Hasil Pencarian  ::  Simpan CSV :: Kembali

"

Penggunaan internet telah banyak dimanfaatkan oleh perusahaan, baik untuk sekedar bertukar informasi maupun sebagai sarana pendukung fungsi bisnis. Internet juga kerap digunakan untuk melakukan berbagai keperluan pribadi. Ketika kedua aktivitas tersebut dilakukan secara bersamaan oleh karyawan, maka terjadilah workplace internet leisure. Sebagai salah satu sektor yang diandalkan dalam pertumbuhan ekonomi di Indonesia, karyawan pada perusahaan perbankan menjadi perhatian dalam penelitian ini. Penelitian ini berfokus pada pengaruh workplace internet leisure, workplace internet leisure policy, dan workplace autonomy orientation terhadap employee satisfaction dan peran mediasinya pada employee productivity. Sebanyak 262 karyawan bank di DKI Jakarta berhasil dikumpulkan untuk kemudian dianalisis menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian membuktikan adanya pengaruh pengaruh positif dari workplace internet leisure, workplace internet leisure policy, dan workplace autonomy orientation pada employee productivity dengan peran mediasi darri employee satisfaction.

---

The internet has been widely used by companies, both for exchanging information and as a means of supporting business functions. The internet is also often used to do various personal purposes. When both activities are carried out simultaneously by employees, there is an workplace internet leisure. As one of the sectors that drives economic growth in Indonesia, employees in banking companies are the focus of the study. This study also focuses on the effect of the workplace internet leisure, workplace internet leisure policy, and workplace autonomy orientation on employee satisfaction and its mediating role on employee productivity. A total of 262 bank employees in DKI Jakarta were collected and analyzed using the Structural Equation Modeling (SEM) method. The result of the study proves that there is a positive effect of the workplace internet leisure, workplace internet leisure policy, and workplace autonomy orientation on employee productivity with the mediating role of employee satisfaction.

"

"Perilaku inovatif layanan di sektor publik dibutuhkan untuk menghadapi perubahan yang semakin dinamis dan masyarakat yang semakin kritis menuntut pelayanan yang efektif dan efisien. Penelitian ini bertujuan untuk menguji pengaruh workplace happiness dan proactive personality terhadap employee service innovative behavior dan pengaruh tidak langsung melalui mediasi work engagement. Data empiris dikumpulkan dari 711 staf pegawai tetap BPJS Kesehatan dengan menggunakan metode survei online. Studi ini di analisis menggunakan Structural Equation Modeling (SEM) dan confirmatory factor analysis untuk menguji tujuh hipotesis yang diajukan. Hasil penelitian menunjukkan bahwa workplace happiness dan proactive personality berpengaruh positif terhadap employee service innovative behavior, baik secara langsung maupun melalui mediasi work engagement. Lebih lanjut, penelitian ini diharapkan dapat memberikan kontribusi bagi pengambil kebijakan di bidang sumber daya manusia untuk mengidentifikasi kepribadian proaktif dalam rekrutmen dan seleksi talenta serta menciptakan kondisi kebahagiaan di tempat kerja untuk meningkatkan perilaku inovatif layanan karyawan, khususnya di sektor publik

---

Service Innovative Behavior in the public sector is required to deal with highly dynamic changes and more critical society insist an effective and efficient service. This study aims to examine the impact of workplace happiness and proactive personality on employee service innovative behavior and the indirect effect through the mediation of work engagement. Empirical data was collected from 711 employees of a public service organization using an online survey method. This study analyzed using Structural Equation Modeling (SEM) and confirmatory factor analysis to test the seven hypotheses proposed. The result shows that workplace happiness and proactive personality positively influenced employee service innovative behavior, both directly and through the mediation of work engagement. Furthermore, this study is expected to contribute to the policymakers in human resources to identify proactive personality in talent recruitment and selection and pay attention for creating workplace happiness to stimulate the service innovative behavior of employees, specifically in the public sector."

"Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh antara Attitude towards Workplace Fun terhadap Experienced Workplace Fun, Job Satisfaction, Task Performance, dan OCBI di perusahaan Jepang di Indonesia. Penelitian ini dilakukan terhadap 141 responden yang merupakan karyawan yang bekerja pada perusahaan Jepang di Indonesia dalam berbagai jenis industri. Penelitian ini menggunakan analisa statistik Struktural Equation Modeling SEM. Adapun hasil penelitian menunjukkan bahwa Attitude towards Workplace Fun berpengaruh positif terhadap Experienced Workplace Fun, serta Experienced Workplace Fun berpengaruh positif terhadap Job Satisfaction, Task Performance, dan OCBI, lalu Job Satisfaction berpengaruh positif terhadap Task Performance, tetapi tidak berpengaruh positif terhadap OCBI.

---

This study aims to give information about the impact of Attitude towards Workplace Fun on Experienced Workplace Fun, Job Satisfaction, Task Performance, and OCBI in Japan Company in Indonesia. This study involved 141 employee from Japan Company around Indonesia for all industry. Also, this study using SEM for data processing and the result showed a positive effect of Attitude towards Workplace Fun on Experienced workplace Fun, positive effect of Experienced Workplace Fun on Job Satisfaction, Task Performance, and OCBI, positive effect of Job Satisfaction on Task Performance, but no positive effect of Job Satisfaction on OCBI."

"Di era abad ke-21, transformasi signifikan di tempat kerja akibat ketergantungan terhadap teknologi memunculkan dampak mendalam pada karyawan dan organisasi, mendorong perlunya strategi untuk mencapai kinerja maksimal. Organisasi, di hadapan perubahan yang cepat, kini fokus pada pemanfaatan kreativitas dan keahlian individu karyawan sebagai sarana untuk meningkatkan kinerja. Penelitian ini bertujuan untuk menganalisis pengaruh Optimisme terhadap Employee Performance melalui mediasi Workplace Happiness di Kantor Pusat Bank Indonesia. Pendekatan kuantitatif digunakan dengan menggunakan teknik penarikan sampel non-probability sampling. Kualifikasi untuk menjadi responden adalah karyawan tetap non-manajerial yang sudah bekerja minimal 6 bulan di Kantor Pusat Bank Indonesia, dengan total 235 responden. Hasil analisis regresi, uji interaksi, dan uji Sobel menunjukkan adanya pengaruh secara parsial dan signifikan dari Workplace Happiness sebagai mediasi dari pengaruh antara Optimisme terhadap Employee Performance di penelitian ini. Temuan ini memberikan implikasi strategis bagi Bank Indonesia untuk meningkatkan Optimisme, Workplace Happiness, dan Workplace Happiness, sejalan dengan tujuan organisasi dalam menghadapi perubahan industri yang cepat dan tidak terduga. Integrasi penelitian ini dapat membantu merumuskan strategi jangka panjang untuk mencapai kesuksesan organisasi di tengah dinamika perubahan.

---

In the 21st century, workplace transformations driven by technological dependence necessitate strategies for optimal performance. Organizations, adapting to rapid changes, focus on leveraging employees' creativity and skills to enhance performance. This study examines the impact of Optimism on Employee Performance, mediated by Workplace Happiness at the Central Office of Bank Indonesia. Using a quantitative approach with non-probability sampling, 235 non-managerial permanent employees with a minimum 6-month tenure were surveyed. Regression analysis, interaction tests, and Sobel tests reveal a significant partial influence of Workplace Happiness as a mediator between Optimism and Employee Performance. These findings hold strategic implications for Bank Indonesia to improve Optimism, Workplace Happiness, and overall performance amid dynamic industry changes. Integrating this research can aid in formulating long-term strategies for organizational success."

"Tenaga kesehatan mengalami tingkat stres dan kelelahan yang tinggi, yang dapat berdampak negatif terhadap well-being dan bagaimana mereka memberikan pelayanan kepada pasien. Organizational justice terbukti menjadi prediktor well-being tenaga kesehatan. Sebaliknya, hubungan antara workplace spirituality dan well-being tenaga kesehatan belum diteliti lebih lanjut. Tujuan dari penelitian ini adalah untuk menguji hubungan antara workplace spirituality, organizational justice dan well-being tenaga kesehatan, serta untuk menentukan apakah employee engagement berperan sebagai mediator dalam hubungan ini. Sebuah survei cross-sectional dilakukan dengan sampel tenaga kesehatan dari sebuah rumah sakit di Jakarta. Pertanyaan mengenai organizational justice, workplace spirituality, employee engagement, dan well-being diberikan. Structural Equation Model digunakan untuk menguji model mediasi yang diusulkan. Hasil penelitian menunjukkan bahwa organizational justice berhubungan secara signifikan dan positif terhadap well-being tenaga kesehatan, sedangkan workplace spirituality tidak berhubungan secara signifikan. Selanjutnya, employee engagement memediasi hubungan antara spiritualitas tempat kerja, keadilan organisasi dan well-being, sehingga dampak positif lebih besar untuk tenaga kesehatan dengan tingkat engagement yang tinggi. Temuan ini menunjukkan bahwa intervensi yang ditujukan untuk meningkatkan organizational justice secara tidak langsung dapat meningkatkan well-being tenaga Kesehatan dengan meningkatkan employee engagement. Penelitian lebih lanjut diperlukan untuk menguji generalisasi dari temuan ini dan untuk mengeksplorasi potensi intervensi untuk meningkatkan keadilan organisasi dalam pengaturan kesehatan.

---

Healthcare workers (HCWs) experience high levels of stress and burnout, which can negatively impact their wellbeing and patient care. Organizational justice has been shown to be a predictor of HCW wellbeing. In contrast, the relationship between workplace spirituality and HCW wellbeing is less clear. The purpose of this study was to examine the relationship between workplace spirituality, organizational justice and HCW wellbeing, and to determine whether employee engagement act as mediator in this relationship. A cross-sectional survey was conducted with a sample of HCWs from a hospital in Jakarta. Measures of organizational justice, workplace spirituality, employee engagement, and wellbeing were administered. Structural equation modeling was used to test the proposed mediation model. Results indicated that organizational justice was significantly and positively related to HCW wellbeing, while workplace spirituality was not significantly related. Furthermore, employee engagement mediated the relationship between workplace spirituality, organizational justice, and wellbeing, such that the positive relationship was stronger for HCWs with high levels of employee engagement. These findings suggest that interventions aimed at improving organizational justice may indirectly improve HCW well-being by increasing employee engagement. Further research is needed to test the generalizability of these findings and to explore potential interventions for improving organizational justice in healthcare settings."

"ABSTRAKPenelitian ini dilakukan untuk menganalisis pengaruh karakteristik lingkungan kerja terhadap kepuasan kerja, keinginan untuk meninggalkan perusahaan, serta komitmen terhadap perusahaan. Jumlah sampel dalam penelitian adalah 160 karyawan yang bekerja di perusahaan - perusahaan yang berlokasi di Jakarta. Data dalam penelitian ini diolah dengan menggunakan program SmartPLS ver 3.2.6. Hasil penelitian ini menunjukkan bahwa secara bersama - sama, delapan karakteristik lingkungan kerja yaitu diversity climate, social support, feedback recognition, work-life balance, decision-making involvement, training development, pay raise, dan promotion berpengaruh signifikan positif terhadap kepuasan kerja dan komitmen organisasi, serta berpengaruh signifikan negatif terhadap keinginan untuk meninggalkan perusahaan.

---

ABSTRACTThis research was conducted to analyze the effect of workplace characteristics on job satisfaction, turnover intention, and organizational commitment. The number of respondents was 160 employees working in companies located in Jakarta. Data was analyzed by using SmartPLS 3.2.6. This study conluded that altogether, eight dimensions of workplace characteristic i.g. diversity climate, social support, feedback recognition, work life balance, decision making involvement, training development, pay raise, and promotion have a significant positive effect on job satisfaction and organizational commitment, and have a significant negative effect on turnover intention."

"Penelitian ini bertujuan untuk menyelidiki pengaruh workplace spirituality yang terdiri dari tiga dimensi (meaningful work, sense of community, dan alignment with organization?s values) terhadap lima variabel employee work attitude (intention to quit, organizational commitment, intrinsic work satisfaction, job involvement, dan organizational-based self-esteem (OBSE). Penelitian ini melibatkan 115 sampel karyawan (guru dan non-guru) di Yayasan ABC dengan menggunakan kuesioner. Pengolahan data dalam penelitian ini dilakukan dengan menggunakan metode Partial Least Square (PLS).Hasil penelitian menunjukkan bahwa variabel organizational commitment dipengaruhi oleh semua dimensi workplace spirituality, yang terdiri dari meaningful work, sense of community, dan alignment with organization?s values. Variabel intention to quit dipengaruhi oleh dua dimensi workplace spirituality, yakni sense of community dan alignment with organization?s values. Variabel intrinsic work satisfaction hanya dipengaruhi oleh satu dimensi workplace spirituality, yakni sense of community. Variabel job involvement hanya dipengaruhi oleh satu dimensi workplace spirituality, yakni meaningful work. Variabel organization-based self-esteem dipengaruhi oleh dua dimensi workplace spirituality, yakni meaningful work dan sense of community.

---

This study aimed to investigate the effect of workplace spirituality that consists of three dimensions (meaningful work, sense of community, and alignment with organization's values) t five variables of employee work attitude that consists of intention to quit, organizational commitment, intrinsic work satisfaction, job involvement, and organizational-based self-esteem. This study included 115 samples of employees (teachers and non-teachers) at ABC Foundation. Data were collected using questionnaire, and then analyzed using Partial Least Square (PLS).The result of this study indicated that organizational commitment was influenced by all dimensions of workplace spirituality, namely meaningful work, sense of community and alignment with organization's values. Intention to quit was influenced by sense of community and alignment with organization's values. Intrinsic work satisfaction was influenced by sense of community. Job involvement was influenced by meaningful work. Organization-based self-esteem was influenced by meaningful work and sense of community."

"ABSTRAKTujuan penelitian ini adalah untuk mengetahui peran modal psikologis sebagai moderator hubungan antara perilaku bullying di tempat kerja dan kepuasan hidup. Penelitian ini merupakan penelitian kuantitatif dengan metode korelasional dengan menggunakan sampel individu pekerja berusia 19-64 tahun dan memiliki masa kerja minimal enam bulan. Variabel dalam penelitian ini diukur dengan menggunakan Negative Act Questionnaire-Revised (NAQ-R), Satisfaction with Life Scale (SWLS), dan Psychological Capital Questionnaire-12 (PCQ-12). Hasil penelitian menunjukkan bahwa modal psikologis tidak berperan sebagai moderator dalam hubungan intimidasi dan kepuasan hidup di tempat kerja. Selain itu, hasil penelitian ini menemukan bahwa perilaku bullying di tempat kerja tidak memiliki hubungan yang signifikan dengan kepuasan hidup. Namun, terdapat hubungan yang signifikan antara modal psikologis dengan kepuasan hidup.ABSTRACTThe purpose of this study was to determine the role of psychological capital as a moderator in the relationship between bullying at work and life satisfaction. This research is a quantitative study with a correlational method using a sample of individual workers aged 19-64 years and has a minimum work period of six months. The variables in this study were measured using the Negative Act Questionnaire-Revised (NAQ-R), Satisfaction with Life Scale (SWLS), and Psychological Capital Questionnaire-12 (PCQ-12). The results showed that psychological capital did not act as a moderator in intimidation and life satisfaction at work. In addition, the results of this study found that bullying at work did not have a significant relationship with life satisfaction. However, there is a significant relationship between psychological capital and life satisfaction."

"The transformational technologies of the Internet-Web compound continue to exert a vast and readily apparent influence on the way we live and work. In recent times, internet penetration is now very high in most parts of the world, impacting the context and content of the workplace and the boundary between work and private life is even more porous. Not only has the reach increased, but the technologies to access the Internet-Web have further evolved towards increasing portability. The hardware evolution from desktops to laptops to mobile technologies (phones, tablets, watches, eyeglasses) marches forward. The increasing mobility and 24/7 accessibility offers the opportune time to revisit the transformations occurring.Today the Internet consists of billions of digital devices, people, services and other physical objects with the potential to seamlessly connect, interact and exchange information about themselves and their environment. Organizations now use these digital devices and physical objects to produce and consume Internet-based services. This new Internet ecosystem is commonly referred to as the Internet of People, Things and Services (IoPTS). In this follow-up to their 2006 volume, Simmers & Anandarajan examine how The Internet of People, Things and Services (IoPTS) transforms our workplaces.Information and communications technology (ICT) expansion from desktops to laptops to ubiquitous smart objects that sense and communicate directly over the internet – the IoPTS - offers us the opportune time to revisit how the Internet transforms our workplaces."