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"Intensi keluar dari organisasi merupakan suatu isu penting dalam konteks perilaku organisasi. Penelitian ini bertujuan untuk meneliti peran kelekatan karyawan sebagai mediator dalam hubungan antara identifikasi organisasi dan intensi keluar dari organisasi. Partisipan penelitian ini adalah 260 orang dari perusahaan konsultan dan organisasi pemerintah di Indonesia menggunakan alat ukur Organizational Identification Scale, Turnover Intention, dan Job Embededdness. Hasil penelitian menunjukkan bahwaidentifikasi organisasi berpengaruh secara signifikan dan negatif dengan intensi keluar dari organisasi, identifikasi organisasi berpengaruh secara siginifikan dan positif pada kelekatan karyawan, dan kelekatan karyawan berpengaruh secara signifikan dan negatif pada intensi keluar dari organisasi. Hasil penelitian juga menunjukkan kelekatan karyawan pada organisasi berperan sebagai mediator pada hubungan antara identifikasi organisasi dan intensi keluar dari organisasi pada karyawan perusahaan dan pegawai organisasi pemerintahan. Implikasi teori dan praktis dari hasil penelitian didiskusikan lebih lanjut pada tulisan ini.

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Turnover intention is an important issue in the study of organizational psychology. Drawing from conservation of resource theory, this study aimed to examine the mediating role of job embeddedness in the relationship between organizational identification and turnover intention. Data were gathered from 260 participants from consulting companies and goverment offices in Indonesia, using Organizational Identification Scale, Turnover Intention Scale, and Job Embededdness Scale. Results showed that organizational identification had a significant negative effect on turnover intention, organizational identification had a significant positive effect on job embeddedness, and job embeddedness mediated the relationship between organizational identfication and turnover intention. Theoretical and practical implications were further discussed."

"Penelitian terkait perilaku kewargaan organisasi pada profesi pelayanan kesehatan masih menjadi pusat perhatian hingga saat ini. Berdasarkan penelitian terdahulu, koefisien korelasi antara occupational future time perspective (OFTP) dengan perilaku kewargaan organisasi yang diarahkan pada individu (PKO-I) dan perilaku kewargaan organisasi yang diarahkan pada organisasi (PKO-O) tergolong kecil, yang mengindikasikan peran variabel lain sebagai mediator pada hubungan tersebut. Penelitian ini bertujuan untuk menguji efek mediasi dari persepsi kompleksitas kerja pada hubungan antara OFTP dengan PKO-I dan PKO-O. Kerangka teori yang digunakan dalam penelitian ini adalah conservation of resources (COR). Pengumpulan data menggunakan convenience sampling terhadap karyawan pelayanan kesehatan di Rumah Sakit Umum Daerah (RSUD) di Makassar (N = 311). Pengumpulan data dilakukan dengan dua sumber yang berbeda untuk meminimalkan common method bias, dimana variabel prediktor dan mediator diukur menggunakan self-report questionnaire, dan variabel outcome diukur menggunakan peer-rating questionnaire. Data dianalisis menggunakan Structural Equation Modeling dengan menggunakan SmartPLS ver. 3. Hasil penelitian menemukan bahwa kompleksitas kerja hanya memediasi hubungan antara OFTP dan PKO-O.

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Research related to organizational citizenship behavior (OCB) in the health care profession is still the center of attention to this day. Previous studies show that the coefficient correlations between Occupational Future Time Perspective (OFTP) and OCBs are quite low, indicating other variables to mediate the relationships. This study aims to investigate the mediating effect of job complexity on the relationship between OFTP and Organizational Citizenship Behavior directed at organizations (OCBO) and Organizational Citizenship Behavior directed at individuals (OCBI). Drawing on conservation of resources (COR) theory, it is argued that OFTP may serve as the personal resource that lower the perception of job complexity, and in turn positively affect OCBI and OCBO. Data were collected using convenience sampling method from healthcare workers in five public hospitals in Makassar (N = 311). Different sources of data were employed to minimize common method bias, wherein the predictor and mediator variables were collected using self-report surveys, and outcome variables were collected using a peer-rating survey. Data were analyzed using Structural Equation Modeling with the SmartPLS ver. 3. Results showed that job complexity only significantly mediated the relationship between OFTP and OCBO."

"ABSTRAKPenelitian ini menyumbangkan penelitian mengenai pengaruh tidaklangsung dari kesesuaian individu dengan atasan dan dengan organisasi terhadapkomitmen organisasi pada konteks industri perbankan. Pengaruh tidak langsungyaitu komitmen terhadap atasan dan kepuasan kerja memperantarai hubunganantara kesesuaian karyawan-atasan dan kesesuaian karyawan-organisasi dengankomitmen organisasi. Penelitian ini menitik-beratkan kepada peran yangmempengaruhi hubungan individu dengan apa yang ada di lingkungannya (baikatasan maupun organisasinya) terhadap komitmen organisasi. Survei dilakukankepada 336 pegawai perbankan dari berbagai level, jenis kelamin, usia, statuspernikahan, status pendidikan, masa kerja, dan kepemilikan perusahaan. Hasilpenelitian ini menemukan bahwa komitmen terhadap atasan dapat memperantaraiKesesuaian karyawan-atasan dan kesesuaian karyawan-organisasi terhadapkomitmen organisasi, namun kepuasan kerja hanya dapat memperantaraiKesesuaian karyawan-organisasi terhadap komitmen organisasi. Hasil tersebutberarti bahwa kesesuian karyawan perbankan dengan atasan dan organisasi akanmenimbulkan komitmen terhadap atasan yang pada akhirnya akan menimbulkankomitmen terhadap organisasi. Namun, hanya kesesuaian karyawan perbankandengan organisasinya akan menimbulkan kepuasan kerja yang pada akhirnya akanmenciptakan komitmen organisasi karyawan. Analisa tambahan penelitian inimenemukan bahwa komitmen organisasi dan kepuasan kerja karyawan perbankandapat dipengaruhi oleh perbedaan usia, masa kerja, dan kepemilikan perusahaan.

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ABSTRACTThis study contributes research on the indirect effects of individual fit withthe supervisor (PS fit) and the organization (PO fit) toward organizationalcommitment in the context of the banking industry. Indirect effects of supervisorycommitment and job satisfaction mediates the relationship between PO fit and PSfit with organizational commitment. This research has focused on the role thataffect the individual's relationship with what is available in the environment (bothsupervisors and organization) to organizational commitment. The survey wasconducted to 336 bank employees of various levels, gender, age, marital status,educational status, job tenure, and ownership of the company. Results of thisstudy indicate that supervisory commitment may mediate PS fit and PO fit onorganizational commitment, but job satisfaction only mediate PO fit onorganizational commitment. The result meant that the fitness between bankemployee with supervisor and organization will lead supervisory commitmentthen ultimately lead to commitment to the organization. However only bankemployee fit with the organization will lead to job satisfaction, which in turn willcreate the organizational commitment of employees. Additional analysis of thisstudy that organizational commitment and job satisfaction of bank employees maybe affected by differences in age, job tenure, and ownership of the company."

"Penelitian ini bertujuan untuk mengetahui peran mediasi dari job embeddedness (kelekatan pada organisasi) pada hubungan antara job demand resources (JD-R) dengan intensi meninggalkan organisasi. Penelitian ini menggunakan teori conservation of resource (COR) untuk menjelaskan pengaruh atau efek mediasi kelekatan pada organisasi, dimana individu yang lebih memersepsikan kondisi bekerja dengan job resources yang tinggi (kesempatan untuk berkembang, peningkatan karir, jaringan pertemanan, dan keamanan bekerja) daripada tuntutan kerjanya cenderung melekat pada organisasinya dan akan memiliki intensi yang rendah untuk keluar dari organisasi. Data diperoleh dari suatu organisasi media online di Jakarta (N = 210) dan dianalisis menggunakan macro PROCESS dari Hayes pada SPSS v.21. Hasil menunjukkan bahwa JD-R secara signifikan berpengaruh negatif pada intensi meninggalkan organisasi (β = -0.68, SE = 0.10, t = -6.53, p < 0.01, CI = [-0.88, -0.47]) dan secara signifikan berpengaruh positif pada kelekatan pada organisasi (β = 0.26, SE = 0.05, t = 5.01, p < 0.01, CI = [0.16, 0.36]). Kelekatan pada organisasi secara signifikan berpengaruh negatif pada intensi meninggalkan organisasi (β = 0.26, SE = 0.05, t = 5.01, p < 0.01, CI = [0.16, 0.36]). Analisis mediasi menunjukkan kelekatan pada organisasi memiliki pengaruh partial mediation pada hubungan antara JD-R dan intensi meninggalkan organisasi (β = -0.07, SE = 0.04, CI = [-0.16, -0.01]). Pengaruh tidak langsung dari JD-R ke intensi meninggalkan organisasi lewat kelekatan pada organisasi adalah signifikan secara statistik.

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This study aims to investigate the mediating effect of job embeddedness on the relationship between job demand resources (JD-R) and turnover intentions. Drawing from conservation of resource theory (COR) to explain the mediation effect, employees with high levels of job resources (growth opportunities, career development, social network, and job security) will be embedded in the organization and subsequently will have low turnover intentions. Data were gathered from a media organization in Jakarta (N = 210), and were analyzed using Hayes? PROCESS macro on SPSS v21.

Results showed that JD-R negatively influenced turnover intentions (β = -0.68, SE = 0.10, t = -6.53, p < 0.01, CI = [-0.88, -0.47]) and positively influenced job embeddedness (β = 0.26, SE = 0.05, t = 5.01, p < 0.01, CI = [0.16, 0.36]). Job embeddedness also negatively influenced turnover intentions (β = 0.26, SE = 0.05, t = 5.01, p < 0.01, CI = [0.16, 0.36]). The mediation analysis showed job embeddedness to have a partial mediation effect on the relationship between JD-R and turnover intentions (β = - 0.07, SE = 0.04, CI = [-0.16, -0.01]). The indirect effect of JD-R on turnover intentions via job embeddedness was significant. Theoretical and practical implications were discussed."

"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari job insecurity terhadap hubungan antara perceived organizational support dan in-role performance. Menggunakan teori psychological safety sebagai pedoman, individu yang menilai positif perlakuan dari perusahaan akan merasa aman dan keberlangsungannya di perusahaan terjamin, sehingga akan meningkatkan kinerjanya di perusahaan. Data diperoleh dari karyawan di Jabodetabek N= 269, dan dianalisis menggunakan macro Hayes PROCESS, pada SPSS v20. Hasil menunjukkan bahwa terdapat efek tidak langsung yang signifikan dari POS pada in-role performance melalui job insecurity. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

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This study aims to investigate the mediating effect of job insecurity on the relationship between perceived organizational support and in role performance. Drawing from psychological safety theory, perceived organizational support would affect individuals rsquo feeling that they could secure their job, and this would lead to high in role performance. Data were collected among employess from Jabodetabek N 269, and analyzed using the Hayes PROCESS macro on SPSS v20. The result showed that job insecurity mediated the relationship between POS and in role performance, as the indirect effect of POS on in role performance via job insecurity was found significant. Theoretical and pracyical implications were discussed. "

"Penelitian ini bertujuan untuk meneliti peran harmonious passion sebagai mediator antara job resource dan OCB. Pengambilan data pada penelitian ini mengikutsertakan 240 responden yang bekerja di Bank Pembangunan Daerah BPD . Kuesioner yang digunakan dalam penelitian ini adalah OCB Scale 2002 untuk mengukur OCB; Questionnaire on The Experience and Evaluation of the Work QEEW Scale 2017 untuk mengukur otonomi, umpan balik performa kerja, dan technology resource; dan Passion Scale 2003 untuk mengukur harmonious passion. Teknik analisis yang digunakan untuk menguji peran mediator adalah dengan menggunakan Process Macro for SPSS and SAS 3.0. Konsisten dengan teori job demand-resource, penelitian ini mendapatkan hasil bahwa ketersediaan job resource di lingkungan kerja memberi motivasi dan dapat membantu karyawan mengembangkan OCB dan asosiasi ini di mediasi secara parsial oleh harmonious passion. Penelitian ini memberikan pemahaman lebih lanjut tentang pentingnya perilaku extra-role di organisasi dan bagaimana menghasilkan perilaku tersebut.

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The purpose of this research is to examine the role of harmonious passion as a mediator on the relationship between job resource and OCB. The data collection in this study included 240 employee respondents who work in Bank Pembangunan Daerah BPD . The measurements used in this study are OCB Scale 2002 to measure OCB Questionnaire on The Experience and Evaluation of the Work QEEW Scale 2017 to measure job autonomy, performance feedback, and technology resource and Passion Scale 2003 to measure harmonious passion.

The analysis statistic method of Process Macro for SPSS and SAS 3.0 were used to examined the mediational hypotheses. Consistent with job demand resource theory, result shows that when job resource exist in working environment, it can motivates and encourages employee to develop OCB and this association is partially mediated by harmonious passion. This study provides a deeper understanding about the importance of extra role behavior in organization and how to generate this behavior in future."

"Budaya organisasi merupakan faktor penting yang menentukan keberhasilan sebuah organisasi atau perusahaan. Di dalam budaya organisasi, terkandung sistem makna berupa prinsip nilai yang berfungsi mengatur individu untuk berperilaku sebagaimana mestinya selama menjadi anggota organisasi. Maka, penting bagi organisasi untuk memberikan pemahaman budaya organisasi kepada anggotanya melalui sosialisasi, terlebih kepada anggota baru. Makalah ini merupakan bentuk refleksi pengalaman magang saya selama lima bulan (Juli 2021-Desember 2021) sebagai divisi Culture Engagement di Stockbit & Bibit. Penulisan akan berfokus pada bagaimana cara sosialisasi budaya organisasi yang dilakukan dalam program kerja performance review. Budaya organisasi di Stockbit & Bibit terdiri dari lima culture DNA, yaitu Creativity & Innovation, Continuous Improvement, Take Ownership, Team Collaborations dan Customer Obsession. Hasil akhir menunjukkan bahwa cara sosialisasi budaya organisasi yang dilakukan dalam program kerja performance review menggunakan sistem rewards (penghargaan) dan punishment (hukuman). Rewards dan punishment menjadi cara sosialisasi yang efektif karena anggota baru memiliki pengalaman dalam berbagai jenis perilaku anggota lainnya yang sudah lebih dahulu ada di dalam organisasi. Karyawan baru di Stockbit & Bibit dapat mengetahui perilaku yang perlu dilakukan sesuai dengan peran, fungsi, dan tanggung jawabnya dengan memahami budaya organisasi yang berlaku melalui proses sosialisasi.

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Organizational culture is a determining factor in the overall success of a company. Within the organizationional culture, there are set values that governs how an individual functions according to their respective roles within an organization. Thus, it is essential for an organization to educate its members on organizational cultures, especially towards its new members. This paper is written as a reflection of the writer's experience during their five-month internship (July 2021-December 2021) as a member of the Cultural Engagement Division of Stockbit & Bibit. This writing focuses on how organizational culture is socialized in the performance review work programme. Organizational culture in Stockbit & Bibit consists of five cultural DNAs, which are Creativity & Innovation, Tale Ownership, Team Collaborations and Customer Obsession. The conclusion shows that the socialization method used by the company is by rewards & punishments. Rewards and punishments are shown to be an effective way of socializing the company's organization culture as new members are able to learn from the experiences of senior employees. Newer members of the company are subsequently able to act accordingly based on their roles, function, and responsibilities by understanding the company's organization culture."

"ABSTRAKPenelitian bertujuan meneliti pengaruh mentoring functions dan organizational socialization terhadap role stress dan turnover intention. Penelitian juga meneliti pengaruh role stress terhadap turnover intention dengan dimediasi burnout. Penelitian dilakukan pada 260 perawat dan bidan di Rumah Sakit di Bekasi, Depok, Kemayoran, dan Kelapa Gading menggunakan metode structural equation modelling. Hasil penelitian menunjukkan mentoring functions tidak berpengaruh negatif terhadap role stress namun berpengaruh negatif terhadap turnover intention. Organizational socialization berpengaruh negatif terhadap role stress, dengan role stress berpengaruh terhadap turnover intention yang dimediasi burnout. Maka role stress dapat ditekan melalui organizational socialization sedangkan turnover intention dapat diminimalisir melalui mentoring functions.

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ABSTRACTResearch aims to investigate the effect of mentoring functions and organizational socialization to role stress and turnover intention. Research also analyzes the effect of role stress on turnover intention with burnout. 260 nurses and midwives at hospitals in Bekasi, Depok, Kemayoran, and Kelapa Gading were surveyed using structural equation modelling. The result showed that mentoring functions is not negatively affects role stress but it affects turnover intention. Organizational socialization affects role stress negatively, while it affects turnover intention with burnout as mediator. Thus, role stress could be reduced by organizational socialization, and turnover intention could be minimalized with mentoring functions."

"[ABSTRAKPenelitian ini ditujukan untuk menguji pengaruh pertumbuhan karir organisasi(organizational career growth) dan persepsi politik organisasi (perceptions oforganizational politics) terhadap maksud pengunduran diri (turnover intention)para pegawai dinas luar negeri non diplomatik pada Kementerian Luar NegeriRepublik Indonesia. Penelitian ini adalah penelitian kuantitatif dan dianalisismenggunakan metode regresi. Data dikumpulkan melalui kuesioner yang diperolehdari 208 pegawai non diplomatik pada Kementerian Luar Negeri RepublikIndonesia. Hasil penelitian ini membuktikan bahwa pertumbuhan karir organisasiberpengaruh negatif terhadap maksud pengunduran diri, dan persepsi politikorganisasi berpengaruh positif terhadap maksud pengunduran diri. Ditemukanbahwa pencapaian tujuan karir mempengaruhi maksud pengunduran diri secarasignifikan. Peneliti menyimpulkan bahwa semakin besar peluang yang diberikanorganisasi kepada pegawai untuk mencapai tujuan karirnya, maka akan mengurangikecenderungan pegawai untuk meninggalkan organisasi. General politicalbehavior sebagai dimensi dari persepsi politik organisasi mempengaruhi maksudpengunduran diri secara signifikan. Disimpulkan pula bahwa persepsi politikorganisasi meningkatkan niat untuk meninggalkan organisasi.

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ABSTRACTThe purpose of this study is to examine the relationship between organizationalcareer growth and turnover intention, as well as perceptions of organizationalpolitics and turnover intention, among non diplomatic staffs of the Ministry ofForeign Affairs of Republic of Indonesia. This research used quantitative designand analyzed by regression method. The data were collected by questionnaires from208 respondents of non diplomatic staffs of the Ministry of Foreign Affairs ofRepublic of Indonesia. The results of this study show that the organizational careergrowth are negatively related to turnover intention, and the perceptions oforganizational politics are positively related to turnover intention. It was found thatcareer goal progress have strong influences on turnover intention. The researchersuggest that the greater opportunities provided by an organization for employees tomeet their career goals, make employees less likely to consider leaving theorganization. General political behavior as dimension of perceptions oforganizational politics have strong influences on turnover intention. It suggest thatperceptions of organizational politics are increase the intention to leave theorganization, The purpose of this study is to examine the relationship between organizationalcareer growth and turnover intention, as well as perceptions of organizationalpolitics and turnover intention, among non diplomatic staffs of the Ministry ofForeign Affairs of Republic of Indonesia. This research used quantitative designand analyzed by regression method. The data were collected by questionnaires from208 respondents of non diplomatic staffs of the Ministry of Foreign Affairs ofRepublic of Indonesia. The results of this study show that the organizational careergrowth are negatively related to turnover intention, and the perceptions oforganizational politics are positively related to turnover intention. It was found thatcareer goal progress have strong influences on turnover intention. The researchersuggest that the greater opportunities provided by an organization for employees tomeet their career goals, make employees less likely to consider leaving theorganization. General political behavior as dimension of perceptions oforganizational politics have strong influences on turnover intention. It suggest thatperceptions of organizational politics are increase the intention to leave theorganization]"