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"Kepuasan Kerja menjadi area penting dalam pengelolaan sumber daya manusia di dalam perusahan. Penelitian ini bertujuan untuk mengetahui pengaruh dari dimensi Workplace Spirituality dan Perceived Organizational Support terhadap Kepuasan Kerja. Terdapat empat dimensi yang digunakan untuk variabel Workplace Spirituality yaitu Meaningful Work, Sense Of Community, Compassion dan Organizational Values. Penelitian ini melibatkan 50 orang karyawan PT XYZ dengan masa kerja lebih dari dua tahun. Hasil yang didapatkan dengan metode Simple Regression menunjukkan bahwa Kepuasan Kerja karyawan secara signifikan dipengaruhi oleh Meaningful Work, Sense Of Community, Compassion, Organizational Values dan Perceived Organizational Support.

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Job Satisfaction become important areas in the human resources management within the enterprise. This study aims to determine the impact of Workplace Spirituality dimension and Perceived Organizational Support on Job Satisfaction. There are four dimension of Workplace Spirituality which being used in this study, that is Meaningful Work, Sense Of Community, Compassion and Organizational Values. The study involved 50 employees of PT XYZ with tenure of more than two years. The result obtained using Simple Regression suggested that employee Job Satisfaction is significantly influenced by Meaningful Work, Sense Of Community, Compassion, Organizational Values and Perceived Organizational Support. "

"Kepuasan Kerja merupakan hal yang sangat penting dalam pengelolaan sumber daya manusia di dalam perusahaan. Workplace Spirituality memainkan peran penting dalam mengatasi Kepuasan Kerja. Penelitian ini bertujuan untuk mengetahui pengaruh dimensi Workplace Spirituality terhadap Job Satisfaction. Workplace Spirituality memiliki empat dimensi yaitu Meaningful Work, Sense of Community, Compassion, dan Organizational Values. Penelitian ini melibatkan 72 orang karyawan PT Chubb Safes Indonesia. Hasil pengolahan data dengan menggunakan Statistical Package for the Social Science SPSS 20.0 menunjukkan bahwa Kepuasan Kerja dipengaruhi oleh Meaningful Work, Sense of Community, Compassion, dan Organizational Values.

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Job satisfaction is very important in the human resources management within the organization. Workplace spirituality plays an important role in overcoming job satisfaction. The research aims to determine the effect of workplace spirituality dimension to job satisfaction. Workplace spirituality has four dimensions meaningful work, sense of community, compassion, and organizational values. The study involves 72 employees of PT Chubb Safes Indonesia. The result of data processing using Statistical Package for the Social Science SPSS 20.0, shows that job satisfaction is influenced by meaningful work, sense of community, compassion, and organizational values."

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

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

"Penelitian ini bertujuan untuk mengetahui pengaruh supervisory support terhadap organizational citizenship behavior dan peran participation in decision making dan kepuasan kerja sebagai mediator dalam hubungan tersebut. Responden dalam penelitian ini adalah 255 karyawan PT XYZ. Dengan menggunakan metode Structural Equation Model (SEM), hasil penelitian ini menunjukkan bahwa supervisory support berpengaruh positif dan signifikan terhadap organizational citizenship behavior. Participation in decision making sebagai mediator ditemukan berhubungan negatif dengan supervisory support dan organizational citizenship behavior. Ditemukan pula bahwa kepuasan kerja tidak memediasi hubungan antara supervisory support dan organizational citizenship behavior.

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This study aims to determine the effect of supervisory support towards organizational citizenship behavior and the role of participation in decision making and job satisfaction as mediators in this relationship. Respondents in this study were 255 employees of PT XYZ. By using Structural Equation Model (SEM), the results of this study indicate that supervisory support has positive and significant effect towards organizational citizenship behavior. Participation in decision making as a mediator was found negatively related to supervisory support and organizational citizenship behavior. The result also discovers that job satisfaction does not mediate the relationship between supervisory support and organizational citizenship behavior."

"Studi ini menyelidiki peran keterikatan karyawan dan kepuasan kerja dalam hubungan antara persepsi dukungan organisasi dan keinginan karyawan untuk terus bekerja di perusahaan. Tujuan utama dari penelitian ini adalah untuk mengetahui bagaimana keterikatan karyawan, kepuasan kerja, dan dukungan organisasi mempengaruhi keinginan karyawan untuk tetap bersama perusahaan. Mengingat pentingnya dukungan organisasi dalam meningkatkan keinginan karyawan untuk tetap bekerja diperusahaan yang dapat dilihat dari tingkat keterikatan karyawan dan juga kepuasan kerja karyawan PT. Yodya Karya (Persero). Analisis kuantitatif dengan teknik Structure Equation Modeling (SEM) digunakan untuk menguji pengaruh dukungan organisasi. Hasil penelitian adalah terdapat pengaruh positif antara persepsi dukungan organisasi terhadap keinginan karyawan untuk tetap tinggal di perusahaan yang dimediasi oleh kepuasan kerja. Temuan ini dapat membantu untuk lebih memahami bahwa keinginan tinggal karyawan di perusahaan harus didukung yang dapat dilihat dari kepuasan kerja.

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This study investigates the role of employee engagement and job satisfaction in the relationship between perceived organizational support and employees' intention to stay at the company. The main objective of this study is to determine how employee engagement, job satisfaction, and organizational support perceptions affect employees' intention to stay with the company. Given the importance of organizational support in increasing employees' intention to stay working in the company, which can be seen from the level of employee engagement and also job satisfaction of PT Yodya Karya (Persero) employees. Quantitative analysis with Structure Equation Modeling (SEM) technique is used to test the effect of perceived organizational support. The result of the study is that there is a positive influence between perceived organizational support on employees' intention to stay in the company mediated by job satisfaction. This finding can help to better understand that employees' intention to stay in the company must be supported which can be seen from job satisfaction."

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

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

"[Penelitian ini bertujuan untuk mengetahui bagaimana manajemen karir organisasi dan ekspektasi karir mempengaruhi kepuasan kerja pada pegawai staff PT XYZ Responden penelitian ini adalah 89 pegawai staff PT XYZ Hasil penelitian menemukan bahwa kepuasan kerja dipengaruhi secara positif oleh manajemen karir organisasi Pada uji hipotesis menggunakan teknik regresi pada SPSS dan didapat kesimpulan bahwa kepuasan kerja dipengaruhi oleh Manajemen Karier Organisasi Kata kunci Kepuasan kerja manajemen karir organisasi teknik regresi ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management , This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ]"

"ABSTRAKSaat ini Generasi Y telah mengisi hampir 50% struktur organisasidan tingkat turnover tertinggi berada pada Generasi ini. Hal ini juga yang dialami PT XYZ dengan jumlah karyawan Generasi Y sebanyak 48,6% dari total populasi karyawan dimana mayoritas merupakan knowledge worker.Penelitian ini dilakukan untuk meneliti pengaruh antara Kepuasan Kerja dan Komitmen Organisasi terhadap Intention Turnover pada unit kerja Base Maintenance. Unit ini yang merupakan salah satu unit yang didominasi knowledge worker dan memiliki turnover tertinggi selama periode tiga tahun terakhir.Hasil penelitian Generasi Y menunjukkan Kepuasan Kerja tidak berpengaruh secara langsung terhadap Turnover Intention tetapi dimediasi oleh Affective Commitment sebagai bagian dari Komitmen Organisasi. Semakin tinggi tingkat kepuasan Kepuasan Kerja maka akan meningkatkan Affective Commitment yang berdampak pada turunnya Turnover Intention pada karyawan.

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ABSTRACT

Currently, Generation Y has filled nearly 50% of organizational structure and contributed high turnover rate in Organization. PT XYZ also experienced this condition in which Generation Y employees consists as much as 48.6% of the total employee population and mostly are knowledge workers.

This study was conducted to investigate the influence of Job Satisfaction and Organizational Commitment on Turnover Intention in the unit Base Maintenance. The unit is one of units that dominated by knowledge workers and has the highest turnover for the last three years.

This research found that Generation Y shows no direct relation between Job Satisfaction and Turnover Intention. Affective Commitment as part of Organizational Commitment shown as a mediator between them. The higher the level of Job Satisfaction the more Commitment Affective will increase so it will decrease the employee Turnover Intention for the Generation Y."

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

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

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

"Penelitian ini bertujuan untuk menganalisis pengaruh job satisfaction dan organizational commitment terhadap turnover intention. Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah sampel sebanyak 157 responden dari karyawan non manajer yang berstatus tetap pada PT. XYZ dengan metode non-probability sampling yaitu convenience sampling. Analisis data menggunakan metode simple regression dan multiple regression. Pengukuran variabel job satisfaction menggunakan pengukuran dari Spector (1997), variabel organizational commitment menggunakan teori dari Mowday et al, (1979), dan variabel turnover intention menggunakan teori dari Mobley (1978). Hasil pada penelitian ini menemukan bahwa job satisfaction memiliki pengaruh negatif dan signifikan terhadap turnover intention; organizational commitment yang juga memiliki pengaruh negatif dan signifikan terhadap organizational commitment; job satisfaction tidak berpengaruh secara parsial dan organizational commitment berpengaruh negatif signifikan secara parsial.

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This study aims to analyze the effect of job satisfaction and organizational commitment on turnover intention. This study uses a quantitative approach with a total sample of 157 respondents from non-manager employees who have permanent status at PT. XYZ with the non-probability sampling method, namely convenience sampling. Data analysis uses simple regression and multiple regression methods. Job satisfaction variable measurements using measurements from Spector (1997), organizational commitment variables using theories from Mowday et al, (1979), and turnover intention variables using theories from Mobley (1978). The results of this study found that job satisfaction has a negative and significant effect on turnover intention; organizational commitment which also has a negative and significant effect on organizational commitment; job satisfaction does not have a partial effect and organizational commitment have a significant negative effect partially."