswa diminta untuk mengerjakan soal ulangan harian pelajaran Kewarganegaraan. Selanjutnya, hasil ulangan harian akan dikoreksi dan diberikan umpan balik. Siswa dibagi menjadi dua kelompok secara acak yaitu sebagian mendapat umpan balik deskriptif berisi tentang informasi spesifik mengenai apa yang sudah benar dan kurang dari hasil ulangan harian yang dikerjakan dan siswa lainnya akan mendapat umpan balik evaluatif berisi tentang ringkasan mengenai seberapa baik siswa dalam mengerjakan ulangan, diberikan dalam bentuk poin nilai dan komentar singkat. Selanjutnya siswa diminta untuk merevisi hasil ulangan berdasarkan umpan balik yang diberikan. Setelah melakukan revisi, siswa diminta untuk mengisi kuesioner yang mengukur academic self-efficacy dari skala Academic Self-Efficacy Subscale from Self-Efficacy Questionnaire for Children (SEQ-C) dengan koefisien Cronbach?s Alpha sebesar α = 0.725. Hasil penelitian menunjukkan bahwa jenis umpan balik signifikan mempengaruhi performa akademik siswa F (101)= 45.28, p < .05. Sedangkan, tidak ditemukan pengaruh yang signifikan dari academic self-efficacy terhadap performa akademik siswa F (101)= 0.01, p > .05, begitu juga interaksi antara jenis umpan balik dan academic self-efficacy terhadap performa akademik F (101)=0.146, p>.05. Hasil analisis tambahan menunjukkan jenis kelamin, durasi belajar, nilai UAS semester lalu, dan kesukaan terhadap pelajaran kewarganegaraan berkorelasi dengan performa akademik.

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Student's academic performance is influenced by external and internal factors. Experimental research was conducted to determine whether there is influence between the type of feedback as external factors and academic self-efficacy as an internal factor of the student's academic performance. The participants of this experiment are 101 high school students of class X conducted in a natural setting. Students were asked to do an essay test of Citizenship lessons. Furthermore, the results of tests will be corrected and given feedback.

Students were divided into two groups randomly, students who get descriptive feedback contains specific information about how to improve the answer and the others receive evaluative feedback contains a brief comment and point on each answers. Furthermore, students were asked to revise the test based on the feedback given. Once revised, students were asked to fill out questionnaires that measure academic self-efficacy on a scale of Academic Self-Efficacy subscale from Self-Efficacy Questionnaire for Children (SEQ-C) with Cronbach's Alpha coefficient of α = 0.725.

The results showed that the type of feedback significantly effect a student's academic performance F (101) = 45.28, p <.05. Meanwhile, there was no significant effect on academic self-efficacy on student's academic performance F (101) = 0.01, p> .05. Also, there is no significant effect interaction between the type of feedback and academic self-efficacy on academic performance F (101) = 0146, p> .05. Results of additional analyzes indicate gender, duration of study, score final exam in last semester, and interest in Citizenship lessons correlated with academic performance."