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"Proses transformasi yang dilakukan dari Jamsostek ke BPJS Ketenagakerjaan menuntut adanya pemenuhan sumber daya manusia yang memiliki kualitas dan engagement yang tinggi. Penelitian ini membahas mengenai pengaruh Kecerdasan Emosional Pemimpin dan komunikasi internal organisasi terhadap employee engagement pada BPJS Ketenagakerjaan. Penelitian ini menggunakan sub variabel kecerdasan emosional pemimpin sesuai dengan model kecerdasan emosional pemimpin dari Daniel Goleman yang terdiri dari 5 sub variabel: Self Awareness, Self Regulation, Motivation, Empathy, dan Social Skill. Sub variabel Komunikasi Internal Organisasi merujuk pada konsep yang dikembangkan Clampitt dan Downs, terdiri dari 6 sub variabel: Organizational Integration, Personal Feedback, Corporate Information, Communication Climate, Horizontal, Subordinate dan Supervisory Communication serta Media Quality. Sedangkan, sub variabel employee engagement merujuk pada model employee engagement yang dikembangkan oleh AON Hewwit yang terdiri dari 3 sub variabel: Say, Stay, dan Strive. Dengan menggunakan pendekatan kuantitatif dan jenis penelitian eksplanatif, penelitian dilakukan di BPJS Ketenagakerjaan yang melibatkan sekitar 1006 responden dengan menggunakan convenience sampling. Pengumpulan data dilakukan melalui kuisioner penelitian skala likert dan didistribusikan secara online melalui google form. Pengujian hipotesis menggunakan metode regresi berganda. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh positif dan signifikan antara variabel kecerdasan emosional pemimpin dan komunikasi internal organisasi terhadap employee engagement, baik secara simultan ataupun parsial.

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The transformation process from Jamsostek to BPJS Ketenagakerjaan requires the fulfillment of human resources with high quality and engagement. This research discusses the influence between Leader's Emotional Intelligence and Internal Communication of Organization on Employee Engagement in BPJS Ketenagakerjaan.

This research uses 6 sub variable of leader's emotional intelligence according to leader's emotional intelligence model from Daniel Goleman which consist of 5 sub variable Self Awareness, Self Regulation, Motivation, Empathy, and Social Skill. Sub variable of internal communication of organization refers to the concept which developed by Clampitt and Downs, consisting of 6 sub variable Organizational Integration, Personal Feedback, Corporate Information, Communication Climate, Horizontal, Subordinate and Supervisory Communication and Media Quality. Meanwhile, sub variable of employee engagement refers to employee engagement model that developed by AON Hewwit, consisting of 3 sub variable Say, Stay, and Strive.

By using quantitative approach and explanatory research, the research was conducted at BPJS Ketenagakerjaan involving 1006 respondents using convenience sampling. The Data is collected through questionnaire likert scale which distributed online by google form. Hypothesis testing is using multiple regression method. The results of this research showed that have the positive and significant effect between leader's emotional intelligence and internal communication of organization on employee engagement, partially and simultaneously."

"Penelitian ini dilakukan untuk dapat melihat adanya pengaruh gaya kepemimpinan klasik, transaksional, visioner, dan organik terhadap employee engagement dengan kecerdasan emosional sebagai variabel mediasi di Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi. Responden penelitian ini berjumlah 142 orang pegawai. Metode penelitian yang digunakan adalah metode kuantitatif dengan uji regresi berganda. Sedangkan Alat ukur yang digunakan dalam penelitian ini adalah Jing Scale Leadership Style (2009), Utrech Work Engagement Scale Preliminary Manual Version I oleh Schaufeli dan Bakker (2003), dan Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) oleh Petrides dan Furnham (2006). Hasil penelitian menunjukkan bahwa gaya kepemimpinan visioner dan organik memiliki pengaruh terhadap employee engagement dengan efek mediasi kecerdasan emosional. Sementara tidak terdapat efek mediasi kecerdasan emosional pada pengaruh gaya kepemimpinan klasik dan transaksional terhadap employee engagement.

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This research is conduct to find whether there is impact between leadership style toward employee engagement with emotional intelligence as mediating variable on employees at Ministry of Administrative Reform. The survey involved 142 civil servant.

The research method used multiple regression. The instrument used in the questionnaire are Jing Scale Leadership Style (2009), Utrech Work Engagement Scale Preliminary Manual Version I which is developed by Schaufeli and Bakker (2003), and Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) which is developed by Petrides dan Furnham (2006).

The result showed emotional intelligence is partially mediates the relation between visionary and organic leadership on employee engagement. In the other hand, there is no mediation effect for classical and transactional on employee engagement."

"Tesis ini membahas tentang komunikasi internal dalam mewujudkan employee engagement. Penelitian ini dilakukan dengan metode kualitatif deskriptif melalui pendekatan studi kasus. Hasil penelitian menyatakan bahwa komunikasi internal memiliki peran penting dalam pembentukan employee engagement. Hubungan komunikasi yang baik antara atasan dan bawahan, informasi yang berkualitas, komunikasi yang terbuka dari pimpinan, dan kesempatan untuk bawahan mengutarakan pendapat sangat mempengaruhi terbentuknya employee engagement. Selain itu, penelitian ini juga mendapati peran penting manajer sebagai jembatan informasi dan hubungan horizontal yang harmonis sebagai faktor lain pembentuk employee engagement.

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This thesis discusses the internal communication to build employee engagement. This research was conducted with descriptive qualitative method through a case study approach. The study states that internal communication has an important role in the formation of employee engagement. Good superiors-subordinates communication, quality of information, superior openness, and opportunities for communication greatly affect the formation of employee engagement. In addition, the study also found an important role of managers as a bridge of information and harmonious horizontal relationships as other factors to build employee engagement."

"Tingkat work engagement(keterikatan kerja) karyawan dapat mempengaruhi ketahanan suatu organisasi di tengah persaingan bisnis. Namun karyawan perbankan kerap kali dihadapkan pada tingkat partisipasi konsumen, jam kerja yang kaku, dan cakupan target konsumen yang dapat mempengaruhi tingkat keterikatan kerja dari karyawan. Penelitian ini bertujuan untuk mengetahui peran dari emotional intelligence, perceived organizational support, dan ethical leadership, terhadap keterikatan kerja karyawan perbankan melalui mediasi dari psychological capital. Sampel yang dilibatkan dalam penelitian adalah 297 karyawan bank umum konvensional di Indonesia. Hasil analisis structural equation modeling (SEM) memperlihatkan bahwa emotional intelligence, perceived organizational support, ethical leadership, dan psychological capital dapat mempengaruhi work engagement. Psychological capital menunjukkan peran mediasi secara parsial terhadap pengaruh dari emotional intelligence, perceived organizational support dan ethical leadership terhadap work engagement. Pemahaman yang lebih mendalam terhadap emotional intelligence, perceived organizational support, ethical leadership, dan psychological capital sebagai upaya untuk meningkatkan work engagement dapat membantu sektor perbankan untuk mempertahankan karyawan, meningkatkan kinerja karyawan serta organisasi, dan mempertahankan keunggulan kompetitif organisasi di tengah ketatnya persaingan antar perbankan di Indonesia.

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The level of employee work engagement can affect an organization's resilience amid business competition. However, banking employees are often faced with the level of consumer participation, rigid working hours, and the range of target consumers that can affect the level of work engagement of employees. This study aims to determine the role of emotional intelligence, perceived organizational support, and ethical leadership on banking employee engagement through mediation from psychological capital. The samples involved in the study were 297 employees of conventional commercial banks in Indonesia. The structural equation modeling (SEM) analysis shows that emotional intelligence, perceived organizational support, ethical leadership, and psychological capital can affect work engagement. Psychological capital shows a mediating role partially in the effect of emotional intelligence, perceived organizational support and ethical leadership on work engagement. A deeper understanding of emotional intelligence, ethical leadership, and psychological capital to increase work engagement can help the banking sector retain employees, improve employee and organizational performance, and maintain an organizational competitive advantage amid intense competition between banks in Indonesia."

"Perilaku etis pegawai negeri sipil yang menjadi sorotan masyarakat dan menjadi permasalahan yang dihadapi oleh pemerintah dalam menangani aparatur pemerintah. Penelitian ini bertujuan untuk menganalisis pengaruh kecerdasan emosional terhadap perilaku etis, pengaruh komitmen keorganisasian terhadap perilaku etis, pengaruh kepuasan kerja terhadap perilaku etis, dan pengaruh kecerdasan emosional, komitmen keorganisasian, dan kepuasan kerja terhadap perilaku etis pegawai di Pusat Pendidikan dan Pelatihan Pegawai Kementerian Ketenagakerjaan Republik Indonesia. Penelitian ini menggunakan pendekatan kuantitatif. Data dikumpulkan melalui kuesioner tertutup dan wawancara mendalam. Metode analisis data yang digunakan adalah analisis deskriptif dan regresi linier berganda.Hasil penelitian terhadap 74 pegawai negeri sipil menunjukkan bahwa kecerdasan emosional, komitmen keorganisasian, dan kepuasan kerja berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Secara parsial kecerdasan emosional berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Komitmen keorganisasian tidak berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai. Kepuasan kerja berpengaruh secara positif dan signifikan terhadap perilaku etis pegawai.

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Ethical behavior of civil servants in the spotlight of society and become the problems faced by the government in dealing with the government apparatus. This study aims to analyze the impact of emotional intelligence on employee ethical behavior, the impact of organizational commitment on employee ethical behavior, the impact of jobs satisfaction on employee ethical behavior, and the impact of emotional intelligence, organizational commitment, and jobs satisfaction on employee ethical behavior at Center for Education and Training of the Ministry of Manpower of the Republik of Indonesia. This research uses quantitative approach. Data were collected through questionnaires and interviews.Data analysis method used is descriptive analysis and multiple linear regression.

The results of the study of 74 civil servants showed that emotional intelligence, organizational commitment, and job satisfaction have a positive and significant effect on employee ethical behavior. Partially emotional intelligence positively and significantly influence to ethical behavior of employees. Organizational commitment does not positively and significantly affect the employee 39 s ethical behavior. Job satisfaction positively and significantly influence to employee ethical behavior."

"Tesis ini membahas tentang komunikasi internal dalam mewujudkan employee engagement pada lembaga pemerintahan non profit. Penelitian ini dilakukan dengan metode kuantitatif kausal. Hasil penelitian menyatakan bahwa komunikasi internal memiliki peran penting dalam pembentukan employee engagement. Semakin lancar atau tinggi komunikasi internal yang dilakukan oleh pegawai terhadap atasan, atasan terhadap bawahan, pegawai satu dengan pegawai lainnya, serta sesama pegawai yang berbeda satuan tugas lain yang saling memiliki hubungan maupun bersinggungan dalam pekerjaan yang dilaksanakan maka employee engagement yang ada pada diri pegawai akan semakin tinggi, begitu pun sebaliknya.

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This thesis discusses about internal communication in realizing employee engagement on non profit governance institution. The study was conducted by a causal quantitative method. The results of the study stated that internal communication has an important role in the formation of employee engagement. The smoother or higher the internal communication carried out by employees to superiors, superiors to subordinates, employees with other employees, and fellow employees who are different from other task forces that have relationships and intersect in the work carried out, the employee engagement that exists in the employee will be higher, and vice versa."

"Tujuan dari studi ini untuk menguji dan menganalisis pengaruh dari transformational leadership dan emotional intelligence terhadap organizational citizenship behavior dengan mediasi work engagement. Pengujian dilakukan pada 260 pegawai yang tersebar pada 8 unit kerja eselon I. Pendekatan penelitian dalam studi ini dilakukan melalui teknik partial least squares structural equation modeling (PLS-SEM). Pengolahan penelitian ini menggunakan software SmartPLS 4 Secara keseluruhan hasil pengujian hamper seluruh hipotesis dalam penelitian ini menunjukan bahwa data mendukung model. Hasil temuan penelitian ini mengungkapkan bahwa transformational leadership tidak memiliki pengaruh langsung yang positif terhadap organizational citizenship behavior. Namun, emotional intelligence serta work engagement memiliki pengaruh langsung terhadap organizational citizenship behavior. Selain itu hasil temuan studi ini menunjukan bahwa work engagement berperan sebagai mediasi komplementer (complementary mediation) dalam model studi ini. Dengan demikian hasil studi ini menunjukan bahwa kepemimpinan yang transformasional yang didukung juga dengan kecerdasan emosional pegawai tersebut dapat membuat pegawai terlibat dalam pekerjaan, dimana hal tersebut membuat perilaku kewarganegaraan organisasi meningkat.

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The purpose of this study is to test and analyze the effect of transformational leadership and emotional intelligence on organizational citizenship behavior with mediation of work engagement. Tests were conducted on 260 employees spread across 8 (eight) echelon I work units. The research approach in this study was conducted through partial least squares structural equation modeling (PLS-SEM) technique. Overall, the results of testing almost all hypotheses in this study show that the data support the model. The findings of this study reveal that transformational leadership does not have a positive direct effect on organizational citizenship behavior. However, emotional intelligence and work engagement have a direct influence on organizational citizenship behavior. In addition, the findings of this study show that work engagement acts as a complementary mediation in this study model. Thus the results of this study indicate that transformational leadership which is also supported by the emotional intelligence of employees can make employees engaged in work, where it makes organizational citizenship behavior increase."

"Penelitian ini bertujuan untuk mengetahui gaya komunikasi pemimpin yang dominan digunakan di organisasi berbentuk agensi kehumasan Piar Consulting, dengan memakai konsep gaya komunikasi dari Koehler, et.al (1978). Gaya komunikasi pemimpin tersebut memiliki peranan dalam membangun sikap positif karyawan atau disebut juga employee engagement. Dimana untuk melihat sikap positif ini, dapat terlihat dari dua sisi utama, yaitu job engagement dan organizational engagement yang diungkapkan oleh Armstrong (2014). Hubungan antara kedua konsep ini dapat dilihat dengan bingkai teori leader-member exchange yang diungkapkan Yukl (2013). Penelitian ini menggunakan paradigma post-positivist dengan pendekatan kualitatif dan strateginya adalah studi kasus. Hasil dari penelitian ini menunjukkan bahwa gaya komunikasi pemimpin yang dominan digunakan di Piar Consulting adalah dynamic dan controlling. Kedua gaya komunikasi ini merupakan gaya komunikasi yang dominan digunakan pemimpin dalam berkomunikasi terkait pekerjaan dan tugas kepada karyawannya, dimana gaya komunikasi tersebut menghasilkan efek negatif yang menurunkan sikap positif karyawan pada pekerjaan dan organisasinya yang berujung kepada banyak karyawan meninggalkan organisasi tersebut. Untuk karyawan yang memang masih bekerja di dalam organisasi, memiliki alasannya masing-masing dan hampir tidak ada satupun yang berada disana karena alasan gaya komunikasi dari pimpinannya. Tidak terjadi apa yang disebut leader-member exchange atau pertukaran antara gaya komunikasi pemimpin yang dimilikinya dan employee engagement yang seharusnya diberikan karyawan karena cara pemimpin berkomunikasi.

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This study aims to determine the dominant leader communication style used in organizations in the form of public relations agency Piar Consulting, by using the concept of communication style from Koehler, et.al (1978). The leader's communication style has a role in building positive employee attitudes or also called employee engagement. Where to see this positive attitude, can be seen from two main sides, namely job engagement and organizational engagement expressed by Armstrong (2014). The relationship between these two concepts can be seen with a frame of leader- member exchange theory revealed by Yukl (2013). This study uses a post-positivist paradigm with a qualitative approach and the strategy is a case study. The results of this study indicate that the dominant leader communication style used at Piar Consulting is dynamic and controlling. Both of these communication styles are the dominant communication styles used by leaders in communicating related work and tasks to their employees, where the communication style produces a negative effect which decreases the employee's positive attitude to work and his organization which leads to many employees leaving the organization. For employees who are still working in the organization, they have their reasons and almost no one is there because of the communication style of their leaders. No so-called leader-member exchange occurs between the leader's communication style and employee engagement that employees should give because of the way leaders communicate."

"[ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi The Telkomsel Way terhadap employee engagement. Penelitian ini menggunakan sub variabel budaya organisasi sesuai dengan Organizational Culture and Effectiveness dari Daniel R. Denison dan Aneil K. Mishra yang terdiri dari involvement, consistency, adaptability dan mission terhadap sub variabel employee engagement sesuai dengan Utrecht Work Engagement Scale dari Wilmar Scaufeli dan Arnold Baker yaitu vigor, dedication, dan absorption. Pengumpulan data menggunakan kuesioner yang diberikan kepada pegawai PT Telekomunikasi Selular yang berada di kantor pusat. Analisis data menggunakan bantuan SPSS 20 dengan metode General Linier Model (GLM). Hasil penelitian ini menunjukkan bahwa semua sub variabel budaya organisasi secara bersama-sama memiliki pengaruh terhadap sub variabel employee engagement yaitu vigor sebesar 95.5%, dedication sebesar 94.7%, dan absorption sebesar 95.3%. Sub variabel involvement, consistency, dan adaptability masing-masing memiliki pengaruh yang signifikan positif terhadap keseluruhan sub variabel employee engagement. Sedangkan sub variabel mission memiliki pengaruh yang signifikan negatif terhadap keseluruhan sub variabel employee engagement.

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ABSTRACTThe purpose of this research is to find out the influence of organizational culture ?The Telkomsel Way? on employee engagement. This research using sub variable of organizational culture in accordance with Organizational Culture and Effectiveness from Daniel R. Denison and Aneil K. Mishra that consist of involvement, consistency, adaptability, and mission on sub variable of employee engagement in accordance with Utrecht Work Engagement Scale from Wilmar Schaufeli and Arnold Baker that consist of vigor, dedication, and absorption. Collecting data using questionnaires that given to the employees of PT Telekomunikasi Selular which is on head office. Data analysis using SPSS 20 with General Linear Model (GLM) method. The results showed that all sub variable of organizational culture together have an influence on sub variable employee engagement which are vigor by 95.5%, dedication 94.7%, and absorption 95.3%. Sub variable involvement, consistency, adaptability has a significant positive effect on the entire sub variable employee engagement. Meanwhile, the sub variable mission has a significant negative effect on the overall sub variable employee engagement, The purpose of this research is to find out the influence of organizational culture “The Telkomsel Way” on employee engagement. This research using sub variable of organizational culture in accordance with Organizational Culture and Effectiveness from Daniel R. Denison and Aneil K. Mishra that consist of involvement, consistency, adaptability, and mission on sub variable of employee engagement in accordance with Utrecht Work Engagement Scale from Wilmar Schaufeli and Arnold Baker that consist of vigor, dedication, and absorption. Collecting data using questionnaires that given to the employees of PT Telekomunikasi Selular which is on head office. Data analysis using SPSS 20 with General Linear Model (GLM) method. The results showed that all sub variable of organizational culture together have an influence on sub variable employee engagement which are vigor by 95.5%, dedication 94.7%, and absorption 95.3%. Sub variable involvement, consistency, adaptability has a significant positive effect on the entire sub variable employee engagement. Meanwhile, the sub variable mission has a significant negative effect on the overall sub variable employee engagement]"

"It is essential for a manager to know what factors that influence the commitment of employee toward his/her organization, more specifically in the marketing division, because banking service company is dependent on the employees in the marketing division to acquire income for the company through the establishment of company image and satisfaction to its customers.

Previous researches concerning workforce in the sales division in a conceptual way (Johnson, 1987 in Johnson, 1990:333) and empirical research on other type of work (Steers, 1977 in Johnson, 1990:333) said that the employee or individual who is integrated his/herself, identifying and becoming part of the organization that is employing him/her, is a good employee or in other word the employee who has a commitment toward his/her organization tends to have good performance (Mowdays, Steer, Poler, 1979 in Johnson, 1990:334).

As previously delivered, it has been found evidence that there is a close relationship between leadership style and his/her emotional intelligence with the level of commitment of the employee toward the organization. In this research, the writer will research the relationship between the leadership style of the superior, particularly transformational leadership style toward his/hr organization that is mediated by the role of emotional intelligence of the subordinate within the organization of Citibank N.A.

This research is aimed to know how the emotional intelligence of the subordinate has mediated the relationship between transformational and transactional leadership style, and the oommitrnent ofthe subordinate to hisfher organization.

The population of this research is the employees in the sales division of Citibank N.A Jakarta, namely those who are currently holding the position of supervisor. The total number is 197 persons. This number is scattered in several work areas in Jakarta. The level of commitment is measured by applying Organizational Commitment Questionnaire (OCQ). The type of leadership style is measured by applying Multifactor Leadership Questionnaire (MLQ 5X - shortform) as created by Bass and Avolio. And the measuring of emotional intelligence is applying Self-Report Emotional lntetiigence Test (SREIT).

The result of Ending of the writer against the relationship between the transtomiational leadership of the superior with the oommitrnent of the subordinate toward the organization is not consistent with previous Endings (Humpreys et al., 2003:199; Koh et al. 1995:327; Avolio et al., 2004;960). Other Ending is that the emotional intelligence has not played any role in mediating good relationship of leadership style, transformational as well as transactional, with the oommitrnent of the subordinate toward the organization. The hypothetical testing against the role of emotional intelligence in mediating the relationship between the transformational leadership and transactional leadership has not been proven so that this hypothesis is rejected. lt means that the emotionalintelligence of the. subordinate despite having positive and signiticant correlation with the commitment of the employee is unable to become the empowemient of relationship between the leadership style and the employee commitment."