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Anisa Damayati
Rasa berdaya psikologis sebagai mediator pengaruh antara leader-member exchange dan komitmen terhadap perubahan di Kementerian BUMN = Psychological empowerment as mediator between leader-member exchange and commitment to change in Kementerian BUMN
"Penelitian ini bertujuan untuk mengetahui pengaruh leader-member exchange pada komitmen terhadap perubahan melalui rasa berdaya psikologis di Kementerian BUMN. Tipe penelitian ini adalah non eksperimental dengan responden sebanyak 100 orang. Alat ukur yang digunakan adalah Commitment to Change Inventory, Leader-Member Exchange - Multidimensional Measures, dan Psychological Empowerment. Metode pengolahan data dalam penelitian ini menggunakan model causal steps dari Baron dan Kenny dan uji bootstrap dari Preacer dan Hayes. Perhitungan uji regresi tahap satu Baron dan Kenny diperoleh hasil t hitung=4.501 (p<0.05) dan nilai B=0.334 yang berarti bahwa leadermember exchange mempengaruhi rasa berdaya psikologis secara signifikan. Perhitungan uji regresi tahap dua diperoleh hasil t hitung=2.812 (p<0.05) dan nilai B sebesar 0.228 yang berarti bahwa leader-member exchange memilki pengaruh yang signifikan pada komitmen terhadap perubahan. Perhitungan uji regresi tahap tiga diperoleh hasil t hitung=0.2463 (p<0.05) dan nilai B=0.264 yang berarti bahwa terdapat pengaruh yang signifikan antara rasa berdaya psikologis dengan komitmen terhadap perubahan. Selanjutnya, berdasarkan hasil uji regresi tahap tiga juga diketahui bahwa pengaruh leader-member exchange pada komitmen terhadap perubahan mengalami perubahan, yang semula signifikan menjadi tidak signifikan. Hal tersebut menjukkan bahwa leader-member ecxchange memiliki pengaruh tidak langsung pada komitmen terhadap perubahan melalui peran variabel rasa berdaya psikologis. Dari hasil uji bootstrap diketahui bahwa pengaruh tidak langsung tersebut signifikan dengan nilai B=0.1061 dan estimasi true indirect effect berkisar antara 0.0220 sampai 0.2820 pada confidence interval 95%. Dengan demikian, dapat disimpulkan bahwa untuk meningkatkan komitmen terhadap perubahan, variabel yang dapat menjadi target intervensi adalah leadermember exchange. Untuk dapat meningkatkan leader-member exchange, dalam penelitian ini diajukan intervensi berupa pelatihan keterampilan coaching pada atasan.
This study aims to determine the effect of Leader-Member Exchange to commitment to change trough psychological empowerment. The type of this study is non-experimental with the number of participants is 100. Measurement scales that was used in this study were Commitment to Change Inventory, Leader-Member Exchange ? Multidimensional Measures, and Psychological Empowerment. Data was processed using causal steps from Baron and Kenny and bootstrap test from Preacer and Hayes. Baron and Kenny first step calculation using regression showed that t=4.501 (p<0.05) and B=0.334. It means that leadermember exchange is significantly affected psychological empowerment. The second step of calculation showed that t=.812 (p<0.05) and B=0.228, which means that commitment to change is significantly affected by leader-member exchange. In the last step of calculation showed that t=0.2463 (p<0.05) and B=0.264, which means that psychological empowerment significantly affected commitment to change. Furthermore, based on the last step of calculation, it showed that the effect of leader-member exchange to commitment to change is changed, which previously significant become not significant. This indicated that leader-member exchange has indirect effect to commitment to change trough the role of psychological empowerment. Bootstrap test result showed that the indirect effect is significant, with B=0.1061 and true indirect effect estimation in about 0.0220 - 0.2820 at confidence interval 95%. It can be concluded that to increase commitment to change, leader-member exchange should be the targeted variable for interventions. In order to increase the effect of leader-member exchange on commitment to change, it is proposed that intervention in the form of training coaching skills should be conducted to the leader."
Depok: Fakultas Psikologi Universitas Indonesia, 2016
T45816
UI - Tesis Membership  Universitas Indonesia Library
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Khairunnisa Sugi Fatma
Pengaruh Leader Member Exchange Terhadap Innovative Behavior Dengan Job Engagement Dan Organization Engagement Sebagai Mediasi = The Effect of Leader Member Exchange on Innovative Behavior Influenced by the role of Job Engagement and Organization Engagement as Mediator
"ABSTRAK
Penelitian ini meneliti mengenai pengaruh Leader Member Exchange Terhadap Innovative Behavior Dengan Job Engagement dan Organization Engagement Sebagai Mediasi. Penelitian ini meneliti pada industri pertambangan menggunakan kuesioner yang didapatkan dari 290 responden yang bekerja di kantor pusat PT XYZ sebagai salah satu perusahaan pertambangan BUMN. Hipotesis penelitian dirumuskan dari penelitian sebelumnya dengan mengalami sedikit modifikasi dan diuji menggunakan structural equation model (SEM). Hasil menunjukkan bahwa Kualitas Leader Member Exchange memiliki efek positif pada Job Engagement, Kualitas Leader Member Exchange memiliki efek negatif pada Organization Engagement, Kualitas Leader Member Exchange memiliki efek positif pada Innovative Behavior, Job engagement memiliki efek positif pada Organization engagement, Job engagement memiliki efek positif pada Innovative Behavior, Organization engagement memiliki efek positif pada Innovative behavior. Job Engagement terbukti memediasi antara Leader Member Exchange dan Innovative Behavior, Organizational Engagement terbukti memediasi antara Leader Member Exchange dan Innovative Behavior di kantor pusat PT XYZ.
ABSTRACT
This study examined the effect of Leader Member Exchange on Innovative Behavior on which is influenced by the role of Job Engagement and Organizational Engagement as a mediator. This research examined the mining industry using a questionnaire obtained from 290 respondents working at Headquarter office of PT XYZ. The research hypothesis was formulated from previous studies and added hypothesis and tested using structural equation model (SEM). The result showed that quality of Leader Member Exchange has positive effect on Job Engagement, quality of Leader Member Exchange has negative effect on Organization Engagement, quality of Leader Member Exchange has positive effect on Innovative Behavior, Job engagement has positive effect on Organization engagement, Job engagement has positive effect on Innovative Behavior, Organization engagement has positive effect on Innovative behavior. While Job Engagement directly influence Leader Member Exchange and Innovative Behavior, Organizational Engagement directly influence Leader Member Exchange and Innovative Behavior of employee at Headquarters office of PT XYZ."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2019
S-pdf
UI - Skripsi Membership  Universitas Indonesia Library
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Vallya Sharina Dachyar
Analisis pengaruh leader-member exchange dan pemberdayaan psikologis terhadap perilaku kerja inovatif yang dimediasi oleh keterikatan karyawan: studi kasus: consuCo = Analysis the influence of leader-member exchange and psychological empowerment on innovative work behavior mediated by employee engagement: case study: consuCo
"Era disrupsi adalah suatu fenomena dimana inovasi memiliki potensi untuk mengacaukan atau bahkan mematikan suatu bisnis. Perusahaan harus berani melakukan self-disruption yang mana memiliki potensi untuk bertahan mengahadapi kompetitor. Perusahaan kedepannya harus mempersiapkan seluruh karyawan dengan menumbuhkan perilaku kerja inovatif, untuk mengantisipasi tantangan di era disruptif dengan menghasilkan inovasi yang dapat memberikan keunggulan kompetitif bagi perusahaan. Karyawan yang inovatif merupakan sumber daya manusia yang penting dalam mempertahankan kelangsungan hidup perusahaan. Tingkat perilaku kerja inovatif yang dimiliki karyawan dapat dipengaruhi dan ditingkatkan oleh leader-member exchange LMX, pemberdayaan psikologis, dan keterikatan karyawan.
Penelitian ini menggunakan metode Structural Equation Modeling SEM. Data penelitian ini diperoleh dari 226 karyawan ConsuCo yang telah bekerja minimal selama satu tahun di perusahaan secara offline.
Hasil penelitian ini menunjukkan bahwa LMX memiliki pengaruh langsung yang bersifat positif terhadap perilaku kerja inovatif, sedangkan pemberdayaan psikologis ditemukan tidak memiliki pengaruh langsung terhadap perilaku kerja inovatif. Selain itu, keterikatan karyawan memiliki pengaruh positif terhadap perilaku kerja inovatif. Lebih lanjut, LMX dan pemberdayaan psikologis ditemukan memiliki pengaruh terhadap perilaku kerja inovatif melalui keterikatan karyawan. Hal tersebut menunjukkan bahwa keterikatan karyawan memiliki peran sebagai mediator antara LMX mediasi parsial dan pemberdayaan psikologis mediasi penuh terhadap perilaku kerja inovatif.
Disruption era is a phenomenon where innovation has the potential to disrupt or even kill a business. Companies must dare to do self disruption which has the potential to survive facing competitors. In the future, companies must prepare all employees by fostering innovative work behaviors, to anticipate challenges in the disruptive era by generating innovations that can provide a competitive advantage for the company. Innovative employees are an important human resource in maintaining the viability of the company. The level of employee 39s innovative work behavior can be influenced and enhanced by leader member exchange LMX, psychological empowerment, and employee engagement.
This research used Structural Equation Modeling SEM method. This research data is obtained from 226 ConsuCo employees who have been working for at least a year in the company through offline.
The results of this study indicate that LMX has a positive direct effect on innovative work behavior, whereas psychological empowerment is found to have no direct effect on innovative work behavior. In addition, employee engagement has a positive effect on innovative work behavior. Furthermore, LMX and psychological empowerment are found to have an effect on innovative work behavior through employee engagement. It shows that employee engagement has a role as mediator between LMX partial mediation and psychological empowerment full mediation on innovative work behavior. "
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2018
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UI - Skripsi Membership  Universitas Indonesia Library
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Intan Nurul Jadida
Peningkatan kualitas hubungan atasan-bawahan terhadap perilaku kewarganegaraan organisasi melalui pelatihan effective coaching pada manajer di PT. LH = Improving leader member exchange towards employee organizational citizenship behavior through effective coaching training for manager at LH company
"Penelitan ini bertujuan untuk mengetahui adanya pengaruh peningkatan kualitas hubungan atasan - bawahan terhadap perilaku kewarganegaraan organisasi di PT LH. Berdasarkan data awal berupa Interview, FGD dan kuesioner diagnosa organisasi (ODQ), menunjukkan bahwa perilaku kewarganegaraan organisasi di PT LH masih perlu ditingkatkan. Kualitas hubungan antara atasan dan bawahan diduga berpengaruh terhadap perilaku kewarganegaraan organisasi. Hal ini dibuktikan dengan mengukur pengaruh kualitas hubungan atasan - bawahan terhadap perilaku kewarganegaraan organisasi. Kualitas hubungan atasanbawahan diukur dengan menggunakan kuesioner LMX-MDM dari Liden & Maslyn (1998) yang telah diadaptasi oleh Radikun (2010). Kuesioner kualitas hubungan atasan-bawahan ini terdiri dari 11 item (α=0,877). Sementara kuesioner perilaku kewarganegaraan organisasi menggunakan kuesioner dari Organ (1988) yang terdiri dari 18 item (α = 0,812). Hasil perhitungan uji regresi pada 40 responden memperoleh hasil R2 =0,117 (p<0,05) yang berarti kualitas hubungan atasan-bawahan mempengaruhi perilaku kewarganegaraan organisasi sebesar 11,7%. Dari keempat dimensi kualitas hubungan atasan-bawahan, dimensi kontribusi yang memiliki sumbangan paling besar terhadap perilaku kewarganegaraan organisasi. Berdasarkan hasil tersebut, maka dilakukan intervensi untuk meningkatkan kualitas hubungan ataan-bawahan, khususnya dimensi kontribusi yang diharapkan dapat meningkatkan perilaku kewarganegaraan organisasi. Intervensi yang dilakukan berupa pelatihan effective coaching kepada para manajer di PT LH.
This study aims to investigate the effect of improving leader member exchange to organizational citizenship behavior in PT. LH. Based on initial data from Interview, focus group discussions, and organizational Diagnosis Questionnaire (ODQ), the researcher found that organizational citizenship behavior in PT.LH still need improvement. Low quality of the leader member exchange are assumed to affect organizational citizenship behavior. This is evidenced by measuring the effect of leader member exchange to organizational citizenship behavior. Leader-Member Exchange was measured using LMX-MDM from Liden & Maslyn (1998) which has been adapted by Radikun (2010). LMX-MDM is consists of 11 items (α = 0.877). While organizational citizenship behavior measured by using a questionnaire from Organ (1988) which consists of 18 items (α = 0.812). The results of calculations using simple regression from 40 respondents showed R2 = 0.117 (p <0.05), which means the quality of LMX affects organizational citizenship behavior at 11.7%. Among four dimensions of LMX, contribution has the most influence and significant impact on organizational citizenship behavior. Based on these result, the intervention in this study was designed to increase leader member exchange, particularly contribution dimension in other to increase the organizational citizenship behavior of employees. Researcher then implemented effective coaching training towards manager in PT LH."
Depok: Fakultas Psikologi Universitas Indonesia, 2013
T36022
UI - Tesis Membership  Universitas Indonesia Library
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Nasution, Muhammad Daffa
Pengaruh leader-member exchange terhadap organizational citizenship behavior yang dimediasi psychological capital dan job satisfaction: studi empiris pada karyawan swasta dan BUMN di Jakarta = The influence of leader-member exchange towards organizational citizenship behavior mediated by psychological capital and job satisfaction: empirical study of private and BUMN employees in Jakarta
"Penelitian ini bertujuan untuk mengetahui peran mediasi psychological capital dan job satisfaction pada pengaruh leader-member exchange terhadap organizational citizenship behavior, yang merupakan salah satu ciri dari sumber daya manusia yang dibutuhkan perusahaan, termasuk swasta dan BUMN, untuk mencapai tujuan dan kelangsungan perusahaan di era ekonomi disruptif dan MEA. Penelitian ini termasuk penelitian kuantitatif. Data penelitian didapatkan melalui kuesioner online yang diisi oleh 193 karyawan swasta dan BUMN di Jakarta dan kemudian diolah dengan menggunakan metode Structural Equation Modeling (SEM).
Hasil penelitian menunjukkan bahwa leader-member exchange tidak memiliki pengaruh langsung yang positif terhadap organizational citizenship behavior. Meskipun demikian, leader-member exchange akan mempengaruhi organizational citizenship behavior secara positif apabila dimediasi penuh oleh psychological capital atau kepuasan kerja.
This research aims to determine the mediating role of psychological capital and job satisfaction on leader-member exchange influence in promoting organizational citizenship behavior, which is one of the characteristics of human resources needed by a company, including private and BUMN, to achieve goals and sustainability in disruptive economy and MEA era. Research data was gathered through an online questionnaire filled by 193 private and BUMN employees in Jakarta and then analyzed using Structural Equation Modeling (SEM).
The results showed that leader-member exchange do not have any positive impact on organizational citizenship behavior. However, leader-member exchange will positively affect organizational citizenship behavior if it is fully mediated by psychological capital or job satisfaction."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2019
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UI - Skripsi Membership  Universitas Indonesia Library
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Liza Yudhita Widyastuti
Pelatihan coaching skill untuk meningkatkan leader-member exchange dan kepuasan kerja pada perawat Rumah Sakit K = Coaching skill training for improving K Hospital nurses leader-member exchange and job satisfaction
"Penelitian ini ingin melihat hubungan kepuasan kerja dan leader-member exchange (LMX) pada perawat di Rumah Sakit K. Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah sampel sebanyak 47 perawat. Kepuasan kerja diukur dengan menggunakan alat Job Satisfaction Survey (JSS) (Spector, 1997) dan LMX diukur dengan menggunakan alat Leader-Member Exchange Multidimensional (LMX-MDM) (Liden & Maslyn, 1998). Pada penelitian ini tidak ditemukan hubungan antara kepuasan kerja dan LMX, namun ditemukan hubungan signifikan antara kepuasan kerja dan satu dimensi LMX yaitu professional respect (r = .35, LOS = .05). Sebanyak 53.2% dari sampel penelitian juga memiliki nilai professional respect yang tergolong di bawah rata-rata. Untuk itu, intervensi yang diusulkan adalah pelatihan mengenai coaching pada penanggung jawab shift dan kepala ruangan dengan harapan dapat meningkatkan professional respect, LMX, dan kepuasan kerja perawat. Hasil evaluasi intervensi menunjukkan peningkatan pengetahuan yang signifikan pada perawat.
The aim of study was finding relationship between job satisfaction and leader-member exchange (LMX) of nurses at K Hospital. This study used quantitative method which has 47 samples of nurse. Job satisfaction was measured by Job Satisfaction Survey (JSS) (Spector, 1997) and LMX was measured by Leader-Member Exchange Multidimensional (LMXMDM) (Liden & Maslyn, 1998). This study found there was no relationship between job satisfaction and LMX, but there was significant relationship between job satisfaction and one of LMX dimension, professional respect (r = .35, LOS = .05). The samples who had low professional respect (below the mean) was 53.2% of samples. To improve professional respect, LMX, and job satisfaction, researcher suggested to give coaching skill training to shift and room supervisors. The training evaluation showed increased knowledge significantly of nurses."
Depok: Fakultas Psikologi Universitas Indonesia, 2016
T45779
UI - Tesis Membership  Universitas Indonesia Library
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Yossi Kalista Dwityaputri
Peran Rasa Tanggung Jawab untuk Berubah sebagai Mediator dalam Hubungan antara Leader-Member Exchange dan Kreativitas Karyawan = The Role of Felt Responsibility for Change as a Mediator in The Relationship between Leader-Member Exchange and Employee Creativity
"Hasil penelitian sebelumnya menunjukkan koefisien korelasi yang cenderung lemah antara leader-member exchange dan kreativitas, yang mengindikasikan adanya variabel lain yang menghubungkan keduanya. Dengan menggunakan teori pertukaran sosial, penelitian ini bertujuan untuk melihat peran rasa tanggung jawab untuk berubah sebagai mediator pada hubungan antara leader-member exchange dan kreativitas karyawan. Data dikumpulkan dari sampel 239 karyawan dan 24 data dari supervisor yang bekerja di divisi marketing dari berbagai jenis organisasi (perbankan, manufaktur, dan fasilitas layanan) di Indonesia. Pengambilan data dilakukan dengan self-report untuk variabel prediktor dan mediator, dan supervisor rating untuk variabel outcome. Data dianalisis menggunakan teknik mediasi sederhana dari macro PROCESS milik Hayes pada SPSS. Hasil penelitian menunjukkan bahwa rasa tanggung jawab yang untuk berubah secara signifikan memediasi hubungan antara leader-member exchange dan kreativitas karyawan. Hasil penelitian ini menunjukkan pentingnya bagi atasan untuk dapat meningkatkan kualitas hubungan dengan karyawan sehingga karyawan memiliki rasa tanggung jawab untuk berubah yang akhirnya dapat meningkatkan kreativitas karyawan.
Previous research showed relatively small to moderate correlation coefficients between leadermember exchange and employee creativity which indicated an underlying mechanism to occur between the variables. By using social exchange theory, this research aimed to examine the role of responsibility to change as a mediator in the relationship between leader-member exchange and employee creativity. The data is collected from dyads of 239 employees and 24 supervisors working in marketing division from various organizations (banking, manufacture, and service facilities) in Indonesia. The predictor and mediator data were collected using self-resport survey, and the outcome variable was collected using supervisor-rate survey. The data were analyzed using simple mediation model of Hayes' PROCESS macro in SPSS software. The result of the research showed the feeling of responsibility to change significantly mediated the relationship between leader-member exchange and employees creativity. Results of this study indicated the importance of supervisors to improve the quality of relationships with their employees so that employees feel responsible for change in which ultimately improve their creativity."
Depok: Fakultas Psikologi Universitas Indonesia, 2019
T51714
UI - Tesis Membership  Universitas Indonesia Library
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Guruh Arina Putra
Analisis pengaruh leader member exchange dan role stressor terhadap organizational citizenship behavior (OCB) di lingkungan kementerian energi dan sumber daya mineral = Analysis the effect of leader member exchange and role stressor to organizational citizenship behavior at ministry of energy and mineral resources
"Penelitian ini dilakukan untuk melihat apakah terdapat pengaruh dari Leader Member Exchange (LMX) dan Role Stressor (Role Conflict, Role Ambiguity dan Role Overload) terhadap Organizational Citizenship Behavior (OCB) pegawai di lingkungan Kementerian Energi dan Sumber Daya Mineral (KESDM). Penelitian ini adalah penelitian kuantitatif dengan desain survei menggunakan instrumen kuesioner kepada seluruh pegawai (jabatan administrasi dan jabatan fungsional) di seluruh unit di lingkungan KESDM. Teknis analisis data yang digunakan adalah analisis deskriptif dan General Linear Model - Multivariate (GLM-Multivariate) terhadap 177 orang responden.
Hasil penelitian menunjukkan bahwa Leader Member Exchange (LMX) berpengaruh positif dan signifikan terhadap 2 dimensi Organizational Citizenship Behavior (OCB) yaitu Organizational Citizenship Behavior - Individual (OCBI) dan Organizational Citizenship Behavior - Organizational (OCBO), sedangkan 3 dimensi dari Role Stressor (Role Conflict, Role Ambiguity, dan Role Overload) berpengaruh negatif dan signifikan terhadap OCBI dan hanya 1 dimensi dari Role Stressor (Role Ambiguity) yang berpengaruh negatif dan signifikan terhadap OCBO pegawai di lingkungan KESDM. Oleh karena itu, untuk dapat meningkatkan tingkat OCB di lingkungan KESDM harus diikuti dengan peningkatan dari tingkat LMX dan mengurangi tingkat role stressor pegawai.
This study was conducted to analyze the effect of leader member exchange and role stressor (role conflict, role ambiguity dan role overload) on organizational citizenship behavior at Ministry of Energy and Mineral Resources (MEMR).This research is quantitative research design using questionnaire survey approach towards all employees (administration and functional official) at all units in MEMR. The technical analysis methods used in this study are descriptive analysis and General Linear Model ? Multivariate (GLM-Multivariate) towards 177 respondents.
The study found that Leader Member Exchange (LMX) may significant and positively affect 2 dimensions of Organizational Citizenship Behavior (OCB) that is Organizational Citizenship Behavior - Individual (OCBI) and Organizational Citienship Behavior - Organizational (OCBO). And 3 dimensions of Role Stressor (Role Conflict, Role Ambiguity, and Role Overload) may significant and negatively affect servant OCBI and only 1 dimension of Role Stressor (Role Ambiguity) may significant and negatively affect servant OCBO at MEMR.In consequence, to increase the level of servant OCB at MEMR must be followed by an increase of the level of LMX and reduce the level of role stressors servant."
Jakarta: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2014
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UI - Tesis Membership  Universitas Indonesia Library
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Lidya Enryzki
Peran kelekatan karyawan pada organisasi sebagai mediator dalam hubungan antara identifikasi organisasi dengan intensi keluar dari organisasi = The mediating effect of job embededdness in the relationship between organizational identification and turnover intention
"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.
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."
Depok: Fakultas Psikologi Universitas Indonesia, 2016
S64293
UI - Skripsi Membership  Universitas Indonesia Library
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Martina Mariko Nindar Novena
Program intervensi untuk meningkatkan work engagement pada PT. XYZ berdasarkan variabel procedural justice, psychological hardiness dan commitment to change = Intervention program to improve work engagement in XYZ company based on variable procedural justice, psychological hardiness and commitment to change / Martina Mariko Nindar Novena
"ABSTRAK
Penelitan ini bertujuan untuk mengidentifikasi faktor yang paling
mempengaruhi work engagement serta membuat dan melaksanakan program
intervensi melalui program pelatihan. Berdasarkan teori yang ada procedural
justice yang termasuk dalam job resources serta psychological hardiness dan
commitment to change yang termasuk dalam personal resources memiliki
pengaruh terhadap work engagement. Pengukuran melalui sampel penelitian
sebanyak 78 karyawan menunjukkan bahwa psychological hardiness dan
commitment to change memiliki korelasi yang signifikan terhadap work
engagement. Sedangkan berdasarkan analisis pengaruh, hanya psychological
hardiness saja yang memiliki pengaruh signifikan terhadap work engagement
dimana unique contribution dengan sr2 = 0,208, p < 0,01. Peneliti kemudian
memfokuskan pada usaha peningkatan work engagement melalui pelatihan pada variabel
yang belum memberikan pengaruh yang signifikan yaitu commitment to change. Selain
melihat pada signifikansi pengaruh faktor commitment to change, hal ini juga ditentukan
oleh pertimbangan praktis perusahaan sebagai salah satu intervensi yang dapat dilakukan
pada saat ini untuk mengoptimalisasikan work engagement pada PT.XYZ. Dari hasil uji
signifikansi perbedaan pre-dan post-test, ditemukan bahwa terdapat peningkatan skor
yang signifikan dari variabel yang mengalami intervensi (commitment to change)
sebelum dan setelah karyawan PT.XYZ diberikan pelatihan. Diharapkan dengan adanya
peningkatan commitment to change maka meningkatkan pula work engagement pada diri
karyawan.
ABSTRACT
This research aims to identify the factors that most influence work
engagement, and create and implement intervention programs through the training
program. Based on the existing theory, procedural justice, which is included in job
resources, and also psychological hardiness and commitment to change, which is
included in the personal resources, have an impact on work engagement.
Measurements through 78 employees as sample show that psychological hardiness
and commitment to change have a significant correlation to work engagement. On
the other hand, based on the analysis of influence, only psychological hardiness has
a significant influence on work engagement, with the unique contribution sr2 =
0.208, p < 0.01. The researcher then focused on trying to increase work engagement
through training on a variable that has a less significant influence, namely the
commitment to change. In addition to looking at the significance of the influence of
commitment to change, the focus is also determined by the practical consideration
of the company, as one of the interventions that can be done at this time to optimize
work engagement at XYZ Company. From the results from tests of significance
differences in pre-and post-test, it is found that there is a significant increase in
scores before and after the XYZ employees are given training on the variable that
was intervened (commitment to change). It is expected that with the commitment to
change increase will also increase employees‘ work engagement."
Fakultas Psikologi Universitas Indonesia, 2013
T35376
UI - Tesis Membership  Universitas Indonesia Library
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