Ditemukan 156132 dokumen yang sesuai dengan query
Nisrina Priyandani
"Pandemi Covid-19 telah memberikan perubahan bagi tatanan kehidupan masyarakat. Adanya pembatasan sosial yang menimbulkan perubahan besar terhadap metode komunikasi dan metode kerja bagi karyawan dengan pemberlakuan sistem gabungan kerja secara working from home dan working form office. Bekerja secara daring tanpa didampingi keseimbangan peranan work life balance dapat menimbulkan efek buruk pada kesehatan mental dan fisik karyawan. Penelitian ini bertujuan untuk menguji beberapa faktor yang berkaitan dengan work engagement seperti work life balance, burnout, job stressor, supervisor support, coworker support dan family support. Data terkumpul dari 633 responden yang merupakan pekerja dari berbagai sektor usaha di Indonesia dengan masa kerja di tempat kerja saat ini minimal satu tahun dan memiliki atasan langsung dan rekan kerja, namun hanya 603 responden yang memenuhi kriteria sampel. Data tersebut diolah dengan metode Structural Equation Modelling (SEM) menggunakan aplikasi AMOS. Hasil SEM menunjukkan bahwa work life balance memediasi hubungan antara supervisor support, coworker support dan family support dengan work engagement. Selain itu work life balance berpengaruh signifikan negatif terhadap job stressor dan burnout. Variabel burnout berpengaruh signifikan negatif terhadap work engagement. Dengan demikian, perusahaan perlu memperhatikan kualitas hidup kehidupan kerja karyawan dengan sehingga dapat meningkatkan work engagement karyawan terhadap perusahaan.
The COVID-19 pandemic has changed the way people live. Social restrictions caused major changes to communication methods and work methods for employees. Hybrid system as combination of working from home and working form office. Working online without being accompanied by a work-life balance can have a negative effect on the mental and physical health of employees. This study aims to examine several factors related to work engagement such as work life balance, burnout, job stressors, supervisor support, coworker support and family support. Data were collected from 633 respondents who are workers from various business sectors in Indonesia with a minimum of one year of service in the current workplace and have direct supervisors and coworkers, but only 603 respondents met the sample criteria. The data was processed using the Structural Equation Modeling (SEM) method using the AMOS application. SEM results show that work life balance mediates the relationship between supervisor support, coworker support and family support with work engagement. In addition, work life balance has a significant negative effect on job stressors and burnout. The burnout variable has a significant negative effect on work engagement. Thus, companies need to pay attention to the quality of life of employees' work lives so that they can increase work engagement with the company."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2022
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Bima Eka Restu Irawan
"Penelitian ini bertujuan untuk menganalisis pengaruh leadership, work design, training and development, recognition dan work life balance terhadap employee engagement di masa pandemic COVID-19 karyawan Kantor Pusat PT Adhi Karya (Persero) Tbk. Penelitian ini menggunakan pendekatan mixed method yaitu dengan melakukan survei kepada 285 karyawan karyawan Kantor Pusat PT Adhi Karya (Persero) Tbk dan wawancara terhadap beberapa karyawan Kantor Pusat PT Adhi Karya (Persero) Tbk tersebut. Data yang diperoleh kemudian diolah menggunakan program SPSS dan dianalisis dengan metode regresi linear sederhana. Hasil penelitian ini menunjukkan adanya pengaruh antara leadership, work design, training and development, recognition dan work life balance terhadap employee engagement secara parsial dari responden penelitian. Besarnya pengaruh antara kelima variabel tersebut terhadap employee engagement adalah sebesar 83,1% dan 16,9% lainnya dipengaruhi variabel lain diluar penelitian. Variabel training and development memiliki pengaruh yang paling besar diantara variabel-variabel lainnya, yaitu sebesar 75,6 % dan variabel work design memiliki pengaruh yang paling kecil diantara variabel-variabel lainnya, yaitu sebesar 48,7%. Oleh karena itu, perlu dilakukan upaya untuk terus meningkatkan dan mengoptimalkan employee engagement pada Kantor Pusat PT Adhi Karya (Persero) Tbk, terutama dari sisi work design. Selain itu, juga diperlukan penelitian lebih lanjut terhadap faktor-faktor lainnya yang juga berpengaruh terhadap employee engagement penghasilan untuk dapat mendorong employee engagement secara maksimal.
This study aims to analyze the effect of leadership, work design, training and development, recognition and work life balance on employee engagement during the COVID-19 pandemic for employees of PT Adhi Karya (Persero) Tbk Head Office. This study uses a mixed method approach by conducting a survey of 285 employees of the Head Office of PT Adhi Karya (Persero) Tbk and interviews with several employees of the Head Office of PT Adhi Karya (Persero) Tbk. The data obtained were then processed using the SPSS program and analyzed using a simple linear regression method. The results of this study indicate that there is an influence between leadership, work design, training and development, recognition and work life balance on employee engagement partially from the research respondents. The magnitude of the influence between these five variables on employee engagement is 83.1% and the other 16.9% is influenced by other variables outside the study. Thevariable training and development has the greatest influence among other variables, which is 75.6% and thevariable work design has the smallest effect among other variables, which is 48.7%. Therefore, efforts need to be made to continuously improve and optimize employee engagement at PT Adhi Karya (Persero) Tbk Head Office, especially in terms of work design. In addition, further research is also needed on other factors that also affect employee engagement income to be able to maximize employee engagement."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2021
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Heti Nur Isnaini
"Teleworker dalam menyelesaikan pekerjaannya mengalami beberapa tantangan dengan karakteristik dan kondisi kerja yang kompleks. Terlebih di masa pandemi diprediksi dapat mempengaruhi kenaikan maupun penurunan kinerja karyawan secara signifikan. Penelitian ini bertujuan untuk mengeksplorasi hubungan job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Analisis data dilakukan dengan Structural Equation Modelling (SEM). Data yang layak digunakan sejumlah 503 responden. Penelitian ini berfokus pada pengaruh faktor-faktor kondisi kerja yakni job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Hasil analisis model penelitian ini memperlihatkan adanya peran mediasi sebagian pada variabel job autonomy dan juga pada variabel workplace social isolation. Dimana keleluasaan sistem kerja dapat meningkatkan keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Sedangkan minimnya interaksi karyawan bisa mempengaruhi turunnya keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Penelitian ini menyoroti pentingnya pengelolaan dari organisasi mengenai kondisi karyawan khususnya karyawan yang bekerja dari rumah.
Teleworkers to complete their work experience have several challenges with complex job characteristics and working conditions. Especially in a pandemic situation, that is predicted to be affecting increase or decrease employee performance significantly. This research aims to explore the relationship of job autonomy and workplace social isolation to job performance through work engagement. Data analyzed using structural equation modeling (SEM), research generated several results from 503 respondents collected. This study focused on the relationship between working condition factors, namely job autonomy and workplace social isolation on job performance through work engagement. The results of the analysis showed work engagement has a partial mediation in job autonomy and also in workplace social isolation. Furthermore, job autonomy increased work engagement and job autonomy, whereas workplace social isolation can reduce work engagement and job performance. This research highlights the importance of managing the organization regarding employee conditions especially teleworkers."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2022
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Rajagukguk, Daniel Hamonangan
"Penelitian ini ditujukan untuk mengetahui pengaruh job resources, public service motivation sebagai faktor pendorong affective commitment melalui mediasi work engagement pada pegawai negeri sipil di Lingkungan Kanwil DJP Jakarta Selatan II. Responden penelitian ini adalah pegawai dengan jabatan Pelaksana Lainnya dan Account Representative. Total responden dalam penelitian ini berjumlah 226 orang. Hasil penelitian menunjukkan bahwa job resources dan public service motivation memiliki pengaruh positif dan signifikan kepada affective commitment. Work engagement memediasi pengaruh job resources dan public service motivation terhadap affective commitment.
This study aims to determine the effect of job resources and public service motivation as a driving factor for affective commitment and the mediating role of work engagement among civil servants in Jakarta Selatan II Regional Tax Office. Respondents of this research are employees by the position "Pelaksana Lainnya" and "Account Representatives". The total respondents in this study were 226 people. The results showed that job resources and public service motivation positively and significantly affected affective commitment. This study finds that work engagement mediates the impact of job resources and public service motivation toward affective commitment."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2021
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Defina Holistika
"Studi ini dilakukan dengan tujuan untuk meneliti bagaimana keterikatan kerja yang dirasakan oleh karyawan dapat dipengaruhi oleh dua faktor yang berbeda. Pertama penggunaan media sosial terkait pekerjaan di luar jam kerja reguler dapat menjadi paradoks yang berimplikasi negatif terhadap keterikatan kerja. Kedua, persepsi dukungan organisasi dapat menjadi dorongan yang berimplikasi positif terhadap keterikatan kerja. Untuk menguji hipotesis penelitian, maka dilakukan survei cross sectional terhadap 344 karyawan lintas sektor di wilayah Jabodetabek. Data yang terkumpul kemudian diolah dengan metode Structural Equation Modeling (SEM) untuk mengetahui hubungan kausalitas yang terbentuk antar variabel. Temuan dalam penelitian ini menunjukkan bahwa baik penggunaan media sosial terkait pekerjaan maupun persepsi dukungan organisasi terbukti memiliki pengaruh yang signifikan terhadap keterikatan kerja melalui peran mediasi dari identifikasi organisasional,
work-to-family conflict dan family-to-work conflict. Hasil penelitian ini diharapkan dapat memberi wawasan baru, khususnya dalam merespon tantangan bidang SDM di era digital. Hasil penelitian ini juga diharapkan dapat menjadi bahan pertimbangan organisasi dalam merumuskan kebijakan penetapan jam kerja yang seimbang, memaksimalkan peran dukungan organisasi dan meminimalisir potensi terjadinya work-family conflict, sehingga karyawan dapat merasakan keterikatan kerja yang kuat dan memaksimalkan kontribusinya bagi organisasi.
This study was conducted with the aim of examining how work engagement of employees can be influenced by two different factors. First, work-related social media use outside of working hours can be a paradox that has negative implications for work engagement. Second, perceived organizational support can be a boost that has positive implications for work engagement. To test the research hypothesis, a cross-sectional survey was conducted on 344 employees across sectors in the Greater Jakarta Area. The collected data is then processed using the structural equation modeling (SEM) method to determine the causal relationship formed between variables. The findings in this study indicate that both work-related social media use and perceived organizational support are proven to have a significant effect on work engagement through the mediating role of organizational identification, work-to-family conflict, and family-to-work conflict. The results of this research are expected to provide new insights, especially in responding to challenges in the human resource field in the digital era. The results of this study are also expected to be taken into consideration by organizations in formulating policies on setting balanced working hours, maximizing the role of organizational support, and minimizing the potential for work-family conflict so that employees can feel a strong sense of work engagement and maximize their contribution to the organization."
Jakarta: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2023
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Kholisah Safria
"Pandemi COVID-19 berdampak besar pada meningkatnya jumlah PHK pada karyawan dan kebijakan rasionalisasi lainnya, hal tersebut mungkin dapat memengaruhi tingkat ketidakaman kerja (job insecurity), kegigihan (grit), dan keterikatan kerja pada karyawan (work engagement). Karyawan milenial menjadi generasi yang paling terdampak dari adanya situasi tersebut. Oleh karena itu, penelitian ini dilakukan untuk mengetahui apakah terdapat peran dari grit dalam memoderasi hubungan antara job insecurity dan work engagement pada karyawan milenial di Indonesia. Grit dinilai dapat menjadi kunci kesuksesan seseorang dan merupakan faktor internal yang memengaruhi job insecurity dan work engagement karyawan. Partisipan direkrut secara daring dan melibatkan 222 karyawan yang memenuhi karakteristik penelitian, yaitu; karyawan milenial berusia 20-38 tahun, memiliki pengalaman bekerja minimal 1 tahun di tempat kerjanya saat ini, dan sedang mengalami kebijakan rasionalisasi. Alat ukur yang digunakan untuk mengukur ketiga variabel ini adalah Utrecht Work Engagement Scale 9 Item (Schaufeli, dkk, 2006), Job Insecurity Scale (Pienaar, 2013), dan Short Grit Scale (Duckworth & Quinn, 2009). Hasil utama penelitian ini menunjukkan bahwa grit tidak memoderasi hubungan antara job insecurity dan work engagement. Hal ini mungkin disebabkan oleh faktor lain selain grit. Kemudian, mayoritas partisipan ini memiliki nilai job insecurity yang rendah, work engagement yang tinggi, dan grit yang tinggi. Penelitian ini juga menunjukkan job insecurity berkorelasi secara negatif dan signifikan dengan work engagement, dan grit berkorelasi secara positif dan signifikan dengan work engagement. Sementara job insecurity tidak berkorelasi secara signifikan dengan grit.
The COVID-19 pandemic has a major impact on increasing the number of employee layoffs and other rationalization policies, this may affect the level of job insecurity, grit, and work engagement on employees. Millennial employees are the most affected generation that affected by this situation. This research was conducted to find out whether there is a role of grit in moderating the relationship between job insecurity and work engagement among millennial employees in Indonesia. Grit is considered to be the key to a person's success and is an internal factor that affects job insecurity and employee work engagement. Participants were recruited online and involved 222 employees who met the research characteristics, that is; millennial employees at aged 20-38 years, having at least 1 year of work experience at their current job, and undergoing a rationalization policy. The measuring instrument that are used to measure these variables are Utrecht Work Engagement Scale 9 Item (Schaufeli, et al, 2006), Job Insecurity Scale (Pienaar, 2013), and Short Grit Scale (Duckworth & Quinn, 2009). The main results of this research showed that grit did not moderate the relationship between job insecurity and work engagement. This could be due to other factors besides of grit. Furthermore, the majority of these participants had low job insecurity, high work engagement, and high grit of scores. This study also showed that job insecurity was significantly negatively correlated with work engagement, and grit was significantly positively correlated with work engagement. Meanwhile, job insecurity was not significantly correlated with grit."
Depok: Fakultas Psikologi Universitas Indonesia, 2021
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Helena Exuperina Melani Caraka Yuda
"Job crafting kini menjadi salah satu strategi yang digunakan dalam meningkatkan work engagement dari para karyawan. Berdasarkan penelitian terdahulu work meaning yang dialami karyawan juga berperan dalam meningkatkan work engagement. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh job crafting terhadap work engagement dengan dimediasi oleh work meaning pada karyawan tetap perusahaan di wilayah DKI Jakarta. Metode penelitian yang digunakan adalah kuantitatif melalui teknik purposive sampling pada 225 responden yang diperoleh melalui kuesioner online. Kuesioner dibagikan kepada responden dengan kriteria berupa karyawan tetap yang bekerja pada perusahaan di wilayah DKI Jakarta. Teknik analisis data menggunakan Macro PROCESS. Hasil penelitian menunjukkan bahwa job crafting berpengaruh signifikan terhadap work engagement melalui variabel mediasi work meaning. Pada uji mediasi menunjukkan bahwa work meaning memiliki pengaruh mediasi parsial pada hubungan job crafting terhadap work engagement pada karyawan tetap perusahaan di wilayah DKI Jakarta.
Job crafting is now one of the strategies used in increasing the work engagement of employees. Based on previous research, work meaning experienced by employees also plays a role in increasing work engagement. The purpose of this study was to analyze the effect of job crafting on work engagement by mediating work meaning on permanent employees of the formal sector in the DKI Jakarta area. The research method used is a quantitative through purposive sampling technique on 225 respondents obtained through an online questionnaire. Questionnaires were distributed to respondents with criteria in the form of permanent employees who work for companies in the DKI Jakarta area. Data analysis technique using Macro PROCESS. The results showed that job crafting has a significant effect on work engagement through work meaning mediation variables. The mediation test shows that work meaning has a partial mediating effect on the relationship between job crafting and work engagement for permanent employees of the company in the DKI Jakarta area"
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2021
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Khishbatur Rizqiyah
"Tujuan dari studi ini untuk menguji dan menganalisis pengaruh dari perceived organizational support dan psychological capital terhadap organizational performance dengan mediasi work engagement. Pengujian dilakukan terhadap 305 responden yang merupakan pegawai aktif di lingkungan Direktorat Jenderal Perimbangan Keuangan Republik Indonesia. Pendekatan penelitian dalam studi ini covariance-based structural equation modelling (CB-SEM) dan pengujian melalui confirmatory factor analysis menggunakan aplikasi LISREL untuk menguji variabel multidimensi pada model dalam studi ini. Secara keseluruhan, hasil pengujian seluruh hipotesis menunjukkan bahwa data yang diperoleh mendukung model. Penelitian ini mengungkapkan bahwa perceived organizational support dan psychological capital memiliki pengaruh positif dan signifikan terhadap organizational performance. Selain itu, work engagement dikonfirmasi sebagai variabel yang memediasi hubungan tersebut. Hasil studi ini menunjukkan bahwa ketika pegawai memiliki kondisi mental positif serta merasa mendapatkan dukungan organisasi yang memadai khususnya selama masa penyederhanaan organisasi, akan berdampak positif terhadap kinerja organisasi khususnya untuk mencapai tujuan layanan yang ditargetkan dengan syarat pegawai harus merasa terlibat dalam pekerjaannya yaitu ketika melaksanakan tugasnya disertai dengan perasaan bahagia dan penuh semangat.
The purpose of this study is to examine and analyze the effect of perceived organizational support and psychological capital on organizational performance by mediating role work engagement. The test was conducted on 305 active employees in Directorate General of Financial Balance. The research approach in this study is covariance-based structural equation modeling (CB-SEM). The data was tested through confirmatory factor analysis using LISREL to test multidimensional variables in the model in this study. Overall, the results show that all hypotheses support the model. This research reveals that perceived organizational support during organizational change and psychological capital have a positive and significant influence on organizational performance. In addition, work engagement was confirmed as a variable that mediates this relationship. Thus, the results show that when employees have a positive mental condition and feel they received organizational support, especially during the organizational change, this will have a positive impact on organizational performance, especially in achieving targeted service goals. In addition to that, employees must feel involved in their work when carrying out their duties by feelings of happiness and enthusiasm."
Depok: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2024
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Apritama Nur Hidayat
"Penelitian ini bertujuan untuk mengetahui pengaruh dari inclusive leadership, dan job crafting terhadap work engagement, sekaligus menguji peran mediasi person-job fit. Data yang digunakan dalam penelitian ini adalah data primer yang dikumpulkan melalui survei secara online dari 376 pegawai Direktorat Jenderal Pajak, Kementerian Keuangan, yang berkantor di provinsi DKI Jakarta. Data tersebut dianalisis secara kuantitatif menggunakan Structural Equation Modeling (SEM) dengan perangkat lunak Lisrel untuk mengetahui hubungan antarvariabel. Dari hasil penelitian ini dibuktikan bahwa pengaruh positif inclusive leadership terhadap work engagement, dan job crafting terhadap work engagement. Selain itu, dibuktikan juga pengaruh positif person-job fit terhadap work engagement, pengaruh positif inclusive leadership terhadap person-job fit, serta pengaruh positif job crafting terhadap person-job fit. Sedangkan dalam analisis peran mediasi, ditemukan bahwa person-job fit memediasi secara parsial hubungan antara inclusive leadership terhadap work engagement. Selain itu, dibuktikan juga person-job fit memediasi secara parsial hubungan antara job crafting terhadap work engagement. Hasil penelitian ini adalah untuk membangun perhatian organisasi terkait penciptaan work engagement guna menghadapi perubahan organisasi terutama terkait pembaruan sistem inti administrasi perpajakan. Namun dalam penelitian ini memiliki keterbatasan berupa responden belum tersebar secara proporsional, sehingga penelitian selanjutnya dapat menambah responden untuk mencapai proporsionalitas data serta melakukan penelitian dengan mix method untuk mendapatkan hasil yang komprehensif.
This study aims to determine the effect of inclusive leadership and job crafting on work engagement, as well as examine the mediating role of person-job fit. The data used in this study is primary data collected through an online survey of 376 employees of the Directorate General of Taxes, Ministry of Finance, whose offices are in DKI Jakarta province. The data were analyzed quantitatively using Structural Equation Modeling (SEM) with Lisrel software to determine the relationship between variables. From the results of this study it is proven that the positive influence of inclusive leadership on work engagement, and job crafting on work engagement. In addition, it is also proven that the positive effect of person-job fit on work engagement, the positive effect of inclusive leadership on person-job fit, and the positive effect of job crafting on person-job fit. Meanwhile, in the mediation role analysis, it was found that person-job fit partially mediates the relationship between inclusive leadership and work engagement. In addition, it is also proven that person-job fit partially mediates the relationship between job crafting and work engagement. The results of this study are to build organizational attention regarding the creation of work engagement in order to deal with organizational changes, especially related to updating the core tax administration system. However, this study has limitations in the form of respondents not being proportionally dispersed, so that further research can add more respondents to achieve proportionality of the data and conduct research using a mixed method to obtain comprehensive results."
Jakarta: Fakultas Ekonomi dan Bisnis Universitas Indonesia, 2023
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Abdullah Hisyam
"Pandemi COVID-19 memberikan dampak pada berbagai aspek dalam kehidupan. Salah satunya terhadap sistem kerja dalam perusahaan. World Health Organization telah merekomendasikan terhadap seluruh organisasi dan perusahaan untuk menerapkan work from home dalam rangka menghindari penyebaran virus. Generasi Z sebagai angkatan baru dalam dunia kerja harus mengalami masa-masa distruptif, yaitu harus menjalani kegiatan orientasi dunia kerja dalam kondisi work from home. Hal tersebut berpotensi memberikan dampak pada kondisi dari work life balance dan berpotensi memberikan pengaruh pada job satisfaction pegawai. Sehingga dilakukannya penelitian ini bertujuan untuk menjelaskan pengaruh dari work from home terhadap job satisfaction dari pegawai generasi Z di Jabodetabek dengan work life balance sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantitatif, jenis penelitian eksplanatif, dan pengambilan data dilakukan dengan menyebarkan kuesioner terhadap 250 pegawai generasi Z di Jabodetabek menggunakan teknik non probability sampling berupa purposive. Hasil penelitian menunjukan terdapat pengaruh dari work from home terhadap job satisfaction melalui work life balance. Dalam penelitian ini menunjukan bahwa implementasi work from home memberikan pengaruh positif terhadap work life balance yang mendorong peningkatan job satisfaction pegawai generasi Z di Jabodetabek.
The COVID-19 pandemic has had an impact on various aspects of life. One of them is the work system in the company. The World Health Organization has recommended all organizations and companies to implement work from home in order to avoid the spread of the virus. Generation Z as a new generation in the world of work must experience disruptive times, namely having to undergo orientation activities in conditions of work from home. This has the potential to have an impact on the conditions of the work life balance and has the potential to affect employee job satisfaction. So this research was conducted to explain the effect of work from home on job satisfaction of Z generation employees in Greater Jakarta with work life balance as a mediating variable. This research uses a quantitative approach, the type of research is explanatory, and data collection is carried out by distributing questionnaires to 250 Z generation employees in Greater Jakarta using a non-probability sampling technique in the form of purposive. The results showed that there was an effect of work from home on job satisfaction through work life balance. This study shows that the implementation of work from home has a positive influence on work life balance which encourages increased job satisfaction for Z generation employees in Greater Jakarta."
Depok: Fakultas Ilmu Administrasi Universitas Indonesia, 2021
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