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"Penelitian ini bertujuan untuk mengetahui pengaruh dari job characteristic dan perceived organizational support terhadap employee engagement. Pengumpulan data dilakukan dengan metode survei kuesioner. Penelitian ini dilakukan terhadap karyawan kantor pusat Perum Perhutani yang berjumlah 186 orang. Analisis data menggunakan regresi linier berganda dan aplikasi SPSS 22. Alat ukur yang digunakan pada penelitian ini adalah menggunakan job diagnostic survey (JDS) yang dibuat oleh Hackman & Oldham (1975), Survey of Perceived Organizational Support (SPOS) yang dibuat oleh Lynch, Eisenberger & Armeli (1999), Utrecht Work Engagement Scale 9 (UWES-9) yang dikembangkan oleh Schaufeli & Bakker (2003). Hasil penelitian menunjukkan bahwa job characteristic dan perceived organizational support berpengaruh secara signifikan terhadap employee engagement sebesar 25,4%. Hal ini menunjukkan karakteristik pekerjaan dan dukungan organisasi dapat meningkatkan keterikatan karyawan. Kemunculan karakteristik pekerjaan dirasakan melalui tingginya persepsi karyawan atas variasi pekerjaan, identitas pekerjaan, signifikansi pekerjaan, otonomi, dan umpan balik yang berdampak pada peningkatan keterikatan karyawan. Selain itu, karyawan merasakan dukungan organisasi yang tinggi melalui perhatian perusahaan kepada kesejahteraan karyawan dan melalui pemberian bantuan. Namun, kepedulian organisasi kepada tujuan dan nilai-nilai pribadi karyawan serta perhatian perusahaan kepada pendapat karyawan masih dirasa sedang.

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This study is to analyze the effect of job characteristic and perceived organizational support on employee engagement. The data were collected using questionnaire from 186 respondents. Data analysis was conducted using multiple regression with SPSS 22. The instruments used in the questionnaire are Job Diagnostic Survey (JDS) by Hackman and Oldham (1975), Survey of Perceived Organizational Support (SPOS) by Lynch, Eisenberger & Armeli (1999) and Utrecht Work Engagement Scale (UWES-9) by Schaufeli and Bakker (2003).

The result showed that job characteristic and perceived organizational support had significant impact on employee engagement in the amount of 25,4%. This finding shows that the characteristics of the work and support from the organizations will improve employee engagement. It shows job characteristic and organizational support can increase employee engagement. The emergence of job characteristics can be perceived through high employee perception on the variation of work, job identity, job significance, autonomy, and feedback impact on improving employee engagement. Besides, through the company's attention to the welfare of employees and through the provision of assistance, employees sense that organizational support is high. However, organizational concern to goals and personal values of employees and also the company's attention to the opinion of employees are still considered moderate."

"Penelitian ini bertujuan untuk menganalisis pengaruh perceived organizational support terhadap kepuasan kerja karyawan PT. X. Variabel independen dalam penelitian ini adalah perceived organizational support yang diukur menggunakan Survey Perceived Organizational Support sedangkan variabel dependen dari penelitian ini ialah kepuasan kerja yang diukur menggunakan Michigan Organizational Assessment Questionnaire Subscale. Penelitian ini adalah penelitian kuantitatif dengan kuesioner sebagai instrumen penelitian. Responden yang digunakan dalam penelitian ini berjumlah 74 karyawan tetap PT. X yang telah bekerja minimal satu tahun. Hasil penelitian ini menunjukkan bahwa perceived organizational support memiliki pengaruh positif terhadap kepuasan kerja karyawan PT. X.

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This research examines the analysis influences of perceived organizational support on job satisfaction among employees in PT. X. The independent variable is perceived organizational support which is scaled with Survey Perceived Organizational Support and the dependent variable is job satisfaction which is scaled with Michigan Organizational Assessment Questionnaire Subscale. This research is a quantitative research with the questionnaire as a research instrument. Respondent of the research was 74 permanent employees in PT. X who had working period for more than a year. The result of this research showed that perceived organizational support has positive influences on job satisfaction among employees in PT. X."

"Penelitian ini bertujuan untuk melihat peningkatan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja pada karyawan level staf PT BBA di kantor pusat melalui pemberian serangkaian program coaching. Responden penelitian ini ialah 87 orang karyawan level staf. Alat ukur yang digunakan Survey of Perceived Organizational Support (SPOS) (Eisenberger dkk., 1986) dan alat ukur Job Satisfaction Survey (JSS) (Spector, 1985). Hasil uji korelasi Pearson terhadap 87 orang karyawan level staf PT BBA di kantor pusat menunjukkan terdapat hubungan yang signifikan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja (r = .829, dan p = .000 (p<.05). Peneliti memberikan intervensi berupa rangkaian program coaching untuk meningkatkan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja. Presentasi kepada pihak manajemen perusahaan dilakukan sebagai penyesuaian terhadap sejumlah keterbatasan yang mengakibatkan tidak dapat dilaksanakannya rangkaian awal dari program coaching, berupa pelatihan yang telah direncanakan. Pihak manajemen memberikan respon positif terhadap rangkaian program coaching yang diajukan dan menganggap program layak untuk dijalankan di PT BBA. Dengan demikian, program coaching dianggap sesuai dan dapat meningkatkan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja.

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This research was designed to examine the improving of correlation between Perceived Organizational Support (POS) and Job Satisfaction at employee on staff level in head office of PT BBA by giving coaching program series. The participants for this research were 87 employees on staff level. This research use Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986) and Job Satisfaction Survey (JSS) (Spector, 1985). By using Pearson Correlation test, the result of this research showed that there was significant correlation between Perceived Organizational Support (POS) and Job Satisfaction (r = .829, and p = .000 (p<.05). In order to improve the correlation between Perceived Organizational Support (POS) and Job Satisfaction, coaching program series should had been given. Unfortunately, due to some difficulties which had found during research, this coaching program series cannot be done so that it was replaced by giving presentation to management. The presentation received positive response from management and perceived as worth program for the company. Therefore, coaching program series is suitable and can improve the correlation between Perceived Organizational Support (POS) and Job Satisfaction."

"Penelitian ini untuk melihat hubungan antara dukungan organisasi, keadilan organisasi, dan kepuasan kerja. Sampel pada penelitian ini adalah 106 Customer Service Officer CSO Inbound Contact Center 678 Jakarta. Penelitian ini menggunakan analisis multiple regression regresi berganda pada kedua variabel peramal yaitu dukungan organisasi dan keadilan organisasi terhadap variabel hasil yaitu kepuasan kerja. Hasil dari penelitian ini memperlihatkan bahwa 63 kepuasan kerja dapat dijelaskan oleh dukungan organisasi dan keadilan organisasi. Kesimpulan yang dapat diambil dari penelitian ini adalah bahwa dukungan organisasi dan keadilan organisasi secara simultan memiliki hubungan terhadap kepuasan kerja. Berdasarkan hasil penelitian ini maka untuk meningkatkan kepuasan kerja dari CSO Inbound Contact Center 678 Jakarta, perlu dilakukan intervensi terhadap dukungan organisasi dan keadilan organisasi. Rancangan intervensi untuk penelitian ini adalah program coaching efektif komunikasi interpersonal pada atasan. Coaching didefinisikan sebagai pembuka potensi seseorang untuk memaksimalkan kinerja mereka sendiri Whitmore, 2010 . Komunikasi interpersonal yang efektif dari atasan kepada bawahan, dianggap sebagai suatu bentuk kepedulian dan keadilan organisasi sehingga dapat meningkatkan persepsi dukungan organisasi serta keadilan organisasi dari CSO Inbound Contact Center 678 Jakarta.

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This study aimed to investigate the relationship among organizational support, organizational justice, and job satisfaction. The sample of this study are 106 Customer Service Officer CSO of Inbound Contact Center 678 Jakarta, which are operators of Contact Center 678 Jakarta. This study used multiple regression analysis in both predictor variables that are organizational support and organizational justice to the result variable that is job satisfaction. The results showed that 63 job satisfaction can be explained by organizational support and organizational justice. The conclusion that can be drawn from this study is that organizational support and organizational justice simultaneously have relationship to job satisfaction. Based on the results of this study, to increase job satisfaction from CSO Inbound Contact Center 678 Jakarta, it is necessary to intervene organizational support and organizational justice. The intervention design for this study is an effective coaching program of interpersonal communication to supervisor, coaching defined as unlocking a person rsquo s potential to maximize his her own performance Whitmore, 2010 . Effective interpersonal communication from superior to subordinates, is regarded as a form of awareness and justice of the organization so as to improve the perception of organizational support and organizational justice from CSO Inbound Contact Center 678 Jakarta."

"Penelitian ini bertujuan untuk melihat hubungan antara perceived organizational support dan kepuasan kerja pada perawat. Penelitian ini dilakukan di salah satu rumah sakit swasta di daerah Jakarta Pusat. Responden dalam penelitian ini merupakan perawat dengan jumlah 47 orang. Penelitian ini dilakukan dengan pendekatan kuantitatif, dimana partisipan diminta untuk mengisi kuesioner kepuasan kerja (Job Satisfaction Survey) dan perceived organizational support (Survey of Perceived Organization Support).Dari hasil penelitian, diketahui bahwa terdapat hubungan yang signifikan antara perceived organizational support dan kepuasan kerja sebesar .68 pada level of significant .01. Untuk meningkatkan perceived organizational support, peneliti melakukan sosialisasi penilaian kinerja dengan harapan sosialisasi tersebut dapat meningkatkan kepuasan kerja. Dari hasil sosialisasi, diketahui bahwa penilaian kinerja berupa paper and pencil yang direkomendasikan dirasakan cukup efektif, namun saat ini belum dapat diimplementasikan.

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This study aimed to examine the relationship between perceived organizational support and job satisfaction of nurses. This study was conducted in one of private hospital in Central Jakarta. Forty-seven nurses were involved as samples in this research. This research was conducted with quantitative approach, in which participants were asked to fill out questionnaire of job satisfaction (Spector's Job Satisfaction Survey) and perceived organizational support (Eisenberger's Survey of Perceived Organizational Support).

Based on the result of the research, it was known that there is a significant relationship between perceived organizational support and job satisfaction (r=.68; level of significant .01). For increasing perceived organizational support, researcher gave intervention about performance appraisal socialization which hopefully could improve job satisfaction. The evaluation about this intervention is paper and pencil based performance appraisal was effective enough, but it can't be implemented at this time."

"Penelitian ini bertujuan untuk mengetahui hubungan perceived organizational support POS dan intensi turnover karyawan. Hasil penelitian terhadap 103 karyawan di Divisi B PT MI menunjukkan bahwa terdapat hubungan yang signifikan antara POS dan intensi turnover. Koefisien korelasi yang didapatkan sebesar -0,51 dengan nilai signifikansi 0,00 p

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This study aims to determine the relationship of perceived organizational support POS and employee turnover intentions. The result of the research on 103 employees in Division B of PT MI shows that there is a significant relationship between POS and turnover intention. The correlation coefficient obtained was 0.51 with a significance value of 0.00 p"

"[ABSTRAKPenelitian ini dilakukan untuk menganalisis pengaruh pay satisfaction danperceived organizational support terhadap employee engagement di PT. XYZ.Responden penelitian ini berjumlah 135 karyawan di kantor pusat PT. XYZ.Metode penelitian menggunakan metode kuantitatif dengan uji regresi liniersederhana dan uji regresi linier berganda. Alat ukur yang digunakan padapenelitian ini adalah Pay Satisfaction Questionnaire (PSQ) yang dikembangkanoleh Heneman dan Schwab (1985), Survey of Perceived Organizational Support(SPOS) yang dikembangkan oleh Eisenberger, Huntington, Hutchison dan Sowa(1986) dan disederhanakan oleh Holt, Bartczak, Clark da Trent (2007), danUtrecht Work Engagement Scale (UWES) yang dikembangkan oleh Schaufeli danBakker (2003) dan disederhanakan oleh Seppala, Mauno, Fedlt, Hakanen,Kinnunen, Tolvanen, dan Schaufeli (2008). Hasil penelitian menunjukkan bahwapay satisfaction dan perceived organizational support berpengaruh positif dansignifikan terhadap employee engagement.

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ABSTRACTThis research was conducted to analyze the effect of pay satisfaction andperceived organizational support on employee engagement at PT. XYZ.Respondents of this research was 135 employees at the headquarters of PT. XYZ.The research method used quantitative methods with simple and multiple linearregression tests. This research used Pay Satisfaction Questionnaire (PSQ)developed by Heneman and Schwab (1985), the Survey of PerceivedOrganizational Support (SPOS) developed by Eisenberger, Huntington, Hutchisonand Sowa (1986) and simplified by Holt, Bartczak, Clark da Trent (2007), and theUtrecht Work Engagement Scale (UWES) developed by Schaufeli and Bakker(2003) and simplified by Seppala, Mauno, Fedlt, Hakanen, Kinnunen, Tolvanen,and Schaufeli (2008). The result of this research showed that the pay satisfactionand perceived organizational support have significant and positive influence onemployee engagement, This research was conducted to analyze the effect of pay satisfaction andperceived organizational support on employee engagement at PT. XYZ.Respondents of this research was 135 employees at the headquarters of PT. XYZ.The research method used quantitative methods with simple and multiple linearregression tests. This research used Pay Satisfaction Questionnaire (PSQ)developed by Heneman and Schwab (1985), the Survey of PerceivedOrganizational Support (SPOS) developed by Eisenberger, Huntington, Hutchisonand Sowa (1986) and simplified by Holt, Bartczak, Clark da Trent (2007), and theUtrecht Work Engagement Scale (UWES) developed by Schaufeli and Bakker(2003) and simplified by Seppala, Mauno, Fedlt, Hakanen, Kinnunen, Tolvanen,and Schaufeli (2008). The result of this research showed that the pay satisfactionand perceived organizational support have significant and positive influence onemployee engagement]"

"Penelitian ini bertujuan untuk melihat hubungan lsquo;panggilan rsquo; dan POS terhadap kepuasan kerja pekerja media. Terdapat 101 pekerja media dari berbagai jenis media TV, radio, cetak, online yang menjadi responden dalam penelitian ini. Pada penelitian ini, kepuasan kerja diukur menggunakan MOAQ-JSS, lsquo;panggilan rsquo; diukur dengan Answered Occupational Calling Scale, dan POS diukur dengan menggunakan SPOS versi pendek. Penelitian ini menunjukkan bahwa POS b = .12, SE b = .02, p < .01 memengaruhi kepuasan kerja para pekerja media secara lebih kuat dibandingkan dengan pengaruh dari lsquo;panggilan rsquo; b = .09, SE b = .09,p.

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This study aimed to examine the correlation of calling and POS towards media workers rsquo job satisfaction. There were 101 media workers from various types of media TV, radio, printed, online who participated in this study. In this study, job satisfaction was measured using MOAQ JSS, calling was measured using Answered Occupational Scale, and POS was measured using short version of SPOS. This study showed that POS affect media workers rsquo job satisfaction more strongly b .12, SE b .02, p .01 than the effect from calling b .09, SE b .09, p."

"Penelitian ini bertujuan untuk menganalisis pengaruh dari Perceived Organizational Support POS terhadap Employee Engagement. Pada penelitian ini, variabel Perceived Organizational Support diukur dengan menggunakan konsep dari Eisenberger dkk 1986 yang terdiri dari 36 indikator dan tiga dimensi, yaitu dimensi Fair Organizational Procedures, Supervisor Support, dan dimensi Favorable Rewards Job Conditions. Sedangkan untuk variabel Employee Engagement digunakan konsep dari Gallup Consultant 2006 yang diukur dengan 12 indikator atau dikenal dengan Q-Twelve Q-12. Pada konsep tersebut terdapat empat dimensi, yaitu What do I Get, What do I Give, Do I Belong, dan How Can We Grow. Penelitian ini merupakan penelitian kuantitatif, yang mana sumber data merupakan hasil dari penyebaran kuesioner kepada karyawan tetap non operasional di kantor pusat PT. Jasa Marga Persero tbk, dengan metode non probability sampling. Penelitian ini menggunakan analisis regresi sederhana dan koefisien determinasi untuk menguji pengaruh antar variabel. Hasil dari penelitian ini menunjukkan bahwa 15,9 employee engagement dipengaruhi oleh Perceived Organizational Support.

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This research aiming to analyzing the effect of Perceived Organizational Support POS to Employee Engagement. The Perceived Organizational Support variable in this research measured by using the concept from Eisenberger Et al 1986 that has 36 indicators and three dimensions, which are Fair Organizational Procedures, Supervisor Support, and Favorable Rewards Job Conditions. Meanwhile, the concept by Gallup Consultant 2006 that is measured by 12 indicators that is also known as Q Twelve Q 12 is used for the variable of Employee engagement. This concept has four dimensions, which are What Do I Get, What Do I Give, Do I belong, and How Can We Grow.

This research is quantitative research which the data are from the result of the questionnaire that is spreaded among the non operational permanent employees on the head office of PT. Jasa Marga persero using non probability sampling method. This research using a simple regression analysis and coefficient of determination to examine the influence between the variables. The result of this research showed that 15,9 of employee engagement are influenced by the Perceived Organizational Support."

"Penelitian ini bertujuan untuk mengetahui pengaruh perceived organizational support terhadap job satisfaction dan employee engagement. Perceived organizational support diukur menggunakan teori Eisenberger (2002) yang meliputi 3 (tiga) indikator berupa keadilan, dukungan atasan langsung, serta penghargaan dan kondisi kerja. Job satisfaction diukur menggunakan instrumen dari Michigan Organizational Assessment Questionnaire (MOAQ) (Cammann et al. dalam Nathan dan Gregory D., 2008). Sedangkan pengukuran employee engagement dalam penelitian ini menggunakan alat ukur UWES (Utrecht Work Engagement Scale) dengan 3 (tiga) indikator berupa vigor, dedication, dan absorption (Schaufeli, 2002). Penelitian kuantitatif ini memperoleh data melalui survei yang dilakukan kepada 88 orang responden, yang merupakan pegawai tetap Y University Group di PT Bank X (Persero) Tbk. dengan menggunakan teknik simple random sampling. Data tersebut kemudian dianalisis menggunakan analisis deskriptif dan analisis inferensial. Hasil yang diperoleh mengindikasikan bahwa perceived organizational support mempengaruhi job satisfaction dan employee engagement secara signifikan.

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This research aims to examine the effect of perceived organizational support on job satisfaction and employee engagement. Theory of Eisenberger (2002) which includes 3 (three) indicators, such as fairness, support from the Manager, rewards and work condition were used in order to measure the perceived organizational support. The instruments of Michigan Organizational Assessment Questionnaire (MOAQ) (Cammann et al. on Nathan and Gregory D., 2008) were used to measure job satisfaction, while to measure employee engagement, this research used UWES (Utrecht Work Engagement Scale) with 3 (three) indicators include vigor, dedication, and absorption (Schaufeli, 2002). This quantitative research collected data through a survey which was conducted on 88 permanent employees of Y University Group at PT Bank X (Persero) Tbk. by simple random sampling method. Data was analyzed using descriptive analysis and inferential analysis. This research found that perceived organizational support was significantly related with job satisfaction and employee engagement."