Hasil Pencarian  ::  Simpan CSV :: Kembali

"Kinerja menjadi highlight dan tolak ukur bagi setiap organisasi. Indikator ini berhubungan langsung dengan organisasi, sehingga menghasilkan nilai dan berkontribusi pada tujuan organisasi, yang ditunjukkan dalam hasil keuangan dan non-keuangan organisasi. Kinerja individu yang optimal akan mengarah pada kesuksesan bisnis dan memengaruhi profitabilitas organisasi. Penelitian ini bertujuan untuk menguji pengaruh job crafting dan career adaptabilityterhadap job performance dan pengaruh tidak langsung melalui mediasi psychological availability. Data empiris dikumpulkan dari 220 pegawai Bank Papua dengan menggunakan metode survei online. Studi ini di analisis menggunakan Structural Equation Modeling (SEM) dan confirmatory factor analysis untuk menguji hipotesis yang diajukan. Perangkat lunak Lisrel digunakan untuk menganalisis dan menguji tujuh hipotesis yang dibuat berdasarkan model penelitian. Hasil penelitian menunjukkan bahwa career adaptability berpengaruh positif terhadap job performance baik secara langsung maupun melalui mediasi psychological availability. Namun job crafting ditemukan berpengaruh negatif terhadap job performance. Selanjutnya penelitian ini diharapkan dapat memberikan kontribusi terhadap literatur sumber daya manusia, terutama bagi pembuat kebijakan dan pihak terkait untuk memberikan perhatian terhadap aspek kemampuan beradaptasi karir, yang berperan dalam proses pembentukan kinerja pegawai.

---

Job performance is a highlight and benchmark for every organization. These indicators relate directly to the organization, there by generating value and contributing to organizational goals, which are expressed in the organization's financial and non-financial results. Optimal individual performance will lead to business success and affect organizational profitability. The purpose of this paper is to examine the impact of job crafting and career adaptability on job performance and an indirect effect through the mediation of psychological availability. Empirical data was collected from 220 employees of Bank Papua using the online survey method. This study was analyzed using Structural Equation Modeling (SEM) and confirmatory factor analysis to test the proposed hypotheses. Lisrel software is used to analyze and test seven hypotheses based on the research model. The results of the study show that career adaptability positively influenced job performance, both directly and through the mediation of psychological availability. However, job crafting is found to have negative effect on job performance. Furthermore, this study is expected to contribute to the human resources literature, especially for policymakers and related parties to pay attention to aspects of career adaptability, which play a role in the process of forming employee performance."

"Pekerja E-commerce rentan mengalami stress, kecemasan, ketidakamanan kerja hingga depresi karena tekanan pekerjaan dan fenomena pemutusan hubungan kerja yang tinggi. Penelitian ini bertujuan untuk menganalisis peran moderasi resilience terhadap job insecurity dan mental health terhadap kinerja karyawan gen z di Indonesia. Kuesioner diberikan kepada 290 responden karyawan 5 besar e-commerce di Indonesia. Analisis dilakukan dengan menggunakan alat ukur SRQ-20 (Self-Reporting Questionnaire -20), IPWQ (Individual Performance Work Questionnaire) dan menganalisis pengaruhnya menggunakan PLS SEM. Hasil penelitian menunjukan adanya pengaruh positif dari mental health yang baik pada kinerja karyawan dengan moderasi dari resilience yang baik memperkuat pengaruh positif dari mental health. Sedangkan job insecurity berpengaruh negatif terhadap kinerja karyawan tetapi bila karyawan tersebut memiliki resilience yang tinggi maka akan menurunkan pengaruh negatif job insecurity terhadap kinerja karyawan. Selanjutnya, landasan manajerial yang dihasilkan dari penelitian ini dapat di pertimbangkan sebagai solusi untuk meningkatkan kinerja karyawan dengan memperhatikan kemampuan resilience, tingkat kesehatan mental dan job insecurity karyawan.

---

E-commerce workers are prone to experiencing stress, anxiety, job insecurity and depression due to high work pressure and mass layoffs. This study aims to analyze the moderating role of resilience on job insecurity and mental health on job performance gen z employees in Indonesia. Questionnaires were given to 290 employees of the top 5 E-commerce respondents in Indonesia. The analysis was carried out using the SRQ-20 (Self-Reporting Questionnaire -20), IPWQ (Individual Performance Work Questionnaire) measuring instruments and analyzed their effect using PLS SEM. The results showed that there was a positive effect of good mental health on employee performance with the moderation of good resilience increasing the positive effect of mental health. Meanwhile, job insecurity has a negative effect on employee performance, but if the employee has high resilience, it will reduce the negative effect of job insecurity on employee performance. Furthermore, the managerial foundation generated from this research can be considered as a solution to improve employee performance by paying attention to resilience abilities, mental health, levels and employee job insecurity."

"Pada era disruptif seperti sekarang ini, mengharuskan perusahaan perlu memiliki sumber daya manusia yang unggul serta berupaya untuk dapat mengoptimalkan job performance para karyawannya. Job performance dapat ditingkatkan dari adanya pengaruh employee engagement dan employee psychological wellbeing. Tujuand ari penelitian ini adalah untuk menganalisis pengaruh employee engagement terhadap job performance melalui mediasi employee psychological wellbeing sebagai variabel mediasi pada karyawan PT Mitra Kiara Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dan menyebarkan kuesioner Google Form kepada 117 responden yang merupakan karyawan tetap di PT Mitra Kiara Indonesia yang sudah bekerja minimal selama enam bulan dengan Teknik penarikan sampel berupa total sampling. Analisis data dilakukan dengan analisis regresi sederhana, uji interaksi, dan uji sobel. Hasil penelitian menunjukkan bahwa terdapat pengaruh antara employee engagement dan job performance melalui mediasi employee psychological wellbeing. Penelitian ini membuktikan bahwa employee engagement mampu mememngaruhi secara positif kepada employee psychological wellbeing yang memicu peningkatan job performance secara signifikan.

---

In a disruptive era like today, companies need to have superior human resources and strive to optimize their employees' job performance. Job performance can be enhanced by influencing employee engagement and employee psychological wellbeing. The aim of this research is to analyze the influence of employee engagement on job performance through mediation of employee psychological wellbeing as a mediating variable for PT Mitra Kiara Indonesia employees. This research uses a quantitative approach and distributes a Google Form questionnaire to 117 respondents who are permanent employees at PT Mitra Kiara Indonesia who have worked for a minimum of six months using a sampling technique in the form of total sampling. Data analysis was carried out using simple regression analysis, interaction tests, and Sobel tests. The research results show that there is an influence between employee engagement and job performance through mediation of employee psychological wellbeing. This research proves that employee engagement can positively influence employee psychological wellbeing which triggers increased job performance significantly."

"Kinerja karyawan merupakan hal esensial bagi kesuksesan suatu organisasi. Penelitian ini bertujuan untuk mengetahui pengaruh harmonious passion dan obsessive passion terhadap kinerja karyawan serta peranan basic psychological needs satisfaction sebagai mediator pada hubungan tersebut. Responden dalam penelitian ini merupakan 267 karyawan dari berbagai organisasi. Penelitian ini menggunakan metode survei self-rating dengan kuesioner. Hasil penelitian menunjukkan bahwa harmonious passion berpengaruh positif dan signifikan terhadap kinerja, dan basic psychological needs satisfaction berperan sebagai mediator pada hubungan tersebut. Sementara itu, obsessive passion berhubungan secara tidak langsung dengan kinerja melalui mediator basic psychological needs satisfaction.

---

Job performance is an essential factor for organization success. The aim of the present study is to examine the effect of harmonious passion and obsessive passion on job performance, and to investigate the mediating role of basic psychological needs satisfaction on work passion job performance relationship. Data were collected from 267 employees working in various organization. Results indicated that harmonious passion was significantly related to job performance and basic psychological needs satisfaction partially mediated this relationship. Furthermore, obsessive passion was indirectly related to job performance through basic psychological needs satisfaction."

"Era industri pada saat ini didominasi oleh generasi Milenial sebagai tenaga kerja dibandingkan generasi lainnya. Penelitian ini menguji hubungan antara optimisme dan kesuksesan karir subjektif dengan job crafting sebagai variabel mediasi pada karyawan generasi Milenial. Pendekatan dalam penelitian ini menggunakan teori konservasi sumber daya (COR) untuk menjelaskan perilaku individu berdasarkan kebutuhan masa depan dalam memperoleh dan memelihara sumber daya yang berasal dari diri sendiri dan sosial dalam mencapai tujuan yang dihargai secara pribadi. Metode penelitian yang digunakan yaitu kuantitatif. Alat ukur yang digunakan dalam penelitian ini ada tiga yaitu Subjective Career Success Inventory, Psychological Capital Questionnaire (PCQ) dan he Job Crafting Questionnaire (Slemp,Vella-Bredrock 2013). Responden dalam penelitian ini 295 orang karyawan milenial. Pengolahan data menggunakan SPSS Process Hayes Model 4. Hasil dalam penelitian menunjukkan bahwa job crafting memediasi secara penuh hubungan antara optimisme dengan kesuksesan karir subjektif.

---

The current industrial era is dominated by the Millennial generation as a workforce compared to other generations. This study examines the relationship between optimism and subjective career success with job crafting as a mediating variable in Millennial generation employees. The approach in this study used the theory of resource conservation (COR) to explain individual behavior based on future needs in obtaining and maintaining resources derived from self and social in achieving goals that are valued personally. This research was quantitative research by using the Subjective Career Success Inventory (SCSI) by Shockley et al (2015) which has been translated into Indonesian by Ingarianti, Suhariadi and Fajrianthi (2022) for subjective career success variables; The Psychological Capital Questionnaire (PCQ) by Luthans, Avolio, Avey, & Norman (2007) for the optimism variable and The Job Crafting Questionnaire by Slemp and Vella-Bredrock (2013) for the job crafting variable. Respondents in this study were a total of 295 respondents. Data processing used is using SPSS with Process Model 4 to see the mediating relationship between job crafting on optimism on subjective career success. The results in this study indicate that the effect of job crafting fully-mediated the role of optimism on subjective career success."

"Penelitian ini bertujuan untuk mengetahui pengaruh high performance work practices terhadap job performance dan extra-role customer service dengan dimediasi oleh work engagement. Responden dalam penelitian ini adalah 188 karyawan frontline beberapa hotel bintang 4 dan 5 di Jakarta. Dengan menggunakan metode pengolahan data Structural Equation Modelling SEM.Hasil penelitian menunjukan bahwa high performance work practice memiliki pengaruh positif terhadap work engagement. Kemudian work engagement ditemukan memiliki pengaruh positif terhadap job performance. Selain itu, work engagement ditemukan memiliki pengaruh positif terhadap extra-role customer service. Hasil penelitian juga menunjukan bahwa work engagement memediasi high performance work practice terhadap job performance dan extra-role customer service.

---

This study aims to determine the effect of high performance work practices on job performance and extra role customer service mediated by work engagement. Respondents in this study were 188 frontline hotel employees in Jakarta. By using the Structural Equation Modeling SEM.

The result showed that high performance work practices has positive and significant effect toward work engagement. Then work engagement is found to have positive and significant effect toward job performance. In addition, work engagement is found to have positive and significant effect toward extra role customer service. The result also discovers that work engagement was mediate the effect of high performance work practice on job performance and extra role customer service."

"Dalam konteks bisnis yang dinamis, peran sentral job performance sangat krusial dalam menentukan kesuksesan suatu organisasi. Pemahaman perusahaan terhadap faktor-faktor yang memengaruhi job performance menjadi kunci, melibatkan aspek lingkungan kerja, seperti implementasi hybrid workplace yang memberikan fleksibilitas kepada karyawan untuk memilih lokasi dan waktu kerja yang paling produktif bagi mereka, ataupun faktor lain terkait dengan pekerjaan dan karakteristik individu karyawan, yang tercermin melalui tingkat work engagement. Penelitian ini bertujuan untuk menganalisis pengaruh hybrid workplace terhadap job performance dengan work engagement sebagai variabel mediasi pada karyawan startup di DKI Jakarta. Pendekatan kuantitatif digunakan dengan menerapkan teknik purposive sampling terhadap 182 responden yang merupakan karyawan tetap di perusahaan startup di DKI Jakarta melalui Google Form. Data yang terkumpul dianalisis menggunakan teknik SEM-PLS dengan bantuan perangkat lunak SmartPLS 4 dan IBM SPSS Statistics 20. Hasil penelitian menunjukkan bahwa work engagement mampu memediasi hubungan positif dan signifikan antara hybrid workplace dan job performance. Selain itu, seluruh hubungan antar variabel juga menunjukkan pengaruh positif dan signifikan satu sama lain.

---

In a dynamic business environment, the central role of job performance is crucial in determining the success of an organization. The company's understanding of the factors that influence job performance is the key, involving aspects of the work environment, such as the implementation of a hybrid workplace that gives employees the flexibility to choose the location and time of work that is most productive for them or other factors related to work and individual employee characteristics, which are reflected through the level of work engagement. This study aims to analyze the effect of hybrid workplace on job performance with work engagement as a mediating variable for startup employees in DKI Jakarta. A quantitative approach is used by applying purposive sampling techniques to 182 respondents who are permanent employees at startup companies in DKI Jakarta through Google Form. The collected data were analyzed using SEM-PLS technique with the help of SmartPLS 4 and IBM SPSS Statistics 20 software. The results showed that work engagement was able to mediate a positive and significant relationship between hybrid workplace and job performance. In addition, all relationships between variables also show a positive and significant influence on each other."

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

---

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

"Penelitian ini bertujuan untuk menguji pengaruh dari on-the-job training dan reward terhadap kinerja karyawan. Variabel on-the-job training diukur menggunakan konsep transfer of training (Noe, 2005), reward diukur berdasarkan referensi jurnal oleh (Gohari, et al, 2013), dan kinerja karyawan diukur menggunakan konsep performance evaluation oleh (Bernardin & Russell, 2003). Penelitian ini menggunakan pendekatan kuantitatif. Data penelitian dikumpulkan melalui survey yang dilakukan kepada 81 karyawan tetap non-manajerial di 7 outlet restoran Baso INO dengan menggunakan teknik total sampling. Penelitian ini menggunakan analisis regresi berganda dan koefisien determinasi (r square) untuk menguji pengaruh di antara variabel yang dijadikan objek penelitian secara simultan maupun secara parsial. Hasil analisis regresi berganda menunjukkan bahwa 32,1% kinerja karyawan tetap non manajerial di 7 outlet restoran Baso INO dipengaruhi oleh on-the-job training dan reward. Pada penelitian ini ditemukan bahwa on-the-job training dan reward memiliki pengaruh secara simultan dan parsial terhadap kinerja karyawan tetap non-manajerial di 7 outlet restoran Baso INO.

---

This study aims to examine the effect of on-the-job training and reward on employee performance. On-the-job training was measured using transfer of training concept according to (Noe, 2005). Reward was measured by reference of journal which has been researched by (Gohari, et al. 2013). Employee performance was measured using performace evaluation concept according to (Bernardin & Russell, 2003). This research used a quantitative approach. Data was collected through survey and the number of sample is 81 permanent employee level non-managerial at Baso INO Restaurant. Variables were measured using multiple regression analysis and coefficient of determination analysis. The result shows that 32,1% of permanent employee non-managerial level at Baso INO Restaurant influenced by on-the-job training and reward. This study found that both transfer abilty of on-the-job training and reward (intrinsic and extrinsic) have an affect for simultaneous and partial on the performance of permanent employee non-managerial level at Baso INO Restaurant."

"Tantangan perekonomian Indonesia saat ini semakin kompleks sehingga peran regulator industri keuangan menjadi sangat penting karena kebijakan yang diambil berdampak pada seluruh rakyat dan kredibilitas pemerintah. Dalam melaksanakan peran tersebut diperlukan karyawan yang kompeten sehingga harus dipastikan pengembangan karyawan melalui talent development dilakukan dengan perencanaan dan strategi yang baik. Pelaksanaan talent development dan persepsi keadilan yang dirasakan karyawan dapat mempengaruhi job satisfaction, task performance, dan affective commitment karyawan. Tujuan penelitian untuk mengetahui pengaruh implementasi talent development terhadap job satisfaction, task performance, dan affective commitment dengan distributive justice sebagai mediator dan procedural justice sebagai moderator di Lembaga Regulator Industri Keuangan (LARIK) Indonesia dengan Stuctural Equation Modeling (SEM). Data penelitian didapatkan dari 464 karyawan LARIK dengan kuesioner online. Penelitian menemukan bahwa talent development berpengaruh positif terhadap job satisfaction, task performance, dan affective commitment. Penelitian juga mengungkapkan bahwa distributive justice memediasi parsial pengaruh dimaksud. Hasil lainnya yaitu procedural justice memoderasi hubungan distributive justice terhadap job satisfaction, task performance, dan affective commitment. Selanjutnya, implikasi manajerial dan praktikal dari temuan tersebut didiskusikan.

---

The challenges of the Indonesian economy are currently increasingly complex, so the role of the financial industry regulator is very important because the policies taken have an effect on all people and the credibility of the government. In carrying out this role, competent employees are needed so it must be ensured that employee development through talent development is carried out with good planning and strategy. The application of talent development and perceptions of employee fairness can effect job satisfaction, task performance, and affective commitment. This research purposes to determine the impact of talent development implementation on job satisfaction, task performance, and employee affective commitment with distributive justice as a mediator and procedural justice as a moderator in the Indonesian Financial Industry Regulatory Institution (LARIK) with structural equation modeling. The research data were obtained from 464 LARIK employees using an online questionnaire. Research has found that talent development has a positive effect on job satisfaction, task performance, and affective commitment. Research also reveals that distributive justice mediates this partial effect. Another result is procedural justice moderating the relationship of distributive justice to job satisfaction, task performance, and affective commitment. Next, the managerial and practical implications of these findings are discussed."