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"ABSTRAKPenelitian ini menganalisis peran ethical leadership dan abusive supervision dalam prosesturnover. Penelitian ini dilakukan terhadap 120 Pegawai Industri Jasa Perbankan di Jakarta.Penelitian ini menggunakan metode analisis deskriptif dan Structural Equation Modelling(SEM). Hasil penelitian juga menunjukkan bahwa ethical leadership mempengaruhi tingkatkepuasan kerja, dimana selanjutnya mempengaruhi intentions to quit atau proses turnover danberdampak terhadap job search behavior. Sebaliknya, abusive supervision, yang bertentanganseacara konseptual dengan ethical leadership, mempunyai pengaruh negative terhadap kepuasankerja dengan dampak yang sesuai dengan proses turnover dan job search behavior. Namun, tidakseperti ethical leadership, yang tidak secara langsung mengarah terhadap terhadap job searchbehavior, abusive supervision mampu secara langsung membuat pegawai tidak nyaman danmengarah terhadap job search behaviors. Lebih lanjut lagi, ditemukan juga bahwa bahkantingkat abusive supervision yang rendah sekalipun dapat menetralkan tingkat ethical leadershipyang tinggi. Implikasi bagi manajemen di industri keuangan yaitu sistem reward danpunishment, mengadakan training untung mengembangkan pemimpin agar memiliki ethicalleadership yang tinggi, serta mengingatkan kembali kepada para pemimpin bahwa sesedikitapapun tingkat abuse yang diterima karyawan akan menutupi tingkat ethical leadership yang tinggi sekalipun.

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ABSTRACTThis study examined the roles which ethical leadership and abusive supervision play in turnoverprocess. This study was conducted on 120 banking industries? employees in Jakarta. This studyusing descriptive analysis and Structural Equation Modeling (SEM). The central conclusion ofthis study is that ethical leadership influences job satisfaction, which then influences intentions toquit, which then impacts job search behaviors. Conversely, abusive supervision, which is theconceptual opposite of ethical leadership, has a negative influence on job satisfaction withcorresponding impacts on intentions to quit and job search behavior. But, unlike ethicalleadership, which does not directly lead to job search behavior, abusive supervision can alsodirectly make people so upset that they initiate job search behaviors. Moreover, findings indicatethat even low levels of abusive supervision can neutralize high levels of ethical leadership.Implications for financial industries? management are rewarding ethical behavior and punishingunethical behavior system, develop ethical leaders for a potential decrease in employee turnoverbehaviors, and warning for leaders in general and human resource management leaders inparticular who depend on or even engage in abusive supervision that even a few instances ofabuse can overshadow high sustained levels of ethical conduct"

"ABSTRACTSkripsi ini bertujuan untuk mengetahui pengaruh kepemimpinan beretika dan iklim kerja etis terhadap perilaku etis pegawai negeri sipil yang bekerja di instansi pemerintahan. Subjek penelitian menggunakan 205 orang pegawai negeri sipil dari beberapa instansi. Data dikumpulkan menggunakan kuesioner dan diolah menggunakan analisis regresi berganda dengan SPSS 20 untuk menguji pengaruh antar variabel dan juga efek mediasi dari iklim kerja beretika. Dari hasil penelitian diketahui bahwa adanya kepemimpinan yang beretika memiliki pengaruh positif terhadap perilaku etis dari pegawai, sementara iklim kerja yang beretika memediasi secara parsial pengaruh antara kepemimpinan beretika dan perilaku etis karyawan.

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ABSTRACTThis research focused on the effect of ethical leadership and ethical climate on ethical behavior for government employees context. This study employed quantitative method using surveys to 205 civil servants working at several government institutions. Multiple regression analysis was used to analyze the data using SPSS 20 and  the mediation effect of ethical climate on the relationship between ethical leadership and ethical behavior. This study found that ethical leadership positively related to ethical behavior and the effect of ethical leadership and ethical behavior was partially mediated by ethical climate."

"PT. Andalan Fluid Sistem memiliki permasalahan dalam penanaman organizational culture dan penerapan tata kelola yang baik sehingga berpotensi memiliki hasil ethical leadership dan job satisfaction yang rendah, yang menghasilkan turnover intentions yang tinggi. Penelitian ini bertujuan untuk menganalisis hubungan antara ethical leadership (X1) dan organizational culture (X2) terhadap turnover intentions (Y) secara langsung dan melalui job satisfaction (Z) sebagai variabel mediasi serta menganalisis efek mediasi dari job satisfaction terhadap turnover intentions pada staff karyawan PT. Andalan Fluid Sistem. Metode penelitian yang digunakan yaitu penelitian kuantitatif. Kuesioner disebarkan pada 336 karyawan PT. Andalan Fluid Sistem. Analisis data pre-test menggunakan factor analysis, uji validitas dan uji reliabilitas serta analisis jalur dengan Structural Equation Modelling (SEM). Hasil penelitian menunjukkan bahwa terdapat pengaruh positif signifikan antara X1 dan X2 terhadap Z, pengaruh positif signifikan antara X1 dan Y, pengaruh negatif tidak signifikan antara X2 dan Y serta pengaruh negatif signifikan antara Z dan Y. Penelitian ini diharapkan dapat menambah kajian teoritis pembelajaran manajemen sumber daya manusia serta menjadi rujukan bagi pihak terkait dalam memformulasikan kebijakan yang dapat meningkatkan perkembangan perusahaan dan mencegah turnover yang tinggi.

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PT. Andalan Fluid Sistem has problems in the organizational culture cultivation and good governance implementation thereby have a potential to have low results of ethical leadership and job satisfaction, which resulted in high turnover intentions. This research aims to analyze the correlation between ethical leadership (X1) and organizational culture (X2) towards turnover intentions (Y) directly and through job satisfaction (Z) as mediation variable and to analyze the mediation effect of job satisfaction towards turnover intentions in employee staffs of PT. Andalan Fluid Sistem. The research method used is quantitative research. Questionnaires are distributed to 336 employees of PT. Andalan Fluid Sistem. The pre-test data analysis used factor analysis, validity and reliability tests and path analysis by Structural Equation Modelling (SEM). The research results showed that there is a significant positive effect between X1 and X2 towards Z, a significant positive effect between X1 and Y, an insignificant negative effect between X2 and Y and a significant negative effect between Z and Y. This research is expected to add to the theoretical study of the human resource management learning as well as become a reference for related parties in formulating policies that can improve the company’s development and prevent high turnover."

"ABSTRAKPenelitian ini meneliti mengenai pengaruh ethical leadeship terhadap ethical behavior yang dipengaruhi oleh peran penting dari ethical climate sebagai mediator. Penelitian ini meneliti pada industri perbankan menggunakan kuesioner yang didapatkan dari 262 responden yang bekerja di PT Bank M sebagai salah satu bank BUMN. Hipotesis penelitian dirumuskan dari penelitian sebelumnya dan diuji menggunakan structural equation model (SEM). Hasil menunjukkan bahwa ethical leadership memiliki pengaruh signifikan terhadap ethical climate tetapi tidak berpengaruh signifikan secara langsung terhadap ethical behavior pegawai PT Bank M. Sedangkan ethical climate memiliki pengaruh signifikan full mediating terhadap hubungan antara ethical leadership dengan ethical behavior pegawai PT Bank M.

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ABSTRACTThis study examined the effect of ethical leadeship on ethical behavior which is influenced by the important role of ethical climate as a mediator. This research examined the banking industry using a questionnaire obtained from 262 respondents working at PT Bank M as one of the state-owned banks. The research hypothesis was formulated from previous studies and tested using structural equation model (SEM). The results showed that ethical leadership had a significant influence on ethical climate but did not directly influence the ethical behavior of employees of PT Bank M. While ethical climate had a full mediating significant effect on the relationship between ethical leadership and ethical behavior of employees of PT Bank M."

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Penelitian ini bertujuan untuk menguji pengaruh compulsory citizenship behavior, emotional labor dan abusive supervision terhadap work-family conflict dengan emotional exhaustion sebagai mediatornya. Penelitian ini berjenis penelitian kuantitatif dengan desain penelitian konklusif. Metode pengambilan sampel berjenis judgemental sampling. Sejumlah 225 responden karyawan perempuan di Indonesia pada berbagai wilayah dan industri menjadi sampel pada penelitian ini. Metode analisis data yang dipakai pada penelitian ini yaitu CB-SEM yang dioleh menggunakan Lisrel 8.80. Temuan menunjukan bahwa emotional exhaustion berhasil memediasi pengaruh emotional exhaustion terhadap work-family conflict. Akan tetapi emotional exhaustion tidak dapat memediasi pengaruh emotional labor (surface acting dan deep acting) terhadap work-family conflict. Selanjutnya, emotional exhaustion memediasi pengaruh abusive supervision terhadap work-family conflict. Meskipun demikian, sampel yang digunakan terlalu kecil untuk merepresentasikan keseluruhan populasi karyawan perempuan di Indonesia.

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This study aims to examine the effect of compulsory citizenship behavior, emotional labor and abusive supervision on work-family conflict with emotional exhaustion as the mediator. This research is a quantitative research type with a conclusive research design. The sampling method is judgmental sampling. A total of 225 female employee respondents in Indonesia in various regions and industries were sampled in this study. The data analysis method used in this study is CB-SEM which is obtained using Lisrel 8.80. The findings show that emotional exhaustion successfully mediates the effect of emotional exhaustion on work-family conflict. However, emotional exhaustion cannot mediate the effect of emotional labor (surface acting and deep acting) on work-family conflict. Furthermore, emotional exhaustion mediates the effect of abusive supervision on work-family conflict. Nevertheless, the sample used is too small to represent the entire population of female employees in Indonesia.

 

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"ABSTRAKTesis ini membahas peran work engagement dalam memediasi pengaruh transformational leadership dan job characteristic model terhadap innovative work behavior dan turnover intention pada pegawai di Lembaga Negara XYZ. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat dalam penelitian ini ditentukan dengan metode purposive sampling, yaitu para pegawai yang menjadi mitra perubahan atau change agent di Lembaga Negara XYZ. Responden yang terlibat sebanyak 325 orang dari lintas generasi X, generasi Y, dan Baby Boomers. Alat ukur yang digunakan dalam penelitian ini Multifactor Leadership Questionnaire Bass Avolio, 2004 untuk mengukur transformational leadership, Job Diagnostoc Survey Hackman Oldham, 1975; Idazak Drasgow, 1987 untuk mengukur job characteristic model, Utrecht Work Engagement Scale Schaufeli Bakker, 2003 untuk mengukur work engagement, dan Janssen 2000 untuk mengukur innovative work behavior, serta Turnover Cognition Scale Bozeman Perrewe, 2001 untuk mengukur turnover intention. Berdasarkan analisis data dapat disimpulkan bahwa work engagement memediasi pengaruh positif transformational leadership dan job characteristic model terhadap innovative work behavior, dan memediasi pengaruh negatif transformational leadership dan job characteristic model terhadap turnover intention. Transformational Leadership dan job characteristic model juga memiliki pengaruh positif dalam meningkatkan work engagement.

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ABSTRACTThis study focus on the influence of transformational leadership and job characteristic model on innovative work behavior and turnover intention through work engagement as mediator to employees in one of State Institution in Indonesia. This research uses a quantitative approach with online survey methods. Respondents were determined by purposive sampling method, employees who became the change agent in the State Institution of XYZ, 325 people from across generations Baby Boomers, X, and Y . The measuring tool used in this study is Multifactor Leadership Questionnaire Bass Avolio, 2004 , Job Diagnostic Survey Hackman Oldham, 1975 Idazak Drasgow, 1987 , Utrecht Work Engagement Scale Schaufeli Bakker, 2003 , Janssen 2000 , and Turnover Cognition Scale Bozeman Perrewe, 2001 . Based on data analysis, it can be concluded that work engagement mediates positive effect of transformational leadership and job characteristic model on innovative work behavior, and mediates negative effect of transformational leadership and job characteristic model on turnover intention. Transformational Leadership and job characteristic models also have a positive influence in improving work engagement."

"Tesis ini membahas peran work engagement dalam memediasi pengaruh transformational leadership dan job characteristic model terhadap innovative work behavior dan turnover intention pada pegawai di Lembaga Negara XYZ. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat dalam penelitian ini ditentukan dengan metode purposive sampling, yaitu para pegawai yang menjadi mitra perubahan atau change agent di Lembaga Negara XYZ. Responden yang terlibat sebanyak 325 orang dari lintas generasi X, generasi Y, dan Baby Boomers.  Alat ukur yang digunakan dalam penelitian ini Multifactor Leadership Questionnaire (Bass & Avolio, 2004) untuk mengukur transformational leadership, Job Diagnostoc Survey (Hackman & Oldham, 1975; Idazak & Drasgow, 1987) untuk mengukur job characteristic model, Utrecht Work Engagement Scale (Schaufeli & Bakker, 2003) untuk mengukur work engagement, dan Janssen (2000) untuk mengukur innovative work behavior, serta  Turnover Cognition Scale (Bozeman & Perrewe, 2001) untuk mengukur turnover intention.  Berdasarkan analisis data dapat disimpulkan bahwa work engagement memediasi pengaruh positif transformational leadership dan job characteristic model terhadap innovative work behavior, dan memediasi pengaruh negatif transformational leadership dan job characteristic model terhadap turnover intention. Transformational Leadership dan job characteristic model juga memiliki pengaruh positif dalam meningkatkan work engagement. 

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This study focus on the influence of transformational leadership and job characteristic model on innovative work behavior and turnover intention through work engagement as mediator to employees in one of State Institution in Indonesia. This research uses a quantitative approach with online survey methods. Respondents were determined by purposive sampling method, employees who became the change agent in the State Institution of XYZ, 325 people from across generations  (Baby Boomers, X, and Y ). The measuring tool used in this study is Multifactor Leadership Questionnaire (Bass & Avolio, 2004), Job Diagnostic Survey (Hackman & Oldham, 1975; Idazak & Drasgow, 1987), Utrecht Work Engagement Scale (Schaufeli & Bakker, 2003), Janssen (2000), and Turnover Cognition Scale (Bozeman & Perrewe, 2001). Based on data analysis, it can be concluded that work engagement mediates positive effect of transformational leadership and job characteristic model on innovative work behavior, and mediates negative effect of transformational leadership and job characteristic model on turnover intention. Transformational Leadership and job characteristic models also have a positive influence in improving work engagement."

"ABSTRAK<

Kondisi tempat kerja yang merugikan menyangkut kesejahteraan pekerja dapat memengaruhi persepsi pekerja terhadap organisasi. Bila perusahaan gagal menciptakan kondisi kerja yang dapat memenuhi kebutuhan dasar pekerja, konsekuensinya yakni menyebabkan turnover intention melalui emotional exhaustion yang dialami pekerja. Penelitian ini bertujuan untuk mengetahui pengaruh dari verbal abuse dan abusive supervision terhadap turnover intention melalui mediasi emotional exhaustion pada pekerja pabrik garmen di Indonesia. Data penelitian diperoleh dengan melakukan survei terhadap 2.897 pekerja di pabrik garmen, di Pulau Jawa, Indonesia. Metode penelitian menggunakan Structural Equation Modeling (SEM). Hasil penelitian ini menunjukkan bahwa emotional exhaustion memediasi secara parsial pengaruh verbal abuse dan abusive supervision terhadap turnover intention secara berurutan.

 

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ABSTRACT

Adverse workplace conditions, especially concerning the welfare of workers can affect workers' perceptions of the organization. If the company fails to address working conditions that can meet the basic needs of workers, the consequences are causing turnover intention through emotional exhaustion experienced by workers. This study aims to determine the effects of verbal abuse and abusive supervision toward turnover intention through emotional exhaustion as mediation of garment workers in Indonesia. The research data was obtained by surveying 2,897 garment workers, Java, Indonesia. The research method uses Structural Equation Modeling (SEM). The results of the study showed that emotional exhaustion partially mediates the influence of verbal abuse and abusive supervision on the turnover intention sequentially.

 

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"Skripsi ini membahas mengenai bagaimana pengaruh Group Creativity dan Corporate Ethical Values terhadap Job Satisfaction dan Turnover Intention di PT Multi Utama Consultindo untuk cabang Jakarta. Penelitian ini adalah penelitian kuantitatif dengan desain deskriptif. Penelitian ini menggunakan data yang diperoleh dari 74 responden. Setiap variable diukur dengan menggunakan kuesioner dan hasilnya diolah dengan piranti lunak Structural Equation Modeling (SEM). Hasil dari penelitian ini menunjukkan antara Group Creativity dan Corporate Ethical Values, keduanya tidak saling mempengaruhi. Kemudian terkait dengan Job Satisfaction, Group Creativity dan Corporate Ethical Values di PT Multi Utama Consultindo ternyata mempengaruhi secara positif Job Satisfaction. Kemudian, terkait dengan Turnover Intention, di PT Multi Utama Consultindo cabang Jakarta, Group Creativity dan Corporate Ethical Values tidak memiliki pengaruh apapun terhadap Turnover Intention.Untuk penelitian lebih lanjut, perlu ditambahkan variabel lain yang dapat mempengaruhi Corporate Ethical Value dan Group Creativity. Selain itu, Group Creativity tidak sesuai untuk diterapkan di perusahaan dalam bidang jasa konsultan pajak.

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This study is to discuss the impact of Group Creativity and Corporate Ethical Values to Job Satisfaction and Turnover Intention at PT Multi Utama Consultindo, Jakarta Branch. This is a quantitative research using descriptive design. The data used is obtained from 74 respondents. Each variable is measured using questionnaire where the result is analyzed using Structural Equation Modeling (SEM) software.

The result shows that between Group Creativity and Corporate Ethical Values, both variables do not affect each other. Regarding Job Satisfaction, variables of Group Creativity and Corporate Ethical Values affect positively Job Satisfaction. While for Turnover Intention, it is not affected by Group Creativity and Corporate Ethical Values. For future research on the same topic, it is suggested to add another variable affecting Group Creativity and Corporate Ethical Values. Also, for Group Creativity, it is not suitable to be implemented in the tax consulting company."

"Dalam beberapa tahun terakhir, dibandingkan dengan kualitas sumber daya manusia di negara lain, sumber daya manusia Indonesia tetap relatif kurang memuaskan. Ini menimbulkan pertanyaan apakah kejadian ini disebabkan oleh kinerja tugas yang buruk atau oleh penyebab lain. Beberapa elemen mendasar, seperti kepuasan kerja dan komitmen organisasi afektif, diketahui mempengaruhi kinerja tugas karyawan (Che et al., 2021; Nasurddin et al., 2020). Selain itu, modal psikologis diketahui berdampak pada kepuasan kerja dan komitmen emosional organisasi (Miao et al., 2021), dan juga mempengaruhi kinerja tugas (Qasim et al., 2021). Menurut Qasim et al. (2021), etos kerja Islam mempengaruhi modal psikologis, dan kepemimpinan etis memoderasi hubungan tersebut. Peneliti melakukan studi kuantitatif menggunakan survei terhadap 361 karyawan Muslim di Indonesia yang terpilih untuk pengolahan data. Structural Equation Model (SEM) akan digunakan dalam penelitian ini untuk menguji hubungan antara faktor dan moderasi menggunakan perangkat lunak IBM AMOS 26 dan SPSS. Temuan mengungkapkan bahwa etos kerja Islam dan modal psikologis terkait baik dan memiliki dampak besar pada kinerja tugas total. Selain itu, meskipun modal psikologis diketahui memiliki pengaruh positif dan cukup besar pada kepuasan kerja dan komitmen emosional organisasi, keduanya memiliki sedikit pengaruh pada kinerja tugas. Akibatnya, manajer SDM harus dapat mempekerjakan orang-orang dengan kode etik yang kuat sambil mempertahankan keunggulan kompetitif. Manajer SDM juga dapat melakukan intervensi dengan memberikan pelatihan kepada staf sebagai semacam bimbingan.

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In recent years, as compared to the quality of human resources in other nations, Indonesian human resources have remained comparatively poor. This begs the question of whether this occurrence is caused by poor task performance or by other causes. Several underlying elements, such as work satisfaction and affective organizational commitment, are recognized to influence an employee's task performance (Che et al., 2021; Nasurddin et al., 2020). Furthermore, psychological capital is known to impact work satisfaction and emotional organizational commitment (Miao et al., 2021), and it also influences task performance (Qasim et al., 2021). According to Qasim et al. (2021), Islamic work ethic influences psychological capital, and ethical leadership moderates the linkage. Researcher conducted a quantitative study using a survey of 361 Muslim employees in Indonesia who were selected for data processing. The Structural Equation Model (SEM) will be utilized in this study to examine the connection between factors and moderation using IBM AMOS 26 and SPSS software. The findings revealed that Islamic work ethic and psychological capital were favorably related and had a substantial impact on total task performance. Furthermore, whereas psychological capital is known to have a positive and considerable influence on work satisfaction and emotional organizational commitment, both have little effect on task performance. As a result, HR managers must be able to employ people with a strong code of ethics while maintaining a competitive edge. HR managers can also intervene by providing staff with training as a kind of guidance."