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Penelitian ini bertujuan untuk menguji apakah work engagement memediasi hubungan antara ketidakamanan kerja dengan kinerja yang dihasilkan oleh karyawan perusahaan Start-Up di Jakarta. Partisipan dalam penelitian ini berjumlah 124 partisipan dari perusahaan Start-Up di Jakarta. Alat ukur yang digunakan dalam penelitian ini di antaranya adalah Job Insecurity Scale (2017, Task Performance Scale (2017), dan Utrecth Work Engagement Scale (2004). Pengolahan data dalam penelitian ini dilakukan dengan menggunakan SPSS dan PROCESS MICRO Hayes. Hasil dari penelitian ditemukan bahwa work engagement memediasi hubungan antara ketidakamanan kerja dengan kinerja karyawan.

 

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This research aims to test whether work engagement mediates the relationship between work insecurity and the performance produced by employees at Start-Up company. The participant of this research comsisted of 124 from Start-Up company in Jakarta. Measuring instruments used in this study include Job Insecurity Scale (2017, Task Performance Scale (2017), and Utrecth Work Engagement Scale (2004). Data processing in this study was conducted using SPSS and PROCESS MICRO Hayes. Results of the study were found that work engagement mediates the relationship between work insecurity and employee performance.

 

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"Sumber daya manusia termasuk dalam salah satu aspek utama dalam sebuah perusahaan start-up yang dianggap sebagai investasi paling mahal dan aset berharga. Makalah ini menguji model integratif untuk peran mediasi work engagement pada pengaruh person-job fit, person-organization fit, job insecurity dan personal resources pada turnover intention. Data dikumpulkan dari 317 karyawan di perusahaan start-up di Indonesia melalui kuesioner online. Structural Equation Modeling (SEM) digunakan untuk menganalisis keseluruhan model dan kausalitas antara masing-masing konstruk. Hasil penelitian ini mengungkapkan bahwa work engagement dapat memediasi pengaruh person-organization fit dan job insecurity terhadap turnover intention di kalangan karyawan start-up company secara keseluruhan. Dan juga work engagement secara parsial dapat memediasi pengaruh person-job fit dan job insecurity terhadap turnover intention. Sedangkan person-organization fit dan personal resources hanya mempengaruhi work engagement. Implikasi yang disarankan termasuk bahwa perusahaan harus memberikan keamanan posisi karyawannya dan memberi mereka kejelasan tentang pentingnya mereka di perusahaan. Selain itu, perusahaan dapat memberikan kegiatan untuk meningkatkan kompetensi karyawannya.

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Human resources are included in one of the main aspects in a start-up company which is considered the most expensive investment and valuable asset. This paper examined an integrative model for the mediating role of work engagement on the effect of person-job fit, person-organization fit, job insecurity, and personal resources on turnover intention. Data were collected from 317 employees in start- up companies in Indonesia through an online questionnaire. Structural Equation Modeling (SEM) was used to analyze the overall fitness of the model and the causality between each construct. The result of this study revealed that work engagement can mediate the effect of person-organization fit and job insecurity on turnover intention among start-up company employees in full. And also work engagement can partially mediate the effect of person-job fit and job insecurity on turnover intention. Suggested implications include that company must give the security of its employee position and give them clarity of their importance in the company. In addition, the company can give activities to improve their employee competencies."

"Tujuan dari penelitian ini adalah untuk melihat peran komitmen organisasi afektif sebagai mediator tentang hubungan antara ketidakamanan kerja dan kinerja. Peserta Penelitian ini dilakukan pada karyawan pada perusahaan start up yang berjumlah 124 orang. Penelitian ini merupakan penelitian kuantitatif dengan desain korelasional. Data dikumpulkan menggunakan Skala Kerawanan Pekerjaan Kuesioner dan Skala Kinerja Tugas diadaptasi oleh Piccoli et al., (2017), serta Organizational Commitment Questionnaire yang diadaptasi oleh Bohle et al., (2018). Metode pengolahan data penelitian menggunakan SPSS versi 23.0. Hasil dari Penelitian menunjukkan bahwa komitmen organisasi afektif dapat menjadi perantara hubungan parsial antara ketidakamanan kerja dan kinerja.

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The purpose of this study was to examine the role of affective organizational commitment as a mediator on the relationship between job insecurity and performance. Participants This research was conducted on employees at start-up companies, amounting to 124 people. This research is a quantitative study with a correlational design. Data were collected using the Job Insecurity Questionnaire Scale and the Task Performance Scale adapted by Piccoli et al., (2017), and the Organizational Commitment Questionnaire adapted by Bohle et al., (2018). The research data processing method uses SPSS version 23.0. The results of the study indicate that affective organizational commitment can mediate a partial relationship between job insecurity and performance."

"Penelitian ini bertujuan untuk menguji apakah Psychological Capital (PsyCap) memoderasi hubungan antara ketidakamanan pekerjaan dan kinerja yang dihasilkan oleh karyawan perusahaan Start-up di Jakarta. Partisipan dalam penelitian ini berjumlah 106 partisipan dari perusahaan Start-up yang berbeda. Alat ukur dalam penelitian ini menggunakan Job Insecurity Scale (2010), Task Performance Scale (2017), dan Psychological Capital Questionnaire (2007). Pengolahan data dilakukan dengan menggunakan program SPSS dan PROCESS MACRO Hayes. Hasil penelitian ini menunjukkan bahwa PsyCap memoderasi hubungan antara ketidakamanan pekerjaan dan kinerja yang dihasilkan oleh karyawan perusahaan Start-up di Jakarta.

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This study aimed to examine whether Psychological Capital (PsyCap) moderates the relationship between job insecurity and performance on Start-up employees in Jakarta. The participants in this study were 106 participants from different Start-up companies. The instruments in this study were Job Insecurity Scale (2010), Task Performance Scale (2017), and Psychological Capital Questionnaire (2007). Data analysis was carried out using the SPSS and PROCESS MACRO Hayes program. The results of this study indicated that PsyCap moderated the relationship between job insecurity and performance."

"Work engagement merupakan kondisi pikiran yang memuaskan, positif, dan berkaitan dengan seluruh bentuk pekerjaan yang menantang. Hal tersebut mendeskripsikan kemampuan pegawai dalam membawakan kapasitas penuhnya terhadap pemecahan permasalahan, melakukan pengembangan layanan inovatif manajemen yang membentuk perbedaan, berhubungan dengan orang-orang, serta respon pegawai pada struktur organisasi, kebijakan, dan praktik yang mempengaruhi potensinya agar terikat dimana hal tersebut bergantung pada proactive personality, core self evaluation dan entrepreneur resilience. Tujuan dari penelitian ini adalah mengkaji dan menganalisis pengaruh proactive personality dan core self evaluation terhadap work engagement dimediasi entrepreneurial resilience pada perusahaan Start-Up di Jabodetabek. Data diperoleh dengan penyebaran kuesioner kepada 250 responden dengan 45 pernyataan. Tehnik analisis data yang digunakan adalah structural equation modelling (SEM) dengan menggunakan software LISREL 8.0. Hasil penelitian menunjukkan proactive personality memiliki pengaruh positif namun tidak signifikan terhadap work engagement, core self evaluation memiliki pengaruh positif dan signifikan terhadap work engagement, proactive personality memiliki pengaruh positif dan signifikan terhadap entrepreneurial resilience, core self evaluation memiliki pengaruh positif dan signifikan terhadap entrepreneurial resilience, entrepreneurial resilience memiliki pengaruh positif dan signifikan terhadap work engagement, proactive personality memiliki pengaruh positif terhadap work engagement dimediasi entrepreneurial resilience dan signifikan, dan core self evaluation memiliki pengaruh positif terhadap work engagement dimediasi entrepreneurial resilience

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Work engagement is a state of mind that is satisfying, positive, and associated with all forms of challenging work. It describes the ability of employees to bring their full capacity to problem solving, develop innovative management services that make a difference, relate to people, and employee responses to organizational structures, policies, and practices that affect their potential to be engaged where this depends on being proactive personality, core self-evaluation and entrepreneur resilience. The purpose of this study is to examine and analyze the effect of proactive personality and core self-evaluation on work engagement mediated by entrepreneurial resilience in Start-Up companies in Greater Jakarta. Data were obtained by distributing questionnaires to 250 respondents with 45 statements. The data analysis technique used is structural equation modelling (SEM) using LISREL 8.0 software. The results showed that proactive personality has a positive but insignificant effect on work engagement, core self-evaluation has a positive and significant effect on work engagement, proactive personality has a positive and significant effect on entrepreneurial resilience, core self-evaluation has a positive and significant effect on entrepreneurial resilience, entrepreneurial resilience has a positive and significant effect on work engagement, proactive personality has a positive effect on work engagement mediated entrepreneurial resilience but insignificant, and core self-evaluation has a positive effect on work engagement mediated entrepreneurial resilience"

"Penelitian dilakukan untuk mengetahui pengaruh gaya kepeimpinan transformasional sebagai faktor pendorong terciptanya perilaku organizational citizenship behaviors melalui mediasi keterlibatan kerja dan transfer pelatihan pada karyawan perusahaan startup di Indonesia. Responden penelitian adalah karyawan perusahaan startup di Indonesia yang telah mendapatkan pelatihan secara formal, pembelajaran informal, maupun pendidikan non-formal dalam bentuk sertifikasi selama bekerja. Total responden dalam penelitian ini berjumlah 240 orang dan structural equation modelling digunakan sebagai metode analisis data. Hasil penelitian menunjukkan bahwa kepemimpinan transformasional memberikan pengaruh signifikan terhadap terciptanya organizational citizenship behaviors, baik secara langsung, maupun tidak langsung dengan dimediasi oleh keterlibatan kerja dan transfer pelatihan.

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This study aims to determine the impact of transformational leadership style as a driving factor for employees to exhibit organizational citizenship behavior through mediation of work engagement and transfer of training on start-up companies in Indonesia. Respondents are employees of startup companies in Indonesia that have received formal training, informal learning, and non-formal education as well. Total respondents in this study were 240 employees and structural equation modeling is used as analysis method. The results showed that transformational leadership has a significant direct effect towards organizational citizenship, as well as indirectly through mediation of and training transfers."

"Perkembangan teknologi memicu persaingan yang kompetitif, termasuk dalam mempertahankan karyawan dari turnover. Generasi Z memiliki karakteristik penilaian di tempat kerja seperti persyaratan kerja yang realistis, keinginan untuk bekerja dengan menggunakan teknologi dan bisnis, dan gaya komunikasi interpersonal yang lebih menggembirakan. Industri start-up yang terus berkembang dan semakin diminati oleh para generasi Z untuk menjadi perusahaan tempat mereka bekerja juga perlu mempersiapkan diri dalam menghadapi tenaga kerja generasi Z dan meningkatkan komitmen mereka agar mengurangi angka turnover pada perusahaan. Para tenaga kerja generasi Z memiliki harapan dan preferensi sendiri untuk sebuah pekerjaan Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja terhadap komitmen organisasional. Penelitian ini menggunakan pendekatan kuantitatif melalui penyebaran kuesioner secara daring kepada 181 responden karyawan perusahaan start-up di DKI Jakarta melalui teknik non-probability berjenis purposive sampling. Pengolahan dan analisis data dilaksanakan melalui analisis regresi, dan uji T. Hasil penelitian menunjukkan adanya pengaruh kepuasan kerja terhadap komitmen organisasional.

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The development of technology triggers competitive competition, including in retaining employees from turnover. Generation Z has workplace assessment characteristics such as realistic work requirements, a desire to work with technology and business, and a more encouraging interpersonal communication style. The start-up industry, which continues to grow and is increasingly in demand by generation Z to be the company they work for, also needs to prepare itself to deal with the generation Z workforce and increase their commitment in order to reduce the turnover rate in the company. Generation Z workers have their own expectations and preferences for a job. This study aims to analyze the effect of job satisfaction on organizational commitment. This research uses a quantitative approach through online questionnaire distribution to 181 respondents of start-up company employees in DKI Jakarta through non-probability purposive sampling technique. Data processing and analysis were carried out through regression analysis, and T test. The results showed the influence of job satisfaction on organizational commitment."

"Pesatnya pertumbuhan perusahaan rintisan berbasis digital di Indonesia tidak lepas dari peran sumber daya manusianya. Mengingat kondisi perusahaan yang masih tergolong baru dan masih berjuang untuk tetap eksis, perusahaan perlu untuk mengoptimalkan peran SDM nya seefektif mungkin. Sehingga penting halnya bagi perusahaan rintisan berbasis digital untuk menjaga karyawannya tetap engage pada pekerjaannya, serta meminimalisir intensi karyawan untuk keluar. Penelitian ini bertujuan untuk menganalisis pengaruh career adaptability dan leader member exchange (LMX) terhadap work engagement dan turnover intention, serta melihat peran mediasi Job insecurity pada pengaruh antar variabel tersebut. Sebanyak 312 responden yang merupakan karyawan aktif di perusahaan rintisan berbasis digital di Indonesia berhasil dikumpulkan datanya dan di olah dengan structural equation modelling (SEM). Hasil penelitian mengungkapkan bahwa work engagement dipengaruhi secara positif oleh career adaptability dan LMX, serta dipengaruhi secara negatif oleh job insecurity. Turnover intention dipengaruhi secara negatif oleh LMX dan secara positif oleh job insecurity. Job insecurity dipengaruhi oleh career adaptability dan LMX. Serta terbuktinnya peran mediasi job insecurity pada pengaruh career adaptability dan LMX terhadap work engagement dan turnover intention.

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The rapid growth of digital startups in Indonesia cannot be separated from the role of human resources. Given the condition of the company which is still relatively new and still struggling to exist, the company needs to optimize its HR role as effectively as possible. So it is important for digital startup companies to keep their employees engaged in their work, and to minimize employee intention to leave. This study aims to analyze the effect of career adaptability and leader member exchange (LMX) on work engagement and turnover intention, and to see the mediating role of Job insecurity on the influence between these variables. 312 respondents who are active employees of digital startups in Indonesia have successfully collected their data and processed them with structural equation modeling (SEM). The results revealed that work engagement is positively influenced by career adaptability and LMX, as well as negatively influenced by job insecurity. Turnover intention is affected negatively by LMX and positively by job insecurity. Job insecurity is influenced by career adaptability and LMX. And the mediation role of job insecurity on the influence of career adaptability and LMX on work engagement and turnover intention is proven in this study."

"Ketidakamanan atas pekerjaan dan konflik pekerjaan-keluarga semakin lazim dialami dalam lingkungan pekerjaan yang dinamis, dan penelitian terdahulu telah mendokumentasikan konsekuensinya terhadap luaran pekerjaan. Penelitian ini mengintegrasikan peran faktor psikologis dalam menjelaskan hubungan tersebut dengan menganalisis persepsi karyawan yang menjalani pengaturan kerja fleksibel. Penelitian ini bertujuan untuk menganalisis pengaruh persepsi ketidakamanan atas pekerjaan, konflik yang disebabkan gangguan pekerjaan terhadap keluarga dan gangguan keluarga terhadap pekerjaan terhadap keterikatan kerja karyawan dan kinerja mereka melalui peran mediasi kesehatan psikologis karyawan. Data dari 578 karyawan dianalisis menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa peningkatan persepsi ketidakamanan atas pekerjaan, konflik yang disebabkan gangguan pekerjaan terhadap keluarga dan gangguan keluarga terhadap pekerjaan dapat menurunkan kesehatan psikologis karyawan yang selanjutnya dapat berdampak pada keterikatan kerja karyawan serta kinerja mereka. Peningkatan kesehatan psikologis karyawan juga ditemukan dapat meningkatkan kinerja mereka melalui keterikatan kerja karyawan.

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Job insecurity and conflict between work and family are increasingly prevalent in dynamic work environments, and previous research has documented their consequences for work outcomes. This study integrates the role of psychological factors in explaining this relationship by analyzing the perceptions of employees who are implementing flexible work arrangements. This study aims to analyze the effect of job insecurity, work-family conflict, and family-work conflict towards work engagement and job performance through the mediation role of psychological well-being. Data from 578 employees were analyzed using the Structural Equation Modeling (SEM) method. The results showed that increased perceptions of job insecurity, work-family conflict, and family-work conflict can reduce psychological well-being, which in turns can influence work engagement and job performance. Improved employees’ psychological well-being was also found to improve their job performance through work engagement."

"Penelitian ini bertujuan untuk mengetahui pengaruh high performance work practices terhadap job performance dan extra-role customer service dengan dimediasi oleh work engagement. Responden dalam penelitian ini adalah 188 karyawan frontline beberapa hotel bintang 4 dan 5 di Jakarta. Dengan menggunakan metode pengolahan data Structural Equation Modelling SEM.Hasil penelitian menunjukan bahwa high performance work practice memiliki pengaruh positif terhadap work engagement. Kemudian work engagement ditemukan memiliki pengaruh positif terhadap job performance. Selain itu, work engagement ditemukan memiliki pengaruh positif terhadap extra-role customer service. Hasil penelitian juga menunjukan bahwa work engagement memediasi high performance work practice terhadap job performance dan extra-role customer service.

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This study aims to determine the effect of high performance work practices on job performance and extra role customer service mediated by work engagement. Respondents in this study were 188 frontline hotel employees in Jakarta. By using the Structural Equation Modeling SEM.

The result showed that high performance work practices has positive and significant effect toward work engagement. Then work engagement is found to have positive and significant effect toward job performance. In addition, work engagement is found to have positive and significant effect toward extra role customer service. The result also discovers that work engagement was mediate the effect of high performance work practice on job performance and extra role customer service."