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"Penelitian ini bertujuan melihat pengaruh Training terhadap organizational capital yang dimediasi employability. Responden yang terlibat dalam penelitian ini berjumlah 173 yang merupakan karyawan PT. Pelabuhan Tanjung Priok PTP. Olah data menggunakan Structural Equation Modeling SEM menghasilkan kesimpulan bahwa Training berpengaruh terhadap organizational commitment dan employability memediasi perngaruh training terhadap organizational commitment secara parsial.

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This study aims to see the effect of Training on organizational capital that mediated employability. Respondents involved in this study amounted to 173 which are employees of PT. Port of Tanjung Priok PTP. Data using Structural Equation Modeling SEM resulted in the conclusion that training has an effect on organizational commitment and employability to mediate partial training of organizational commitment."

"Penelitian ini bertujuan untuk mengetahui pengaruh employee engagement dan servant leadership terhadap organizational citizenship behavior dengan mediasi organizational commitment. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan Structural Equation Modeling. Sejumlah 353 (tiga ratus lima puluh tiga) pegawai Sekretariat Jenderal Kementerian Keuangan berpartisipasi menjadi sampel penelitian. Hasil penelitian ini menunjukkan bahwa employee engagement, servant leadership, dan organizational commitment berpengaruh positif terhadap organizational citizenship behavior. Selanjutnya, employee engagement memiliki pengaruh positif terhadap organizational commitment sedangkan servant leadership tidak memiliki pengaruh terhadap organizational commitment. Diperoleh hasil pula bahwa organizational commitment memediasi antara employee engagement terhadap organizational citizenship behavior dengan sifat mediasi parsial, namun organizational commitment tidak memediasi antara servant leadership terhadap organizational citizenship behavior. Hasil penelitian ini dapat dijadikan dasar dalam memberikan implikasi manajerial untuk praktik manajemen yang dapat dijalankan organisasi dalam mengidentifikasi permasalahan dan menerapkan solusi yang berkaitan dengan variabel-variabel dalam penelitian serta mengelaborasi faktor yang dapat meningkatkan organizational citizenship behavior yang secara paralel juga dapat meningkatkan kinerja dari organisasi.

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This research aims to determine the influence of employee engagement and servant leadership on organizational citizenship behavior with the mediation of organizational commitment. Data was collected through questionnaires and analyzed using Structural Equation Modeling. A total of 353 (three hundred and fifty three) employees of the Secretariat General of the Ministry of Finance participated as research samples. The results of this research show that employee engagement, servant leadership, and organizational commitment have a positive effect on organizational citizenship behavior. Furthermore, employee engagement has a positive influence on organizational commitment, while servant leadership has no influence on organizational commitment. The results also obtained that organizational commitment mediates between employee engagement and organizational citizenship behavior with partial mediation properties, but organizational commitment does not mediate between servant leadership and organizational citizenship behavior. The results of this research can be used as a basis for providing managerial implications for management practices that organizations can carry out in identifying problems and implementing solutions related to the variables in the research as well as elaborating on factors that can improve organizational citizenship behavior which in parallel can also improve organizational performance."

"Bank Mandiri, sebagai salah satu bank terbesar di Indonesia, dengan cabang yang ada hampir diseluruh provinsi di Indonesia dan tentunya dengan kualitas pelayanan yang baik tentu hal ini tidak lepas dari peran sumber daya manusia yakni karyawan itu sendiri yang secara bersama membangun kredibilitas Bank Mandiri. Dengan menyandang predikat Best Service Excellence Bank pada tahun 2011 lalu, Bank Mandiri tentu memiliki tata kelola yang baik dengan sumber daya manusia didalamnya. Mengambil latar belakang tersebut, penelitian ini dilaksanakan untuk melihat salah satu faktor pembentuk kinerja yang baik, yaitu komitmen organisasi dan motivasi kerja. Penelitian ini dimaksudkan untuk melihat apakah ada pengaruh positif antara komitmen organisasi dengan motivasi kerja. Tentunya dengan komitmen organisasi dan motivasi kerja yang tinggi, karyawan akan memiliki kinerja yang baik untuk bersama membangun perusahaan sesuai dengan tujuannya. Komitmen organisasi yang diteliti dalam penelitian ini adalah komitmen afektif, kontinuans dan normatif. Sedangkan motivasi kerja yang dijadikan landasan pemikiran penelitian ini adalah motivasi kerja intrinsik dan ekstrinsik karyawan. Ternyata setelah dilakukan penelitian terhadap 150 orang karyawan Bank Mandiri area Depok dari berbagai departemen pekerjaan dan berbagai jabatan yang ada, di dapat satu kesimpulan bahwa ternyata faktor komitmen kerja yang terdiri dari kontinuans dan normatif lebih mempengaruhi secara positif motivasi kerja ekstrinsik dan motivasi intrinsiknya. Sementara komitmen afektif mempengaruhi secara negatif baik terhadap motivasi kerja intrinsik dan ekstrinsik. Hal ini tentu menjadi catatan tersendiri bagi pihak Bank Mandiri dimana manajer Bank Mandiri harus dapat lebih menghargai karyawannya, memberikan bonus yang pantas akan kinerja karyawannya serta memberikan perhatian lebih bukan hanya pada diri karyawan tersebut tapi juga pada keluarganya.

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Bank Mandiri, as one of the largest banks in Indonesia, with branches that exist almost throughout the provinces of Indonesia and come with good service quality is of course it is role of the human resources employees itself jointly build the credibility of the Bank Mandiri. With bore the title of Best Bank Service Excellence in year 2011, Bank Mandiri certainly has a good governance with a human resources therein. Take the background, this research was carried out to see one of the factors forming a good performance that is, organizational commitment and work motivation. This research was intended to see if there is a positive influence of organizational commitment with work motivation. Of course with high level of organizational commitment and motivation, employees will have a good performance to built the company in accordance with its purpose. The commitment of the organizations examined in this study is affective, continuance and normative commitment. While the work motivation, which provided the foundation of thought in this research, was intrinsic and extrinsic motivation of employees. As it turns out, after an examination of the 150 employees the Bank Mandiri Depok area from various departments work and a wide variety of positions exist, a conclusion turned out that normative and continuance commitment was more influencing in a positive way on extrinsic and intrinsic motivation. Affective commitment while negatively affecting both work against intrinsic and extrinsic motivation. This must be a record for the Bank Mandiri which means the manager should be able to better appreciate their employees, giving bonuses of its employees and as well as providing more attention not only on the employees themselves but also on their families."

"Skripsi ini bertujuan untuk menyelidiki apakah komitmen didalam berorganisasi dapat mempengaruhi karyawan untuk melakukan perilaku-perilaku diskresioner yang secara agregat dapat mendukung fungsi keefektifan organisasi, atau yang disebut OCB. Secara mendalam, skripsi ini berfokus dalam menghubungkan tiga komponen komitmen didalam organisasi (affective commitment, normative commitment dan continuance commitment) terhadap dua jenis OCB yang diperoleh dari hasil analisa literatur-literatur sebelumnya, yaitu OCBI dan OCBO. Hasil Skripsi ini menemukan mayoritas bukti menunjukkan bahwa ketiga komponen komitmen di dalam berorganisasi (affective, normative dan continuance) memiliki pengaruh positif terhadap OCBI maupun OCBO. Namun, seberapa signifikan pengaruh itu sendiri ditemukan berbeda-beda untuk setiap kombinasi. Hubungan antara Affective Commitment dan kedua OCB; OCBI dan OCBO, ditemukan untuk menjadi yang terkuat di antara semua kombinasi. Normative Commitment memiliki hubungan yang condong lebih kuat terhadap OCBO daripada OCBI. Namun secara keseluruhan kuatnya hubungan anatara Normative Commitment dan kedua tipe OCB masih sedikit lebih rendah dibandingkan dengan Affective Commitment. Pengaruh terlemah ditemukan di dalam kombinasi Continuance Commitment terhadap OCBI maupun OCBO. Namun yang menariknya, hubungan antara Continuance Commitment dan OCB diduga mempunyai relevansi yang mana dapat menjelaskan konsep goal-relevance di dalam impression management.

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This thesis aims to investigate whether organizational commitment has influence on employees to perform citizenship behavior. Specifically, the investigation focuses on linking the three-components of organizational commitment (affective, normative and continuance commitment) to two types of OCB obtained from analyzing the preceding literatures (OCBIaltruism and OCBO-compliance). It is found that majority evidences show that all threecomponents of organizational commitment (affective, normative and continuance commitment) have positive relations to both, OCBI and OCBO. However, the strength of influence itself found to be mixed among each combination. The relation between Affective Commitment and both OCBI and OCBO, found to be the strongest among all. Normative Commitment has a stronger relation to OCBO than to OCBI; yet, the overall strength of influence is slightly lower compared to Affective Commitment. The weakest relation to either OCBI or OCBO is found in the Continuance Commitment. However, interestingly, it is suspected that the weak relation between Continuance Commitment and OCB might be relevance in explaining the concept of goal-relevance in impression management."

"Saat ini, tanggung jawab sosial perusahaan telah menjadi fenomena yang dikenal luas dikarenakan perbedaan sentimen yang muncul dari berbagai pihak. Telah ditemukan bahwa tanggung jawab sosial perusahaan menumbuhkan banyak keuntungan karena dapat menjadi strategi sebuah perusahaan, tidak hanya untuk pihak eksternal, tetapi untuk internal organisasi itu sendiri. Penelitian ini dilakukan untuk memeriksa apakah ada hubungan antara persepsi karyawan terhadap tanggung jawab sosial perusahaan dan komitmen organisasi afektif melalui mediasi motivasi intrinsik, keadilan prosedural, dan kepercayaan karyawan. Penelitian ini dikategorikan sebagai penelitian kuantitatif, di mana 231 responden telah dikumpulkan untuk mengisi kuesioner online. Responden adalah karyawan dari berbagai jenis industri yang telah bekerja minimal satu tahun dalam organisasi mereka. Data yang dikumpulkan diproses menggunakan Structural Equation Modeling (SEM), di mana telah ditemukan bahwa tanggung jawab sosial perusahaan memiliki efek tidak langsung terhadap komitmen organisasi afektif melalui motivasi intrinsik dan kepercayaan karyawan. Di sisi lain, keadilan prosedural ditemukan tidak memiliki hubungan mediasi antara konstruksi.

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In present days, corporate social responsibility has become a widely-known phenomenon as different sentiment arises from various parties. It has been found that corporate social responsibility foster much benefit as it can alter into a company’s blueprint, not only for the external, but for the internal of the organization itself. This research is conducted to examine whether there is a relationship between employee’s perception of corporate social responsibility and affective organizational commitment through the mediation of intrinsic motivation, procedural justice, and employee trust. The research is categorized as quantitative research, where 231 respondents have been gathered to fill in an online questionnaire. Respondents are employees from various types of industries that have worked for minimum one year in their organization. The gathered data is processed using Structural Equation Modeling (SEM), where it has been found that corporate social responsibility have an indirect effect towards affective organizational commitment through intrinsic motivation and employee trust. On the other hand, procedural justice is found to have no mediating relationship between the construct."

"[Sebagai salah satu perusahaan teratas dalam sektor asuransi jiwa, PT XYZ tidak luput mengalami salah satu permasalahan SDM, yaitu intention to leave yang tinggi yang dapat disebabkan oleh rendahnya komitmen organisasional karyawan. Di dalam penelitian ini akan dijelaskan mengenai pengaruh dari perceived external prestige, ethical organizational climate, dan leader-member exchange quality pada komitmen organisasional dan komitmen karir karyawan serta pengaruh dari komitmen organisasional dan komitmen karir karyawan pada motivasi untuk mengikuti pelatihan dan intention to leave di PT XYZ. Responden dari penelitian ini adalah 237 orang karyawan PT XYZ di Jakarta. Dengan menggunakan structural equation model, hasil dari penelitian ini menunjukkan bahwa hanya perceived external prestige dan leader-member exchange quality yang berpengaruh signifikan pada komitmen organisasional dan komitmen karir serta komitmen organisasional dan komitmen karir berpengaruh signifikan terhadap intention to leave dan motivasi untuk mengikuti pelatihan.;As one of top company in life insurance sector, PT XYZ do not miss experiencing one of common HR problem, i.e. high intention to leave that may caused by low organizational commitment. This research explains the impact of perceived external prestige, ethical organizational climate, and leader-member exchange quality to organizational commitment and career commitment on PT XYZ employees and also organizational commitment and career commitment on motivation to participate in training and intention to leave on PT XYZ. The respondents of this study were 237 permanent employee of PT XYZ in Jakarta. By using structural equation model, the result of this study shows that only perceived external prestige and leader-member exchange quality have significant impact to organizational commitment and career commitment and also organizational commitment and career commitment have significant impact to intention to leave and motivation to participate in training., As one of top company in life insurance sector, PT XYZ do not miss experiencing one of common HR problem, i.e. high intention to leave that may caused by low organizational commitment. This research explains the impact of perceived external prestige, ethical organizational climate, and leader-member exchange quality to organizational commitment and career commitment on PT XYZ employees and also organizational commitment and career commitment on motivation to participate in training and intention to leave on PT XYZ. The respondents of this study were 237 permanent employee of PT XYZ in Jakarta. By using structural equation model, the result of this study shows that only perceived external prestige and leader-member exchange quality have significant impact to organizational commitment and career commitment and also organizational commitment and career commitment have significant impact to intention to leave and motivation to participate in training.]"

"Penelitian menguji peran konstruk tentang organizational citizenship behavior (OCB) di industri kemasan. Melalui metode penelitian kuantitatif, kuesioner dipakai dan dibagikan kepada 369 responden di PT. Unipack Indosystems. Hasil yang diperoleh menunjukkan bahwa organizational commitment dan knowledge sharing memberi efek mediasi terhadap POS dan OCB. Lebih daripada itu, tujuan penelitian ini menguji perceived organizational support untuk menumbuhkan organizational commitment dan memotivasi knowledge sharing dalam organisasi. Penelitian ini menunjukkan bahwa keikutsertaan karyawan dalam knowledge sharing hanya akan terjadi ketika dirasa akan meningkatkan reputasi.

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This research examined the role of organizational citizenship behavior (OCB) construct in a packaging industry. Using a quantitative research, a questionnaire was developed and distributed to 369 employees at PT. Unipack Indosystems. Results suggested that role of organizational commitment and knowledge sharing play as mediating effects in the relationships between perceived organizational support (POS) and OCB. Further, this paper also examined the role of POS in fostering organizational commitment and facilitating knowledge sharing in the organization. Findings showed that the employee contribute to their knowledge sharing only when they perceive that it would enhance their reputation."

"Penelitian in bertujuan untuk menganalisis pengaruh pelatihan terhadap komitmen keorganisasian dengan orientasi tujuan sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian diperoleh dari data sekunder dan survei yang dilakukan pada 162 karyawan tetap non manajerial kantor pusat PT Medco E&P Indonesia dengan menggunakan teknik total sampling. Penelitian ini menggunakan analisis jalur (causal step) dan sobel test untuk menguji pengaruh langsung dan pengaruh tidak langsung mediasi di antara variabel-variabel kunci. Hasil analisis jalur mengindikasikan bahwa pelatihan mempengaruhi komitmen keorganisasian secara signifikan.Hasil analisis jalur juga mengindikasikan bahwa pelatihan mempengaruhi orientasi tujuan secara signifikan, dan orientasi tujuan mempengaruhi komitmen keorganisasian secara signifikan. Hasil analisis jalur juga mengindikasikan bahwa pelatihan mempengaruhi komitmen keorganisasian melalui orientasi tujuan secara signifikan. Hasil sobel test membuktikan pengaruh tidak langsung pelatihan terhadap komitmen keorganisasian melalui orientasi tujuan signifikan.

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This study aimed to examine the effect of training on organizational commitment through goal orientation as a mediating variable. This research used a quantitative approach. Data was collected through secondary data and survey which conducted on 162 non managerial head office employees at PT Medco E&P Indonesia by total sampling method. Path analysis (causal step) and sobel test were used to test the direct effect and indirect effect of mediating relationship between key variables.

Path analysis shows that training affects organizational commitment significantly. It also shows training affects goal orientation significantly, and goal orientation affects organizational commitment significantly. It also shows that training affects organizational commitment with goal orientation as a mediating variable significantly. Sobel test reveals a statistical support for the indirect effect of training on organizational commitment through goal orientation significantly."

"Persaingan dalam dunia kerja semakin ketat seiring berjalannya waktu yang memicu timbulnya rasa khawatir dan kurangnya kepercayaan diri untuk memasuki dunia kerja bagi kalangan muda yang belum memiliki pengalaman, salah satunya adalah mahasiswa. Dengan mengikuti kegiatan magang, mahasiswa dapat meningkatkan self-perceived employability, sehinngga akan mengurangi career-entry worries. Tujuan dari penelitian ini adalah menganalisis pengaruh internship quality terhadap self-perceived employability melalui mediasi career-entry worries pada Mahasiswa Tingkat Akhir di Universitas Indonesia. Penelitian ini menggunakan pendekatan mix methode dengan online survei kepada 209 responden dan wawancara mendalam kepada 3 narasumber. Hasil penelitian menunjukkan bahwa internship quality memiliki pengaruh terhadap self-perceived employability, terdapat pengaruh antara internship quality dan career-entry worries, dan self-perceived employability juga berpengaruh terhadap career-entry worries, serta career-entry worries memediasi pengaruh antara internship quality dan self-perceived employability pada mahasiswa tingkat akhir di Universitas Indonesia. Penelitian ini merekomendasikan agar Universitas Indonesia bisa menerapkan program wajib magang bagi mahasiswanya secara merata.

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Competition in the world of work is getting tougher over time which triggers a sense of worry and lack of confidence to enter the world of work for young people who do not have experience, one of them is students. By participating in internship, students can increase their self-perceived employability, thereby reducing their career-entry worries. The purpose of this study was to analyze the effect of internship quality on self-perceived employability through the mediation of career-entry worries for final year students at Universitas Indonesia. This study use mix method approach with online surveys to 209 respondents and in-depth interviews with 3 sources person. The results show that internship quality has an influence on self-perceived employability, there is an influence between internship quality and career-entry worries, self-perceived employability also affects career-entry worries, and career-entry worries mediate the effect between internship quality and self-perceived employability of final year students at Universitas Indonesia. This study recommends that Universitas Indonesia can implement a compulsory internship program for its students equally."

"Komitmen organisasi saat ini menjadi salah satu fokus terpenting bagi manajemen untuk mencapai tujuan perusahaan. Tindakan afirmatif dapat menjadi strategi yang tepat untuk mencapai komitmen organisasi bagi karyawan. Selain itu, kerjasama tim sebagai faktor signifikan yang mampu mempengaruhi komitmen organisasi diusulkan sebagai variabel mediasi dalam penelitian ini. Penelitian ini bertujuan untuk menganalisis pengaruh tindakan afirmatif terhadap komitmen organisasi dengan memediasi kerja tim pegawai tetap Perum LKBN Antara. Penelitian ini menggunakan pendekatan penelitian kuantitatif dengan teknik pengumpulan data menggunakan survei, menyebarkan kuesioner kepada 582 responden sesuai kriteria sampel. Teknik pengambilan sampel yang digunakan adalah total sampling. Hasil penelitiannya menunjukkan bahwa terdapat hubungan positif yang signifikan antara tindakan afirmatif terhadap komitmen organisasi, dan kerja tim terhadap komitmen organisasi, serta hubungan positif yang signifikan antara tindakan afirmatif terhadap komitmen organisasi. Kemudian, hasil penelitian juga menyatakan bahwa kerjasama tim secara parsial memediasi pengaruh tindakan afirmatif terhadap komitmen organisasi pegawai tetap Perum LKBN Antara.

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Organizational commitment is currently one of the most important focuses for management to achieve company goals. Affirmative action can be the right strategy to achieve organizational commitment for employees. In addition, teamwork as a significant factor capable of influencing organizational commitment is proposed as a mediating variable in this study. This study aims to analyze the effect of affirmative action on organizational commitment by mediating the teamwork of permanent employees of Perum LKBN Antara. This study uses a quantitative research approach with data collection techniques using surveys, distributing questionnaires to 582 respondents according to the sample criteria. The sampling technique used was total sampling. The results of his research indicate that there is a significant positive relationship between affirmative action on organizational commitment, and teamwork on organizational commitment, as well as a significant positive relationship between affirmative action on organizational commitment. Then, the research results also state that teamwork partially mediates the effect of affirmative action on the organizational commitment of permanent employees of Perum LKBN Antara."