Hasil Pencarian  ::  Simpan CSV :: Kembali

"Hardiness adalah karaktersitik kepribadian yang membuat individu menjadi lebih kuat, stabil, dan optimis dalam menghadapi stress dan mengurangi efek negatif dari situasi sulit yang dihadapi. Tujuan dari penelitian ini adalah untuk menguji pengaruh moderasi hardiness sebagai moderator pada hubungan antara job insecurity, perceived organizational support dan organizational justice terhadap organizational commitment. Menggunakan total sampel dari 338 responden dari enam perusahaan percetakan, hasilnya menunjukkan bahwa terdapat korelasi signifikan secara statistik antara job insecurity, dan perceived organizational support terhadap organizational commitment, akan tetapi organizational commitment tidak terpengaruh oleh organizational justice. Hasil penelitian ini juga menunjukkan hardiness secara signifikan bahwa hardiness melakukan peranan moderasi antara job insecurity, perceived organizational support dan organizational justice terhadap organizational commitment. Penelitian ini memberikan kontribusi terkait pemahaman lebih lanjut tentang bagaimana peran hardiness pada komitmen organisasional karyawan yang perusahaannya sedang menghadapi tantangan penurunan skala bisnis serta untuk para manajer di industri percetakan menganai bagaimana caranya untuk menjaga organizational commitment karyawan mereka secara lebih baik ketika berada dalam kondisi bisnis yang sedang menurun. Saran praktis juga disediakan untuk para manajer atau organisasi yang ingin untuk meningkatkan organizational commitment karyawan mereka, dan saran untuk penelitian selanjutnya yang berasal dari keterbatasan penelitian dan temuan penelitian.

---

Hardiness is a personality trait that makes individuals stronger, more stable and optimistic in dealing with stress and reduces the negative effects of difficult situations. The purpose of this study is to examine the moderation effect of hardiness on the relationship between job insecurity, perceived organizational support, and organizational justice to organizational commitment. Using data from 338 respondents from six printing industry company, the results showed that job insecurity and perceived organizational support significantly affect organizational commitment, on other hand, organizational commitment was found not influenced by organizational justice. It also found that hardiness significantly moderating job insecurity, perceived organizational, and organizational justice on organizational commitment. This study contributes to further understanding of the role of hardiness in employee’s commitment whose companies are facing the challenge of reducing business scale and to managerial of printing industry in order to maintain their employee’s organizational commitment better in the business that experiencing a decline. Practical suggestions are provided for managers or organizations who wish to increase employee commitment, and avenues for future research derived from the study’s limitations, findings and focus are proposed."

"Penelitian ini bertujuan untuk mengetahui pengaruh mediasi dari job insecurity terhadap hubungan antara perceived organizational support dan in-role performance. Menggunakan teori psychological safety sebagai pedoman, individu yang menilai positif perlakuan dari perusahaan akan merasa aman dan keberlangsungannya di perusahaan terjamin, sehingga akan meningkatkan kinerjanya di perusahaan. Data diperoleh dari karyawan di Jabodetabek N= 269, dan dianalisis menggunakan macro Hayes PROCESS, pada SPSS v20. Hasil menunjukkan bahwa terdapat efek tidak langsung yang signifikan dari POS pada in-role performance melalui job insecurity. Implikasi secara teoretis dan praktis akan dibahas dalam penelitian ini.

---

This study aims to investigate the mediating effect of job insecurity on the relationship between perceived organizational support and in role performance. Drawing from psychological safety theory, perceived organizational support would affect individuals rsquo feeling that they could secure their job, and this would lead to high in role performance. Data were collected among employess from Jabodetabek N 269, and analyzed using the Hayes PROCESS macro on SPSS v20. The result showed that job insecurity mediated the relationship between POS and in role performance, as the indirect effect of POS on in role performance via job insecurity was found significant. Theoretical and pracyical implications were discussed. "

"Penelitian menguji peran konstruk tentang organizational citizenship behavior (OCB) di industri kemasan. Melalui metode penelitian kuantitatif, kuesioner dipakai dan dibagikan kepada 369 responden di PT. Unipack Indosystems. Hasil yang diperoleh menunjukkan bahwa organizational commitment dan knowledge sharing memberi efek mediasi terhadap POS dan OCB. Lebih daripada itu, tujuan penelitian ini menguji perceived organizational support untuk menumbuhkan organizational commitment dan memotivasi knowledge sharing dalam organisasi. Penelitian ini menunjukkan bahwa keikutsertaan karyawan dalam knowledge sharing hanya akan terjadi ketika dirasa akan meningkatkan reputasi.

---

This research examined the role of organizational citizenship behavior (OCB) construct in a packaging industry. Using a quantitative research, a questionnaire was developed and distributed to 369 employees at PT. Unipack Indosystems. Results suggested that role of organizational commitment and knowledge sharing play as mediating effects in the relationships between perceived organizational support (POS) and OCB. Further, this paper also examined the role of POS in fostering organizational commitment and facilitating knowledge sharing in the organization. Findings showed that the employee contribute to their knowledge sharing only when they perceive that it would enhance their reputation."

"Dalam penelitian ini telah dilakukan upaya untuk memeriksa pengaruh qualitative job insecurity terhadap komitmen organisasi afektif, kontinuasi, dan normatif serta peran grit sebagai variabel moderator. Penelitian ini merupakan penelitian kuantitatif yang menggunakan alat ukur komitmen organisasi, Multidimensional Qualitative Job Insecurity Scale (MQJIS), dan short grit scale (Grit-S). Pengumpulan data berasal dari 755 karyawan yang terdampak kebijakan perusahaan akibat pandemi. Analisis data yang digunakan yaitu uji korelasi, uji asumsi klasik, dan analisis moderated regression. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan dan negatif antara qualitative job insecurity dengan komitmen organisasi afektif dan komitmen organisasi normatif. Selain itu, ditemukan bahwa grit tidak berperan secara signifikan sebagai moderator pada pengaruh qualitative job insecurity terhadap komitmen organisasi afektif, kontinuasi, dan normatif. Tingkat grit tidak mempengaruhi qualitative job insecurity menurunkan komitmen organisasi afektif, kontinuasi, dan normatif dalam kondisi eksternal yang tidak dapat diprediksi. Hasil penelitian menegaskan pentingnya perusahaan mengambil tindakan untuk mengurangi dampak buruk dari qualitative job insecurity.

---

In this study, an attempt has been made to examine the effect of qualitative job insecurity on affective, continuity, and normative organizational commitment and the role of grit as a moderating variable. This research was quantitative research by using organizational commitment measurement tools, Multidimensional Qualitative Job Insecurity Scale (MQJIS), and short grit scale (Grit-S). Data collection came from 755 employees who were affected by company policies due to the pandemic. The results revealed that there was a significant and negative relationship between qualitative job insecurity with affective and normative organizational commitment. In addition, it was found that grit did not play a significant role as a moderator on the effect of qualitative job insecurity on affective, continuity, and normative organizational commitment. The grit level did not affect qualitative job insecurity reducing affective, continuum, and normative organizational commitment in unpredictable external conditions. The results of this study emphasize the importance of companies taking action to reduce the adverse effects of qualitative job insecurity."

"Penelitian ini bertujuan untuk melihat pengaruh organizational mobility preferences dan perceived organizational support terhadap affective commitment karyawan. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur Affective Commitment Scale yang telah direvisi dan dikembangkan oleh Meyer, Allen, dan Smith (dalam Meyer & Allen, 2004) untuk mengukur komitmen afektif karyawan sebagai variabel terikat, Boundaryless Career Attitudes Scale (Briscoe, Hall, & DeMuth, 2006) untuk mengukur organizational mobility preferences dan Survey of Perceived Organizational Support (Eisenberger et al., 1997). Penelitian ini dilakukan pada 143 responden yang pernah bekerja selama minimal satu tahun. Penelitian ini menunjukkan hasil bahwa organizational mobility preferences (β = -0,30, p = 0,000) memiliki pengaruh negatif terhadap komitmen afektif dan perceived organizational support (β = 0,51, p = 0,000) memiliki pengaruh positif terhadap komitmen afektif karyawan, Lebih lanjut lagi diketahui bahwa variabel organizational mobility preferences dan perceived organizational support memiliki kontribusi varian yang unik pada komitmen afektif karyawan setelah mengontrol usia, tahun lulus pendidikan terakhir, tahun mulai kerja, lama kerja saat ini, dan waktu paling lama kerja karyawan.

---

The aim of this research is to examine the influence of organizational mobility preferences and perceived organizational support on affective commitment. This study is a quantitative study using Affective Commitment Scale developed by Meyer, Allen, dan Smith (in Meyer & Allen, 2004) to measure employee's affective commitment towards organization as the dependent variable (DV), Boundaryless Career Attitudes Scale developed by Briscoe, Hall, and DeMuth (2006) to measure the dimension of organizational mobility preferences and Survey of Perceived Organizational Support developed by Eisenberger et al. (1997) to measure employee?s perceived organizational support. The sample of this study is a total of 143 respondents who have worked in a company for at least a year.

Results indicated that organizational mobility preferences (β = -0,30, p = 0,000) negatively influenced employee?s affective commitment while perceived organizational support (β = 0,51, p = 0,000) positively influenced employee?s affective commitment. Furthermore, organizational mobility preferences and perceived organizational support explained a unique variance in affective commitment above age, year graduated from latest education, year first started a job, employee's tenure (current tenure and longest tenure)."

"Tingkat komitmen keorganisasian yang dimiliki karyawan sangatlah penting karena menjadi hal yang menentukan apakah seorang karyawan ingin tetap bertahan dalam organisasi atau tidak. Penelitian ini bertujuan untuk menganalisis pengaruh persepsi dukungan organisasi terhadap komitmen keorganisasian dan pengaruh persepsi dukungan organisasi terhadap masing-masing dimensi komitmen keorganisasian (komitmen afektif, kontinu, dan normatif). Variabel persepsi dukungan organisasi diukur menggunakan kuesioner baku Survey of Perceived Organizational Support, sedangkan variabel komitmen keorganisasian diukur menggunakan kueisoner baku Affective Commitment Scale, Continuance Commitment Scale, dan Normative Commitment Scale yang merepresentasikan masing-masing dimensi. Responden penelitian ini adalah 54 orang karyawan tetap non-manajerial di kantor pusat PT Wika Realty yang telah bekerja lebih dari satu tahun. Hasil penelitian menunjukkan bahwa persepsi dukungan organisasi berpengaruh secara signifikan terhadap komitmen keorganisasian secara keseluruhan. Selain itu, persepsi dukungan organisasi berpengaruh secara signifikan terhadap komitmen afektif dan komitmen normatif, namun tidak berpengaruh secara signifikan terhadap komitmen kontinu.

---

The level of organizational commitment become very important, because it determines whether the employees want to continue their employment or not. The purpose of this research is to analyze the influence of perceived organizational support on organizational commitment and the influence of perceived organizational support on each dimensions of organizational commitment (affective, continuance, and normative commitment). Perceived organizational support was measured by standard questionnaire Survey of Perceived Organizational Support, while Organizational Commitment was measured by standard questionnaires Affective Commitment Scale, Continuance Commitment Scale, and Normative Commitment Scale that represents each dimension. Respondent includes 54 permanent and non-managerial employees in PT Wika Realty who has worked for more than one year. The result showed that perceived organizational support is significantly influence overall organizational commitment. In addition, perceived organizational support significantly influences affective and normative commitment, but not significantly influences continuance commitment."

"Tujuan dari penelitian ini adalah untuk melihat peran komitmen organisasi afektif sebagai mediator tentang hubungan antara ketidakamanan kerja dan kinerja. Peserta Penelitian ini dilakukan pada karyawan pada perusahaan start up yang berjumlah 124 orang. Penelitian ini merupakan penelitian kuantitatif dengan desain korelasional. Data dikumpulkan menggunakan Skala Kerawanan Pekerjaan Kuesioner dan Skala Kinerja Tugas diadaptasi oleh Piccoli et al., (2017), serta Organizational Commitment Questionnaire yang diadaptasi oleh Bohle et al., (2018). Metode pengolahan data penelitian menggunakan SPSS versi 23.0. Hasil dari Penelitian menunjukkan bahwa komitmen organisasi afektif dapat menjadi perantara hubungan parsial antara ketidakamanan kerja dan kinerja.

---

The purpose of this study was to examine the role of affective organizational commitment as a mediator on the relationship between job insecurity and performance. Participants This research was conducted on employees at start-up companies, amounting to 124 people. This research is a quantitative study with a correlational design. Data were collected using the Job Insecurity Questionnaire Scale and the Task Performance Scale adapted by Piccoli et al., (2017), and the Organizational Commitment Questionnaire adapted by Bohle et al., (2018). The research data processing method uses SPSS version 23.0. The results of the study indicate that affective organizational commitment can mediate a partial relationship between job insecurity and performance."

"Penelitian ini dilakukan untuk mengetahui hubungan antara job insecurity dan komitmen organisasi pada guru honorer Sekolah Dasar Negeri di Depok. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif melalui skala sikap. Pengukuran Job Insecurity menggunakan alat ukur Job Insecurity Scale (Ashford, Lee & Bobko, 1989) yang diadaptasi oleh Maulana (2012) dan pengukuran komitmen organisasi menggunakan alat ukur organizational Commitment Questionnaire (Meyer & Allen, 1997) yang telah diadaptasi oleh Fathlistya (2008). Partisipan dalam penelitian ini berjumlah 105 orang guru honorer Sekolah Dasar Negeri di Depok. Hasil dari penelitian ini menunjukkan bahwa terdapat hubungan yang bersifat negatif signifikan di antara kedua variabel tersebut, yang berarti penurunan job insecurity akan diikuti oleh peningkatan pada komitmen organisasi, dan berlaku sebaliknya.

---

This research was conducted to find the relationship between job insecurity and organizational commitment among honorarium public elementary school teacher in Depok. This research used quantitative approach by collecting data through attitute scales. Job Insecurity was measured by Job Insecurity Scale (Ashford, Lee & Bobko, 1989), which had been adapted by Maulana (2012) and Organizational Commitment was measured by Organizational Commitmen Questionnaire (Meyer & Allen, 1997), which had been adapted by Fathlistya (2008). The participants of this research were 105 honorarium public elementary school teacher in Depok.

The result showed that job insecurity had correlated significantly with organizational commitment and the relationship showed a negative effect, which meant that increasing in job insecurity would be followed by decreasing in organizational commitment and vice versa."

"Penelitian ini bertujuan untuk meneliti pengaruh perceived organizational support dan self-efficacy terhadap training transfer yang dimediasi oleh job satisfaction di BUMN di bidang transportasi gas bumi. Penelitian ini dilakukan terhadap 337 pekerja di perusahaan tersebut. Data yang didapatkan dari responden kemudian diolah dan dianalisis menggunakan metode structural equation modelling. Hasil penelitian ini menunjukkan bahwa job satisfaction tidak signifikan memediasi perceived organizational support dan self-efficacy terhadap training transfer. Namun ditemukan perceived organizational support maupun self-efficacy memiliki pengaruh signifikan terhadap training transfer, yang sesuai penelitian sebelumnya, bahwa baik work environment maupun trainee characteristics mempengaruhi implementasi hasil training di lingkungan kerja.

---

This research has an objective to investigate the factors of perceived organizational support and self efficacy on training transfer that mediating by job satisfaction. This study was conducted in a state owned company in the gas natural transportation. To test the hypothesis, 337 employees completed the online questionnaire. Data analysis was conducted using structural equation modelling.

The result did not support the assumption, which job satisfaction was not mediating perceived organizational support and self efficacy on training transfer. Meanwhile, both perceived organizational support and self efficacy have a significant impact on training transfer, whereas the result is the same with the previous studies."

"Penelitian ini dilakukan untuk mendapatkan gambaran persepsi hubungan antara atasan dan bawahan dalam leader-member exchange, serta persepsi karyawan terhadap dukungan organisasi atau perceived organizational support, yang merupakan faktor yang mempengaruhi turnover intentions karyawan. Peneliti menggunakan organizational commitment sebagai mediator variabel untuk melihat pengaruh langsung dan tidak langsung dari kedua independen variabel tersebut. Partisipan penelitian berjumlah 176 orang karyawan yang terdiri atas dua kelompok responden, yaitu Responden A sebagai atasan dan Responden B sebagai pelaksana/bawahan yang akan dibandingkan hasilnya.Hasil penelitian ini menunjukkan hasil yang signifikan pada kedua responden penelitian terkait dengan pengaruh perceived organizational support terhadap turnover intentions, baik secara langsung maupun tidak langsung melalui organizational commitment sebagai mediator. Namun, menunjukkan hasil yang berbeda pada pengaruh leader-member exchange terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator. Pada Responden A, leader-member exchange tidak memiliki pengaruh yang signifikan terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator. Sedangkan, hasil pada Responden B menunjukkan hasil yang sebaliknya, yaitu terdapat pengaruh yang signifikan leader-member exchange terhadap turnover intentions, baik secara langsung maupun melalui organizational commitment sebagai moderator.

---

This research was conducted to get a whole picture of the perception toward superiors subordinates'relationship in leader member exchange, as well as employee's perceptions of organizational support in perceived organizational support, which may affect employee turnover intentions. Researcher use organizational commitment as a moderator variable to see the direct and indirect influences from those two independent variables. Survey data were collected from 176 employees, which consists of two groups of respondents, namely Respondent A as superior and Respondent B as the executor subordinate, which will be compared the result with one another.

The result of this study shows significant in both respondents related to the influence of perceived organizational support toward turnover intentions, either directly or indirectly through organizational commitment as a mediator variable. However, it shows different on the influences of leader member exchange toward turnover intentions, either directly or indirectly through organizational commitment as a moderator variable. Respondent A show that leader member exchange has no significant effect on the employee's turnover intentions, either directly or through organizational commitment as a moderator. Meanwhile, the results of Respondent B show the opposite, that there is a significant influence of leader member exchange on employee's turnover intention, either directly or through organizational commitment as moderator."