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"Work engagement merupakan tren baru dalam positive psychology yang mulai muncul di kalangan akademisi karena psikologi dikritik lebih banyak membahas mental illness daripada mental wellness. Melihat berbagai dampak positif work engagement terutama agar perusahaan mendapatkan usaha lebih dari Generasi Y dan kebutuhan Generasi Y untuk mendapatkan feedback dan dukungan lainnya dari coach agar engaged ke pekerjaan, maka peneliti ingin meneliti hubungan antara managerial coaching dan work engagement pada karyawan Generasi Y. Sebagai penelitian kuantitatif, penelitian ini menggunakan kuesioner untuk mengumpulkan data dari 156 responden Generasi Y dari berbagai sektor industri di Jakarta dan sekitarnya. Hasil korelasi Pearson menunjukkan bahwa persepsi terhadap managerial coaching memiliki hubungan yang positif dan signifikan dengan work engagement, yaitu r (162) = 0.430, p< 0.01. Berdasarkan analisis dengan dimensi-dimensi work engagement, ditemukan bahwa terdapat hubungan positif yang signifikan antara managerial coaching dengan dimensi semangat, dedikasi, dan absorpsi.

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Work engagement is a new construct in positive psychology and became concern in academic researchers because psychology was criticized for mostly discussing mental illness than mental wellness. Work engagement has positive impacts, especially to help company get the most from Generation Y, and because Generation Y needs feedback, supports from coaches to make them engaged, this research examine the relationship between managerial coaching and work engagement in Generation Y employees. As a quantitative study, the methodology used in this study is questionnaire to get data from 156 Generation Y from several industries in Jakarta and cities around Jakarta.

The result of Pearson correlation shows that managerial coaching has positive significant relationship with work engagement in Generation Y, r (162) = 0.430, p < 0.01. The analysis also showed that there is a positive significant relationship between managerial coaching and the dimensions of work engagement, which are vigor, dedication, and absorption."

"ABSTRACTThe behavior of bureaucratic apparatus in the implementation of the capital expenditure budget in the Office of Public Works and Spatial Planning of Sumedang Regency, West Java Province, still shows a deviant tendency. The problem behind the bad behavior of bureaucratic apparatus in managing the state budget is because of the lack of self-control to prevent deviant behavior and, vice versa, there is a strong intention to behave deviant. Therefore, the purpose of this study is to examine the implementation of the capital expenditure budget in the perspective of the behavior of individual bureaucratic apparatus related to intentions that are formed from a combination of attitudes, subjective norms, and behavioral control. The research method used is qualitative with a behavioral approach so that it can explain the data and information obtained from observation, interviews, and focus group discussions. The validity and reliability of the research are explained and verified with the theories of public administration science so that answers can be formulated as the formulation of the problem. The results showed that the behavior of the bureaucratic apparatus was determined by the intention of a number of efforts and endeavors to make a growing deviation in the implementation of the capital expenditure budget, it was built from the attitude of bureaucratic apparatus that lacked integrity and ployed loyalty. The attitude of the apparatus is in line with the subjective norms of the leaders and stakeholders who hope that each individual who plays a role in project management will get a number of resources determined according to the budget ceiling amount of the contract package for construction work and procurement of operational goods. The attitude and subjective norms of the bureaucratic apparatus can be achieved well because the behavior control is confirmed to be very low."

"In this study, the relationship between high performance work system (HPWS) and organizational citizenship behavior (OCB) in multinational corporations (MNCs) in Vietnam, a fast-developing country with highly economic growth in Asia, was investigated. Besides, the underlying mechanism of this relationship was also explored. From the social exchange approach, an underlying mediated mechanism of career success in the relationship between HPWS and OCB was hypothesized. Data collected from individual employees working in multinational companies in Vietnam was used to test the hypotheses. The research findings supported the partial mediating role of career success in the positive relationship between HPWS and OCB. In addition, research implications as well as suggestions for future research were also presented."

"Kebakaran merupakan bencana yang merugikan bagi semua pihak, baik pemilik bangunan, pengelola/pengguna atau masyarakat lainnya yang berada dalam gedung. Bangunan-bangunan tinggi, terutama di Jakarta menghadapi ancaman serius dari kebakaran yang dapat menyebabkan kerugian besar. Menurut NFPA, bangunan perkantoran memiliki jalur penyelamatan yang membingungkan dan tidak langsung, sering terjadi disebabkan oleh tata letak kantor atau susunan ruang yang disewakan. Untuk mengantisipasi dan menanggulangi risiko kebakaran tersebut, maka pemilik gedung tinggi bekerja sama dengan suatu perusahaan asuransi sebagai bentuk transfer risiko. Penetapan tarif Premi kebakaran diatur pada Lampiran surat edaran Otoritas Jasa Keuangan (OJK) Nomor 6/SEOJK05/2017. Dalam Lampiran tersebut besar tarif Premi ditetapkan batas bawah dan batas atas yang dibagi hanya berdasarkan Okupansi bangunan dan Kelas Konstruksinya. Penelitian ini bertujuan untuk mengusulkan faktor faktor penentu premi yang dipengaruhi oleh penerapan fire safety management pada bangunan bertingkat tinggi fungsi perkantoran. Pada penelitian ini digunakan WBS dalam perincian indikator yang memenuhi kriteria fire safety management agar lebih sistematis dan mendetail. Berdasarkan studi literatur terdahulu , Kenyataan di lapangan menunjukkan bahwa sebagian besar bangunan tinggi perkantoran belum menerapkan system FSM dengan baik dan konsisten. Selain itu tidak diperoleh relasi yang jelas mengenai peran asuransi dalam pembiayaan proteksi kebakaran pada bangunan gedung. Untuk mengatasi ini, kami mengusulkan untuk mempertimbangkan sejauh mana Gedung melakukan penerapan fire safety management dalam penentuan tarif premi asuransi untuk meningkatkan penerapan manajemen keselamatan kebakaran pada bangunan bertingkat tinggi . Setelah dilakukan penyebaran kuesioner dihasilkan bahwa dari 36 gedung kantor bertingkat tinggi belum sepenuhnya menerapkan fire safety management dengan nilai terendah pada dimensi Keselamatan orang yaitu 89% dan tertinggi pada dimensi Pencegahan Kebakaran yaitu 93%. Hal ini sejalan dengan hasil hubungan Fire safety management dan biaya Premi Asuransi yang menunjukan bahwa Pencegahan Kebakaran berhubungan berbanding terbalik signifikan sedangkan Keselamatan orang tidak signifikan.

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Fire is a disaster that is detrimental to all parties, whether the owner of the building, manager/user, or other communities in the building. Tall buildings, especially in Jakarta face a serious threat from fires that can cause major losses. According to NFPA, office buildings have confusing and indirect rescue lines, often caused by the layout of offices or the arrangement of rented space. To anticipate and overcome the fire risk, the owner of a tall building cooperates with an insurance company as a form of risk transfer. The determination of fire premium rates is stipulated in the Attachment to the Circular letter of the Financial Services Authority (OJK) Number 6/SEOJK05/2017. In the Appendix, the premium rate is set the lower limit and the upper limit which is divided only based on the occupancy of the building and its Construction Class. This study aims to propose the determining factor of premiums influenced by the application of fire safety management in high-rise building office functions. In this study, WBS is used in the breakdown of indicators that meet the criteria of fire safety management to be more systematic and detailed. Based on previous literature studies, the reality in the field shows that most high office buildings have not implemented the FSM system properly and consistently. Besides, there is no clear relationship regarding the role of insurance in fire protection financing in building buildings. To address this, we propose to consider the extent to which the Building conducts the application of fire safety management in determining insurance premium rates to improve the application of fire safety management in high-rise buildings. After the dissemination of the questionnaire resulted that 36 high-rise office buildings have not fully implemented fire safety management with the lowest value in the dimension of the safety of people is 89% and the highest in the dimension of Fire Prevention is 93%. This is in line with the results of fire safety management relationships and insurance premium costs that show that Fire Prevention is related inversely significant while people's safety is not significant."

"Penelitian ini dibuat dengan maksud untuk menguji pengaruh keadilan organisasi organizational justice pada keterikatan kerja work engagement di PT XYZ. Selain itu, penelitian ini juga akan mengukur efek mediasi dari memimpin diri sendiri self-leadership terhadap hubungan antara keadilan organisasi organizational justice dan keterikatan kerja work engagement . Penelitian ini merupakan penelitian deskriptif dengan single cross-sectional design.Setelah dilakukannya penelitian kepada karyawan PT XYZ yang menjadi responden, maka data diperoleh dan diolah, sehingga memperoleh hasil sebagai berikut: Pertama bahwa keadilan organisasi berdampak positif terhadap self-leadership dan keterikatan kerja pada karyawan PT XYZ. Kedua self-leadership berdampak positif terhadap keterikatan kerja yang dimiliki karyawan PT XYZ. Ketiga adalah self-leadership memediasi hubungan antara keadilan organisasi dan keterikatan kerja pada PT XYZ.

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The purpose of this paper is to examine the effect of organizational justice on work engagement and the mediating effect of employee rsquo s self leadership on the relationship at PT XYZ. The research was a descriptive research with single cross sectional design.After doing research to employees of PT XYZ as respondents, the data acquired and processed. Finally getting results, that the results revealed the direct significant effect of organizational justice on both self leadership and work engagement. Also, self leadership was found to have a significant effect on work engagement as well as a partial mediating effect on the relationship between organizational justice and employees rsquo work engagement on PT XYZ. "