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"Studi yang mempelajari karakteristik unik dari generasi milenial hingga saat ini masih relevan, kontekstual, dan menarik untuk dilakukan. Hal tersebut dilatarbelakangi oleh semakin besarnya jumlah generasi milenial yang mulai menempati posisi strategis pada berbagai perusahaan di pasar global. Penelitian empiris ini berfokus dalam pengaruh dari tingkat kepuasan terhadap gaji kepada kepuasan karir dengan menggunakan eksplorasi work-family enrichment (WFE) dan komitmen karyawan sebagai variabel mediasi pada generasi milenial di Indonesia. Survei daring dilakukan di dalam rentang waktu 1 bulan, sehingga menghasilkan respon yang berasal dari 238 partisipan. Data yang diperoleh diharapkan memperoleh informasi tentang latar belakang sosial ekonomi, lama bekerja, hingga persepsi atas kepuasan gaji serta kepuasan karir tiap individu. Pengolahan data dilakukan dengan menggunakan software SEM-AMOS, dan dihasilkan temuan bahwa tingkat kepuasan terhadap gaji secara signifikan mempengaruhi tingkat kepuasan terhadap karir, melalui peran mediasi dari work-family enrichment dan komitmen karyawan generasi milenial terhadap organisasinya. Diskusi, implikasi manajerial, dan saran bagi penelitian selanjutnya diberikan pada akhir laporan akhir ini.

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The study of millennial generations is still relevant, contextual, and interesting to do. This is motivated by the increasing number of millenials that occupied on a strategic position in various companies in the global market. This empirical research determines to see the effect of salary satisfaction on career satisfaction with work-family enrichment (WFE) and employee commitment as a mediating variables for millennial generation in Indonesia. The survey was carried out within a period of 1 month, resulting in responses from 238 respondents. The data obtained are expected to give information about socioeconomic background, length of work, and the perception of salary satisfaction and career satisfaction of each individual. The data were processed with the SEM-AMOS software and finding results indicate that there is a significant role of work-family enrichment and employee commitment as a mediator on the relationship between salary satisfaction and career satisfaction. Discussions, managerial implications, and suggestions for further research are given at the end of this final report."

"Tesis ini membahas pengaruh Work Family Conflict WFC , Family Work Conflict FWC dan stres kerja terhadap kepuasan kerja dan komitmen organisasi di lingkungan Sekretariat Kabinet RI. Penelitian ini adalah penelitian kuantitatif dengan analisis jalur menggunakan Lisrel 8.7. metode pengambilan sample menggunakan teknik convenience sampling. Penelitian ini dilakukan di lingkungan Sekretariat Kabinet dengan mengambil sampel sebesar 205 responden yang terdiri dari pejabat eselon III, pejabat eselon IV dan staf.Hasil dari penelitian ini menunjukkan bahwa WFC, FWC dan stres kerja memiliki pengaruh yang negatif dan signifikan terhadap kepuasan kerja. Hasil berikutnya menunjukkan bahwa FWC dan stres kerja meiliki pengaruh yang negatif dan signifikan terhadap komitmen organisasi namun WFC tidak memiliki pengaruh yang signifikan terhadap komitmen organisasi. WFC memiliki pengaruh yang signifikan terhadap komitmen organisasi apabila dimediasi oleh kepuasan kerja.Penelitian berikutnya diharapkan dapat mengikutsertakan berbagai Instansi Pemerintah sebagai populasi penelitian dan penelitian berikutnya diharapkan dapat mengukur dampak WFC dan FWC terhadap tiga aspek komitmen organisasi secara terpisah, yakni komitmen afektif, komitmen kontinuan dan komitmen normatif.

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This thesis discusses the influence of Work Family Conflict WFC , Work Family Conflict FWC and work stress on job satisfaction and organizational commitment within the Secretariat of the Cabinet Affairs. This research is quantitative analysis using the path lisrel 8.7. sampling method using a convenience sampling technique. This research was conducted within the Secretariat of the Cabinet of the Republic of Indonesia by taking a sample of 205 respondents consisting of echelon III, IV echelon officials and staff.

Results from this study indicate that the WFC, FWC and work stress has a negative and significant effect on job satisfaction. The next result shows that the FWC and work stress has particularly negative and significant effect on organizational commitment but WFC does not have a significant impact on organizational commitment. WFC has a significant influence on organizational commitment when mediated by job satisfaction.

The next study is expected to involve the various government agencies as a population study and subsequent research is expected to measure the impact of WFC and FWC on three separate aspects of organizational commitment, the affective commitment, continuant commitment and normative commitment."

"Jam kerja yang berlebihan memberikan dampak bagi individu dan perusahaan. Bagi individu, jam kerja yang berlebihan dapat menyebabkan ketidakseimbangan waktu antara pekerjaan dan keluarga, sehingga terdapat konflik antara peran dalam pekerjaan dan keluarga. Untuk mengatasi konflik pekerjaan dan keluarga, dibutuhkan pemberian jam kerja yang fleksibel yang memungkinkan pegawai untuk dapat mengatur jam untuk bekerja dan keluarga, yang dapat diwakili melalui kreasi kerja. Penelitian ini bertujuan untuk mengetahui hubungan kreasi kerja dengan konflik pekerjaan dan keluarga pada pegawai milenial di Indonesia. Penelitian ini merupakan penelitian kuantitatif yang melibatkan 347 partisipan dengan karakteristik yaitu pegawai perusahaan negeri atau swasta dengan rentang usia 24-40 tahun dan telah bekerja selama minimal 1 tahun. Dalam penelitian ini dilakukan uji psikometri yang meliputi uji reliabilitas dengan metode cronbach’s alpha dan uji validitas dengan metode face validity dan content validity. Melalui perhitungan uji reliabilitas, alat ukur kreasi kerja dan konflik pekerjaan dan keluarga terbukti memiliki konsistensi internal yang baik dengan nilai α=0,78 untuk alat ukur Job Crafting Scale (Tims et al., 2012) dan α=0.891 untuk alat ukur Work Family Conflict Scale (Netemeyer et al., 1996). Analisis korelasi Spearman menunjukkan bahwa terdapat korelasi negatif yang signifikan antara kreasi kerja dengan konflik pekerjaan dan keluarga r= -.10*, p<0.05. Akan tetapi, tidak terdapat korelasi antara dimensi meningkatkan sumber daya kerja struktural, menurunkan tuntutan pekerjaan yang menghambat, dan meningkatkan sumber daya tugas sosial. Oleh karena itu, disimpulkan apabila kreasi kerja dapat digunakan untuk mengurangi konflik pekerjaan dan keluarga.

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Excessive working hours have an impact on individuals and companies. For individuals, excessive working hours can cause an imbalance of time between work and family, so that it creates a conflict between work and family roles. To overcome work and family conflict, it is necessary to allow flexible working hours so that employees are able to set free-hours for their work and family, which can be represented through job crafting. This study aims to determine the relationship between job crafting and work and family conflict among millennial employees in Indonesia. This is a quantitative study involving 347 participants with its characteristics as an employees of public or private companies with an age range of 24-40 years and have worked for at least a year. This study used psychometric tests which included reliability tests (Cronbach's Alpha method) and validity tests included the face validity and content validity methods. Through the calculation of the reliability test, the measuring tool for job crafting and work and family conflict were proven to have a good internal consistency with a value of α=0.78 for the job crafting scale (Tims et al., 2012) and α=0.891 for the work family conflict scale (Netemeyer et al., 1996). Using a Spearman correlation analysis, the result shows that there is a negatively significant correlation between job crafting and work and family conflict r= -.10*, p<0.05. However, it is found that there is no correlation between the dimensions of increasing structural work resources, decreasing inhibiting job demands, and increasing social task resources. Therefore, it is concluded that job crafting could be used to reduce work and family conflicts."

"Penelitian ini bertujuan untuk menguji pengaruh career development terhadap employee retention dengan employee engagement sebagai variabel mediasi. Career development diukur menggunakan konsep assesment phase, direction phase dan development phase. Employee engagement diukur dengan vigor, dedication, dan absorption dan employee retention diukur dengan indikator employee retention intention. Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian dikumpulkan melalui kuesioner yang dilakukan pada 90 karyawan kantor pusat PT. Jasa Marga (Persero) Tbk dengan menggunakan teknik non-probability convenience sampling. Penelitian ini menggunakan analisis jalur dan sobel test untuk menguji pengaruh langsung dan mediasi dari variabel-variabel.Hasil analisis jalur mengindikasikan bahwa career development mempengaruhi employee engagement secara signifikan. Hasil analisis jalur juga mengindikasikan bahwa career development dan employee engagement mempengaruhi employee retention secara signifikan. Hasil sobel test membuktikan pengaruh tidak langsung career development terhadap employeeretention melalui employee engagement secara signifikan.

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This study aims to examine career development on employee retention through employee engagement as a mediating variable. assesment phase, direction phase and development phase) Vigor,dedication,and absorption and employee retention intention indicator were using to measure career development,employee engagement and employee retention. This research used a quantitative approach. Data was collected through questionnaire which conducted on 90 employees PT Jasa Marga (Persero) Tbk by non-probability convenience sampling method. Path analysis and sobel test were used to test the direct and mediating relationship between variables. Path analysis show that career development affects employee engagement significantly. It also show career development and employee engagement affect employee retention significantly. Sobel test confirm for the indirect effect of career development on employee retention through employee engagement."

"Salah satu karakteristik pegawai generasi Z adalah tidak ragu untuk memiliki intensi turnover ketika pekerjaannya tidak sesuai dengan ekspektasinya. Pekerjaan yang sesuai dengan ekspektasi generasi Z adalah pekerjaan yang mendapat pengayaan. Dengan pekerjaan yang mendapat pengayaan, generasi Z menganggap pekerjaannya lebih bermakna dan dapat mengurangi intensi turnover-nya. Penelitian ini bertujuan untuk melihat peran mediasi kebermaknaan kerja terhadap hubungan pengayaan kerja dan intensi turnover pada pegawai generasi Z. Penelitian ini melibatkan 264 partisipan pegawai generasi Z dengan masa kerja minimal 1 tahun pada perusahaan dan posisi yang sama. Alat ukur yang digunakan adalah Turnover Intention Scale untuk mengukur intensi turnover, Job Diagnostic Survey-Revised untuk mengukur pengayaan kerja, dan Work and Meaning Inventory untuk mengukur kebermaknaan kerja. Analisis statistik yang digunakan pada penelitian ini adalah analisis mediasi sederhana (model 4) dengan program PROCESS. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh langsung yang tidak signifikan antara pengayaan kerja dan intensi turnover (c’= 0.007, t(264) =0.977, p .01) dan terdapat pengaruh tidak langsung yang signifikan antara pengayaan kerja dengan intensi turnover melalui kebermaknaan kerja (ab = -0.023). Oleh karena itu dapat disimpulkan bahwa kebermaknaan kerja merupakan mediator penuh terhadap hubungan pengayaan kerja dan intensi turnover pada pegawai generasi Z. Penelitian ini dapat memberikan data ilmiah bahwa perusahaan perlu memperhatikan pengayaan kerja yang dapat membentuk persepsi kebermaknaan kerja untuk mempertahankan pegawai generasi Z di perusahaan.

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One of the characteristics of generation Z employees is that they do not hesitate to have turnover intentions when their work does not meet their expectations. Jobs that meet the expectations of Generation Z are enriched jobs. With enriched jobs, generation Z considers their work more meaningful and can reduce their turnover intention. This study aims to look at the mediating role of meaningful work on the relationship of job enrichment and turnover intention in Generation Z employees. This study involved 264 Generation Z employees with at least 1 year tenure in the same company and position. The measurement tools used are Turnover Intention Scale to measure Turnover Intention, Job Diagnostic Survey-Revised to measure job enrichment, and Work and Meaning Inventory to measure meaningful work. The statistical analysis used in this study is a simple mediation analysis (model 4) with the PROCESS program. The results of this study indicate that there is no significant direct effect between job enrichment and turnover intention (c'= 0.007, t(264) = 0.977, p > .01) and there is a significant indirect effect between job enrichment and turnover intention through meaningful work (ab= -0.023). Therefore, it can be concluded that meaningful work is a full mediator on the relationship of job enrichment and turnover intention on generation Z employees. This research can provide scientific data that companies need to pay attention on job enrichment which can form a meaningful perception of work to retain generation Z employees in the company."

"Penelitian ini dilakukan untuk menguji pengaruh kecerdasan emosional terhadap kemampuan adaptasi karir dan kinerja berdasarkan peran. Dalam penelitian ini pengukuran tingkat kecerdasan emosional dilakukan dengan menggunakan alat ukur yang dikembangkan oleh Schutte (2009) yang berjudul The Assessing Emotions Scale. Sementara pengukuran kemampuan adaptasi karir dilakukan dengan menggunakan alat ukur yang bernama Career Adapt-Abilities Scale, yang dikembangkan oleh Savickas & Porfeli (2012). Kinerja diukur menggunakan alat ukur yang bernama Role Based Performance Scale (RBPS), yang dikembangkan oleh Welbourne, Erez, & Johnson (1998). Analisis atas penelitian dilakukan dengan menggunakan teknik Structural Equation Model (SEM), terhadap data yang berasal dari 407 responden. Respoden terdiri dari karyawan yang telah bekerja dalam rentang waktu minimal 1 tahun. Hasil penelitian ini menunjukkan bahwa kecerdasan emosional memiliki pengaruh positif dengan kemampuan adaptasi karir dan kinerja berdasarkan peran.

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This study aimed to examine the effect of a positive relationship between emotional intelligence towards career adaptability and performance. In this study the measurement of emotional intelligence levels using the measurement tools developed by Schutte, NS, Malouff, JM, & Bhullar, N. (2009) entitled The Assessing Emotions Scale. Career adaptability measurement using a measuring tool called the Career Adapt-Abilities Scale developed by Savickas, ML, & Porfeli, EJ (2012). Performance was measured using a measuring tool called Role-Based Performance Scale (RBPS) developed by Theresa Welbourne, Amir Erez, Dianne Johnson (1998). Analyzed using Structural Equation Model (SEM) with Lisrel method to data derived from the 407 respondents, workers who have worked in a span of at least 1 year. The results of this study found that career adaptability has a positive influence with career adaptability and role based performance."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh konflik kerja-keluarga work family conflict dan dukungan sosial social support terhadap stres kerja job stress , studi kpada karyawan manajemen Mal Plasa Cibubur. Responden penelitian ini berjumlah 97 orang karyawan yang bekerja pada manajemen Mal Plasa Cibubur. Data penelitian ini diolah dengan menggunakan perangkat lunak SPSS 20. Alat ukur yang digunakan dalam penelitian ini menggunakan kuesioner yang terdiri dari beberapa pertanyaan yang akan dijawab oleh karyawan manajemen Mal Plasa Cibubur. Temuan penelitian ini menunjukkan bahwa work family conflict secara signifikan berpengaruh positif terhadap job stress sedangkan social support secara signifikan berpengaruh negatif terhadap job stress.

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ABSTRACTThis research aims to analyze the influence of work family conflict and social support on job stress on the employees of Management Plasa Cibubur Mall. Respondents of this research amounted to 97 respondents who worked on Management Plasa Cibubur Mall. Data of this research was processed using SPSS 20 software. The measuring tool used in this study used quetionnaire consisting of several questions that will be answered by employees Of Plasa Cibubur Mall Management. The finding of this research showed work family conflict have significantlya a positive effect on job stress while social support have a significantly negatively effect on job stress."

"Penelitian ini bertujuan untuk mengetahui pengaruh penggunaan Information and communication technologies (ICTs) terhadap kepuasan kerja yang dimediasi oleh work family balance dan burnout para karyawan Industri Perbankan di Jabodetabek. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode Structural Equation Model (SEM) yang diolah menggunakan software SPSS 22 dan smartPLS 3.3.9. Terdapat 240 yang berpartisipasi dalam penelitian ini. Hasil penelitian ini menunjukkan bahwa karyawan menganggap ICT memiliki dampak yang kuat terhadap tuntutan (demands), dibuktikan dengan adanya pengaruh yang signifikan terhadap burnout. Lalu, ICT demands dan ICT resources memiliki pengaruh yang signifikan juga terhadap work-family balance. Selain itu, ditemukan bahwa hanya burnout yang memediasi secara signifikan pengaruh antara ICT khususnya ICT demands terhadap kepuasan kerja.

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The purpose of this research is to determine the effect of the use of Information and communication technologies (ICTs) on job satisfaction mediated by work family balance and burnout on employees of the banking industry in Jabodetabek. This research is a quantitative study using the Structural Equation Model (SEM) method which was processed using SPSS 22 software and smartPLS 3.3.9. In addition, there were 240 who participated in this study. The result of this study shows that employees perceive ICT to have a strong impact on demands which is proved by a significant effect on burnout. Moreover, ICT demands and ICT resources have a significant effect on work-family balance. In addition, it is found that only burnout significantly mediated the effect of ICT; especially, ICT demands on job satisfaction."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari realistic job preview dalam praktik realistic recruitment apakah berpengaruh terhadap konflik yang terjadi antara pekerjaan-keluarga (work interference with family). Hubungan realistic job preview dan work family conflict juga di uji secara tidak langsung, dengan met expectation sebagai mediasinya. Dengan demikian, penelitian ini meneliti anteseden baru sebagai pelindung work family conflict. Selanjutnya, work-family centrality pada penelitian ini dihipotesiskan sebagai moderasi hubungan antara realistic job preview dengan met expectation. Penelitian ini dilakukan untuk menguji hubungan hipotesis secara empiris. Pengumpulan data dilakukan dengan survei cross sectional yang diambil dari 210 sampel karyawan yang bekerja di wilayah DKI Jakarta.Hasil penelitian ini memberikan dukungan untuk hipotesis realistic job preview yang menjadi pencegah sebelum terjadinya work family conflict. Artinya, responden dalam penelitian ini yang menerima praktek perekrutan secara realistis cenderung merasakan work family conflict yang lebih rendah. Hubungan ini ditemukan juga mediasi melalui met expectations. Implikasi untuk teori, praktik, dan penelitian kedepan akan dibahas kemudian.

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This research considered how the realistic recruitment practices of Realistic Job Preview (RJP) may assist employees in reducing perceptions of Work-Family Conflict (WFC). This relationship was theorized as indirect, with Met Expectations mediating the relationship between realistic recruitment and WFC. As such, the current research sheds new light on a protective antecedent of WFC. Furthermore, the disposition of work-family centrality was tested also hypothesized to moderate the relationship between realistic recruitment and Met Expectations. The study was conducted in order to empirically test the hypothesized relationships. Study was a cross-sectional survey utilizing a broad sample of working adults in the DKI Jakarta.Results the study provide initial support for RJP being protective antecedents of WFC. That is, those individuals who received a realistic recruitment tended to have fewer perceptions of WFC. This relationship was found to be mediated through Met Expectations. Implications for theory, practice, and future research are discussed."

"his article seeks first of all to gain an accurate picture of the types of expectations that individual Japanese regular employees have toward their jobs and careers, which we will approach through the concept of “career orientation.” Secondly, it seeks to analyze the extent to which opportunities for job ad- vancement and internal promotion and regular employees’ working styles are diversified in relation to their career orientations. Thirdly, it aims to assess levels of job satisfaction among groups with different career orientations. And finally, it seeks to draw some implications from the findings related to the featured theme of “diversification of regular employees.”Our findings are as follows: for one thing, the career-orientations of em- ployees are indeed diversified. Their opportunities for job advancement and internal promotion are also diversified corresponding to their career orienta- tions. Also, there are correlations between the length of working hours and ca- reer orientation, but only among female employees. In addition, it was found that job satisfaction is lowest among male employees who place a priority on a working style that emphasizes balance between work and private or family life. Based on these findings, we have examined the significance of introducing systems that formally establish multiple employment categories among regular employees to accommodate their different career patterns and working styles according to their diversified career orientations."