Hasil Pencarian  ::  Simpan CSV :: Kembali

"ABSTRAKPenelitian bertujuan meneliti peran dukungan organisasi sebagai mediator pada partisipasi karyawan terhadap kepuasan kerja dan komitmen pada karyawan non manajerial. Penelitian dilakukan pada 211 karyawan non manajerial yang berlokasi di Pabrik PT Unilever Indonesia Tbk, Kawasan Industri Jababeka, Cikarang, dengan menggunakan metode Structural Equation Modeling SEM. Hasil penelitian menunjukkan bahwa persepsi adanya dukungan organisasi mampu memediasi secara penuh dan positif pengaruh partisipasi karyawan dalam pengambilan keputusan terhadap kepuasan kerja dan komitmen afektif karyawan. Dengan demikian, partisipasi karyawan dalam pengambilan keputusan akan efektif dalam meningkatkan kepuasan kerja dan komitmen afektif karyawan jika adanya dukungan dari organisasi terhadap karyawannya.

---

ABSTRACTThe research aimed to examine the role of organization support as mediator between employee participation towards job satisfaction and commitment to non managerial employees. The study was conducted on 211 non managerial employees who is located at PT Unilever Indonesia Tbk factory, Jababeka Industri Area, Cikarang, using Structural Equation Modeling SEM method. The results showed that perceived organizational support is capable of full and positive mediation for the effect of employee participation in decision making towards job satisfaction and affective commitment to employees. Thus, participation in decision making will be effective in improving job satisfaction and affective commitment of employees if there is a form of support from the organization to its employees. "

"ABSTRAKPenelitian ini dilakukan untuk menyelidiki peran persepsi dukungan organisasional sebagai mediator pengaruh ketidakpastian terkait perubahan dan kemampuan adaptasi individual terhadap kepuasan kerja pada pekerja PT X. Perubahan peraturan, prosedural, dan teknologi yang terjadi di PT X akibat dari perpindahan plant, menyebabkan ketidakpastian dan menuntut kemampuan adaptasi individual sehingga mempengaruhi kepuasan kerja pada pekerja. Dalam penelitian ini dilakukan pengumpulan data dengan menggunakan metode kuantitatif yang diperoleh melalui kuesioner yang diberikan kepada pekerja PT X sejumlah 101 responden. Hasil analisis menunjukkan bahwa persepsi dukungan organisasional tidak berperan memediasi pengaruh ketidakpastian terkait perubahan terhadap kepuasan kerja, tetapi persepsi dukungan organisasional berperan memediasi pengaruh kemampuan adaptasi individual terhadap kepuasan kerja. Berdasarkan hasil tersebut diketahui bahwa dukungan yang diberikan organisasi tidak memediasi pengaruh ketidakpastian akibat perubahan, tetapi membantu pekerja dalam beradaptasi pada lingkungan kerja yang baru dalam upaya meningkatkan kepuasan kerja yang dirasakan oleh pekerja PT X.

---

ABSTRACTThe aim of this study is to investigate the role of perceived organizational support as mediator in the influence of change related uncertainty and individual adaptability on job satisfaction among workers at PT X. Change of regulation, procedural, and technology that happened in PT X that is cause of plant displacement, either causes uncertainty and require individual adaptability that affecting job satisfaction. This research used quantitative method was obtained through questionnaire given to 101 respondents. The results show that perceived organizational support does not mediate the influence of change related uncertainty on job satisfaction, but perceived organizational support mediates the influence of individual adaptability on job satisfaction. Based on these results that support provided by organization does not mediate the effects of change related uncertainty but help workers in adapted to new work environment in an effort to improve job satisfaction among workers of PT X. "

"[ABSTRAKbrPenelitian ini bertujuan untuk mengetahui pengaruh partisipasi karyawan dan dukungan organisasi dalam pengembangan kompetensi. Hipotesis diuji menggunakan data yang diambil dari 153 orang karyawan sebuah bank dengan menggunakan kuesioner. Hasil dari penelitian menggunakan analisis jalur menunjukkan bahwa partisipasi karyawan dalam pengembangan kompetensi tidak berpengaruh terhadap self-perceived employability. Self-perceived employability hanya dipengaruhi oleh dukungan organisasi yang dirasakan untuk pengembangan kompetensi. Sementara self-perceived employability memiliki pengaruh positif terhadap kepuasan karir dan perceived marketability karyawan. Self-perceived employability yang memiliki peran mediasi hanya memediasi secara parsial untuk hubungan antara dukungan organisasi yang dirasakan dan kepuasan karir, sedangkan untuk hubungan antara dukungan organisasi yang dirasakan dan perceived marketability, self-perceived employability memediasi secara penuh. Sementara self-perceived employability tidak memiliki peran mediasi untuk hubungan antara partisipasi karyawan dan kepuasan karir maupun perceived marketability.;The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability;The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability, The aim of the research is to study the effect of employee participation and perceived organization support in competency development towards career satisfaction and perceived marketability mediated by self-perceived employability. Hypothesis tested using data of 153 employees from a bank company through a questionnaire. Results obtained using path analysis suggested that employee participation in competency development did not have the intended effects on self-perceived employability. Self-perceived employability only affected by perceived support for competency development. Self-perceived employability was found positively related towards career satisfaction and perceived marketability. Self-perceived employability which has a mediating role, only partially mediates the relationship between perceived support for competency development and career satisfaction, while the relationship between perceived support for competency development and perceived marketability, self-perceived employability mediates in full. Self-perceived employability has no mediating role for the relationship between employee participation in competency development and career satisfaction also perceived marketability]"

"Skripsi ini membahas faktor-faktor yang Memengaruhi rendahnya partisipasi pegawai dalam program Knowledge Lynx di Direktorat Pengelolaan Sistem Informasi di Bank Indonesia di DKI Jakarta. Penelitian ini menggunakan pendekatan penelitian kualitatif dengan jenis penelitian deskriptif. Hasil penelitian yang didapat menunjukan bahwa terdapat enam faktor yang Memengaruhi partisipasi pegawai dalam program Knowledge Lynx di Direktorat Pengelolaan Sistem Informasi Bank Indonesia di DKI Jakarta yaitu faktor tidak adanya reward and punishment dalam pelaksanaan program, faktor adanya pemberlakuan program lain yang lebih menarik, faktor keterbatasan sumber daya manusia, faktor kurangnya sosialisasi program, faktor pegawai yang belum terbiasa melakukan knowledge sharing, faktor tidak adanya standar penulisan dalam program K-Lynx, faktor tampilan menu yang tidak mudah dipahami, serta faktor Community of Practice yang belum berfungsi dengan baik.

---

The focus of this study is the factors that influence the low employee participation in Knowledge Lynx program in the Directorate of Information Systems Management at Bank Indonesia in DKI Jakarta. This study uses a qualitative research approach with the type of descriptive research. The results obtained show that there are six factors that influence employee participation in Knowledge Lynx program in the Directorate of Information Systems Management at Bank Indonesia in DKI Jakarta. Those factots are the lack of reward and punishment in the implementation of the program, the appearance of similar program that is more interesting, the constrains of human resource, the lack of program socialization, the employees have not been accustomed to knowledge sharing, the absence of standardized writing in Knowledge Lynx program, the display menu is not easy to understand, and the Community of Practice has not been functioned properly."

"Total Quality Management akan menghasilkan produk yang berkualitas jika manajemen melibatkan partisipasi seluruh anggotanya. Inilah yang membuat Employee Participation menjadi penting. Dalam prakteknya, partisipasi tim dianggap sulit untuk dicapai karena setiap individu memiliki karakteristik yang berbeda-beda. Lingkungan kerja dan kepuasan kerja dikaitkan dengan berbagai hasil yang mencakup peningkatan kinerja, dan partisipasi karyawan. Lingkungan kerja dan kepuasan kerja merupakan variabel yang dapat memprediksi pencapaian Employee Participation. Tujuan dari penelitian ini adalah untuk menganalisis hubungan antara lingkungan kerja dan kepuasan kerja terhadap Employee Participation di industri manufaktur dan kemudian merancang peningkatan Employee Participation melalui peningkatan Lingkungan dan Kepuasan Kerja menggunakan PLS-SEM dan QFD. Berdasarkan hasil analisis data diketahui bahwa lingkungan kerja dan kepuasan kerja berpengaruh positif dan signifikan. Sedangkan 4 respon teknis yang diperoleh adalah pembinaan dan konseling karyawan secara berkala, pertemuan rutin antara manajemen dan serikat pekerja, knowledge management systems, dan career development systems.

---

Total Quality Management will produce quality products if management involves the participation of all its members. This is what makes Employee Participation important. In practice, team participation is considered difficult to achieve because each individual has different characteristics. Work environment and job satisfaction are associated with various outcomes that include improved performance, and employee participation. Work environment and job satisfaction are variables that can predict the achievement of Employee Participation. The purpose of this study is to analyse the relationship between work environment and job satisfaction on Employee Participation in manufacturing industry and then design an increase in Employee Participation through improving the Environment and Job Satisfaction using PLS-SEM and QFD. Based on the results of data analysis, it was found that the work environment and job satisfaction had a positive and significant effect. Meanwhile, the 4 technical responses obtained are regular employee coaching and counselling, regular meetings between management and employee unions, knowledge management systems, and career development systems."

"Tujuan dari penelitian ini adalah untuk menguji pengaruh penggunaan media sosial pada keterlibatan karyawan, pengaruh keterlibatan karyawan pada komitmen afektif, dan efek mediasi dari kepuasan kerja dalam komitmen afektif pada turnover intention pada generasi milenial di Indonesia. Penelitian ini menggunakan desain konklusif dan pendekatan kuantitatif dengan kuesioner sebagai alat penelitian. Metode analisis untuk penelitian ini adalah Structural Equation Modeling (SEM) dengan aplikasi LISREL 5.21.Berdasarkan hasil penelitian yang dilakukan pada 206 responden, penelitian ini membuktikan bahwa penggunaan media sosial memiliki efek pada keterlibatan karyawan, baik pada keterlibatan kerja dan keterlibatan organisasi. Hasil juga membuktikan bahwa baik keterlibatan kerja dan keterlibatan organisasi sebagai atribut keterlibatan karyawan memiliki pengaruh positif pada komitmen afektif.Studi ini menunjukkan keterlibatan organisasi memiliki dampak yang lebih besar daripada keterlibatan kerja pada komitmen afektif. Hasil penelitian juga menunjukkan bahwa komitmen afektif berpengaruh positif terhadap kepuasan kerja dan berpengaruh negatif terhadap turnover intention. Terakhir, kepuasan kerja sebagian dapat memediasi efek negatif dari komitmen afektif pada niat turnover.

---

The purpose of this study was to examine the effect of the use of social media on employee engagement, the effect of employee involvement on affective commitment, and the mediating effect of job satisfaction on affective commitment on turnover intention on millennial generation in Indonesia. This study uses a conclusive design and quantitative approach with a questionnaire as a research tool. The analytical method for this research is Structural Equation Modeling (SEM) with the application of LISREL 5.21.

Based on the results of research conducted on 206 respondents, this study proves that the use of social media has an effect on employee engagement, both on work engagement and organizational involvement. The results also prove that both work engagement and organizational involvement as attributes of employee involvement have a positive influence on affective commitment.

This study shows organizational involvement has a greater impact than work engagement on affective commitment. The results also showed that affective commitment had a positive effect on job satisfaction and had a negative effect on turnover intention. Finally, job satisfaction can partly mediate the negative effects of affective commitment on turnover intentions."

"Employee engagement merupakan faktor penting yang harus diperhatikan oleh Direktorat Jenderal Pajak khususnya Kantor Pelayanan Pajak Wajib Pajak Besar dan Jakarta Khusus. Employee engagement dapat dipengaruhi salah satunya melalui keterlibatan pegawai dengan dukungan penuh dari atasan. Penelitian ini dilakukan di Kantor Pelayanan Pajak Wajib Pajak Besar dan Jakarta Khusus dengan responden berjumlah 192 yang berasal dari 4 Kantor Pelayanan Pajak dengan kriteria kinerja tertinggi dan terendah. Gaya kepemimpinan diukur menggunakan Multifactor Leadership Questionnaire (MLQ) Form 5X dari Bass dan Avolio (1995), keterlibatan pegawai diukur menggunakan instrumen penelitian yang dikembangkan oleh Vandenberg et. al. (1999 dalam Richardson dan Vandenberg, 2005), sedangkan employee engagement diukur menggunakan Utrecht Work Engagement Scale (UWES) dari Schaufeli dan Bakker (2003). Hasil penelitian ini membuktikan bahwa keterlibatan pegawai merupakan mediator bagi pengaruh kepemimpinan transformasional terhadap employee engagement. Ini menunjukkan bahwa pemimpin yang peduli dan mendukung bawahannya dapat mengakomodir pegawai untuk terlibat di dalam pekerjaannya sehingga pegawai menjadi lebih bersemangat, antusias, fokus, dan bangga terhadap pekerjaan dan organisasinya.

---

Employee engagement is an important factor that must be considered by Directorate General of Taxes especially in the Large Tax Offices and Jakarta Special Tax Offices. Employee engagement can be influenced through employee involvement with full support from the leaders. This research was conducted at the Large Tax Office and Jakarta Special Tax Office with 192 respondents from 4 Tax Offices with the highest and lowest performance.

Leadership styles were measured using Multifactor Leadership Questionnaire (MLQ) Form 5X from Bass and Avolio (1995), employee involvement was measured using a research instrument developed by Vandenberg et. al. (1999 in Richardson and Vandenberg, 2005), while employee engagement was measured using Utrecht Work Engagement Scale (UWES) from Schaufeli and Bakker (2003).

This research found that employee engagement is a mediator for the effects of transformational leadership on employee engagement. It shows that leaders who care and support subordinates can accommodate employee involvement process so that employees become more power, enthusiastic, focused, and proud of the work and organization."

"Tujuan penelitian ini adalah untuk mengetahui pengaruh gaya kepemimpinan terhadap kinejja karyawan di PT. Kaho IndahCitra Garment Jakarta. Metode penelitian yang digunakan adalah metode field research atau studi lapangan dan library research atau studi pustaka. Populasi adalah karyawan PT Kaho Indahcitra Garment sebanyak 50 orang dan diambil sampel sebanyak 20 orang. Jenis data yang digunakan adalah data kualitatif yang berasal dari hasil kuesioner yang selanjutnya jawaban responden diberi skor (nilai) sehingga menjadi data kuantitatif. Didapatkan model regresi Y = 18,28 + 0,43 X, dengan koefisien determinasi sebesar 31,36 %. Dari hasil pengujian hipotesis menggunakan uji t dihasilkan t hitung sebesar 2,866 > t tabel 2,101. Dengan demikian hipotesis diterima dan terbukti bahwa ada pengaruh yang positif dan signifikan antara gaya kepemimpinan terhadap kineija karyawan di PT. Kaho Indahcitra Garment Jakarta."

"Penelitian ini membahas mengenai analisis partisipasi pegawai dalam pelaksanaan program Bank Indonesia Layanan Intranet Kita (BLINK). Penelitian ini merupakan penelitian kualitatif sebagai data utama dengan wawancara mendalam dan observasi langsung ditunjang dengan data-data kuantitatif melaui kuisioner jenis penelitian deskriptif. Hasil penelitian menunjukkan tingkat partisipasi pegawai di Bank Indonesia rendah. Faktor penghambat dalam partisipasi adalah keterbatasan sumber daya, kurangnya sosialisasi program, kurangnya memberikan ide/masukan dalam program, tidak adanya dukungan dalam program, faktor tidak adanya pemberian tanggung jawab yang diberikan atasan kepada bawahan, pegawai tidak merasa bertanggung jawab dalam program, pegawai yang belum terbiasa melakukan knowledge sharing.

---

This research focus the analysis application of employees participation in Bank Indonesia Layanan Intranet Kita (BLINK) program in Bank Indonesia Jakarta. This study used qualitative research with additional quantitative data approach with questionnaire and descriptive research. The result showed that employee participation in BLINK program was low. Participation’s barriers identified were the constrains of human resourse; the lack of program socialization; contributing ideas/advice in programs; motivation/support in the programs; the handover of responsibility by a superior to subordinate; feeling responsible to superior; the participation of surveilance on program; the employees hahe not been accustomed to knowledge sharing."

"Kemajuan teknologi yang semakin pesat mendorong industri perbankan untuk mengadopsi digitalisasi guna meningkatkan efisiensi operasional dan memperkuat daya saing. Kehadiran perbankan digital juga memperketat persaingan dalam industri ini, sehingga mendorong perbankan untuk terus berinovasi agar tetap relevan. Inovasi ini dapat diwujudkan melalui knowledge sharing di mana karyawan saling bertukar ide dan memperluas wawasan mereka. Dalam proses ini, psychological empowerment memainkan peran penting karena karyawan yang merasa diberdayakan cenderung lebih percaya diri dalam knowledge sharing dan menerapkan innovative work behavior. Selain itu, participative leadership sangat diperlukan untuk mendorong karyawan agar berani menyampaikan ide-ide mereka dan akhirnya meningkatkan kegiatan berbagi pengetahuan serta perilaku kerja inovatif. Penelitian ini dilakukan untuk menganalisis pengaruh psychological empowerment dan participative leadership terhadap innovative work behavior melalui mediasi knowledge sharing. Hasil penelitian menunjukkan bahwa knowledge sharing memediasi secara positif dan signifikan hubungan antara psychological empowerment dan innovative work behavior. Namun, knowledge sharing tidak menunjukkan pengaruh signifikan pada hubungan antara participative leadership dan innovative work behavior. Secara keseluruhan, hubungan antar variabel dalam penelitian ini memiliki pengaruh positif dan signifikan, kecuali hubungan antara participative leadership dengan knowledge sharing dan innovative work behavior.

---

The rapid growth of technology has compelled the banking industry to embrace digitalization to improve operational efficiency and maintain a competitive edge. The rise of digital banking has heightened competition within the sector, prompting banks to continuously innovate to stay relevant. One way to foster innovation is through knowledge sharing, where employees collaborate by exchanging ideas and broadening their understanding. Psychological empowerment plays a vital role in this process, as empowered employees tend to be more confident in sharing knowledge and engaging in innovative work behavior. Furthermore, participative leadership is crucial in motivating employees to express their ideas, thereby promoting knowledge-sharing activities and fostering innovative behavior. This research investigates the impact of psychological empowerment and participative leadership on innovative work behavior, with knowledge sharing acting as a mediating variable. The results indicate that knowledge sharing significantly and positively mediates the relationship between psychological empowerment and innovative work behavior. However, the influence of knowledge sharing on the relationship between participative leadership and innovative work behavior was not statistically significant. Overall, the study found positive and significant relationships among the variables, except for the connections between participative leadership, knowledge sharing, and innovative work behavior."