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"Penelitian ini bertujuan untuk menganalisis pengaruh dari human resource practices terhadap job satisfaction baik secara langsung dan melalui adanya mediasi dari affective organizational commitment dan organizational identification. Pendekatan yang di dalam penelitian ini menggunakan pendekatan kuantitatif melalui kuesioner digital untuk mengumpulkan data yang diambil melalui media sosial. Responden yang terlibat dalam penelitian ini ditentukan dengan metode non-probability sampling, yaitu teknik pengambilan sampel yang tidak memberi peluang/kesempatan sama bagi setiap unsur atau anggota populasi untuk dipilih menjadi sampel. Populasi dari responden yang dalam penelitian ini adalah seluruh karyawan generasi milenial dengan pengalaman bekerja minimal satu tahun yang bekerja di Indonesia. Indikator yang digunakan dalam mengrukur variabel pada penelitian ini sebanyak 45 item, yang terdiri dari 28 item human resource practices, delapan item affective organizational commitment, enam item organizational identification, dan tiga item job satisfaction. Hasil yang didapatkan menunjukkan terdapat pengaruh yang positif dan signifikan dari human resource practices terhadap job satisfaction baik secara langsung maupun melalui mediasi dari affective organizational commitment dan organizational identification. Kedua variabel mediasi tersebut juga memiliki pengaruh yang positif dan signifikan terhadap job.

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Human resource practices towards job satisfaction both directly and through mediation of affective organizational commitment and organizational identification. This research uses quantitative research which uses a digital questionnaire to collect data taken through social media. The respondents involved in this study were determined by the non-probability sampling method, which is a sampling technique that does not provide the same opportunities/opportunities for each person or member selected as a sample. The population of respondents in this study were all millennial generation companies with at least one year's work experience working in Indonesia. Indicators used in measuring the variables in this study were 45 items, consisting of 28 items of human resource practices, eight items of affective organizational commitment, six items of organizational identification, and three items of job satisfaction. The results obtained indicate that there is a positive and significant influence of human resource practices on job satisfaction both directly and through mediation of affective organizational commitment and organizational identification. All mediation variables also has a positive and significant effect on job satisfaction."

"Penelitian mengenai generasi milenial atau generasi “Y” merupakan sebuah topik penelitian yang menarik, kontekstual dan seksi untuk dilakukan. Peran mereka dewasa ini juga menjadi kian penting dengan semakin besarnya kuantitas mereka di dunia kerja dan juga kualitas mereka yang sudah banyak mengisi beberapa posisi di perusahaan terkemuka yang ada di Indonesia. Studi empiris ini bertujuan unutk menganalisis pengaruh dari organizational engagement terhadap job satisfaction baik secara langsung dan melalui adanya mediasi dari organizational identification dan organizational commitment. Pendekatan yang digunakan menggunakan pendekatan kuantitatif melalui kuesioner digital untuk mengumpulkan data yang dihimpun melalui sosial media. Responden yang terlibat dalam penelitian ini ditentukan dengan metode non probability sampling, dengan populasi responden yang seluruhnya merupakan karyawan dari generasi milenial dengan pengalaman minimal satu tahun kerja. Hasil yang ditemukan menggambarkan bahwa ada aspek yang mempengaruhi hubungan yang dimediasi dalam hipotesis. Diskusi, implikasi manajerial, dan saran atas penelitian ini selanjutnya diberikan di akhir laporan akhir ini.

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The study of the millennial generation or the "Y" generation is an interesting, contextual and sexy research topic to do. Their role nowadays has also become increasingly important with their increasing quantity in the world of work and also the quality of those who have filled a number of positions in companies and even in government. This empirical study aims to analyze the effect of organizational engagement on job satisfaction both directly and through the mediation of organizational identification and organizational commitment. The approach used uses a quantitative approach through a digital questionnaire to collect data collected through social media. Respondents involved in this study were determined using a non-probability sampling method, with a population of respondents who were all employees of the millennial generation with at least one year of work experience. The results found illustrate that there are aspects that affect the relationship that is mediated in the hypothesis. Discussions, managerial implications, and suggestions for this study are provided at the end of this final report.."

"[ABSTRAKPenelitian ini bertujuan untuk mengetahui bagaimana pengaruh dari praktiksumber daya manusia dan karakteristik pekerjaan terhadap perilaku cyberloafing,serta mengetahui apakah komitmen organisasi memiliki peran sebagai variabelmediasi. Pengumpulan data dilakukan dengan menggunakan metode surveykuesioner. Penelitian ini dilakukan terhadap karyawan kantor pusat PT Pertamina(Persero) Jakarta dengan total responden sebesar 235 orang. Analisis datamenggunakan metode structural equation modelling dan aplikasi LISREL 8.8dengan adanya variabel mediasi. Hasil penelitian menunjukkan bahwa praktiksumber daya manusia dan karakteristik pekerjaan tidak signifikan berpengaruhterhadap perilaku cyberloafing, sedangkan komitmen organisasi berpengaruhsecara negatif terhadap cyberloafing. Selanjutnya praktik sumber daya manusiadan karakteristik pekerjaan ditemukan berhubungan signifikan dengan komitmenorganisasi. Menurut rujukan, jika terjadi hubungan seperti itu maka komitmenorganisasi berhasil memediasi secara penuh hubungan antara praktik sumber dayamanusia dan karakteristik pekerjaan dengan cyberloafing. Praktik sumber dayamanusia dan juga karakteristik pekerjaan tidak berpengaruh secara langsung,melainkan harus melalui komitmen organisasi yang terbukti berhubungansignifikan baik dengan praktik sumber daya manusia, karakteristik pekerjaanmaupun cyberloafing.

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ABSTRACTThe purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship.;The purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship., The purpose of this study is to analyze the effect of human resource practices andjob characteristics on cyberloafing behavior, also to seek the role of organizationalcommitment as a mediator. Data were collected using questionnaire fromemployees who work at Kantor Pusat PT Pertamina (Persero) Jakarta with totalrespondent of 235. Data analysis is conducted using structural equation modellingand LISREL 8.8 application with the presence of mediation effect. The result ofthe study shows that human resource practices and job characteristics have nosignificant effect towards cyberloafing, however organizational commitment issignificantly negative with cyberloafing. Human resouce practices and jobcharacteristics shows that they are positively significant with organizationalcommitment. Based on literature, if such relationship exist, thereforeorganizational commitment successfully mediates the relations between humanresource practices and job characteristics towards cyberloafing. Both humanresource practices and job characteristics has no direct effect to cyberloafing,since organizational commitment inconsistently mediates the relationship.]"

"Penelitian ini bertujuan untuk menganalisis pengaruh kepuasan kerja terhadap komitmen keorganisasian pegawai tetap generasi milenial di wilayah DKI Jakarta. Komitmen organisasi terdiri dari tiga variabel terikat, yaitu komitmen afektif, komitmen berkelanjutan, dan komitmen normatif. Teknik pengambilan sampel yang digunakan adalah purposive non-probability sampling dan diperoleh sebanyak 139 sampel yang dianalisis menggunakan software SPSS 25. Peneliti menggunakan analisis statistik deskriptif untuk mendeskripsikan responden, mengukur tendensi sentral, dan mengukur variabilitas jawaban responden. Peneliti menggunakan analisis regresi sederhana untuk menguji pengaruh variabel bebas, kepuasan kerja, terhadap ketiga variabel komitmen organisasi. Hasil penelitian menunjukkan bahwa kepuasan kerja berpengaruh positif dan signifikan terhadap komitmen afektif, komitmen berkelanjutan dan komitmen normatif.

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This study aims to analyze the effect of job satisfaction on the organizational commitment of millennial generation permanent employees in the DKI Jakarta area. Organizational commitment consists of three dependent variables: affective commitment, continuance commitment, and normative commitment. The sampling technique used is purposive non-probability sampling and obtained as many as 139 samples which were analyzed using SPSS 25 software. The researcher uses descriptive statistical analysis to describe the respondents, measure central tendency, and measure the variability of the respondent's answers. Researchers used simple regression analysis to test the effect of the independent variable, job satisfaction, on the three variables of organizational commitment. The results show that job satisfaction positively and significantly affects affective, continuance, and normative commitment."

"Komitmen afektif merupakan sikap positif yang dimiliki oleh karyawan yang menunjukkan loyalitasnya pada perusahaan. Perusahaan perlu memperhatikan faktor yang berpengaruh dalam mendukung terciptanya komitmen afektif, salah satunya High Commitment Human Resource Practices (HCHRP). Penelitian ini bertujuan untuk mengetahui peran usia sebagai moderator hubungan antara HCHRP dan komitmen afektif yang dikelompokkan menjadi Development High Commitment Human Resource Practices (DHCHRP) dan Maintenance High Commitment Human Resource Practices (MHCHRP). Pengumpulan data dilakukan pada karyawan Divisi ABC PT XY (N = 144) dan dianalisis menggunakan analisis regresi berganda dengan analisis moderasi. Hasil penelitian menunjukkan usia menguatkan hubungan DHCHRP dengan komitmen afektif, yaitu pada karyawan senior, persepsi DHCHRP memengaruhi komitmen afektif lebih kuat daripada karyawan junior. Sebaliknya, usia melemahkan hubungan MHCHRP dan komitmen afektif, yaitu persepsi MHCHRP memengaruhi komitmen afektif lebih lemah pada karyawan senior daripada karyawan junior. Sementara itu, intervensi pelatihan job crafting dilakukan untuk meningkatkan persepsi karyawan pada HCHRP terutama praktik SDM partisipasi yang diharapkan juga dapat meningkatkan komitmen afektif karyawan. Efektivitas intervensi dianalisis menggunakan Wilcoxon Signed Rank Test. Hasil analisis menunjukkan pengetahuan karyawan tentang job crafting meningkat, tetapi tidak dengan perilakunya.

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ABSTRACT

 

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The affective commitment is a positive attitude that employees have and demonstrates their loyalty to the company. The company needs to pay attention to influential factors in supporting the form of affective commitment, one of which is High Commitment Human Resource Practices (HCHRP). This research aims to determine the role of age as moderator in the relationship between HCHRP and the affective commitment grouped into Development High Commitment Human Resource Practices (DHCHRP) and Maintenance High Commitment Human Resource Practices (MHCHRP). Data collection was conducted to the employees of ABC Division PT XY (N = 144) and analyzed using multiple regression with moderation analysis. The results showed that the relationship between DHCHRP and affective commitment was strengthened by age, that is, older workers perceived DHCHRP affect the affective commitment stronger than younger workers. Conversely, MHCHRP relationships and affective commitments was weakened by age, i.e. older workers of the MHCHRP perception affect affective commitment weaker than younger workers. Meanwhile, intervention of job crafting training was carried out to improve employee perception on HCHRP, specifically participation which is expected to also increase the employee`s affective commitment. The effectiveness of the intervention was analyzed using Wilcoxon Signed Rank Test. Results of the analysis showed that the knowledge of employees on job crafting increased, but not by their behavior.

 

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"ABSTRAKPenelitian ini bertujuan untuk melihat pengaruh dari leader member exchange, human resource management practices, dan psychological empowerment terhadap extra role performance dengan mediasi organizational commitment pada karyawan Indonesia di Kedutaan X. Responden penelitian ini berjumlah 280 karyawan Indonesia di Kedutaan X. Model penelitian menggunakan 7 hipotesis yang diuji oleh Structural Equation Modeling SEM .Hasil penelitian menyatakan bahwa organizational commitment berpengaruh positif dan signifikan terhadap extra role performance. Organizational commitment memediasi hubungan antara leader member exchange, human resource management practices, dan psychological empowerment dengan extra role performance.Kata kunci: leader member exchange, human resource management practices, psychological empowerment, extra role performance, organizational commitment.

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ABSTRACTThis study aims to know the impact between leader member exchange, human resource management practices, and psychological empowerment on extra role performance mediated by organizational commitment of Indonesian employee at Embassy X. This study using 280 respondents of Indonesian employees at Embassy X and Structural Equation Model SEM method is used for analyzing data.The results declare that organizational commitment is positively related to extra role performance and acts as mediator between leader member exchange, human resource management practices, psychological empowerment and extra role performance. "

"Penelitian ini bertujuan untuk memahami pengaruh workplace flexibility terhadap turnover intention yang dimediasi oleh affective commitment dan employee engagement pada karyawan generasi milenial Indonesia. Penelitian kuantitatif ini menggunakan metode convenience sampling dan cross-sectional design dengan jumlah sampel 510 responden. Data diolah dengan menggunakan metode Structural Equation Modeling (SEM).Hasil penelitian menunjukkan bahwa workplace flexibility tidak memiliki pengaruh negatif terhadap turnover intention. Sedangkan workplace flexibility memiliki pengaruh positif terhadap affective commitment dan employee engagement. Selanjutnya, affective commitment dan employee engagement memiliki pengaruh negatif terhadap turnover intention. Kontribusi teoritis dari penelitian ini adalah dapat menemukan pengaruh negatif workplace flexibility terhadap turnover intention ketika dimediasi oleh affective commitment dan emplyoee engagement. Selain itu, kontribusi praktis dari penelitian ini adalah sebagai bahan pertimbangan untuk dapat menurunkan turnover intention karyawan generasi milenial Indonesia.

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This study aims to understand the effect of workplace flexibility on turnover intention which is mediated by affective commitment and employee engagement on Indonesia millennial employees. This quantitative study approach with convenience sampling and cross-sectional design with a sample of 510 respondents. Data is analyzed using Structural Equation Modelling (SEM).

The result of the study show that workplace flexibility does not have a negative influence on turnover intention. While workplace flexibility has a positive influence on affective commitment and employee engagement. Furthermore, affective commitment and employee engagement have a negative influence on turnover intention. The theoretical contribution of this study is to be able to find the negative effect of workplace flexibility on turnover intention when mediated by affective commitment and employee engagement. In addition, the practical contribution of this research is as a provision of considerable factors in minimizing the turnover intention of Indonesian millennial employees."

"Pertumbuhan Startup di Indonesia sangat pesat dengan adanya dukungan pemerintah dengan 1000 Startup digital dan akan menjadi puncaknya pada tahun 2030 dengan diimbangi kenaikan ekonomi digital hingga empat kali lipat di tahun tersebut dan dibarengi dengan meledaknya penduduk usia produktif yang didominasi oleh generasi milenial pada kurun waktu tersebut. . Adanya kegagalan yang dialami oleh 90% perusahaan startup, pelaku industri startup perlu mempertimbangkan berbagai hal untuk menghindarinya. Komitmen pegawai terhadap organisasi merupakan salah satu dari beberapa faktor yang mampu mensukseskan perusahaan dalam mencapai tujuannya. Selain itu, komitmen pegawai instansi pemerintahan yang berfungsi sebagai pelayan publik harus berkomitmen penuh terhadap pekerjaannya sehingga menghasilkan output yang maksimal. Kepuasan kerja diyakini sebagai faktor penentu komitmen pegawai terhadap organisasi. Organizational dissent dinilai menjadi salah satu faktor yang memengaruhi kepuasan kerja pegawai. Maka dari itu, penelitian ini bertujuan untuk mengetahui pengaruh organizational dissent terhadap kepuasan kerja dan untuk mengetahui pengaruh kepuasan kerja terhadap komitmen organisasi. Penelitian ini menggunakan metode kuantitatif dengan menyebarkan kuesioner ke 389 karyawan milenial di perusahaan startup. Hasil penelitian ini menunjukkan bahwa organizational dissent memiliki hubungan positif terhadap kepuasan kerja pegawai, organizational dissent memiliki hubungan positif yang signifikan terhadap kepuasan kerja karyawan, dan kepuasan kerja pegawai memiliki hubungan positif terhadap komitmen organisasi pegawai. Selain itu, hasil penelitian ini dapat direkomendasikan kepada organisasi, terutama di perusahaan startup untuk meningkatkan komitmen karyawan milenial.

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Startup growth in Indonesia is very rapid with the support of the government with 1000 digital startups and will be at its peak in 2030 by being offset by a four-fold increase in the digital economy that year and accompanied by the explosion of the productive age population, which is dominated by the millennial generation at that time. Due to the failure experienced by 90% of startup companies, startup industry players need to consider various things to avoid it. Employee commitment to the organization is one of several factors that can make the company successful in achieving its goals. In addition, the commitment of government agency employees who function as public servants must be fully committed to their work so as to produce maximum output. Job satisfaction is believed to be a determining factor for employee commitment to the organization. Organizational dissent is considered to be one of the factors that affect employee job satisfaction. Therefore, this study aims to determine the effect of organizational dissent on job satisfaction and to determine the effect of job satisfaction on organizational commitment. This study uses a quantitative method by distributing questionnaires to 389 millennial employees in startup companies. The results of this study indicate that organizational dissent has a positive relationship to employee job satisfaction, organizational dissent has a significant positive relationship to employee job satisfaction, and employee job satisfaction has a positive relationship to employee organizational commitment. In addition, the results of this study can be recommended to organizations, especially in startup companies to increase millennial employee commitment."

"ABSTRAKFenomena job-hopping atau kutu loncat bagi angkatan kerja gen Y merupakan permasalahan yang dihadapi oleh departemen SDM di perusahaan-perusahaan saat ini. Para ahli memperkirakan pada tahun 2020, gen Y akan memenuhi 50 tenaga kerja di dunia. Tingginya angka turnover pada karyawan gen Y menyebabkan perusahaan mulai beradaptasi dengan fenomena ini. Berbagai program dan tawaran disiapkan untuk menarik minat dan kesetiaan karyawan gen Y. Mulai dari gaji, work-life balance, hingga suasana kerja yang nyaman disiapkan perusahaan untuk menyambut angkatan kerja gen Y yang akan semakin banyak. Organizational emotional intelligence OEI adalah variabel dengan level iklim yang melibatkan norma dan kebiasaan karyawan di kantor yang merupakan indikator untuk mengukur iklim suasana kerja. Penelitian ini akan melihat bagaimana OEI dapat mempengaruhi intention to leave karyawan gen Y melalui mediasi sikap karyawan yang dihubungkan kepada variabel job satisfaction dan affective commitment. Dengan mensurvei karyawan di instansi pemerintah di Jakarta n=109 , penelitian ini menemukan bahwa job satisfaction dan affective commitment memediasi dampak dari OEI pada intention to leave. Penelitian ini memberikan kontribusi untuk pemahaman yang lebih luas tentang persepsi dampak OEI terhadap sikap karyawan terhadap organisasi dan pekerjaan; dan bagaimana sikap ini berdampak pada intention to leave.

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ABSTRACTThe phenomenon of job hopping for the Y workforce is a problem faced by the HR departments of the companies today. Experts estimate by 2020, Y genes will meet 50 of the workforce in the world. The high number of turnover in gen Y employees cause companies to adapt to this phenomenon. Various programs and offers are set up to attract the interest and loyalty of gen Y employees. Starting from salary, work life balance, to a comfortable working atmosphere the company prepares to welcome the growing Y workforce. Organizational emotional intelligence OEI is a variable with a climate level that involves the norms and habits of employees in the office which is an indicator to measure the climate of work atmosphere. This study will look at how OEI can influence the intention to leave gen Y employees through mediation of employee attitudes that are linked to job satisfaction and affective commitment variables. By surveying employees at a government agency in Jakarta n 109 , this study found that job satisfaction and affective commitment mediate the impact of OEI on intention to leave. This study contributes to a broader understanding of OEI 39 s impact perceptions on employee attitudes towards organization and employment and how this attitude affects the intention to leave."

"Untuk membangun hubungan yang positif dengan karyawan, perusahaan perlu memberikan dukungan dan menyediakan sumber informasi kepada karyawan. Karyawan dengan engagement yang tinggi memiliki keterikatan yang lebih besar terhadap perusahaan dan kecenderungan yang lebih rendah untuk meninggalkan perusahaan. Penelian ini bertujuan untuk mengetahui pengaruh dari information flow, information adequacy, dan interaction supportiveness sebagai dimensi dari employee communication terhadap affective commitment dengan job engagement sebagai mediasi menggunakan metode Structural Equation Modeling (SEM). Data penelitian diperoleh dari 204 karyawan milenial di seluruh Indonesia. Hasil penelitian menunjukkan bahwa information flow dan interaction supportiveness memiliki pengaruh positif terhadap job engagement dan affective commitment, serta job engagement memediasi secara complementary pengaruh information flow dan interaction supportiveness terhadap affective commitment.

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To develop and maintain positive relationships with employees, organizations need to provide support and resources to employees. When employees are engaged in their work, their commitment to the organization is strengthened and the likelihood of them leaving the organization decreases. This study aims to analyze the effect of dimension of employee communication that are information flow, information adequacy, and interaction supportiveness toward affective commitment and job engagement as mediator using Structural Equation Modeling (SEM) method. Research data were collected from 204 millennials employees in Indonesia. The study result showed that information flow and interaction supportiveness has a positive effect toward job engagement and affective commitment, also job engagement complementary mediating the effect of information flow and interaction supportiveness toward affective commitment."