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"Penelitian ini bertujuan untuk mengetahui hubungan perceived organizational support POS dan intensi turnover karyawan. Hasil penelitian terhadap 103 karyawan di Divisi B PT MI menunjukkan bahwa terdapat hubungan yang signifikan antara POS dan intensi turnover. Koefisien korelasi yang didapatkan sebesar -0,51 dengan nilai signifikansi 0,00 p

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This study aims to determine the relationship of perceived organizational support POS and employee turnover intentions. The result of the research on 103 employees in Division B of PT MI shows that there is a significant relationship between POS and turnover intention. The correlation coefficient obtained was 0.51 with a significance value of 0.00 p"

"Tujuan dilakukannya penelitian ini adalah untuk menurunkan Intensi Turnover pada karyawan PT AI. Berdasarkan penggalian data awal melalui wawancara dengan salah seorang staf HRD, diketahui bahwa tingkat turnover perusahaan tahun 2012 meningkat dua kali lipat dari tahun sebelumnya, ditambah lagi ada beberapa karyawan yang sudah mengajukan surat pengunduran diri. Salah satu penyebab tingginya intensi turnover adalah rendahnya perceived organizational support yang dimiliki oleh karyawan. Untuk mengetahui apakah terdapat hubungan antara kedua hal tersebut, peneliti mengukur korelasi antara perceived organizational support dengan intensi turnover karyawan. Hasil yang diperoleh menunjukkan bahwa ada hubungan negatif yang signifikan antara perceived organizational support dengan intensi turnover karyawan sebesar -0,782. Bentuk intervensi yang diajukan oleh peneliti untuk meningkatkan perceived organizational support dan menurunkan intensi turnover adalah pelatihan coaching pada supervisor. Ketrampilam coaching yang diperoleh diharapkan dapat diterapkan pada bawahan, sehingga para karyawan dapat menyampaikan keluhan atau hambatan yang terkait dengan pekerjaan mereka pada supervisor. Dengan diadakannya coaching, diharapkan perceived organizational support karyawan akan meningkat dan intensi turnover karyawan akan menurun.

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The purpose of this research is to reduce turnover intention on employee in PT AI. Based on exploring the initial data by intervieweing one of employee in HR departement, researcher found out that the level of turnover in PT AI increase significantly in the last two year. Based on the literature study, one of the causes of turnover is perceived organizational support. To know whether there is a correlation between perceived organizational support and turnover intention, the researcher measures the correlation between perceived organizational support and turnover intention.

The results show that there are significant relationship between perceived organizational support and turnover intention. The coefficient of correlation is -0.782 with the score of signification is 0,000 (p<0,01). To increase perceived organizational support on employee, researches suggest an intervention. Researche gives a training to supervisor about how to do coaching. After the training, all supervisor have to do coaching to their subordinate. With doing coaching, employee can talk to their supervisor about obstacle in work and their complaint to organization, employee can also talk about their career development with their supervisor so they can feel more satisfied with their job and organization. With this intervention, perceived organizational support of employee can increase and turnover intention can reduced."

"Penelitian ini bertujuan untuk melihat peningkatan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja pada karyawan level staf PT BBA di kantor pusat melalui pemberian serangkaian program coaching. Responden penelitian ini ialah 87 orang karyawan level staf. Alat ukur yang digunakan Survey of Perceived Organizational Support (SPOS) (Eisenberger dkk., 1986) dan alat ukur Job Satisfaction Survey (JSS) (Spector, 1985). Hasil uji korelasi Pearson terhadap 87 orang karyawan level staf PT BBA di kantor pusat menunjukkan terdapat hubungan yang signifikan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja (r = .829, dan p = .000 (p<.05). Peneliti memberikan intervensi berupa rangkaian program coaching untuk meningkatkan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja. Presentasi kepada pihak manajemen perusahaan dilakukan sebagai penyesuaian terhadap sejumlah keterbatasan yang mengakibatkan tidak dapat dilaksanakannya rangkaian awal dari program coaching, berupa pelatihan yang telah direncanakan. Pihak manajemen memberikan respon positif terhadap rangkaian program coaching yang diajukan dan menganggap program layak untuk dijalankan di PT BBA. Dengan demikian, program coaching dianggap sesuai dan dapat meningkatkan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja.

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This research was designed to examine the improving of correlation between Perceived Organizational Support (POS) and Job Satisfaction at employee on staff level in head office of PT BBA by giving coaching program series. The participants for this research were 87 employees on staff level. This research use Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986) and Job Satisfaction Survey (JSS) (Spector, 1985). By using Pearson Correlation test, the result of this research showed that there was significant correlation between Perceived Organizational Support (POS) and Job Satisfaction (r = .829, and p = .000 (p<.05). In order to improve the correlation between Perceived Organizational Support (POS) and Job Satisfaction, coaching program series should had been given. Unfortunately, due to some difficulties which had found during research, this coaching program series cannot be done so that it was replaced by giving presentation to management. The presentation received positive response from management and perceived as worth program for the company. Therefore, coaching program series is suitable and can improve the correlation between Perceived Organizational Support (POS) and 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 untuk melihat hubungan antara dukungan organisasi, keadilan organisasi, dan kepuasan kerja. Sampel pada penelitian ini adalah 106 Customer Service Officer CSO Inbound Contact Center 678 Jakarta. Penelitian ini menggunakan analisis multiple regression regresi berganda pada kedua variabel peramal yaitu dukungan organisasi dan keadilan organisasi terhadap variabel hasil yaitu kepuasan kerja. Hasil dari penelitian ini memperlihatkan bahwa 63 kepuasan kerja dapat dijelaskan oleh dukungan organisasi dan keadilan organisasi. Kesimpulan yang dapat diambil dari penelitian ini adalah bahwa dukungan organisasi dan keadilan organisasi secara simultan memiliki hubungan terhadap kepuasan kerja. Berdasarkan hasil penelitian ini maka untuk meningkatkan kepuasan kerja dari CSO Inbound Contact Center 678 Jakarta, perlu dilakukan intervensi terhadap dukungan organisasi dan keadilan organisasi. Rancangan intervensi untuk penelitian ini adalah program coaching efektif komunikasi interpersonal pada atasan. Coaching didefinisikan sebagai pembuka potensi seseorang untuk memaksimalkan kinerja mereka sendiri Whitmore, 2010 . Komunikasi interpersonal yang efektif dari atasan kepada bawahan, dianggap sebagai suatu bentuk kepedulian dan keadilan organisasi sehingga dapat meningkatkan persepsi dukungan organisasi serta keadilan organisasi dari CSO Inbound Contact Center 678 Jakarta.

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This study aimed to investigate the relationship among organizational support, organizational justice, and job satisfaction. The sample of this study are 106 Customer Service Officer CSO of Inbound Contact Center 678 Jakarta, which are operators of Contact Center 678 Jakarta. This study used multiple regression analysis in both predictor variables that are organizational support and organizational justice to the result variable that is job satisfaction. The results showed that 63 job satisfaction can be explained by organizational support and organizational justice. The conclusion that can be drawn from this study is that organizational support and organizational justice simultaneously have relationship to job satisfaction. Based on the results of this study, to increase job satisfaction from CSO Inbound Contact Center 678 Jakarta, it is necessary to intervene organizational support and organizational justice. The intervention design for this study is an effective coaching program of interpersonal communication to supervisor, coaching defined as unlocking a person rsquo s potential to maximize his her own performance Whitmore, 2010 . Effective interpersonal communication from superior to subordinates, is regarded as a form of awareness and justice of the organization so as to improve the perception of organizational support and organizational justice from CSO Inbound Contact Center 678 Jakarta."

"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 melihat hubungan antara perceived organizational support dan kepuasan kerja pada perawat. Penelitian ini dilakukan di salah satu rumah sakit swasta di daerah Jakarta Pusat. Responden dalam penelitian ini merupakan perawat dengan jumlah 47 orang. Penelitian ini dilakukan dengan pendekatan kuantitatif, dimana partisipan diminta untuk mengisi kuesioner kepuasan kerja (Job Satisfaction Survey) dan perceived organizational support (Survey of Perceived Organization Support).Dari hasil penelitian, diketahui bahwa terdapat hubungan yang signifikan antara perceived organizational support dan kepuasan kerja sebesar .68 pada level of significant .01. Untuk meningkatkan perceived organizational support, peneliti melakukan sosialisasi penilaian kinerja dengan harapan sosialisasi tersebut dapat meningkatkan kepuasan kerja. Dari hasil sosialisasi, diketahui bahwa penilaian kinerja berupa paper and pencil yang direkomendasikan dirasakan cukup efektif, namun saat ini belum dapat diimplementasikan.

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This study aimed to examine the relationship between perceived organizational support and job satisfaction of nurses. This study was conducted in one of private hospital in Central Jakarta. Forty-seven nurses were involved as samples in this research. This research was conducted with quantitative approach, in which participants were asked to fill out questionnaire of job satisfaction (Spector's Job Satisfaction Survey) and perceived organizational support (Eisenberger's Survey of Perceived Organizational Support).

Based on the result of the research, it was known that there is a significant relationship between perceived organizational support and job satisfaction (r=.68; level of significant .01). For increasing perceived organizational support, researcher gave intervention about performance appraisal socialization which hopefully could improve job satisfaction. The evaluation about this intervention is paper and pencil based performance appraisal was effective enough, but it can't be implemented at this time."

"ABSTRAKOrganizational Support (POS) terhadap retensi karyawan. Retensi karyawan penting bagi organisasi agar karyawan tetap memilih untuk tinggal di dalam organisasi. POS merupakan bentuk dukungan organisasi berupa investasi pengembangan karir dalam mengembangkan pengetahuan hingga promosi karyawan. Penelitian ini merupakan studi korelasional pada Bank Pembangunan X dengan jumlah partisipan sebanyak 105 partisipan dari level staff, supervisor dan manajer. Hasil analisis korelasi menunjukkan bahwa POS memiliki hubungan korelasi yang positif terhadap retensi karyawan, sedangkan hasil korelasi Pearson menunjukan bahwa pengaruh POS terhadap retensi sebesar 54.6%. Development training dipilih sebagai intervensi yang dilakukan pada penelitian ini untuk meningkatkan POS di bank Pembangunan X dengan 8 orang karyawan sebagai partisipan intervensi. Metoda penyampaian training menggunakan teletraining. Evaluasi pelatihan dilakukan hingga tahap II dengan peningkatan pengetahuan dengan nilai rata-rata sebesar 52,78 (pre-test01) menjadi 75,56 (post-test01). 46,25 (pre-test02) menjadi 78,13 (post-test02), dan 43,75 (pre-test03) menjadi 70 (post-test03). Evaluasi post-program dilakukan 2 minggu setelah pemberian pelatihan dengan hasil tidak terdapat peningkatan POS dan skor retensi secara statistik. Dapat disimpulkan, meskipun POS berpengaruh terhadap retensi karyawan, teletraining yang diberikan tidak cukup mampu untuk membantu meningkatkan retensi.

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ABSTARCTThis research aimed to explain the relationship between Perceived Organizational Support (POS) on employee retention. Employee retention is important for organizations on maintaining employees to remain in the organization. POS is a form of organizational support in the form of career development investments either developing knowledge or employee promotion to improve retention. This research was a correlational study at Development Bank X with a total of 105 participants from the staff, supervisor and manager levels. Correlation analysis results showed that POS had a significant and positive relationship with employee retention, that accounted for 54.6% of variance. Development training was chosen as an intervention to improve POS in Development Bank X for 8 employees using teletraining method. Training evaluation was carried out up to stage II with an increase in knowledge with an average value of 52.78 (pre-test01) to 75.56 (post-test01). 46.25 (pre-test02) to 78.13 (post-test02), and 43.75 (pre-test03) to 70 (post-test03). Post-program evaluation was carried out two weeks after the training, with the result that there was no statistically increased retention score and POS. to conclude, although POS influenced employees retention, teletraining given to the sample was not able to increase retention scores."

"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari perceived organizational support terhadap keinginan karyawan untuk meninggalkan perusahaan turnover intention . Variabel perceived organizational support diukur melalui delapan buah indikator dari Eisenberger dkk. 1986 sedangkan variabel turnover intention diukur melalui empat buah indikator dari penelitian Farh dkk. 1998 dan Alexander dkk. 2012 . Analisis dilakukan pada karyawan PT X yang berstatus karyawan tetap dengan masa kerja minimal satu tahun dengan jumlah responden sebanyak 172 orang. Penelitian ini menggunakan metode survei dengan pendekatan kuantitatif menggunakan kuesioner sebagai instrumen penelitian. Data penelitian ini akan dianalisis menggunakan analisis statistik deskriptif dan regresi linier sederhana untuk menguji variabel terkait. Hasil penelitian ini membuktikan bahwa persepsi dukungan organisasi karyawan memiliki pengaruh yang kuat terhadap keinginan karyawan untuk meninggalkan organisasi dan hubungan tersebut bersifat negatif.

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This research aims to examine how employees perceived organizational support affects employee turnover intention. The measurement of perceived organizational support is the 8 items scale developed by Eisenberger et al. 1986 and the employees turnover intention is measured using four indicators that has been used previously by researchers, Farh et al. 1998 and Alexander et al. 2012. The research is done in PT X and samples consist of 172 permanent employees with minimum one year of tenure.

Quantitative method is used in this research and questionnaires distributed as research instrument. The data collected are analyzed using descriptive statistic and simple regression, and the result showed that the independent variable, perceived organizational support strongly affect employees turnover intention with negative relation."

"Turnover Intention seringkali terjadi pada perusahaan yang bergerak di bidang outsourcing, seperti yang terjadi di PT X. Tingginya tingkat turnover karyawan di PT X, membuat perusahaan berusaha untuk terus mempertahankan performa perusahaan. Berdasarkan diagnosa awal, persepsi keadilan organisasi merupakan salah satu penyebab turnover intention pada karyawan di PT X. Untuk itu, penelitian ini bertujuan untuk meningkatkan persepsi keadilan organisasi pada karyawan di PT X. Alat ukur yang digunakan dalam penelitian ini adalah organizational justice scale dan turnover intention scale. Kedua alat ukur yang digunanakan dalam penelitian ini menggunakan skala Likert 1 ndash; 6. Responden penelitian ini berjumlah 164 karyawan dari bagian others project di PT X. Hasil uji regresi menunjukkan bahwa terdapat pengaruh yang signifikan dari persepsi keadilan organisasi terhadap turnover intention r2=0,081, p.

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Turnover Intention often occurs in companies engaged in outsourcing, as happened in PT X. The high turnover rate of employees in PT X, make the company strive to continue to maintain the company 39 s performance. Based on the initial diagnosis, perceived organizational justice is one of the causes of employee rsquo s turnover intention in PT X. Therefore, this study aims to improve perceived organizational justice of employees in PT X. Measurement tools used in this research are organizational justice scale and turnover intention scale. Both of measurement tools in this research used Likert scale 1 6. Respondents of this study amounted to 164 employees from the others project in PT X. Regression test results showed that there is a significant influence of perceived organizational justice on turnover intention r2 0.081, P."