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"Meningkatnya tingkat partisipasi perempuan dalam dunia kerja, membuat peran yang dipegang cukup kompleks dan mendorongnya untuk berkomitmen dalam keluarga maupun pekerjaannya. Oleh karena itu, dukungan dari supervisor sebagai jembatan antara perusahaan dengan karyawan menjadi penting dalam mengarahkan serta mengontrol kinerja karyawannya agar tetap sesuai dengan tujuan perusahaan. Perusahaan lewat supervisor harus menemukan strategi untuk meningkatkan hubungan yang positif antara keluarga dengan pekerjaan dan dampaknya pada kepuasan hidup yang dirasakan. Penelitian ini bertujuan untuk mengetahui pengaruh dari supervisor support terhadap job performance dan life satisfaction dengan role conflict, role ambiguity, role overload, dan work family enrichment sebagai mediasi dengan menggunakan metode Structural Equation Modeling (SEM). Data penelitian diperoleh dari 242 karyawan perempuan yang sudah menikah dan bekerja di bank di Daerah Jabodetabek melalui kuesioner. Hasil penelitian menunjukkan bahwa supervisor support memiliki pengaruh positif terhadap job performance dan life satisfaction, dimana role ambiguity dan work family enrichment terbukti memediasi namun tidak dengan role conflict dan role overload.

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The increasing level of women's participation in the world of work makes the roles held quite complex and encourages them to be committed in their family and work. Therefore, support from supervisors as a bridge between the company and employees becomes important in directing and controlling the performance of their employees so that they remain in accordance with company goals. Companies through supervisors must find strategies to enhance positive relationships between families and work and their impact on perceived life satisfaction. This study aims to determine the effect of supervisor support on job performance and life satisfaction with role conflict, role ambiguity, role overload, and work family enrichment as mediation using the Structural Equation Modeling (SEM) method. Research data were obtained from 242 female employees who were married and worked in banks in Jabodetabek through a questionnaire. The results showed that supervisor support has a positive influence on job performance and life satisfaction, where role ambiguity and work family enrichment are proven to mediate but not with role conflict and role overload."

"Penelitian ini bertujuan untuk membuktikan apakah work-family conflict work interfering with family/ WIF maupun family interfering with work/ FIW dan kepuasan kerja berhubungan secara negatif dan apakah family supportive supervisor behavior dapat berperan sebagai moderator untuk melemahkan hubungan negatif di antara work-family conflict WIF maupun FIW dan kepuasan kerja.

Tipe penelitian ini ialah penelitian kuantitatif dengan desain penelitian cross-sectional. Penelitian dilakukan kepada 205 ibu bekerja dengan menyebarkan kuesioner offline dan kuesioner online. Instrumen yang digunakan untuk mengukur tiga variabel penelitian, yaitu Work-Family Conflict Scale WFCS untuk mengukur work-family conflict, Minnesota Satisfaction Questionnaire MSQ short-form untuk mengukur kepuasan kerja, dan Family Supportive Supervisor Behavior Scale untuk mengukur family supportive supervisor behavior.

Hasil penelitian menunjukkan bahwa work-family conflict berhubungan secara negatif dan signifikan dengan kepuasan kerja work interfering with family, ? = -0.32, p < 0.05 dan family interfering with work, ? = -0.29, p < 0.05 . Akan tetapi, penelitian ini belum berhasil membuktikan peran moderasi family supportive supervisor behavior untuk melemahkan hubungan negatif antara work interfering with family maupun family interfering dan kepuasan kerja secara signifikan.

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The aim of this study were to prove whether work family conflict work interfering with family WIF and family interfering with work FIW negatively related to job satisfaction and whether family supportive supervisor behavior as a moderator, could weaken negative relationship between work family conflict WIF and FIW and job satisfaction.

Type of this research was quantitative research with cross sectional design and conducted on 205 working mothers via offline and online questionnaire. There were three instruments to measure three variables, such as WFCS to measure work family conflict, MSQ SF to measure job satisfaction, and FSSB Scale to measure Family Supportive Supervisor Behavior.

This research has proven successfully that work family conflict WIF and FIW related negatively and significantly with job satisfaction work interfering with family 0.32, p 0.05 and family interfering with work 0.29, p 0.05. However, this research has not proven moderating role of family supportive supervisor behavior significantly to weaken negative relationship between work interfering with family nor family interfering with work and job satisfaction."

"Flexible working arrangements (FWA) yang didukung oleh work-family culture (WFC) – dapat menjadi solusi untuk mengurangi persepsi karyawan tentang work-family conflict (WFCON) yang pada akhirnya akan meningkatkan job satisfaction (JS) karyawan. Berbagai penelitian menunjukkan pentingnya intervensi organisasi untuk mendukung keterkaitan antara peran pekerja dalam kehidupan pribadi dan profesional karyawannya. Belum banyak penelitian tentang topik ini di Asia dimana kasus work-family conflict lebih banyak dialami oleh karyawan perempuan. Tujuan dari penelitian ini adalah untuk menjelaskan pengaruh hubungan antara FWA dan WFC dengan memediasi WFCON terhadap JS karyawan wanita. Penelitian ini menggunakan hasil survei terhadap 295 karyawan wanita dari perusahaan jasa Teknologi Informasi dan Komunikasi (TIK) dengan menggunakan Structural Equation Modeling (SEM) sebagai metode analisis data. Hasil penelitian menunjukkan bahwa sebagian besar karyawan wanita memiliki persepsi positif tentang flexible working arrangements (FWA), yang memengaruhi job satisfaction (JS) secara keseluruhan. Variabel work-family culture (WFC) berperan signifikan dalam meningkatkan kepuasan kerja dengan mengurangi work-family conflict (WFCON). Sedangkan pada hubungan pengaruh tidak langsung, diidentifikasi bahwa WFCON memediasi hubungan WFC terhadap JS serta pada hubungan FWA terhadap JS. Penelitian ini diharapkan dapat memberikan kontribusi berupa penelitian bagi manajer SDM khususnya pada organisasi tentang dampak penerapan FWA dan budaya kerja-keluarga bagi JS melalui peran mediasi konflik kerja-keluarga untuk dapat menggali lebih jauh terkait hal-hal tersebut.

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Reduced employee perceptions of work-family conflict (WFCON) can be achieved by flexible working arrangements (FWA) supported by work-family culture (WFC), which will ultimately lead to an increase in job satisfaction (JS). Several studies highlight the value of organizational interventions in establishing connections between employees' roles in their personal and professional life. Yet, research on this subject is lacking in Asia, where female employees are more likely to face work-family conflicts. This research aims to clarify how FWA and WFC affect on JS of female employees through the mediating role of WFCON. This study uses the results of a survey of 295 female employees from Information and Communication Technology (ICT) service companies using Structural Equation Modeling (SEM) as a data analysis method. The results showed that most female employees positively perceived flexible working arrangements (FWA), which influenced overall job satisfaction. The work-family culture variable plays a significant role in increasing job satisfaction by reducing work-family conflict. In the indirect influence relationship, the identification of WFCON mediates the relationship between WFC and JS also between FWA and JS. This research is expected to contribute to the form of research for HR managers, especially in organizations about the impact of implementing FWA and work-family culture for JS through the mediation role of work-family conflicts to be able to explore further related to these things."

"Instansi pemerintah merupakan salah satu dari delapan klaster sebagai penyumbang kasus Covid-19 terbesar di Indonesia. Oleh karena itu, mekanisme kerja yang lebih fleksibel atau flexible working arrangement menjadi alternatif yang semakin dipertimbangkan pada masa pandemi Covid-19. Meski demikian, dampak dari implementasi flexible working arrangement terhadap kinerja individu maupun organisasi masih menjadi perdebatan. Di sisi lain, beberapa studi mengidentifikasi bahwa dukungan dari atasan juga dapat mempengaruhi dampak psikologis karyawan yang akan berimplikasi pada pencapaian work-life balance karyawan. Tercapainya work-life balance diharapkan dapat menghasilkan outcomes yang positif dari para karyawan di antaranya kepuasan kerja dan kinerja yang tinggi. Penelitian ini bertujuan untuk mengidentifikasi hubungan antara flexible work arrangement, dukungan atasan terhadap kepuasan dan kinerja, dimediasi oleh work-life balance pada pegawai ASN pada instansi pemerintah di Indonesia. Penelitian ini merupakan penelitian kuantitatif. Data penelitian diperoleh melalui kuesioner yang dilakukan dengan menggunakan cross sectional design. Kuesioner disebarkan secara online dan memperoleh 391 responden yang meliputi pegawai ASN yang telah bekerja setidaknya selama satu tahun pada instansi pemerintah di Indonesia. Analisis hubungan antar variabel dilakukan melalui Structural Equation Modeling (SEM) menggunakan bantuan software LISREL. Hasil dari penelitian menunjukkan bahwa supervisor support dan flexible working arrangement secara signifikan mempengaruhi kepuasan kerja (job satisfaction) yang dimediasi oleh work-life balance. Secara lebih lanjut, penelitian ini menemukan bahwa kepuasan kerja memiliki hubungan langsung terhadap kinerja (job performance). Dengan demikian, dapat disimpulkan bahwa supervisor support dan flexible working arrangement secara tidak langsung dapat mempengaruhi job performance.

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Government institutions are on of the eight clusters as the largest contributors of Covid-19 cases in Indonesia. Therefore, a more flexible working mechanism or flexible working arrangement to become alternative that is increasingly being considered during the Covid-19 pandemic. However, the impact of flexible working arrangements implementation on individual and organizational performance is still a matter of debate. On the other hand, several studies have identified that support from supervisor also have a role in influencing the psychological impact on employees which will have implications to the employees’ work-life balance. The achievement of work-life balance is expected to produce positive outcomes, including the achievement of job satisfaction and high performance. This study aims to identify the relationship between flexible working arrangements, supervisor support on job satisfaction and job performance, mediated by the work-life balance of civil servants in government institutions in Indonesia. This research is a quantitative research. The data were collected by distributing questionnaire conducted using a cross sectional design. The questionnaire was distributed online and obtained 391 respondents which included civil servants who have worked for at least one year in government institution in Indonesia. The relationship between variables was carried out through Structural Equation Modeling (SEM) using LISREL software. The results of the study indicate that supervisor support and flexible working arrangements significantly affect job satisfaction mediated by work-life balance. Furthermore, this study found that job satisfaction has a direct relationship to job performance. Thus, it can be concluded that supervisor support and flexible working arrangements indirectly affect employees’ job performance."

"[ABSTRAK>Persaingan antara organisasi menciptakan sebuah kebutuhan untuk setiaporganisasi memaksimalkan kinerjanya. Sumber daya manusia sebagai penggerakdalam organisasi menjadi kunci sukses yang penting untuk memperolehkeungulan kompetitive yang berkelanjutan. Sebagai perusahaan konsultan IT,sumber daya manusia adalah asset utama untuk PT AXY. Untuk memperolehkeungulan daya saing, sangat penting buat PT AXY untuk menarik danmempertahankan pegawai yang berbakat dalam organisasi. Kepuasan terhadappekerjaan dan intensi untuk keluar yang dimiliki oleh karyawan menjadi tolakukur yang penting untuk bidang industry tersebut. Kebijakan dan program daridepartemen sumber daya manusia seperti Flexible Working Arrangement (FWA)dapat menjadi solusi untuk meningkatkan persepsi karyawan terhadap work-tofamilyenrichment yang pada akhirnya akan meningkatkan kepuasan terhadappekerjaan dan mengurangi intensi untuk keluar dari organisasi. Tujuan dari thesisini adalah untuk menganalisa hubungan antara program FWA dengan kepuasanterhadap pekerjaan dan intensi untuk keluar melalui persepsi work-to-familyenrichment. Hasil dari studi ini menemukan bawha keberadaan dari programFWA di PT AXY memiliki hubungan positif dengan persepsi karyawan terhadapwork-to-family enrichment dan kepuasan terhadap pekerjaan. Akan tetapi,program FWA tidak memiliki hubungan yang signifikan untuk mengurangiintensi karyawan keluar dari organisasi. Hasil dari studi ini penting untuk PTAXY dalam mengembangkan strategi dan kebijakan sumber daya manusia dimasa depan;

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ABSTRACTCompetition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.;Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees? job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees? perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees? perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn?t have significantrelation to reduce employee?s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies., Competition between organizations creates a need for each organization tomaximize its performance. Human resource as the driver in the organizationbecomes important key success for sustainable competitive advantage. As ITconsulting company, human resource is the main asset for PT AXY. In order togain competitive advantages, it is important for PT AXY to attract and also retaingood talents in the organization. Employees’ job satisfaction and turnoverintention become crucial parameters for this kind of industry. Human resourcepolicy and program such as Flexible Working Arrangement (FWA) may becomethe solution to increase employees’ perception of work-to-family enrichmentwhere at the end will increase job satisfaction and decrease turnover intention.The aim of this paper is to analyze the relation between FWA program with thejob satisfaction and turnover intention through perception of work-to-familyenrichment. The result of study found that the availability of FWA program in PTAXY has a positive relation with the employees’ perception of work-to-familyenrichment and job satisfaction. However, FWA program doesn’t have significantrelation to reduce employee’s turnover intention in PT AXY. The outcomes ofthis study are useful for PT AXY to develop future human resource strategy andpolicies.]"

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Penelitian ini bertujuan untuk menganalisis work-family balance sebagai mediator dalam hubungan antara dukungan sosial dari multiple domain dan kepuasan kerja pekerja offshore. Penelitian ini menggunakan metode kuantitatif melalui pengisian kuesioner secara self administered survey. Sebanyak 230 responden telah mengisi kuesioner penelitian ini secara online dan offline. Metode analisis data yang digunakan adalah Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa work-family balance memiliki peran mediasi terhadap dua sumber dukungan sosial, yaitu dukungan atasan dan pasangan. Hal ini menunjukkan bahwa meningkatnya work-family balance dikarenakan dukungan sosial yang diterima oleh pekerja offshore yang berdampak pada kepuasan kerja. Work-family balance tidak memberikan nilai yang signifikan pada relasi dukungan rekan kerja terhadap kepuasan kerja, akan tetapi terdapat korelasi yang positif.

 

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This research analyzes work-family balance as a mediator of the relationship between social support from multiple domain and job satisfaction on offshore workers. This research used quantitative methods employing self-administered survey. A total of 230 respondents filled out the questionnaire, both online and offline. The analysis involved the Structural Equation Modeling (SEM) method. The finding showed that work-family balance had a mediating role in two sources of social supports (supervisor support and partner support). This result indicated that increasing work family balance was due to social support received by offshore workers that affects job satisfaction. Work family balance did not provide significant effect on the relationship of co-worker support and job satisfaction; however, there was a positive correlation.

 

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"Penelitian ini bertujuan untuk melihat bagaimana pengaruh karakteristik pekerjaan dan high performance work system terhadap turnover intention, serta untuk melihat apakah kepuasan kerja memiliki peran sebagai variabel mediasi. Pengumpulan data dilakukan dengan menggunakan metode survey kuesioner. Penelitian ini dilakukan pada karyawan dengan level staff dan assistant manager pada XYZ, dengan jumlah responden sebanyak 85 responden. Analisis data dilakukan dengan menggunakan path analysis dan aplikasi LISREL 8.8 dengan adanya variabel mediasi. Hasil penelitian menunjukkan bahwa kepuasan kerja terbukti memediasi secara parsial pengaruh dari karakteristik pekerjaan dan high performance work system terhadap turnover intention.

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This study is intended to seek the effect of job characteristics and high performance work system toward turnover intention, also to test the role of job satisfaction as mediator. Data were collected using questionnaire, with total respondent is 85 staff and assistant manager from XYZ. Data analysis is conducted using path analysis and LISREL 8.8 application with the presence of mediation effect. The result of this study shows that job satisfaction partially mediated the effect of job characteristics and high performance work system to turnover intention."

"Penelitian ini bertujuan untuk mengkaji pengaruh positif emotional intelligence, transformational leadership, job satisfaction, dan organizational commitment secara langsung terhadap job performance. Selain pengaruh langsung, penelitian ini juga mengkaji peran job satisfaction dan organizational commitment sebagai mediating variable dalam pengaruh emotional intelligence dan transformational leadership terhadap job performance. Objek penelitian ini adalah karyawan sektor jasa keuangan dan asuransi di wilayah DKI Jakarta dan sekitarnya. Data penelitian dikumpulkan menggunakan kuesioner online dan offline kepada 500 orang karyawan yang telah bekerja pada sektor jasa keuangan dan asuransi minimal dalam kurun waktu setengah tahun terakhir. Hasil analisis data dengan Structural Equation Modelling (SEM) menunjukkan bahwa emotional intelligence, transformational leadership, job satisfaction, dan organizational commitment memiliki pengaruh langsung positif yang signifikan terhadap job performance. Selain itu, job satisfaction dan organizational commitment terbukti memediasi pengaruh emotional intelligence dan transformational leadership terhadap job performance secara parsial. 

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This study aims to examine the positive effects of emotional intelligence, transformational leadership, job satisfaction, and organizational commitment directly on job performance. Apart from the direct effect, this study also examines the role of job satisfaction and organizational commitment as mediating variables in the influence of emotional intelligence and transformational leadership on job performance. The objects of this research are employees of the financial and insurance services sector in DKI Jakarta and its surroundings. Research data was collected using online and offline questionnaires to 500 employees who had worked in the financial services and insurance sector for at least the last half year. The results of data analysis using Structural Equation Modelling (SEM) show that emotional intelligence, transformational leadership, job satisfaction, and organizational commitment have a significant positive direct effect on job performance. In addition, job satisfaction and organizational commitment are proven to partially mediate the effect of emotional intelligence and transformational leadership on job performance."

"Badan Usaha Milik Negara (BUMN) berperan penting dalam memastikan stabilitas dan pengendalian perekonomian Indonesia, terutama sebelum dan sesudah pandemi COVID-19. Pandemi COVID-19 telah mempercepat digitalisasi kegiatan sektor publik dan swasta di Indonesia dan negara lain. Untuk beradaptasi dengan percepatan digitalisasi akibat pandemi, BUMN harus terus tumbuh dan berkembang untuk mencapai target dan tujuannya. Penelitian ini bertujuan untuk mengetahui pengaruh Technostress, Perceived Organizational Support (POS), Total Reward Systems (TRS), dan Work-Life Balance (WLB) terhadap Job Performance, dimediasi oleh Employee Wellbeing (studi pada karyawan BUMN). Pendekatan kuantitatif menggunakan Structural Equation Modeling (SEM) dengan jumlah sampel 263 responden. Hasil penelitian menunjukkan bahwa Employee Wellbeing sepenuhnya memediasi hubungan antara variabel yang diteliti dan Job Performance. Penelitian ini memberikan wawasan berharga bagi perusahaan dalam memahami faktor-faktor yang mempengaruhi Employee Wellbeing dan kinerja pekerjaan, menyoroti Perceived Organizational Support yang dirasakan sebagai pendorong utama dengan dimediasi Employee Wellbeing. Temuan ini menekankan pentingnya melibatkan semua generasi secara efektif, terutama Generasi Y dan Generasi Z, di dalam BUMN untuk mengoptimalkan kinerja dan mencapai kesuksesan organisasi.

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State-Owned Enterprises (SOEs) play a crucial role in ensuring stability and control in Indonesia's economy, especially before and after the COVID-19 pandemic. The COVID-19 pandemic has accelerated the digitization of public and private sector activities in Indonesia and other countries. To adapt to the accelerated digitization caused by the pandemic, SOEs must continue to grow and develop to achieve their targets and goals. This study aims to investigate the impact of Technostress, Perceived Organizational Support (POS), Total Reward Systems (TRS), and Work-Life Balance (WLB) on Job Performance, mediated by employee well-being (studies of SOEs employee). A quantitative approach using Structural Equation Modeling (SEM) was employed with a sample size of 263 respondents. The results show that employee well-being fully mediates the relationship between the variables studied and Job Performance. This research provides valuable insights for companies in understanding the factors that affect employee well-being and Job Performance, highlighting the role of Perceived Organizational Support as a key driver through its impact on employee well-being. The findings emphasize the significance of effectively engaging all generations, particularly Generation Y and Generation Z, within SOEs to optimize Job Performance and achieve organizational success."