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"Tujuan dari penelitian ini adalah untuk mencari tahu pengaruh dari perceived organizational support (POS) terhadap work engagement, dengan self-efficacy sebagai mediasi. Work engagement yang baik dalam lingkungan kerja memberikan perusahaan karyawan yang lebih produktif dan berkualitas, sehingga menjadi sebuah fenomena yang penting untuk diperhatikan. Penelitian ini mengambil sampel dari PT. XYZ, sebuah perusahaan radio terestrial yang berlokasi di Jakarta, Indonesia, dengan jumlah sampel 139 responden. Penelitian ini menemukan bahwa terdapat hubungan langsung antara POS dengan work engagement, dan diantaranya terdapat self-efficacy yang terbukti menjadi sebuah faktor mediasi.

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The aim of this study was to investigate the effects of perceived organizational support (POS) towards work engagement with self-efficacy as mediator. Work engagement influences employees to be more productive and engaged in their job, which makes the topic very important in ensuring a firm?s quality of employees. This study is conducted in PT. XYZ, a terestrial radio broadcasting company bsesd in Jakarta, Indonesia. The respodents fort this research are 139 employees. The result of this research shows the significant effect of POS to work engagement, with self-efficacy as an underlying factor in it's relationship"

"ABSTRAKTesis ini terfokus pada usaha untuk meningkatkan keterikatan kerja (work engagement) pada karyawan melalui beberapa variabel prediktor. Berdasarkan penggalian data awal, masalah yang dialami oleh PT. XYZ adalah munculnya gejala-gejala disengagement pada karyawan yang disebabkan oleh proses mutasi yang dilakukan perusahaan. Work engagement karyawan dipengaruhi oleh faktor kepribadian dan pekerjaan. Dalam penelitian ini variabel yang kemudian diteliti besar pengaruhnya terhadap work engagement karyawan yaitu, ketahanan psikologis (psychological hardiness), dan efikasi kerja (occupational self-efficacy) yang termasuk dalam faktor kepribadian dan persepsi karyawan terhadap dukungan yang diberikan oleh organisasi (perceived organizational support) yang termasuk faktor pekerjaan. Penelitian dilakukan terhadap 78 karyawan PT.XYZ dengan menggunakan kuesioner UWES-9, OSE, DRS-Short Scale, dan SPOS yang masing-masing telah dialih bahasakan. Melalui hasil regresi berganda diketahui bahwa variabel psychological hardiness dan occupational self efficacy memberikan pengaruh yang signifikan terhadap work engagement dan variabel perceived organizational support tidak memiliki pengaruh yang signifikan terhadap work engagement karyawan PT.XYZ. Peneliti kemudian membuat program intervensi untuk meningkatkan salah satu variabel yang terbukti mempengaruhi work engagement yaitu occupational self efficacy. Dari hasil uji signifikansi perbedaan nilai pre test dan post test. Dapat diketahui bahwa intervensi yang diberikan berhasil meningkatkan pengetahuan peserta mengenai keterampilan yang harus dikuasai untuk meningkatkan occupational self-efficacy mereka.

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ABSTRACTThis thesis focused on efforts to improve the work engagement of employees through multiple predictor variables. Based on the initial data gathering, the problems experienced by PT. XYZ is the emergence of symptoms of disengagement on employees caused by the mutation program held by company. Work engagement is influenced by personality resources and job resources. In this study the variables are then examined which has the large contribution to work engagement are, psychological hardiness, and occupational self-efficac) were included in the personality resources and perceived organizational suppor) which include job resources. The study was conducted on 78 employees Pt XYZ, using questionnaires Uwes -9, OSE, DRS-Short Scale, and SPOS each of which has been converted translated. Through the results of multiple regression is known that variable psychological hardiness and occupational self-efficacy have a significant influence on work engagement and perceived organizational support variables did not have a significant impact on work engagement on empolyee at PT.XYZ. Researchers then create intervention programs to improve one of the variable shown to affect work engagement, namely occupational self-efficacy. From the results of tests of significance difference in the value of pre test and post test. It is known that a given intervention succeeded in increasing participants' knowledge of the skills that must be mastered to improve their occupational self-efficacy."

"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. "

"Work engagement merupakan sebuh konstruk yang diasosikan dengan berbagai employee outcomes seperti job performance, job satisfaction dan employee well being. Penelitian ini bertujuan untuk menguji pengaruh perceived supervisor support, perceived organizational support, dan learning opportunities terhadap work engagement karyawan generasi milenial perbankan BUMN. Penelitian ini merupakan penelitian kuantitatif yang menggunakan metode Structural Equation Modeling SEM untuk mengolah 195 data responden. Hasil penelitian ini menunjukkan bahwa work engagement dipengaruhi secara langsung oleh perceived supervisor support dan perceived organizational support. Selain itu perceived organizational support terbukti memediasi pengaruh perceived supervisor support terhadap work engagement. Sehingga peran mediasi yang terbentuk adalah partial mediation.

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Work engagement is a construct that is associated with various employee outcomes such job performance, job satisfaction and employee well being. This study aims to examine the effect of perceived supervisor support, perceived organizational support, and learning opportunities on millennials work engagement in state owned bank. This research is a quantitative research using Structural Equation Modeling SEM method to analyze the data.

The results of this study indicate that work engagement is directly affected by perceived supervisor support and perceived organizational support. In addition, perceived organizational support proved to mediate the impact of perceived supervisor support on work engagement. Thus, the mediation role formed is partial mediation. "

"ABSTRAKTesis ini membahas mengenai pengaruh psychological capital dan perceived organizational support terhadap innovative work behavior yang dimediasi oleh work engagement pada PT LAMIGAS. Penelitian ini menggunakan pendekatan kuntitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat dalam penelitian ini adalah 114 orang yang bekerja pada PT LAMIGAS. Pengukuran psychological capital pada penelitian ini menggunakan alat ukur PsyCap Questionaire (PCQ-24) (2007). Pengukuran Perceived organizational support pada penelitian ini menggunakan alat ukur Perceived organizational support (1997). Pengukuran Work engagement pada penelitian ini menggunakan alat ukur UWES 9. Pengukuran Innovative work behavior pada penelitian ini menggunakan alat ukur Scale for individual innovative behavior in the workplace (1994). Penelitian ini dilakukan pada 114 responden karyawan PT LAMIGAS. Hasil dari penelitian ini adalah ditemukannya hubungan positif dan signifikan antara variabel psychological capital dan innovative work behavior, perceived organizational support dan innovative work behavior, serta variabel psychological capital dan work engagement.

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ABSTRACTThis thesis discusses the influence of psychological capital and perceived organizational support to innovative work behavior mediated by work engagement at PT LAMIGAS. This research uses a quantitative approach with survey methods conducted online. Respondents involved in this research are 114 people who work at PT LAMIGAS. Measurement of psychological capital in this study using PsyCap Questionaire (PCQ-24) (2007). Measurement of Perceived organizational support in this study using Perceived organizational support (1997). Measurement of Work engagement in this research using UWES measuring instrument 9. Measurement of Innovative work behavior in this research using Scale for individual innovative behavior in the workplace (1994). This research was conducted on 114 respondents employees of PT LAMIGAS. The result of this research is the finding of positive and significant relation between psychological capital and innovative work behavior variable, and psychological capital variable and work engagement."

"[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]"

"Perubahan lingkungan bisnis yang dinamis dan disruptif memaksa manajemen untuk memiliki strategi dalam melakukan pengelolan SDM secara memadai. SDM memiliki peran kritikal dalam mencapai kinerja organisasi melalui dukungan job resources yang berasal dari lingkungan bekerja. Perubahan paradigma pada sektor publik terhadap pengelolaan SDM semakin menuju ke arah yang efektif dan efisien. Penelitian ini dilakukan untuk menganalisis hubungan antara perceived organizational support (POS) dan servant leadership terhadap employee performance melalui peran mediasi work engagement pada Aparatur Sipil Negara (ASN) Organisasi Keuangan Pemerintah. Penelitian ini dilakukan dengan melakukan cross-sectional study melalui survei kuesioner google form dengan sampel sebanyak 305 responden ASN yang berkedudukan di Kantor Pusat Organisasi Keuangan Pemerintah. Teknik analisis data dilakukan dengan menggunakan metode Covariance Based – Structural Equation Modeling (CB-SEM). Hasil penelitian menunjukkan bahwa POS dan servant leadership memiliki pengaruh positif signifikan terhadap work engagement. Selanjutnya, work engagement mampu memediasi secara penuh dan signifikan hubungan POS dan servant leadership terhadap employee performance, serta work engagement memiliki pengaruh positif signifikan terhadap employee performance. Penelitian ini memiliki kontribusi terhadap implikasi manajerial untuk dapat diterapkan bagi organisasi, pimpinan, dan individu pada sektor publik terkait konsep yang berkaitan dengan variabel yang diteliti.

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The dynamic and disruptive business environment necessitates management to adopt adequate human resource management strategies. Human resource management plays a critical role in achieving organizational performance through job resources support from the work environment. Paradigm shifts in the public sector toward more effective and efficient human resource management have been observed. This study aims to analyze the relationship between perceived organizational support (POS) and servant leadership on employee performance, mediated by work engagement, among Civil Servants (ASN) in Government Financial Organizations. A cross-sectional study using a survey questionnaire through Google Form was conducted, with a sample of 305 respondents comprising ASN at the Central Office of Government Financial Organizations. The data analysis was performed using Covariance-Based Structural Equation Modeling (CB-SEM). The research findings reveal that both POS and servant leadership have a significant positive impact on work engagement. Furthermore, work engagement fully mediates the relationship between POS, servant leadership, and employee performance, with work engagement also significantly influencing employee performance. This research offers managerial implications that can be applied to organizations, leaders, and individuals in the public sector concerning the concepts related to the variables under study."

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Penelitian ini bertujuan untuk mengetahui pengaruh Perceived Supervisor Support dan Organizational Commitment terhadap Employee Turnover Intention dan Task Performance pada karyawan perusahaan DKI Jakarta yang bekerja dibawah pengawasan supervisor dan telah bekerja selama enam bulan dalam waktu yang berurutan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan cross-sectional design dan metode convenience sampling dan purposive sampling untuk mengumpulkan data primer. Sampel penelitian ini diperoleh dari 399 karyawan perusahaan DKI Jakarta dan pengolahan data dilakukan dengan metode Structural Equation Model (SEM). Hasil penelitian ini menunjukkan bahwa Perceived Supervisor Support tidak memengaruhi Employee Turnover Intention dan juga Task Performance. Lalu, Organizational Commitment juga tidak memengaruhi Employee Turnover Intention. Namun, Organizational Commitment memiliki pengaruh positif terhadap Task Performance. Tiga hubungan mediasi penuh juga ditemukan dan satu hubungan mediasi parsial.

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This study aims to study the influence of Supervisory Commitments and Organizational Commitments on Employee Change Intentions and Task Performance on DKI Jakarta company employees who work under supervisory supervision and have worked for six months in a sequence. This research is a quantitative study using cross-sectional design and convenience sampling and purposive sampling methods for primary data collection. The research sample was obtained from 399 DKI Jakarta companies and data processing was carried out using the Structural Equation Model (SEM) method. The results of this study indicate that Perceived Support Supervisor does not affect Employee Turnover Intentions and also Job Performance. Then, Organizational Commitment also does not affect Employee Turnover Intentions. However, Organizational Commitment has a positive influence on Task Performance. Three full mediation relationships were also found and one partial mediation relationship.

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"Persaingan pasar kerja yang ketat mendorong organisasi untuk menemukan strategi yang tepat untuk mengatasi masalah resistensi karyawan yang rendah, salah satunya dengan meningkatkan affective commitment karyawan terhadap organisasi tempat mereka bekerja. Studi ini menggunakan Teori Pertukaran Sosial (Social Exchange Theory/SET) dan Conservation of Resources Theory (COR) untuk menguji pengaruh organizational embeddedness dan perceived organizational support terhadap affective commitment serta pengaruh tidak langsung melalui mediasi work engagement. Data empiris didapatkan dari 351 data yang terkumpul kemudian mengeluarkan sebanyak 19 data untuk menjaga konsistensi data sehingga data yang diolah sebanyak 332 data karyawan generasi milenial di Indonesia. Data dikumpulkan menggunakan survei online yang dinilai melalui skala Likert 7 poin. Studi ini dianalisis menggunakan Structural Equation Modeling (SEM) dan Confirmatory Factor Analysis (CFA) untuk menguji tujuh hipotesis yang diajukan. Hasil penelitian menunjukkan bahwa organizational embeddedness dan perceived organizational support berpengaruh positif terhadap affective commitment baik secara langsung maupun tidak langsung melalui mediasi work engagement. Penelitian ini memiliki beberapa keterbatasan diantaranya memiliki data dengan perbedaan perspektif terhadap affective commitment, menggunakan variabel uni-dimensional yang kurang menggambarkan keseluruhan fenomena, pengambilan data menggunakan metode selfassessment dengan resiko bias yang tinggi, serta metode pengumpulan data hanya dilakukan pada sekali waktu sehingga sulit untuk mengidentifikasi hubungan sebabakibat. Penelitian ini diharapkan dapat memberikan kontribusi dalam pembuatan kebijakan sumber daya manusia untuk meningkatkan komitmen afektif di kalangan karyawan generasi milenial di Indonesia.

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The tight labor market competition afforces organizations to find the right strategies to address the issue of low employee resistance, one way being to enhance affective commitment among employees towards the organization they work for. This study employs Social Exchange Theory (SET) and Conservation of Resources Theory to examine the influence of organizational embeddedness and perceived organizational support on affective commitment and the indirect influence through work engagement mediation. Empirical data was obtained from a total of 351 collected samples, with 19 samples were excluded to maintain data consistency, resulting 332 data from millennial generation employees in Indonesia. The data was collected using an online survei assessed on a 7-point Likert scale. The study was analyzed using Structural Equation Modeling (SEM) and Confirmatory Factor Analysis (CFA) to test seven proposed hypotheses. Result indicate that organizational embeddedness and perceived organizational support positively influence affective commitment both directly and indirectly through work engagement mediation. This study has several limitations, including the use of quantitative methods without in-depth interviews, a cross-sectional design that makes it difficult to identify causal relationships, and a focus solely on millennial employees, which limits the generalizability of the findings. This research is expected to contribute to human resource policy-making to enhance affective commitment among millennial generation employees in Indonesia."