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"Tujuan dari penelitian ini adalah untuk menganalisis pengaruh workforce diversity dan inclusion terhadap employee engagement pada Fakultas Ilmu Administrasi Universitas Indonesia. Penelitian ini merupakan penelitian kuantitatif dan menggunakan survei untuk menghimpun data dari para karyawan di sebuah perusahaan dengan instrumen kuesioner yang terdiri dari 38 butir pertanyaan dengan skala Likert 6 poin dari sangat tidak setuju sampai sangat setuju. Jumlah sampel pada penelitian ini adalah 115 tenaga kependidikan dan dosen Fakultas Ilmu Administrasi Universitas Indonesia dengan menggunakan total sampling. Untuk menganalisis, penelitian ini menggunakan path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, uji korelasi, dan juga Sobel Test. Hasil penelitian ini menunjukkan bahwa workforce diversity memiliki pengaruh langsung terhadap inclusion dan employee engagement, kemudian inclusion berpengaruh secara langsung terhadap employee engagement, dan workforce diversity berpengaruh terhadap employee engagement secara tidak langsung melalui inclusion

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The aim of this study is to analyze the influence of workforce diversity and inclusion on employee engagement in Faculty of Administrative Science University of Indonesia. This study is a quantitative research and using survey to collect data from employees in a corporation with questionnaire consisting of 38 questions with 6 points Likert scale from strongly disagree to strongly agree. This research distributed self-administrated to 115 education staff and lecturers of Faculty of Administrative Science University of Indonesia using total sampling. To analyze, this study is using path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, correlation test, and Sobel Test. The results show that workforce diversity has a direct significant effect on inclusion and employee engagement, inclusion has a direct significant effect on employee engagement, and employee engagement has an indirect significant effect on employee engagement through inclusion."

"Penelitian ini bertujuan untuk menganalisis pengaruh langsung maupun tidak langsung dari dukungan terhadap keberagaman tenaga kerja dan toleransi terhadap ambiguitas pada kinerja individu karyawan di Indonesia. Pengaruh tidak langsung diperantarai oleh variabel perilaku kreatif. Peneliti mengolah 398 data yang berasal dari penyebaran kuesioner pada karyawan perusahaan swasta dan instansi pemerintah di Indonesia, khususnya bagi yang bekerja dalam tim, menggunakan metode Structural Equation Model (SEM) dengan bantuan perangkat lunak LISREL 8.80. Penelitian ini juga menggunakan metode Independent Sample T-Test untuk membandingkan rata-rata variabel pada beberapa kelompok responden. Penelitian ini menemukan bahwa dukungan terhadap keberagaman tenaga kerja memiliki pengaruh positif pada kinerja individu namun tidak memiliki pengaruh pada perilaku kreatif. Sedangkan toleransi terhadap ambiguitas memiliki pengaruh positif pada perilaku kreatif dan kinerja individu. Selanjutnya, penelitian ini menemukan terdapat perbedaan rata-rata dukungan terhadap keberagaman tenaga kerja, toleransi terhadap ambiguitas, dan perilaku kreatif antara karyawan di perusahaan swasta dan instansi pemerintah.

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This study aims to analyze both direct and indirect effect of support for workforce diversity and tolerance of ambiguity on individual work performance of employees in Indonesia. The indirect effect is mediated by creative behavior. This study involved 398 data collected from questionnaires filled out by of employees working in private company and government institution in Indonesia, especially for those who are working with team, using Structural Equation Model (SEM) method and processed by LISREL 8.80 software. This study also used Independent Sample T-Test to test the mean differences of all variables for some groups of respondents. The result showed that support for workforce diversity had positive impact on individual work performance, but had no impact on creative behavior. While tolerance of ambiguity had positive impact on creative behavior and individual work performance. Furthermore, this study found that there are mean differences on support for workforce diversity, tolerance of ambiguity, and creative behavior between employees working in private company and employees in government institution."

"Employee engagement menjadi poin penting dalam melihat bagaimana pegawai merasakan keterikatan terhadap pekerjaannya dan begitupun dengan pihak perusahaan yang dapat berupaya untuk membuat pegawainya merasakan keterikatan dengan pekerjaannya dan juga perusahaan. Employee engagement dapat meningkatkan budaya kerja, mengurangi rotasi pegawai, meningkatkan produktivitas, hingga membangun hubungan kerja yang lebih baik. Employee engagement merupakan salah satu aspek penting yang harus menjadi perhatian bagi para perusahaan maupun organisasi. Terdapat berbagai macam aspek yang dapat mempengaruhi employee engagement, salah satunya adalah authentic leadership. Penelitian-penelitian terdahulu mengenai pengaruh authentic leadership terhadap employee engagement menunjukan bahwa authentic leadership memiliki pengaruh yang positif terhadap employee engagement. Penelitian ini bertujuan untuk menganalisis pengaruh Authentic Leadership terhadap Employee Engagement pada pegawai Hotel “X” di Bali. Penelitian ini menggunakan pendekatan kuantitatif dengan menyebarkan instrumen kuesioner. Penelitian ini memperoleh 75 responden yang diperoleh menggunakan teknik total sampling pada satu hotel di Bali. Penelitian ini menggunakan metode olah data kuantitatif yaitu analisis deskriptif uji mean, dan uji regresi linear sederhana. Hasil penelitian ini menunjukkan bahwa authentic leadership berpengaruh positif terhadap employee engagement. Penelitian ini membuktikan bahwa authentic leadership mampu memberikan pengaruh positif kepada employee engagement.

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Employee engagement is an important point in seeing how employees feel attached to their work and the same goes for companies that can try to make their employees feel attached to their work and the company. Employee engagement can improve work culture, reduce employee rotation, increase productivity, and build better work relationships. Employee engagement is an important aspect that must be a concern for companies and organizations. There are various aspects that can affect employee engagement, one of which is authentic leadership. Previous studies regarding the effect of authentic leadership on employee engagement show that authentic leadership has a positive effect on employee engagement. This study aims to analyze the effect of Authentic Leadership on Employee Engagement among "X" Hotel employees in Bali. This study used a quantitative approach by distributing questionnaires as instruments. This study obtained 75 respondents who were obtained using a total sampling technique at one hotel in Bali. This study uses quantitative data processing methods, namely descriptive analysis of the mean test, and simple linear regression tests. The results of this study indicate that authentic leadership has a positive effect on employee engagement. This study proves that authentic leadership can have a positive influence on employee engagement."

"ABSTRAKPada abad ke-21 perusahaan dapat bertahan jika para sumber daya manusianya memanfaatkan sumber daya spiritual yang dimilikinya, termasuk industri perbankan syariah di Indonesia yang memiliki pertambahan tenaga kerja setiap tahunnya, Penelitian ini dilakukan untuk menganalisis pengaruh langsung spiritualitas lingkungan kerja terhadap keterikatan pegawai, kecenderungan untuk bertahan, dan pemberian layanan. Pengaruh tidak langsung diperantarai oleh variabel keterikatan pegawai. Peneliti mengolah 311 data yang berasal dari responden pegawai perbankan syariah menggunakan metode Structural Equation Model (SEM) dengan bantuan perangkat lunak LISREL 8.80. Penelitian ini menemukan bahwa spiritualitas lingkungan kerja memiliki pengaruh positif langsung terhadap keterikatan pegawai dan kecenderungan untuk bertahan, namun tidak memiliki pengaruh yang signifikan terhadap pemberian layanan. Selain itu, keterikatan pegawai memediasi spiritualitas lingkungan kerja dan pemberian layanan dengan hasil signifikan positif."

"Penelitian ini bertujuan untuk melihat pengaruh budaya organisasi, kepemimpinan, kompensasi dan lingkungan kerja terhadap employee engagement di Badan Pengawas Obat dan Makanan. Penelitian menggunakan pendekatan kuantitatif dengan instrumen pengumpul data berupa kuesioner. Pengolahan data menggunakan analisa regresi dengan hasil Ac#usted R squared sebesar 0.656. yang menunjukkan bahwa faktor budaya organisasi, kepemimpinan, kompensasi dan lingkungan kerja baik sebagai individual factor maupun secara bersama-sama positif dan signifikan berpengaruh terhadap employee engagement. Nilai koefisien regresi juga menunjukkan bahwa budaya organisasi merupakan faktor yang memberi dampak paling besar terhadap employee engagement di Badan Pengawas Obat dan Makanan.

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This study aims to see the influence of organizational culture, leadership, compensation and work environment on employee engagement in the the National Agency of Drug and Food Control. The study using a quantitative approach to data collection instrument in the form of a questionnaire. The data process using regression analysis with the results for 0.656 Adjusted R squared. which indicates that the factors of organizational culture, leadership, compensation and good working environment as well as individual factors jointly gives significant and positive effect on employee engagement. Regression coefficient values also indicate that organizational culture is a factor that gives the greatest impact on employee engagement in the the National Agency of Drug and Food Control."

"Penelitian ini dilakukan untuk mengetahui pengaruh employee engagement dan job satisfaction terhadap turnover intention pada PT XYZ Televisi yang merupakan salah satu perusahaan stasiun televisi di Indonesia. Alat ukur yang digunakan untuk mengukur variabel employee engagement adalah UWES (Utrecht Work Engagement Scale), variabel job satisfaction diukur dengan JSS (Job Satisfaction Survey) yang dikembangkan oleh spector (1994), dan variabel turnover intention diukur dengan menggunakan Turnover Intention Scale yang dikembangkan oleh Mobley (1978), Colarelli (1984), dan Cammann (1979). Analisis data dilakukan dengan menggunakan program SPSS 21 dengan metode statistik multiple linier regression. Hasil yang didapatkan dalam penelitian menunjukkan bahwa employee engagement dan job satisfaction secara bersama-sama memiliki pengaruh yang signifikan terhadap turnover intention dengan R2 sebesar 0.414, sedangkan apabila ditelaah lebih lanjut employee engagement secara negatif tidak berpengaruh signifikan terhadap turnover intention, dan job satisfaction secara negatif berpengaruh signifikan terhadap turnover intention.

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This research was conducted to determine the effect of employee engagement and job satisfaction on turnover intention at PT XYZ television which is one of the television stations in Indonesia. Instruments used to measure variable employee engagement was UWES (Utrecht Work Engagement Scale), Job satisfaction was measured using JSS (Job Satisfaction Survey) developed by spector (1994), and turnover intention was measured using Turnover Intention Scale developed by Mobley (1978), Colarelli (1984), and Cammann (1979). Multiple linear regression method was use to analysed data. Results obtained from the research shows that employee engagement and job satisfaction has a significant effect on turnover intention with R2 = .414, furthermore employee engagement has no significant effect to turnover intention, while job satisfaction has negatively significant effect to turnover intention."

"ABSTRAKEmployee Engagement adalah topik yang sudah banyak dibahas dalam penelitian ilmu manajemen. Penelitian juga semakin berkembang karena keterkaitan antara teori dengan kondisi di dunia bisnis yang membutuhkan engagement dari karyawannya menjadi hal yang sangat penting. Yang dimaksud dengan employee engagement adalah keterikatan karyawan terhadap pekerjaan maupun perusahannya dalam makna positif sehingga dapat memberikan hasil yang baik bagi dirinya maupun perusahaannya. Variabel lain dalam penelitian ini adalah Person-Environment Fit yang merupakan kesesuaian antara karyawan dengan lingkungannya. Penelitian ini membahas tentang pengaruh person-environment fit terhadap employee engagement dengan mengambil sampel di salah satu perusahaan ritel yakni di PT XYZ, sebuah perusahaan ritel kosmetik di Indonesia dari brand internasional. Dengan sampel sebanyak 199 orang karyawan, penelitian ini menunjukkan bahwa person-environment fit berpengaruh positif dan signifikan terhadap employee engagement.

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ABSTRACTEmployee Engagement has been widely discussed in management science research. The research are growing since relationship between theory and actual business conditions requires Employee Engagement becomes very important. Employee Engagement is a strong bounding between employee to his works as well as his company in positive significance and contributes good results to himself and the company. Another variable in this research is Person Environment Fit which reflects conformity between employee and environment. This research elucidates Person Environment Fit influence to Employee Engagement. This research, with 199 samples of employee at PT XYZ, an international brand cosmetic retail company in Indonesia, has proved that person environment fit has positive influence and significant to employee engagement"

"[ ABSTRAK ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh reward terhadap employeeengagement karyawan tetap PT Bank Rakyat Indonesia Kantor Cabang Depok.Variabel independen dalam penelitian ini yaitu reward yang akan diukurberdasarkan dimensi dari Ivancevich, Konoppaske, dan Matteson (2006),sedangkan variabel dependen dari penelitian ini yaitu reward akan diukurmenggunakan 3 dimensi dari Schaufelli (2006) yaitu vigor, dedication, andAbsorption. Penelitian ini menggunakan metode kuantitatif dengan kuesionersebagai instrumen penelitian. Sampel dari penelitian ini sebanyak 31 karyawanyang memiliki status karyawan tetap pada PT Bank Rakyat Indonesia KantorCabang Depok. Data penelitian ini akan dianalisa menggunakan analisis deskriptifdan analisis inferensial. Hasil penelitian ini merupakan kepuasan kerja tidakberpengaruh signifikan terhadap organizational citizenship behaviour (OCB).Penelitian ini dapat digunakan bagi para manajer untuk melihat tingkat employeeengagement namun tidak dipengaruhi oleh presepsi karyawan terhadap rewarddikalangan anak buahnya. Sehingga para manajer dapat mencari apa saja yangmembuat karyawannya engage. Penelitian ini juga menyarankan untuk melakukanpenelitian selanjutnya dengan variabel lain, selain reward yang dapatmempengaruhi employee engagement. Seperti misalnya Karakteristik Pekerjaan,dukungan organisasi yang diterima, dukungan atasan yang diterima keadilanProsedural, keadilan Distributif, kepemimpinan, strategic attention, physicalwork condition, dan supervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).

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ABSTRACTThe aim of this study is to analyze the influence of reward on employeeengagement of permanent employees at PT. bank rakyat indonesia. Theindependent variable is job reward which is scaled by Ivancevich, Konoppaske,dan Matteson (2006), and the dependent variable is employee engagement whichis scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, andAbsorption. The research used quantitative method with quentionnaire as anresearch instrument. Subject of the research is 31 employees that have beenpermanent employees of PT. bank rakyat indonesia. Data gathered from researchwill be analyzed using descriptive analysis and inferential analysis. The rewardwas not significantly and related to the employee engagement. This research canbe used by managers to observes employee engagement level, but it does notinfluenced by employee perception about reward. The result, managers cognizehow to find out the employee engagement?s predictors besides reward. Theresearch suggest to future research should study with different variable can beimpact employee engagement. As though strategic attention, physical workcondition, perceived organizational support, perceive procedural support, andsupervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).;The aim of this study is to analyze the influence of reward on employeeengagement of permanent employees at PT. bank rakyat indonesia. Theindependent variable is job reward which is scaled by Ivancevich, Konoppaske,dan Matteson (2006), and the dependent variable is employee engagement whichis scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, andAbsorption. The research used quantitative method with quentionnaire as anresearch instrument. Subject of the research is 31 employees that have beenpermanent employees of PT. bank rakyat indonesia. Data gathered from researchwill be analyzed using descriptive analysis and inferential analysis. The rewardwas not significantly and related to the employee engagement. This research canbe used by managers to observes employee engagement level, but it does notinfluenced by employee perception about reward. The result, managers cognizehow to find out the employee engagement?s predictors besides reward. Theresearch suggest to future research should study with different variable can beimpact employee engagement. As though strategic attention, physical workcondition, perceived organizational support, perceive procedural support, andsupervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990)., The aim of this study is to analyze the influence of reward on employeeengagement of permanent employees at PT. bank rakyat indonesia. Theindependent variable is job reward which is scaled by Ivancevich, Konoppaske,dan Matteson (2006), and the dependent variable is employee engagement whichis scaled by Schaufeli (2006) with 3 dimensions such as vigor, dedication, andAbsorption. The research used quantitative method with quentionnaire as anresearch instrument. Subject of the research is 31 employees that have beenpermanent employees of PT. bank rakyat indonesia. Data gathered from researchwill be analyzed using descriptive analysis and inferential analysis. The rewardwas not significantly and related to the employee engagement. This research canbe used by managers to observes employee engagement level, but it does notinfluenced by employee perception about reward. The result, managers cognizehow to find out the employee engagement’s predictors besides reward. Theresearch suggest to future research should study with different variable can beimpact employee engagement. As though strategic attention, physical workcondition, perceived organizational support, perceive procedural support, andsupervision (Kahn, 2006; Margaretha, 2013; Kahn, 1990).]"

"Fenomena yang menarik di PT ASDP Indonesia Ferry (Persero), yaitu tingkat kepuasan dan engagement karyawan laut lebih tinggi dibandingkan dengan karyawan darat, tetapi tingkat turnover karyawan laut lebih tinggi. Berbagai penelitian terdahulu menyatakan bahwa semakin tinggi employee engagement dan kepuasan kerja karyawan, maka semakin rendah tingkat turnover karyawan.Penelitian ini bertujuan untuk menganalisis pengaruh employee engagement terhadap kepuasan kerja dan turnover intention, serta pengaruh kepuasan kerja terhadap turnover intention karyawan laut di PT ASDP Indonesia Ferry (Persero). Penelitian ini adalah penelitian kuantitatif dengan pengumpulan data berupa kuesioner terhadap 661 responden menggunakan teknik Structural Equation Modelling (SEM) dalam pengelolaan data dan pengujian hipotesis.Hasil penelitian ini mengkonfirmasi data empiris bahwa (1) employee engagement berpengaruh positif dan signifikan terhadap kepuasan kerja. (2) Kepuasan kerja berpengaruh negatif dan signifikan terhadap turnover intention. Sedangkan (3) employee engagement tidak berpengaruh signifikan terhadap turnover intention.

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The interesting phenomenon at PT ASDP Indonesia Ferry (Persero), the level of employee satisfaction and engagement seafarer is higher than onshore employees, but seafarer turnover lavel is higher. Various previous studies represent that more higher level employee engagement and employee satisfaction, then can getting lower the employee turnover.

This study aimed to analyze the effect of employee engagement on job satisfaction and turnover intention, as well as the effect of job satisfaction on employee turnover intention seafarer at PT ASDP Indonesia Ferry (Persero). This research is quantitative with data collecting questionnaires as much as 661 respondents, and process of data and hypothesis testing using Structural Equation Modeling (SEM).

The results of this study confirm the empirical data that (1) employee engagement is significant positive effect on job satisfaction. (2) Job satisfaction is significant negative effect on turnover intention. While (3) employee engagement is not significant effect on turnover intention."

"Penelitian ini bertujuan untuk mengetahui pengaruh transformational leadership terhadap commitment to change dan pengaruh mediasi trust dan employee engagement di organisasi publik. Penelitian dilakukan di instansi X yang sedang mengimplementasikan perubahan struktur organisasi (restrukturisasi). Responden penelitian ini adalah pegawai instansi X dengan posisi staf (nonstruktural) pada kantor Pusat di Jakarta. Structural Equation Modeling (SEM) digunakan untuk menganalisis data dari 247 responden. Hasil penelitian menunjukkan bahwa pengaruh transformational leadership terhadap commitment to change dimediasi oleh trust and employee engagement. Selain itu, transformational leadership memiliki pengaruh langsung yang signifikan tetapi negatif terhadap.

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The aims of this study are to determine the effect of transformational leadership on commitment to change and the mediation effect of trust and employee engagement at the public organization. The research was conducted at institution X that is implementing a change in organization structure (restructuring). The respondents were the employee on a staff position (nonstructural) of institution X at the head office in Jakarta. Structural Equation Modeling (SEM) was used to analyze the data from 247 respondents. The result of the study showed that the effect of transformational leadership on commitment to change mediated by trust and employee engagement. Also, transformational leadership had a significant but negative direct effect on commitment to change."