Hasil Pencarian  ::  Simpan CSV :: Kembali

"Komitmen afektif merupakan sikap positif yang dimiliki oleh karyawan yang menunjukkan loyalitasnya pada perusahaan. Perusahaan perlu memperhatikan faktor yang berpengaruh dalam mendukung terciptanya komitmen afektif, salah satunya High Commitment Human Resource Practices (HCHRP). Penelitian ini bertujuan untuk mengetahui peran usia sebagai moderator hubungan antara HCHRP dan komitmen afektif yang dikelompokkan menjadi Development High Commitment Human Resource Practices (DHCHRP) dan Maintenance High Commitment Human Resource Practices (MHCHRP). Pengumpulan data dilakukan pada karyawan Divisi ABC PT XY (N = 144) dan dianalisis menggunakan analisis regresi berganda dengan analisis moderasi. Hasil penelitian menunjukkan usia menguatkan hubungan DHCHRP dengan komitmen afektif, yaitu pada karyawan senior, persepsi DHCHRP memengaruhi komitmen afektif lebih kuat daripada karyawan junior. Sebaliknya, usia melemahkan hubungan MHCHRP dan komitmen afektif, yaitu persepsi MHCHRP memengaruhi komitmen afektif lebih lemah pada karyawan senior daripada karyawan junior. Sementara itu, intervensi pelatihan job crafting dilakukan untuk meningkatkan persepsi karyawan pada HCHRP terutama praktik SDM partisipasi yang diharapkan juga dapat meningkatkan komitmen afektif karyawan. Efektivitas intervensi dianalisis menggunakan Wilcoxon Signed Rank Test. Hasil analisis menunjukkan pengetahuan karyawan tentang job crafting meningkat, tetapi tidak dengan perilakunya.

---

ABSTRACT

 

---

The affective commitment is a positive attitude that employees have and demonstrates their loyalty to the company. The company needs to pay attention to influential factors in supporting the form of affective commitment, one of which is High Commitment Human Resource Practices (HCHRP). This research aims to determine the role of age as moderator in the relationship between HCHRP and the affective commitment grouped into Development High Commitment Human Resource Practices (DHCHRP) and Maintenance High Commitment Human Resource Practices (MHCHRP). Data collection was conducted to the employees of ABC Division PT XY (N = 144) and analyzed using multiple regression with moderation analysis. The results showed that the relationship between DHCHRP and affective commitment was strengthened by age, that is, older workers perceived DHCHRP affect the affective commitment stronger than younger workers. Conversely, MHCHRP relationships and affective commitments was weakened by age, i.e. older workers of the MHCHRP perception affect affective commitment weaker than younger workers. Meanwhile, intervention of job crafting training was carried out to improve employee perception on HCHRP, specifically participation which is expected to also increase the employee`s affective commitment. The effectiveness of the intervention was analyzed using Wilcoxon Signed Rank Test. Results of the analysis showed that the knowledge of employees on job crafting increased, but not by their behavior.

 

"

"Penelitian ini bertujuan untuk menganalisis pengaruh dari human resource practices terhadap job satisfaction baik secara langsung dan melalui adanya mediasi dari affective organizational commitment dan organizational identification. Pendekatan yang di dalam penelitian ini menggunakan pendekatan kuantitatif melalui kuesioner digital untuk mengumpulkan data yang diambil melalui media sosial. Responden yang terlibat dalam penelitian ini ditentukan dengan metode non-probability sampling, yaitu teknik pengambilan sampel yang tidak memberi peluang/kesempatan sama bagi setiap unsur atau anggota populasi untuk dipilih menjadi sampel. Populasi dari responden yang dalam penelitian ini adalah seluruh karyawan generasi milenial dengan pengalaman bekerja minimal satu tahun yang bekerja di Indonesia. Indikator yang digunakan dalam mengrukur variabel pada penelitian ini sebanyak 45 item, yang terdiri dari 28 item human resource practices, delapan item affective organizational commitment, enam item organizational identification, dan tiga item job satisfaction. Hasil yang didapatkan menunjukkan terdapat pengaruh yang positif dan signifikan dari human resource practices terhadap job satisfaction baik secara langsung maupun melalui mediasi dari affective organizational commitment dan organizational identification. Kedua variabel mediasi tersebut juga memiliki pengaruh yang positif dan signifikan terhadap job.

---

Human resource practices towards job satisfaction both directly and through mediation of affective organizational commitment and organizational identification. This research uses quantitative research which uses a digital questionnaire to collect data taken through social media. The respondents involved in this study were determined by the non-probability sampling method, which is a sampling technique that does not provide the same opportunities/opportunities for each person or member selected as a sample. The population of respondents in this study were all millennial generation companies with at least one year's work experience working in Indonesia. Indicators used in measuring the variables in this study were 45 items, consisting of 28 items of human resource practices, eight items of affective organizational commitment, six items of organizational identification, and three items of job satisfaction. The results obtained indicate that there is a positive and significant influence of human resource practices on job satisfaction both directly and through mediation of affective organizational commitment and organizational identification. All mediation variables also has a positive and significant effect on job satisfaction."

"Karyawan Generasi Z seringkali dianggap tidak memiliki komitmen organisasi yang tinggi. Meskipun begitu, adanya perilaku job crafting diketahui dapat meningkatkan komitmen afektif karyawan terhadap organisasi. Dengan menggunakan kerangka job characteristic model, penelitian ini bertujuan untuk menguji dan membuktikan peran dari job crafting sebagai mediator dalam hubungan antara kepemimpinan yang memberdayakan dan komitmen afektif pada karyawan Generasi Z. Partisipan penelitian merupakan karyawan di perusahaan swasta dan BUMN di Indonesia dengan minimal 1 tahun bekerja di bawah kepemimpinan atasan langsung (N = 133). Pengambilan data menggunakan teknik convenience dan snowball sampling melalui survei daring. Data dianalisis menggunakan teknik Hayes’ simple mediation model menggunakan PROCESS versi 4.2 pada SPSS v20. Hasil penelitian menunjukkan bahwa terdapat hubungan tidak langsung yang signifikan antara kepemimpinan yang memberdayakan dengan komitmen afektif melalui job crafting. Namun, kepemimpinan yang memberdayakan masih dapat memprediksi komitmen afektif secara signifikan ketika job crafting dikontrol. Dengan demikian, job crafting secara parsial memediasi hubungan antara kepemimpinan yang memberdayakan dan komitmen afektif. Hasil ini dapat menjadi acuan bagi perusahaan untuk mengadopsi gaya kepemimpinan yang memberdayakan yang sesuai dengan karakteristik Generasi Z untuk dapat meningkatkan perilaku job crafting dan komitmen afektif mereka.

---

Generation Z employees are often seen as not having high organizational commitment. However, job crafting behavior has been shown to increase employee affective commitment to the organization. Using the framework of job characteristic model, this study aims to examine and prove the role of job crafting as a mediator in the relationship between empowering leadership and affective commitment to the organization. Research participants are employees in private and state-owned companies in Indonesia with a minimum of 1 year working under their direct leader (N = 133). Data collection was done using convenience techniques and snowball sampling through online surveys. Data were analyzed using Hayes' simple mediation model technique using PROCESS version 4.2 on SPSS v20. The results showed that there is a significant indirect relationship between empowering leadership and affective commitment through job crafting. However, empowering leadership still significantly predicts affective commitment when job crafting is controlled. Thus, job crafting partially mediates the relationship between empowering leadership and affective commitment. The results of this study can be a reference for companies to adopt an empowering leadership style that is compatible with the characteristics of Generation Z in order to improve their job crafting behavior and affective commitment."

"Sebagai pelopor bank syariah di Indonesia, Bank XYZ sedang menghadapi penurunan kinerja bank yang memperlihatkan kurangnya komitmen karyawan terhadap organisasi. Kepemilikan pekerjaan adalah salah satu prediktor yang berhubungan dengan komitmen afektif karyawan. Penelitian ini terdiri dari Studi 1 dan Studi 2. Studi 1 berupa penelitian korelasi dilakukan untuk melihat hubungan antara kepemilikan pekerjaan dan komitmen afektif pada 40 karyawan di Direktorat HC Bank XYZ menggunakan kuesioner dari TCM Employee Commitment Survey yaitu Affective Commitment Subscale (Meyer & Allen, 2004) dan Job-based Psychological Ownership Scale (Brown, Pierce, & Crossley, 2014). Studi ini menunjukkan ada hubungan antara kepemilikan pekerjaan dan komitmen afektif (r=.60, p<.05). Berdasarkan hasil tersebut, kemudian ditindaklanjuti dengan Studi 2 yaitu pemberian program intervensi pelatihan My Job and I yang bertujuan untuk meningkatkan rasa memiliki terhadap pekerjaan sehingga komitmen afektif karyawan menjadi lebih kuat. Peneliti melakukan intervensi kepada empat orang karyawan yang memiliki kepemilikan pekerjaan yang rendah. Hasil menunjukkan adanya peningkatan pengetahuan terkait kepemilikan pekerjaan (Z=-2.375, p<.05). Namun demikian, hasil evaluasi level tingkah laku belum menunjukkan peningkatan kepemilikan pekerjaan dan komitmen afektif yang signifikan saat sebelum dan sesudah intervensi pelatihan. 

---

As a pioneer of Islamic banks in Indonesia, Bank XYZ is facing a decline in bank performance that shows a lack of employee commitment to the organization. Job ownership is one of predictors that explain relationship with affective commitment. This research consisted of two study, correlational and intervention study. Correlational study examined the relationship between job ownership and affective commitment at Human Capital Directorate Bank XYZ. This study involved 40 employees, measurement instruments used TCM Employee Commitment Survey of Affective Commitment Subscale (Meyer & Allen, 2004) and Job-based Psychological Ownership Scale (Brown, Pierce, & Crossley, 2014). Result showed the significant relationship of job ownership and affective commitment (r=.60, p<.05). Based on first study result, researcher fined an appropriate intervention called My Job and I training to increase job ownership that impacted the affective commitment enhancement. Next we conducted job ownership improvement program for the employee that has minimum score of job ownership and the one-group pre-test post-test design for the second study (intervention). Result showed a significant difference mean score in knowledge evaluation (Z=-2.375, p<.05). However, the result of behavioural evaluation have not shown significant job ownership and affective commitment before and after the intervention. "

"ABSTRAKPenelitian ini bertujuan untuk melihat pengaruh dari leader member exchange, human resource management practices, dan psychological empowerment terhadap extra role performance dengan mediasi organizational commitment pada karyawan Indonesia di Kedutaan X. Responden penelitian ini berjumlah 280 karyawan Indonesia di Kedutaan X. Model penelitian menggunakan 7 hipotesis yang diuji oleh Structural Equation Modeling SEM .Hasil penelitian menyatakan bahwa organizational commitment berpengaruh positif dan signifikan terhadap extra role performance. Organizational commitment memediasi hubungan antara leader member exchange, human resource management practices, dan psychological empowerment dengan extra role performance.Kata kunci: leader member exchange, human resource management practices, psychological empowerment, extra role performance, organizational commitment.

---

ABSTRACTThis study aims to know the impact between leader member exchange, human resource management practices, and psychological empowerment on extra role performance mediated by organizational commitment of Indonesian employee at Embassy X. This study using 280 respondents of Indonesian employees at Embassy X and Structural Equation Model SEM method is used for analyzing data.The results declare that organizational commitment is positively related to extra role performance and acts as mediator between leader member exchange, human resource management practices, psychological empowerment and extra role performance. "

"Penelitian ini bertujuan untuk menganalisis pengaruh human resource practices terhadap employee performance dengan employee well being dan job embeddedness sebagai variabel mediasi pada karyawan tetap The Jakarta Post. Penelitian ini mengambil studi pada perusahaan The Jakarta Post dengan karyawan tetapnya yang menjadi objek penelitian. Penelitian ini menggunakan teori human resource practices, employee performance, employee well being, dan job embeddedness untuk merumuskan dan mengkaji permasalahan. Teknik pengumpulan data yang digunakan dalam penelitian ini adalah penelitian kuantitatif dengan metode survei kuesioner menggunakan total sampling terhadap karyawan tetap The Jakarta Post dengan jumlah responden sebanyak 130 responden. Penelitian ini menggunakan analisis Partial Least Square - Structural Equation Modelling (PLS - SEM) untuk menguj hipotesis. Hasil penelitian menunjukkan bahwa terdapat pengaruh human resource practices terhadap employee performance, terdapat pengaruh human resource pratices terhadap employee performance dengan employee well being sebagai variabel mediasi, dan terdapat pengaruh human resource practices terhadap employee performance dengan job embeddedness sebagai variabel mediasi.

---

This study aims to analyze the effect of human resource practices on employee performance with employee well being and job embeddedness as mediating variables for permanent employees of The Jakarta Post. This study took a study at the company The Jakarta Post with its permanent employees as the object of research. This study uses the theory of human resource practice, employee performance, employee well being, and job embeddedness to formulate and examine problems. The data technique used in this research is quantitative research with a questionnaire survey method using total sampling of permanent employees of The Jakarta Post with a total of 130 respondents. This study uses Partial Least Square - Structural Equation Modeling (PLS - SEM) analysis to test the hypothesis. The results showed that there was an influence of human resource practices on employee performance, there was an effect of human resource practices on employee performance with employee well being as a mediating variable, and there was an influence of human resource practices on employee performance with job embeddedness as a mediating variable."

"Penelitian ini bertujuan untuk melihat dan membahas bagaimana career commitment dari digital gig workers dipengaruhi oleh Job Crafting dan Meaningful Work serta peran mediasi meaningful work pada pengaruh job crafting terhadap career commitment pada digital gig workers di Indonesia. Model yang penulis gunakan diadaptasi berdasarkan tiga jurnal acuan yang dibuat oleh Wong, Kost, & Fieseler (2021), Mousa & Chaouali, (2022), dan Lin, Au, Leung, & Peng (2020). Penulis mengkombinasikan ketiga jurnal ini untuk membuat model penelitian yang baru. Penelitian ini menggunakan analisis SEM dengan bantuan perangkat lunak Lisrel 8.80 dan SPSS Statistics 23. Peneliti menyebarkan kuesioner pada grup telegram dan facebook untuk pengumpulan data dari digital gig workers di seluruh Indonesia. Sebanyak 237 responden diperoleh sebagai sampel pada penelitian ini. Penelitian ini menemukan bahwa terdapat pengaruh positif dari job crafting terhadap meaningful work dan career commitment. Selain itu, terdapat juga peran mediasi parsial dari meaningful work pada pengaruh positif job crafting terhadap career commitment. Penemuan dari penelitian ini dapat digunakan dan dijadikan referensi bagi pihak yang memiliki kepentingan, khususnya akademisi dan perusahaan untuk meningkatkan komitmen karier para digital gig workers dengan membantu proses job crafting dan pembentukan makna sehingga para digital gig workers dapat bertahan pada career path yang mereka pilih.

---

This research aims to examine and discuss how career commitment of digital gig workers is influenced by Job Crafting and Meaningful Work, as well as the mediating role of meaningful work in the influence of job crafting on career commitment among digital gig workers in Indonesia. The model used by the author is adapted based on three reference journals by Wong, Kost, & Fieseler (2021), Mousa & Chaouali (2022), and Lin, Au, Leung, & Peng (2020) . The author combines these three journals to create a new research model. This study employs quantitative methods with SEM analysis using Lisrel 8.80 and SPSS Statistics 23 software. The researchers distributed questionnaires to Telegram and Facebook groups to collect data from digital gig workers across Indonesia. A total of 237 respondents were obtained as samples for this study. The research findings reveal that there is a positive influence of job crafting on meaningful work and career commitment. Additionally, there is a partial mediating role of meaningful work in the positive influence of job crafting on career commitment. The findings from this study can be utilized and serve as a reference for interested parties, particularly academics and companies, to enhance the career commitment of digital gig workers by assisting in the job crafting process and the formation of meaning, thus enabling digital gig workers to persist in the chosen career path."

"Salah satu kecenderungan generasi Z yang mulai memasuki dunia kerja adalah job-hopping, yaitu berpindah perusahaan dalam waktu singkat, yang dapat dijelaskan oleh rendahnya komitmen organisasi. Beberapa penelitian sebelumnya menemukan adanya hubungan positif antara komitmen organisasi dengan modal psikologis dan kreasi kerja. Penelitian ini bertujuan untuk melihat hubungan antara ketiga variabel tersebut serta mengeksplorasi peran kreasi kerja sebagai mediator dalam hubungan antara modal psikologis dan komitmen organisasi pada karyawan generasi Z di Indonesia. Studi kuantitatif ini melibatkan 159 karyawan generasi Z di Indonesia dengan pengalaman minimal satu tahun. Penelitian ini menggunakan metode korelasional dengan alat ukur Organizational Commitment Questionnaire (OCQ), Psychological Capital Questionnaire-12 (PCQ-12), dan Job Crafting Scale (JCS). Hasil penelitian ini menunjukkan adanya korelasi positif antara ketiga variabel dan kreasi kerja memediasi sebagian hubungan antara modal psikologis dan komitmen organisasi. Penelitian ini dapat menjadi dasar organisasi untuk meningkatkan komitmen organisasi karyawan dengan mengadakan pelatihan serta intervensi.

---

One of the tendencies of Generation Z entering the workforce is job-hopping, or switching companies in a short period of time, that can be explained by low organisational commitment. Previous studies have found positive relationship between organisational commitment, psychological capital, and job crafting. This study aims to examine the relationship between these three variables and explore the role of job crafting as a mediator in the relationship between psychological capital and organisational commitment among Generation Z employees in Indonesia. This quantitative study involved 159 generation Z employees in Indonesia. This study used correlational method with the Organizational Commitment Questionnaire (OCQ), Psychological Capital Questionnaire-12 (PCQ-12), and Job Crafting Scale (JCS). Results showed a positive correlation between the three variables and job crafting partially mediated the relationship between psychological capital and organisational commitment. The research is expected to be a reference for employees to improve organisational commitment by conducting training and interventions."

"[ABSTRAKPenelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari praktiksumber daya manusia dan karakteristik pekerjaan terhadap perilaku cyberloafing,serta mengetahui apakah komitmen organisasi memiliki peran sebagai variabelmediasi. Pengumpulan data dilakukan dengan menggunakan metode surveykuesioner. Penelitian ini dilakukan terhadap karyawan kantor pusat PT Pertamina(Persero) Jakarta dengan total responden sebesar 235 orang. Analisis datamenggunakan metode structural equation modelling dan aplikasi LISREL 8.8dengan adanya variabel mediasi. Hasil penelitian menunjukkan bahwa praktiksumber daya manusia dan karakteristik pekerjaan tidak signifikan berpengaruhterhadap perilaku cyberloafing, sedangkan komitmen organisasi berpengaruhsecara negatif terhadap cyberloafing. Selanjutnya praktik sumber daya manusiadan karakteristik pekerjaan ditemukan berhubungan signifikan dengan komitmenorganisasi. Menurut rujukan, jika terjadi hubungan seperti itu maka komitmenorganisasi berhasil memediasi secara penuh hubungan antara praktik sumber dayamanusia dan karakteristik pekerjaan dengan cyberloafing. Praktik sumber dayamanusia dan juga karakteristik pekerjaan tidak berpengaruh secara langsung,melainkan harus melalui komitmen organisasi yang terbukti berhubungansignifikan baik dengan praktik sumber daya manusia, karakteristik pekerjaanmaupun cyberloafing.

---

ABSTRACTThe purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship.;The purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship., The purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship.]"

"Penelitian ini menguji pengaruh praktik manajemen sumber daya Insani yaitu, rekrutmen dan seleksi, pelatihan dan pengembangan, penilaian kinerja, dan kompensasi terhadap komitmen organisasi. Pengujian hipotesis dilakukan dengan menggunakan metode penelitian Partial Least Squares PLS yang diolah dengan menggunakan software SmartPLS 3.0 dengan jumlah data sebanyak 92 responden yang didapatkan dari penyebaran kuesioner kepada karyawan lembaga filantropi Islam di Indonesia. Berdasarkan hasil pengujian dan olah data, ditemukan bahwa diantara empat dimensi praktik manajemen sumber daya Insani, penelitian ini menemukan bahwa pelatihan dan pengembangan, penilaian kinerja, dan kompensasi memiliki pengaruh yang signifikan terhadap komitmen organisasi, sedangkan rekrutmen dan seleksi tidak memberikan pengaruh yang signifikan terhadap komitmen organisasi diantara karyawan lembaga filantropi Islam. Penelitian ini memiliki implikasi, yaitu pentingnya penerapan prinsip Islam dalam praktik manajemen sumber daya manusia pada organisasi yang berbasis Islam. Selain itu, menjadi bahan pertimbangan bagi divisi sumber daya manusia untuk memaksimalkan praktik manajemen sumber daya Insani yang mempengaruhi secara signifikan terhadap pembentukan komitmen organisasi diantara karyawan.

---

This research examines the effect of Islamic human resource management practices such as recruitment and selection, training and development, performance appraisal, and compensation on organizational commitment. The hypotheses were tested by using Partial Least Squares PLS research method which is processed by using SmartPLS 3.0 software using data taken from 92 respondents obtained from questionnaires distributed to employees of Islamic philanthropy organization in Indonesia.

Based on the results of testing and data processing, it was found that training and development, performance appraisal, and compensation have a significant effect on organizational commitment, while recruitment and selection do not have a significant effect on organizational commitment among employees of Islamic philanthropy institutions.

The implication of this research is the importance of applying Islamic principles in the practice of human resource management in Islamic based organizations. Moreover, this study has the implications of being the consideration for human resources division to maximize the practice of Islamic human resource management that significantly affects the formation of organizational commitment among employees."