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"Job embeddedness dan organizational citizenship behavior merupakan dua faktor penting yang perlu diperhatikan oleh suatu organisasi/perusahaan karena dapat dijadikan sebagai kunci utama dalam membangun dan meningkatkan efektivitas karyawan dan keberhasilan dalam sebuah organisasi/perusahaan. Salah satu faktor yang dapat mempengaruhi tingkat job embeddedness dan organizational citizenship behavior adalah work-life conflict dan emotional exhaustion serta adanya peran Manajemen SDM dalam organisasi/perusahaan untuk dapat meminimalkan work-life conflict dan emotional exhaustion untuk dapat meningkatkan job embeddedness dan organizational citizenship behavior pada seorang karyawan khususnya karyawan yang sudah berkeluarga. Work-life conflict yang dialami karyawan dalam pekerjaan dan rumah tangga dapat berhubungan dengan emotional exhaustion dan outcome pekerjaan yaitu job embeddedness dan organizational citizenship behavior pada karyawan di DKI Jakarta dan sekitarnya dengan emotional exhaustion sebagai mediasi. Penelitian ini menggunakan metode Structural Equation Modeling SEM . Data penelitian ini diperoleh dari 196 karyawan di DKI Jakarta dan sekitarnya yang sudah menikah melalui kuesioner secara online dan offline. Hasil penelitian menunjukkan bahwa work-life conflict memiliki pengaruh positif terhadap emotional exhaustion. Selain itu, work-life conflict memiliki pengaruh negatif terhadap organizational citizenship behavior, sedangkan work-life conflict ditemukan tidak memiliki pengaruh terhadap job embeddedness. Lebih lanjut, emotional exhaustion juga tidak memiliki pengaruh terhadap job embeddedness dan organizational citizenship behavior. Hal tersebut menunjukkan bahwa emotional exhaustion tidak memiliki peran sebagai mediasi antara work-life conflict terhadap job embeddedness dan organizational citizenship behavior.

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Job embeddedness and organizational citizenship behavior are two important factors that need to be considered by an organization company because it can be used as a key in building and improving employee effectiveness and success in an organization company. One of the factors that can influence the level of job embeddedness and organizational citizenship behavior is work life conflict and emotional exhaustion and the role of HR Management in organization company to minimize work life conflict and emotional exhaustion to increase job embeddedness and organizational citizenship behavior on an employee especially an already married employee. Work life conflicts experienced by employees in work and households can relate to emotional exhaustion and work outcomes such as job embeddedness and organizational citizenship behavior in employees in DKI Jakarta and surrounding areas with emotional exhaustion as mediation. This research uses Structural Equation Modeling SEM method. This research data was obtained from 196 employees in DKI Jakarta and surrounding areas who have been married through questionnaires online and offline. The results showed that work life conflict has a positive effect on emotional exhaustion. In addition, work life conflict has a negative influence on organizational citizenship behavior, whereas work life conflict is found to have no effect on job embeddedness. Furthermore, emotional exhaustion also has no effect on job embeddedness and organizational citizenship behavior. It shows that emotional exhaustion has no role as mediation between work life conflict towards job embeddedness and organizational citizenship behavior."

"ABSTRAKBelum terpenuhinya kebutuhan SDM mendorong Badan Standardisasi Nasional (BSN) untuk menemukan solusi atas permasalahan terkait role overload dan efeknya terhadap organizational citizenship behavior (OCB). Tujuan penelitian ini adalah untuk memeriksa pengaruh role overload terhadap OCB pegawai BSN yang dimediasi oleh emotional exhaustion serta dimoderasi oleh dukungan otonomi dari atasan. Model penelitian disusun berdasarkan teori Conservation of Resource dan teori Self-Determination. Seluruh responden penelitian ini merupakan pegawai tetap BSN. Pengumpulan data dilakukan dengan menggunakan survei online dan analisis data dilakukan dengan menggunakan SEM-PLS. Berdasarkan hasil pengolahan 212 data pegawai BSN diperoleh hasil yang mendukung model hipotesis dan menjelaskan hubungan antarvariabel penelitian. Role overload diketahui memiliki pengaruh negatif dan tidak langsung terhadap OCB melalui emotional exhaustion, dan dukungan otonomi dari atasan sebagai penyangga efek negatif dari role overload terhadap emotional exhaustion, serta secara tidak langsung terhadap OCB. Hasil ini membantu kita untuk memahami variabel intervening yang menjelaskan hubungan negatif antara OCB dan challenge stressors. Selain itu, hasil penelitian ini memberikan informasi mengenai praktik manajerial pada instansi pemerintahan untuk mengurangi efek negatif dari role overload.

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ABSTRACTThe lack of human resources encourages the National Standardization Agency (BSN) to find solutions to role overload problems and their effect on the organizational citizenship behavior (OCB). The objective of this research is to examine the influence of role overload on OCB of BSN employees, mediated by emotional exhaustion and moderated by supervisor autonomy support. The proposed model was built based on the Conservation of Resource theory and the theory of Self-Determination. All of the participants in this study were permanents employees of BSN. Data were collected using an online survey, and all analyses were carried out using SEM-PLS. Based on the study of 212 employees from BSN, the results provide support for a hypothetical model that determines the correlation among all variables. The role overload was found to have an indirect and negative effect on OCB through emotional exhaustion, and supervisor autonomy support was found to buffer the negative relationship between role overload and emotional exhaustion, and indirectly to OCB. These findings help us to understand the intervening variable that explain the negative relationship between OCB and challenge stressors. Furthermore, this findings provide information about managerial practices at government agencies to reduce the negative effects of role overload."

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Penelitian ini bertujuan untuk menguji pengaruh compulsory citizenship behavior, emotional labor dan abusive supervision terhadap work-family conflict dengan emotional exhaustion sebagai mediatornya. Penelitian ini berjenis penelitian kuantitatif dengan desain penelitian konklusif. Metode pengambilan sampel berjenis judgemental sampling. Sejumlah 225 responden karyawan perempuan di Indonesia pada berbagai wilayah dan industri menjadi sampel pada penelitian ini. Metode analisis data yang dipakai pada penelitian ini yaitu CB-SEM yang dioleh menggunakan Lisrel 8.80. Temuan menunjukan bahwa emotional exhaustion berhasil memediasi pengaruh emotional exhaustion terhadap work-family conflict. Akan tetapi emotional exhaustion tidak dapat memediasi pengaruh emotional labor (surface acting dan deep acting) terhadap work-family conflict. Selanjutnya, emotional exhaustion memediasi pengaruh abusive supervision terhadap work-family conflict. Meskipun demikian, sampel yang digunakan terlalu kecil untuk merepresentasikan keseluruhan populasi karyawan perempuan di Indonesia.

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This study aims to examine the effect of compulsory citizenship behavior, emotional labor and abusive supervision on work-family conflict with emotional exhaustion as the mediator. This research is a quantitative research type with a conclusive research design. The sampling method is judgmental sampling. A total of 225 female employee respondents in Indonesia in various regions and industries were sampled in this study. The data analysis method used in this study is CB-SEM which is obtained using Lisrel 8.80. The findings show that emotional exhaustion successfully mediates the effect of emotional exhaustion on work-family conflict. However, emotional exhaustion cannot mediate the effect of emotional labor (surface acting and deep acting) on work-family conflict. Furthermore, emotional exhaustion mediates the effect of abusive supervision on work-family conflict. Nevertheless, the sample used is too small to represent the entire population of female employees in Indonesia.

 

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"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.

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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."

"Tingginya role stress dan rendahnya resources sebagai bentuk dari job characteristics merupakan hal yang umum terjadi di lingkungan pekerjaan dan dapat memberikan pengaruh pada tingkat emotional exhaustion karyawan, termasuk karyawan KAP. Tidak hanya dari job characteristics-nya, karyawan juga mengalami emotional exhaustion akibat dari metode kerja bekerja di rumah (WFH) pada masa pandemi COVID-19 yang berasal dari adanya work-family conflict yang dialami. Tujuan dari penelitian ini adalah untuk melihat pengaruh role conflict dan job resources, antara lain job autonomy dan social support, terhadap emotional exhaustion, melalui work-family conflict sebagai variabel mediator. Penelitian ini dilakukan terhadap karyawan KAP DKI Jakarta yang bekerja sebagai auditor atau konsultan, saat ini tinggal bersama keluarga dan/atau pasangan, serta baru pertama kali merasakan metode kerja WFH (N=179). Penelitian ini diuji dengan menggunakan CFA dan SEM agar peneliti dapat secara jelas melihat pengaruh setiap variabelnya. Hasil yang didapatkan melalui penelitian ini menunjukkan bahwa role conflict dan job resources memiliki pengaruh terhadap work-family conflict, namun tidak terhadap emotional exhaustion. Selain itu, work-family conflict tidak hanya memiliki pengaruh pada emotional exhaustion, namun dapat menjadi mediator antara role conflict dan job resources pada emotional exhaustion.

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In the work environment, job characteristics such as high roles tress and low resources have an impact on employee’s emotional exhaustion, including employee who works at Public Accountant firm. During COVID-19 pandemic, employees should change their work method to working from home (WFH) which can give an impact to their emotional exhaustion due to the work-family conflict happened by this method. The main focus on this study is to see the relationship between role conflict on work, job autonomy and social support as a part of job resources, to emotional exhaustion with work-family conflict as the mediator variable. Data were collected from Public Accountant workers (N=179) who work from home in DKI Jakarta, lived with their partner and/or family, and work with WFH method for the first time during COVID - 19 pandemic. This study was analysed with CFA and SEM to see the effect of role conflict and job resources to emotional exhaustion through work-family conflict. The result shows that role conflict and job resources has an impact on work-family conflict, but not to emotional exhaustion. Work-family conflict in the other hand, is not only has an impact on emotional exhaustion, but also mediated between role conflict and job resources to emotional exhaustion."

"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."

"Penelitian ini bertujuan untuk menguji pengaruh quality of work life terhadap work life balance melalui peran mediasi job stress, job satisfaction, dan job commitment pada karyawan yang bekerja pada perusahaan jasa konsultan bisnis di daerah Jabodetabek. Pendekatan yang digunakan adalah pendekatan kuantitatif dan bersifat single cross sectional. Responden sejumlah 225 orang terlibat dalam penelitian ini. Pengambilan data dilakukan dengan menggunakan kuesioner yang telah dikembangkan dari penelitian sebelumnya. Pengolahan data dilakukan dengan menggunakan teknik covariance based structural equation modeling. Temuan penelitian menunjukan bahwa quality of work life berpengaruh secara tidak langsung melalui peran mediasi job stress, job satisfaction, dan job commitment terhadap work life balance. Berdasarkan hasil penelitian ini secara praktis dapat disarankan bahwa untuk menciptakan keseimbangan kehidupan dan pekerjaan pada karyawan, manajemen perusahaan jasa konsultan dapat menciptakan lingkungan kerja atau kondisi kerja yang positif sehingga kelelahan kerja yang dirasakan oleh karyawan dapat berkurang, kepuasan kerja yang dirasakan meningkat, dan rasa ingin berkomitmen kerja yang tinggi. Secara teoritis penelitian ini dapat mengkonfirmasi penelitian-penelitian sebelumnya yang menyelidiki dinamika hubungan antara quality of work life, work life balance, job stress, job satisfaction, dan job commitment.

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This study aims to examine the effect of quality of work life on work life balance through the mediating role of job stress, job satisfaction, and job commitment in employees who work in business consulting services companies in the Jabodetabek area. The approach used is a quantitative approach and is single cross sectional. Respondents were 225 people involved in this study. Data collection was carried out using a questionnaire that had been developed from previous studies. Data processing was carried out using a covariance based structural equation modeling technique. The research findings show that the quality of work life has an indirect effect through the mediating role of job stress, job satisfaction, and job commitment to work life balance.

Based on the results of this study it can be practically suggested that in order to create a work-life balance for employees, the management of a consulting service company can create a positive work environment or working conditions so that the work fatigue felt by employees can be reduced, perceived job satisfaction increases, and a high sense of work commitment. Theoretically, this research can confirm previous studies that investigated the dynamics of the relationship between quality of work life, work life balance, job stress, job satisfaction, and job commitment."

"Kelelahan emosional (emotional exhaustion) merupakan suatu proses psikologis yang dihasilkan akibat adanya beban kerja yang berlebihan (work overload) dan konflik pekerjaan-keluarga (work-family conflict). Konflik antara pekerjaan dan keluarga terjadi saat seseorang sulit untuk membagi waktunya dalam memenuhi kedua peran dalam waktu yang bersamaan. Perawat dapat menderita kelelahan emosional karena memiliki intensi emosional dalam pekerjaannya. Adanya beban kerja yang berlebihan menyebabkan perawat cenderung memiliki kelelahan emosional dan dalam jangka panjang dapat memicu terjadinya turnover intention. RS Harima merupakan salah satu RS Swasta di Depok yang mengalami peningkatan turnover setiap tahun khususnya perawat, sehingga hal ini menjadi suatu permasalahan yang harus diselesaikan oleh RS Harima. Penelitian ini bertujuan untuk mempertegas peran emotional exhaustion sebagai variabel mediasi pada hubungan work overload dan work-family conflict terhadap turnover intention. Responden yang terlibat dalam penelitian ini sejumlah 148 perawat yang bekerja di RS Harima. Peneliti menggunakan kuesioner untuk pengambilan data yang kemudian dianalisis dengan menggunakan SEM. Hasil pada penelitian ini menunjukkan emotional exhaustion memediasi hubungan work overload dan work-family conflict terhadap turnover intention. Selanjutnya work overload berpengaruh positif tidak signifikan terhadap turnover intention

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Emotional exhaustion is a psychological process that results from excessive workload and work-family conflict. Conflict between work and family occurs when a person is difficult to divide his time in fulfilling both roles at the same time. Nurses can suffer from emotional exhaustion due to having an emotional feeling at work. Excessive workload causes nurses to tend to have emotional fatigue and in the long run can trigger turnover intention. Harima Hospital is one of the Private Hospitals in Depok that experiences an increase in turnover every year, especially nurses, so this becomes a problem that should be solved by Harima Hospital. This study aims to reinforce the role of emotional exhaustion as a mediating variable in the relationship of work overload and work-family conflict to turnover intention. The respondents involved in this study were 148 nurses working in Harima Hospital. Researchers used a questionnaire for data retrieval which was then analyzed using SEM. The results of this study indicate that emotional exhaustion mediates the relationship of work overload and work-family conflict to turnover intention. Furthermore, work overload has no significant positive effect on turnover intention"

"Dalam pekerjaan, work-life balance dianggap sebagai salah satu faktor penting yang dapat mempengaruhi organizational pride dan job satisfaction. Untuk mencapai work-life balance, seorang pegawai harus mampu menyeimbangkan kehidupan di dalam dan di luar pekerjaannya. Work-life balance salah satunya dapat dipengaruhi oleh supervisor support. Penelitian kuantitatif ini bertujuan untuk menganalisis hubungan antara supervisor support, job satisfaction, dan organizational pride sebagai anteseden dan konsekuensi dari work-life balance. Data dari 319 responden yang merupakan bagian dari struktur organisasi pemerintah Instansi Aguna Karya berhasil dikumpulkan dan kemudian diolah menggunakan metode Structural Equation Modelling (SEM). Hasil penelitian ini menunjukkan bahwa terdapat hubungan positif antar variabel dalam penelitian, yaitu supervisor support, work-life balance, organizational pride, dan job satisfaction.

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In the field of work, work-life balance is considered as one of the important factors that can affect organizational pride and job satisfaction. To achieve work-life balance, an employee must be able to balance life inside and outside his work. Work-life balance can be influenced by supervisor support. This quantitative research aims to analyze the relationship between supervisor support, job satisfaction, and organizational pride as antecedents and the consequences of work-life balance. Data from 319 respondents who were part of the Ministry of Finance's organizational structure were successfully collected and then processed using the Structural Equation Modeling (SEM) method. The results of this study indicate that there is a positive relationship between variables in the study, namely supervisor support, work-life balance, organizational pride, and job satisfaction."

"Penelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari iklim organisasi, karakteristik pekerjaan dan rasa keterikatan pegawai di Lembaga XYZ DKI Jakarta terhadap organizational citizenship behavior (OCB). Data penelitian ini diambil dari 70 responden yang berstatus sebagai Pegawai Negeri Sipil (PNS) di lingkungan Lembaga XYZ DKI Jakarta. Analisis data menggunakan metode analisis regresi berganda dan General Linear Model. Hasil penelitian menunjukkan bahwa iklim organisasi memiliki pengaruh positif yang signifikan terhadap perilaku OCB pegawai, sedangkan karakteristik pekerjaan dan keterikatan pegawai tidak memiliki pengaruh yang signifikan terhadap perilaku pegawai. Sedangkan apabila dilihat dari pengaruh ketiga variabel bebas tersebut terhadap kelima dimensi OCB, maka diperoleh hasil bahwa iklim organisasi memiliki pengaruh positif yang signifikan terhadap kelima dimensi OCB (Civic Virtue, Courtesy, Sportsmanship, Conscientiousness, dan Altruism), adapun karakteristik pekerjaan hanya memiliki pengaruh terhadap Courtesy dan Sportsmanship, dan employee engagement juga hanya memiliki pengaruh terhadap Courtesy dan Sportsmanship.

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The purpose of this research is to analyze the influence of organizational climate, job characteristics, and employee engagement toward organizational citizenship behavior at BPN DKI Jakarta Regional Office. Data was taken from 70 respondents. Data analysis is conducted using multiple regression analysis and General Linear Model. Results show that there is a significant influence of organizational climate on employee's organizational citizenship behavior, whereas job characteristics and employee engagement does not have a significant influence on employee's organizational citizenship behavior. In addition, if we see from the influence of these three independent variables towards each dimension of OCB, so we find that organizational climate has a significant influence towards civic virtue, courtesy, sportsmanship, conscientiousness, and altruism, whereas job characteristics is only has a significant influence towards courtesy and sportsmanship, and also employee engagement which only has a significant influence towards courtesy and sportsmanship."