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"Berdasarkan pada perspektif self-determination theory, penelitian ini hendak melihat peran mediasi harmonious work passion HWP pada hubungan antara perceived organizational support POS dan kinerja. POS dapat mendorong terpenuhinya tiga kebutuhan dasar psikologis manusia, yaitu need for autonomy, need for competence, dan need for relatedness, mendorong terbentuknya motivasi internal dan juga dapat mendorong terjadinya proses internalisasi pekerjaan ke dalam identitas karyawan secara otonom. Dengan demikian, harmonious work passion akan terbentuk dan hal ini kemudian akan mendukung kinerja karyawan. Pengumpulan data diperoleh pada karyawan dengan berbagai jabatan dari berbagai perusahaan di Jakarta dan sekitarnya N=305 . Melalui analisis data menggunakan macro Hayes PROCESS pada IBM Statistics SPSS 22, ditemukan bahwa HWP memediasi secara parsial hubungan antara POS dengan kinerja. Implikasi teoretis dan praktis juga akan dibahas dalam penelitian ini.

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Based on self determination theory perspective, this study aims to examine the mediating effect of harmonious work passion HWP on the relationship between perceived organizational support POS and in role performance. The existence of POS can encourage the fulfillment of three basic human psychological needs, namely need for autonomy, need for competence, and need for relatedness, can encourage the forming of intrinsic motivation, and also can encourage the autonomous internalization process of employee rsquo s job into identity. This will lead to harmonious work passion and in turn will enhance employees rsquo in role performance. The data were obtained from employees with various positions from various companies in Jakarta and surrounding areas N 305 . Through data analysis using the Hayes PROCESS macro on IBM Statistics SPSS 22, it was found that HWP mediates partially the relationship between POS and in role performance. The theoretical and practical implications were discussed in this study."

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Dewasa ini, industri kreatif memiliki potensi yang besar guna mendukung pertumbuhan ekonomi di Indonesia (Sugiarto, 2018). Meski memiliki pengaruh yang besar terhadap Negara, namun nyatanya karyawan yang bekerja di bidang tersebut memiliki pendapatan yang relatif rendah. Bekerja sesuai passion diketahui merupakan hal yang membuat karyawan menikmati pekerjaannya di bidang industri kreatif. Penelitian korelasional ini bertujuan untuk meneliti peran basic psychological needs terhadap hubungan antara perceived autonomy support dan harmonious passion. Penelitian ini melibatkan karyawan penuh waktu yang bekerja di bidang industri kreatif (N = 133). Alat ukur yang digunakan adalah Work Climate Questionnaire, Passion Scale, dan Basic Psychological Needs at Work Scale. Hasil penelitian menunjukkan bahwa terdapat efek tidak langsung antara perceived autonomy support terhadap harmonious passion melalui basic psychological needs (r = 0,28 , p < 0,01) dan masih terdapat efek langsung antara perceived autonomy support terhadap harmonious passion melalui basic psychological needs (r = 0,55, p < 0,01). Akhirnya, dapat disimpulkan bahwa basic psychological needs dapat secara parsial memediasi hubungan antara perceived autonomy support dan harmonious passion.

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Nowadays, creative industy has a big potention for supporting the growth of economy in Indonesia (Sugiarto, 2018). Although it considers having big impact to the country, employee in creative industrial in fact have a relative low income. Passion is known as one of a factor that can make employee enjoy to their work. This correlational research is aim to investigate the role of basic psychological needs toward the relationship between perceived autonomy support and harmonious passion at work. This research involves full-time employees that work in creative industry (N = 133). The instruments which had used were Work Climate Questionnaire, Passion Scale, and Basic Psychological Needs at Work Scale. The results show that there is an indirect effect between perceived autonomy support toward harmonious passion through basic psychological needs (r = 0,28 , p < 0,01) and also direct effect between perceived autonomy support toward harmonious passion through basic psychological needs (r = 0,55, p < 0,01). Finally, it can be concluded that basic psychological needs could be partially mediate the relationship between perceived autonomy support and harmonious passion. 

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"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari job insecurity terhadap hubungan antara perceived organizational support dan in-role performance. Menggunakan teori psychological safety sebagai pedoman, individu yang menilai positif perlakuan dari perusahaan akan merasa aman dan keberlangsungannya di perusahaan terjamin, sehingga akan meningkatkan kinerjanya di perusahaan. Data diperoleh dari karyawan di Jabodetabek N= 269, dan dianalisis menggunakan macro Hayes PROCESS, pada SPSS v20. Hasil menunjukkan bahwa terdapat efek tidak langsung yang signifikan dari POS pada in-role performance melalui job insecurity. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

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This study aims to investigate the mediating effect of job insecurity on the relationship between perceived organizational support and in role performance. Drawing from psychological safety theory, perceived organizational support would affect individuals rsquo feeling that they could secure their job, and this would lead to high in role performance. Data were collected among employess from Jabodetabek N 269, and analyzed using the Hayes PROCESS macro on SPSS v20. The result showed that job insecurity mediated the relationship between POS and in role performance, as the indirect effect of POS on in role performance via job insecurity was found significant. Theoretical and pracyical implications were discussed. "

"Penelitian ini mengukur hubungan antara tiga variabel yaitu autonomy support, strengths use, dan harmonious passion secara korelasional.Industri kreatif menunjukkan peranan penting dalam sebagai roda dalam perekomian Indonesia  (Sugiarto, 2018). Pada era industri kreatif, kreativitas menjadi sebuah modal penting bagi karyawan untuk dapat bersaing. Harmonious passion kemudian ditemukan sebagai faktor yang memengaruhi kreativitas seseorang  (Liu, Chen, dan Yao, 2011). Dengan demikian penelitian saat ini ditujukan untuk mengetahui faktor pembentuk harmonious passion sehingga dapat memengaruhi kreativitas. Peneliti berhipotesis bahwa strengths use dapat memediasi hubungan antara autonomy support dan harmonious passion. Penelitian ini melibatkan karyawan penuh waktu yang bekerja di bidang industri kreatif (N = 133). Alat ukur yang digunakan adalah Work Climate Questionnaire, Passion Scale, dan Strengths Use Scale. Hasil penelitian menunjukkan bahwa terdapat efek langsung antara autonomy support terhadap harmonious passion ( = 0,42,>p < 0,05), efek tidak langsung antara autonomy support terhadap harmonious passion melalui strengths use (>ab) sebesar 0,12, p < 0,05), dan total efek (c) autonomy support, strengths use, dan harmonious passion sebesar 0,54 , p < 0,05. Akhirnya, dapat disimpulkan bahwa strengths use dapat memediasi hubungan antara autonomy support dan harmonious passion secara parsial.

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This study measures the relationship between three variables, namely autonomy support, strengths use, and harmonious passion in a correlational study. The creative industry shows an important role in Indonesias economy (Sugiarto, 2018). In the era of the creative industry, creativity is an important thing for employees to be able to compete. Harmonious passion is found as a factor that influences a persons creativity (Liu, Chen, and You, 2011). Thus the study aimed to find out the forming factors of the harmonious passion that influence creativity. The researcher hypothesizes that strengths use can mediate the relationship between autonomy support and harmonious passion. This study involves full-time employees working in the creative industry (N = 133). Measuring instruments used by the Work Climate Questionnaire, Passion Scale, and Use Scale Strengths. . The results showed that there was a direct effect between autonomy support for harmonious passion (c = 0.42, p <0.05), the indirect effect of autonomy support on harmonious passion through strengths use (ab) of 0.12, p < 0.05), and the total effect (c) of autonomy support, strengths use, and harmonious passion is 0.54, p <0.05. Finally, it can be concluded that strengths use can mediate the relationship between autonomy support and harmonious passion partially."

"Penelitian ini bertujuan untuk melihat peran mediasi afek pada hubungan antara work passion dan kinerja karyawan. Self-determination theory digunakan sebagai landasan model penelitian ini. Data diperoleh dari 319 karyawan yang bekerja di berbagai perusahaan dengan berbagai jabatan di Indonesia. Dengan menggunakan macro PROCESS Hayes pada IBM Statistics SPSS, ditemukan bahwa terdapat hubungan tidak langsung antara harmonious work passion dan kinerja melalui afek positif. Selain itu, ditemukan pula bahwa afek positif memediasi secara penuh hubungan antara obsessive work passion dengan kinerja.

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This study aims to investigate the mediating role of affect on the relationship between work passion and job performance. This research is based on Self determination theory to explain the relationship among study variables. The data was obtained from 319 employees working in various companies in Indonesia. Using the Hayes rsquo PROCESS macro on IBM Statistics SPSS, it was found that there was an indirect relationship between harmonious work passion and performance through positive affect. In addition, it was also found that positive affect also fully mediate the relationship between obsessive work passion and job performance. "

"Penelitian ini bertujuan untuk meneliti peran harmonious passion sebagai mediator antara job resource dan OCB. Pengambilan data pada penelitian ini mengikutsertakan 240 responden yang bekerja di Bank Pembangunan Daerah BPD . Kuesioner yang digunakan dalam penelitian ini adalah OCB Scale 2002 untuk mengukur OCB; Questionnaire on The Experience and Evaluation of the Work QEEW Scale 2017 untuk mengukur otonomi, umpan balik performa kerja, dan technology resource; dan Passion Scale 2003 untuk mengukur harmonious passion. Teknik analisis yang digunakan untuk menguji peran mediator adalah dengan menggunakan Process Macro for SPSS and SAS 3.0. Konsisten dengan teori job demand-resource, penelitian ini mendapatkan hasil bahwa ketersediaan job resource di lingkungan kerja memberi motivasi dan dapat membantu karyawan mengembangkan OCB dan asosiasi ini di mediasi secara parsial oleh harmonious passion. Penelitian ini memberikan pemahaman lebih lanjut tentang pentingnya perilaku extra-role di organisasi dan bagaimana menghasilkan perilaku tersebut.

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The purpose of this research is to examine the role of harmonious passion as a mediator on the relationship between job resource and OCB. The data collection in this study included 240 employee respondents who work in Bank Pembangunan Daerah BPD . The measurements used in this study are OCB Scale 2002 to measure OCB Questionnaire on The Experience and Evaluation of the Work QEEW Scale 2017 to measure job autonomy, performance feedback, and technology resource and Passion Scale 2003 to measure harmonious passion.

The analysis statistic method of Process Macro for SPSS and SAS 3.0 were used to examined the mediational hypotheses. Consistent with job demand resource theory, result shows that when job resource exist in working environment, it can motivates and encourages employee to develop OCB and this association is partially mediated by harmonious passion. This study provides a deeper understanding about the importance of extra role behavior in organization and how to generate this behavior in future."

"ABSTRAKTujuan dari penelitian ini berfokus pada peran mediasi dari pscychological capital dalam hubungan harmonious passion dan subjective well-being pada karyawan. Penelitian ini menggunakan conservation of resource theory COR sebagai teori yang menjelaskan bagaimana autonomi dan cognitive resource dari karyawan yang memiliki keinginan dan target untuk sukses merupakan suatu sumber daya individu yang dapat membantu karyawan dalam mengembangkan dan meningkatkan subjective well-being kepuasaan hidup yang tinggi, positif afek yang tinggi dan negatif afek yang rendah pada karyawan. Responden dari penelitian ini adalah 240 karyawan dari BPD X Bank Pembangunan Daerah . Penelitian ini menggunakan alat ukur yang telah diadaptasi dari alat ukur aslinya, yaitu Passion Scale 2003, Psychological Capital Questionnaire 2007 dan Satisfaction With Life Scale 1985. Hasil penelitian ini mendukung model penelitian mengenai pentingnya peran mediasi dari psychological capital dalam hubungan antara harmonious passion dan subjective well-being pada karyawan bank.

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ABSTRACTThe purpose of this study is to extend knowledge about the role of psychological capital on relationship between harmonious passion and subjective well being on employees at work. The research model, grounded in conservation resource of theory on how autonomy and cognitive resources of employee with harmonious passion for reaching success can be associated with psychological capital and how psychological capital on employee may help them develop resources which may be associated with greater subjective well being higher life satisfaction, higher positive affect and lower negative affect. The sample of the study is 240 BPD X Bank Pembangunan Daerah employees. This study using an adaptation scale of Passion Scale 2003, Psychological Capital Questionnaire 2007 dan Satisfaction With Life Scale 1985. Result supported the research model, suggesting that psychological capital is an important mediator between harmonious passion and subjective well being on bank employee. "

"ABSTRAKPenelitian ini bertujuan untuk melihat peran mediasi kepuasan karir pada hubungan antara perceived organization support (POS) dan kepuasan hidup. Penelitian kuantitatif ini menggunakan Satisfaction with Life Scale untuk mengukur kepuasan hidup, versi singkat Survey of Perceived Organizational Support untuk mengukur POS, dan Career Satisfaction Scale untuk mengukur kepuasan karir. Responden dalam penelitian ini adalah karyawan Generasi Milenial (N = 107) berusia 24-38 tahun yang telah bekerja minimal 6 bulan. Hasil analisis mediasi menunjukkan bahwa pengaruh langsung (B = .03, SE = .12, p> .71) tidak signifikan, pengaruh tidak langsung (B = .10, SE = .07, BCa CI [.03) , .20]) yang signifikan, dengan ukuran efek diklasifikasikan sebagai sedang (k2 = .13, BCa CI [.04, .24]). Hasil ini menunjukkan bahwa kepuasan karir memediasi sepenuhnya hubungan antara POS dan kepuasan hidup. Oleh karena itu, berbagai perusahaan diharapkan dapat memberikan dukungan yang dapat menunjang kepuasan karir sehingga karyawan juga akan merasakan kepuasan dalam hidupnya.ABSTRACTThis study aims to see the mediating role of career satisfaction in the relationship between perceived organization support (POS) and life satisfaction. This quantitative research uses the Satisfaction with Life Scale to measure life satisfaction, a short version of the Survey of Perceived Organizational Support to measure POS, and the Career Satisfaction Scale to measure career satisfaction. Respondents in this study were employees of the Millennial Generation (N = 107) aged 24-38 years who had worked at least 6 months. The results of the mediation analysis showed that the direct effect (B = .03, SE = .12, p> .71) was not significant, the indirect effect (B = .10, SE = .07, BCa CI [.03), .20] ), with the effect size classified as moderate (k2 = .13, BCa CI [.04, .24]). These results suggest that career satisfaction fully mediates the relationship between POS and life satisfaction. Therefore, various companies are expected to provide support that can support career satisfaction so that employees will also feel satisfaction in their lives."

"Kinerja inovasi telah dianggap sebagai sumber penting keunggulan kompetitif dan penentu penting kinerja perusahaan. Studi sebelumnya telah menemukan pengaruh yang signifikan dari kemampuan inovasi terhadap kinerja inovasi. Namun, kemampuan ini tidak ada dengan sendirinya; penelitian masa lalu entah bagaimana telah mengabaikan penggerak kemampuan inovasi, khususnya, perilaku kerja yang inovatif dan dukungan organisasi yang dirasakan. Melibatkan 105 karyawan perusahaan energi terbarukan Indonesia, studi ini meneliti pengaruh persepsi dukungan organisasi terhadap kapabilitas inovasi dan akhirnya pada kinerja inovasi dan juga peran mediasi dari perilaku kerja inovatif dalam hubungan antar dukungan organisasi yang dirasakan dengan kapabilitas inovasi. Hasil penelitian menunjukkan bahwa dukungan organisasi yang dirasakan memiliki dampak positif tetapi tidak signifikan terhadap kemampuan inovasi sementara kemampuan inovasi memiliki dampak positif dan signifikan terhadap kinerja inovasi. Hasil penelitian juga menunjukkan bahwa dampak dukungan organisasi yang dirasakan pada kapabilitas inovasi akan menjadi signifikan apabila dimediasi oleh perilaku kerja yang inovatif. Dengan kata lain, kehadiran dukungan organisasi yang dirasakan belumlah memadai. Diperlukan suatu perilaku kerja yang inovatif. Sebagai tindak lanjut dari penelitian ini, saran untuk penelitian masa depan juga didiskusikan.

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Innovation performance has been considered as an important source of competitive advantage and a crucial determinant of firm performance. Previous studies found a significant effect of innovation capability on innovation performance. However, this capability does not exist by itself; past research somehow has overlooked the drivers of innovation capability, in particular, innovative work behavior and perceived organizational support. Involving 105 employees of Indonesian renewable energy company, this study examines the effect of perceived organizational support on innovation capability and eventually on innovation performance. It also examines the mediating effect of innovative work behavior on perceived organizational support-innovation capability relationship. The results of the study demonstrate that perceived organizational support no significant impact on innovation capability while on the other hand; innovation capability has a significant impact on innovation performance. However, the results show that the impact of perceived organizational support on innovation capability will be fully mediated by innovative work behavior, which in turn will strengthen innovation performance. In other words, the presence of perceived organizational support is inadequate. It is an innovative work behavior, which makes the impact significant. As a follow up of this study, future research is also discussed."

"Penelitian ini bertujuan untuk mempelajari efek mediasi work passion yaitu harmonious work passion dan obsessive work passion pada hubungan antara self-control dan psychological well-being. Penelitian-penelitian terdahulu menunjukkan bahwa self-control berkontribusi secara signifikan terhadap psychological well-being, namun terdapat inkonsistensi pada temuan mengenai pengaruh self-control terhadap psychological well-being. Penelitian ini mengajukan hipotesis bahwa harmonious work passion dan obsessive work passion memediasi hubungan antara self-control dan psychological well-being. Data diperoleh dari 202 karyawan non-pemerintah yang berasal dari berbagai industri dan berbagai kota di Indonesia, sedangkan efek mediasi dianalisis menggunakan Process Macro dari Hayes. Dengan menggunakan Self Determination Theory untuk menjelaskan efek mediasi, hasil penelitian menunjukkan bahwa harmonious work passion memediasi hubungan antara self-control dan psychological well-being secara parsial, sedangkan efek mediasi tidak ditemukan pada obsessive work passion. Implikasi dari penelitian ini dapat ditindaklanjuti dengan membekali karyawan agar mampu menampilkan self-control sehingga karyawan dapat fokus pada pekerjaan dan tujuan utamanya dalam bekerja. Dengan demikian karyawan dapat merasakan work passion yang bersifat harmonious yang mengarah pada terciptanya psychological well-being.

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This study aims to investigate the mediating effects of work passion i.e. harmonious work passion and obsessive work passion on the relationship between self control and psychological well being. Previous studies showed that self control significantly contributed to psychological well being, however the findings about the impact of self control on psychological well being were inconsistent. This study hypothesized that harmonious work passion and obsessive work passion mediated the relationship between self control and psychological well being. Data were obtained from the sample of 202 non government sector employees, from various industries and various cities in Indonesia. The mediation effect was analyzed using Hayes' Process Macro.

Using the Self Determination Theory to explain the mediation effect, result showed that harmonious work passion partially mediated the relationship between self control and psychological well being. Whereas obsessive work passion did not mediate the relationship between self control and psychological well being. Implications of this study could be followed up by facilitating employees to be able to perform self control at work, so that employees could focus on their works and main goals in work. Therefore, employees could experience harmonious work passion which leads to psychological well being."