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"Penelitian ini bertujuan untuk mengetahui pengaruh dari Perceived Organizational Support yang terhadap Organizational Citizenship Behavior yang terdiri dari lima dimensi yaitu Conscientiousness, Altruism, Sportsmanship, Courtesy, dan Civic virtue yang dimediasi oleh dimensi dari Duty Orientations yaitu Duty to Member, Duty to Mission, Duty to Codes terhadap kinerja karyawan di Biro Setjen Kementrian Keuangan RI. Data penelitian ini diambil dari 205 sampel karyawan Biro Setjen Kementrian Keuangan dengan menggunakan kuesioner. Hasil dari penelitian ini menunjukan bahwa, Perceived Organizational Support berpengaruh terhadap Duty to member dan Duty to Codes. Sementara itu Duty to member dan Duty to Codes berpengaruh signifikan terhadap Conscientiousness dan Altruism, serta Duty to Mission tidak berpengaruh terhadap Sportsmanship, Courtesy, Civic virtue.

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This study aims to determine the effect of Perceived Organizational Support consisting on Organizational Citizenship Behavior consisting of five dimensions: Conscientiousness, Altruism, sportsmanship, courtesy, and Civic virtue mediated by the dimensions of Duty orientations that is Duty to Members , Duty to Mission, and Duty to Codes on the performance of employees in the Bureau of the Secretariat General of the Ministry of Finance RI. The research data was taken from a sample of 205 employees of the Bureau of the Secretariat General of the Ministry of Finance RI using a questionnaire.

The results of this study show that, effect of Perceived Organizational Support. Perceived Organizational Support have significantly effect the Duty to members and the Duty to Codes, and Duty to Members and Duty to Codes have significantly effect the Altruism and Conscientiousness. Meanwhile Duty to Mission has no effect on sportsmanship, courtesy, Civic virtue."

"Terdapat dua tujuan utama dalam penelitian ini, yaitu untuk mengetahui hubungan antara perceived organizational support dengan strategi emotional labor dan mengetahui hubungan antara afek positif dan afek negatif dengan strategi emotional labor. Penelitian berdesain kuantitatif non-eksperimental ini memiliki total partisipan 118 orang dengan karakteristik partisipan merupakan seorang pegawai di sektor industri jasa di wilayah Jabodetabek. Emotional labor diukur dengan menggunakan Emotional Labor Scale (ELS) yang dikembangkan oleh Diefendorff et al. (2005), untuk mengukur perceived organizational support menggunakan survey of perceived organizational support (SPOS) yang dikembangkan oleh Eisenberger et al. (1986), serta untuk mengukur afek menggunakan Positive Affect Negative Affect Scale (PANAS) yang dikembangkan oleh Watson et al. (1988). Hasil penelitian ini menunjukkan bahwa terdapat hubungan yang signifikan antara afek positif dengan deep acting (r = 0,24, p < 0,01), serta afek negatif dengan surface acting (r = 0,26, p < 0,01). Hal ini menandakan bahwa individu yang cenderung mengalami perasaan yang positif seperti merasa bersemangat akan cenderung menampilkan emosinya secara tulus dengan mengubah perasaan yang sebenarnya dirasakan agar sesuai dengan aturan tampilan emosi yang diharapkan organisasi, sedangkan individu yang cenderung mengalami perasaan negatif yang tinggi seperti mudah tersinggung cenderung akan berpura-pura menampilan emosi sesuai dengan aturan tampilan organisasi dengan hanya mengubah gestur atau nada suara tanpa mengubah perasaan yang sebenarnya. Namun, hasil lainnya menunjukkan bahwa tidak terdapat hubungan antara perceived organizational support dengan strategi emotional labor baik berupa surface acting ataupun deep acting. Hal ini berarti baik atau buruknya persepsi yang dimiliki pegawai terhadap dukungan organisasi tidak berhubungan dengan regulasi tampilan emosi seperti apa yang akan ditampilkan.

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There are two main objectives in this study, the first one is to investigate the relationship between perceived organizational support with the strategy of emotional labor and the second one is to investigate the relationship between positive affect and negative affect with the strategy of emotional labor. This quantitative non-experimental study has total 118 participants with the characteristics of the participants is an employee in the service industry in Jabodetabek area. Emotional labor was measured using the Emotional Labor Scale (ELS) developed by Diefendorff et al. (2005), to measure perceived organizational support used a survey of perceived organizational support (SPOS) developed by Eisenberger et al. (1986), and to measure affect, this study used Positive Affect Negative Affect Scale (PANAS) developed by Watson et al. (1988). The results of this study shows that there is a significant relationship between positive affect and deep acting (r = 0.24, p <0.01), also negative affect and surface acting (r = 0.26, p <0.01). This results indicates that employee who are likely to experience positive feelings such as feelings excited would tend to show emotions sincerely by changing the feelings that are perceived to be in accordance with the rules of emotion expected by organization (display rules), whereas employee who are likely to experience negative feelings such as high irritability tend to faking the display of emotion in order to display emotions that fit with display rules simply by changing the gestures or tone of voice without changing the actual feeling. However, other results shows that there is no relationship between perceived organizational support with emotional labor strategy either surface acting nor deep acting. This results indicates that good or bad employee?s perception of support from their organization is not related to what strategy of emotion regulation that will be displayed."

"Hardiness adalah karaktersitik kepribadian yang membuat individu menjadi lebih kuat, stabil, dan optimis dalam menghadapi stress dan mengurangi efek negatif dari situasi sulit yang dihadapi. Tujuan dari penelitian ini adalah untuk menguji pengaruh moderasi hardiness sebagai moderator pada hubungan antara job insecurity, perceived organizational support dan organizational justice terhadap organizational commitment. Menggunakan total sampel dari 338 responden dari enam perusahaan percetakan, hasilnya menunjukkan bahwa terdapat korelasi signifikan secara statistik antara job insecurity, dan perceived organizational support terhadap organizational commitment, akan tetapi organizational commitment tidak terpengaruh oleh organizational justice. Hasil penelitian ini juga menunjukkan hardiness secara signifikan bahwa hardiness melakukan peranan moderasi antara job insecurity, perceived organizational support dan organizational justice terhadap organizational commitment. Penelitian ini memberikan kontribusi terkait pemahaman lebih lanjut tentang bagaimana peran hardiness pada komitmen organisasional karyawan yang perusahaannya sedang menghadapi tantangan penurunan skala bisnis serta untuk para manajer di industri percetakan menganai bagaimana caranya untuk menjaga organizational commitment karyawan mereka secara lebih baik ketika berada dalam kondisi bisnis yang sedang menurun. Saran praktis juga disediakan untuk para manajer atau organisasi yang ingin untuk meningkatkan organizational commitment karyawan mereka, dan saran untuk penelitian selanjutnya yang berasal dari keterbatasan penelitian dan temuan penelitian.

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Hardiness is a personality trait that makes individuals stronger, more stable and optimistic in dealing with stress and reduces the negative effects of difficult situations. The purpose of this study is to examine the moderation effect of hardiness on the relationship between job insecurity, perceived organizational support, and organizational justice to organizational commitment. Using data from 338 respondents from six printing industry company, the results showed that job insecurity and perceived organizational support significantly affect organizational commitment, on other hand, organizational commitment was found not influenced by organizational justice. It also found that hardiness significantly moderating job insecurity, perceived organizational, and organizational justice on organizational commitment. This study contributes to further understanding of the role of hardiness in employee’s commitment whose companies are facing the challenge of reducing business scale and to managerial of printing industry in order to maintain their employee’s organizational commitment better in the business that experiencing a decline. Practical suggestions are provided for managers or organizations who wish to increase employee commitment, and avenues for future research derived from the study’s limitations, findings and focus are proposed."

"Penelitian ini bertujuan untuk mengetahui apakah perceived social support memoderasi hubungan antara distres psikologis dan kesejahteraan psikologis. Partisipan dalam penelitian ini adalah emerging adults Indonesia berusia 18-25 tahun berjumlah 828 partisipan. Hasil pengolahan data menggunakan teknik analisis regresi menunjukkan bahwa perceived social support tidak memoderasi hubungan antara distres psikologis dan kesejahteraan psikologis, β = 0.0016, t(828) = 0,66, p>0,5, yang berarti perceived social support tidak memperkuat atau memperlemah hubungan antara distres psikologis dan kesejahteraan psikologis. Namun, jika dilihat secara terpisah, ditemukan bahwa distres psikologis secara signifikan dapat memprediksi kesejahteraan psikologis, β = - 0.27, t(828) = -15.05, p<0.05. Selain itu, perceived social support secara signifikan dapat memprediksi kesejahteraan psikologis, β = 0.51, t(828) = 11.65, p<0.05.

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This study aims to determine whether perceived social support moderates the relationship between psychological distress and psychological well-being. Participants in this study were Indonesian emerging adults aged 18-25 years totaling 828 participant. The results of data processing using regression analysis techniques show that perceived social support does not moderate the relationship between psychological distress and psychological well-being, β = 0.0016, t (828) = 0.66, p> 0.5, which means perceived social support does not strengthen or weaken the relationship between psychological distress and psychological well-being. However, when viewed separately, it was found that psychological distress could significantly predict psychological well-being, β = - 0.27, t (828) = -15.05, p <0.05. In addition, perceived social support can significantly predict psychological well-being, β = 0.51, t (828) = 11.65, p <0.05."

"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari job insecurity terhadap hubungan antara perceived organizational support dan in-role performance. Menggunakan teori psychological safety sebagai pedoman, individu yang menilai positif perlakuan dari perusahaan akan merasa aman dan keberlangsungannya di perusahaan terjamin, sehingga akan meningkatkan kinerjanya di perusahaan. Data diperoleh dari karyawan di Jabodetabek N= 269, dan dianalisis menggunakan macro Hayes PROCESS, pada SPSS v20. Hasil menunjukkan bahwa terdapat efek tidak langsung yang signifikan dari POS pada in-role performance melalui job insecurity. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

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This study aims to investigate the mediating effect of job insecurity on the relationship between perceived organizational support and in role performance. Drawing from psychological safety theory, perceived organizational support would affect individuals rsquo feeling that they could secure their job, and this would lead to high in role performance. Data were collected among employess from Jabodetabek N 269, and analyzed using the Hayes PROCESS macro on SPSS v20. The result showed that job insecurity mediated the relationship between POS and in role performance, as the indirect effect of POS on in role performance via job insecurity was found significant. Theoretical and pracyical implications were discussed. "

"ABSTRAKTujuan dari penelitian ini adalah untuk menguji peran perceived insider statusdalam memediasi pengaruh antara participative decision making serta perceived organizational support dengan organizational citizenship behavior. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Pengumpulan data menggunakan kuesioner yang diberikan kepada 179 orang karyawan dari PT XYZ, sebuah perusahaan yang bergerak di industri kimia yang berlokasi di Banten, Indonesia. Setelah mengkonfirmasikan reliabilitas dan validitas alat ukur, pemodelan persamaan struktural dilakukan untuk memeriksa pengaruh yang dihipotesiskan. Temuan utama dalam penelitian ini adalah: perceived organizational support memediasi parsial pengaruh participative decision makingterhadap perceived insider status, perceived insider status memediasi parsial pengaruh participative decision making serta memediasi penuh pengaruh perceived organizational support terhadap organizational citizenship behavior, danparticipative decision making memiliki pengaruh positif serta perceived organizational support tidak memiliki pengaruh signifikan terhadap organizational citizenship behavior. Studi ini memperkuat pada literatur yang sudah ada tentang bagaimana mekanisme internalisasi partisipasi dalam pengambilan keputusan terhadap perilaku kerja.

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ABSTRACT The purpose of this study is to examine the roles of perceived insider status in mediating the relationship between participative decision making, perceived organizational support, and organizational citizenship behavior. Data were collected with survey questionnaires that were self administered to a sample of 179 employees from chemical industry company in Banten, Indonesia. After confirming the reliability and validity of the measurements, we conducted structural equation modeling to examine the hypothesized relationships. The main finding were perceived organizational support partially mediate the positive relationship between participative decision making and perceived insider status, perceived insider status partially mediate the relationship between participative decision making and organizational citizenship behavior, and perceived insider status fully mediate the relationship between perceived organizational support and organizational citizenship behavior. This study adds to the existing literature by showing the mechanism of how participative decision making will relate to discretionary behavior."

"Berdasarkan data yang dikemukakan, persentase putus kuliah mahasiswa Papua dan Papua Barat sebesar 7%. Angka ini jauh lebih tinggi dibandingkan angka presentase putus kuliah nasional, yaitu sebesar 3%. Untuk dapat menyelesaikan perkuliahan dengan baik, mahasiswa Papua memerlukan adaptabilitas karier yang tinggi. Mahasiswa Papua dengan adaptabilitas karier yang tinggi memiliki sumberdaya untuk dapat bertanggung jawab serta beradaptasi di lingkungan perguruan tinggi. Adaptabilitas karier dapat dipengaruhi oleh berbagai faktor, seperti core self-evaluations dan perceived peer support. Tujuan dari penelitian ini yaitu ingin mengetahui ada atau tidaknya peran perceived peer support sebagai moderator dalam hubungan antara core self-evaluations dan adaptabilitas karier. Partisipan terdiri dari mahasiswa Papua (N=176) yang aktif menjalankan perkuliahannya sejak tahun 2011-2020. Hasil analisis moderasi menggunakan Hayes Process menunjukkan bahwa perceived peer support secara signifikan memoderasi hubungan antara core self-evaluations dan adaptabilitas karier (t=2.06, p<0.05). Pada penelitian ini, adanya peran perceived peer support sebagai moderator dipengaruhi oleh karakter budaya kolektivis yang dimiliki oleh mahasiswa Papua. Pada budaya ini, individu cenderung menghubungkan tingkat dukungan sosial yang dimiliki dengan penilaian dirinya. Hasil penelitian ini memberikan informasi mengenai intervensi yang dapat dilakukan agar mahasiswa dapat mengembangkan adaptabilitas kariernya.

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Based on data, dropout rate among Papuan university students is 7%. This rate is much higher than national dropout rates. National dropout rate in Indonesia is 3%. To be able to complete their education, Papuan students need career adaptability. Career adaptability is an important resource because Papuan university students who have career adaptability tend to be more responsible and able to adapt in the university environment. There are many factors which influence career adaptability, such as core self-evaluations and perceived peer support. The purpose of this study is to investigate the moderating role of perceived peer support in the relationship between core self- evaluations and career adaptability. Participants were native Papuan active students (N=176) from 2011-2020 of various universities. The result of moderation analysis with Hayes Process shows that perceived peer support significantly moderates the relationship between core self-evaluations and perceived peer support (t=2.06, p<0.05). The role of perceived peer support as moderator of the relationship between core self-evaluations and career adaptability can be attributed to the collectivist culture which Papuan Students have. In collectivist culture, social support is linked with individuals’ evaluations of themselves. These findings provide information about intervention material for university students, so they can develop career adaptability. "

"Perilaku voice pegawai, yang didefinisikan sebagai tingkah laku pemberian saran inovatif dan konstruktif, dapat mendatangkan banyak dampak positif bagi organisasi. Di sisi lain, voice dapat mengancam bagi hubungan interpersonal pegawai yang melakukannya. Penelitian ini menginvestigasi karakteristik unik tersebut dengan menyoroti interaksi faktor situasional berupa kohesivitas kelompok dengan faktor individu berupa kepemilikan ide dan voice efficacy. Sampel penelitian ini adalah 244 pegawai di salah satu institusi pemerntahan. Hasil analisis statistik menunjukan kepemilikan ide dan voice efficacy berhubungan, masing-masing, negatif dan positif dengan voice. Selain itu, kohesivitas sosial kelompok berperan sebagai moderator yang memberikan efek penyangga (buffer) pada hubungan positif antara voice efficacy dengan voice. Implikasi dari hasil penelitian ini didiskusikan lebih lanjut.

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Voice Behavior, as employee’s expression of innovative suggestion for organization, has many positive impacts for organizations. On the other hand, voice contains interpersonal risks for the actor. This study investigates this predicament of voice through highlighting the interaction between personal and situational factor, namely social cohesion, having ideas, voice efficacy, and voice per se. Data was collected from 244 civil servants. Statistical analysis showed that having ideas and voice efficacy were associated, respectively, negatively and positively with voice. Moreover, social cohesion has moderating (buffering) effect on the relationship between voice efficacy and voice. The implication of this study is discussed below."