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"Tingkat kompetisi pada perusahaan di dunia yang semakin meningkat menjadikan setiap perusahaan untuk mengelola sumber daya manusia dengan tepat, yang mana employee engagement pada saat ini menjadi salah satu faktor terpenting dalam pengelolaan sumber daya manusia. Employee engagement dapat ditingkatkan dengan adanya pengaruh dari diversity management yang dijalankan perusahaan dan organizational trust dari para pegawai di dalamnya. Penelitian ini bertujuan untuk menganalisis pengaruh diversity management terhadap employee engagement melalui organizational trust sebagai variabel mediasi pada PT Asuransi Jiwa Inhealth Indonesia. Dengan tujuan eksplanatif, penelitian ini menggunakan pendekatan kuantitatif dengan menggunakan teknik penarikan data berupa total sampling dengan menyebarkan kuesioner kepada seluruh pegawai di kantor pusat PT Asuransi Jiwa Inhealth Indonesia. Analisis data dilakukan dengan analisis regresi, uji interaksi, dan uji sobel. Hasil penelitian yang diperoleh menunjukkan adanya pengaruh dari pengaruh diversity management terhadap employee engagement melalui organizational trust sebagai variabel mediasi yang membuktikan bahwa diversity management dapat memberikan pengaruh positif terhadap peningkatan kepercayaan pegawai pada perusahaan yang berdampak pada tingkat keterikatan pegawai pada perusahaan.

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The increasing level of competition in companies worldwide makes every company manage human resources accurately, where employee engagement has become one of the most crucial factors in human resource management. Employee engagement can be enhanced by the influence of diversity management implemented by the company and organizational trust from its employees. This research aims to analyze the impact of diversity management on employee engagement through organizational trust as a mediating variable at PT Asuransi Jiwa Inhealth Indonesia. With an explanatory purpose, this research uses a quantitative approach with a total sampling technique by distributing questionnaires to all employees at the headquarters of PT Asuransi Jiwa Inhealth Indonesia. Data analysis is conducted through regression analysis, interaction tests, and Sobel tests. The research results indicate an influence of diversity management on employee engagement through organizational trust as a mediating variable, proving that diversity management can have a positive impact on increasing employees' trust in the company, which in turn affects the level of employee commitment to the company."

"Penelitian ini bertujuan untuk memahami pengaruh manajemen keberagaman terhadap Organizational Citizenship Behavior (OCB) dengan mempertimbangkan juga pengaruh mediasi inklusi organisasi, komitmen afektif, dan keterikatan pekerjaan. Data untuk penelitian kuantitatif ini dikumpulkan dengan menggunakan kuesioner dari 263 pegawai perusahaan FMCG di wilayah Indonesia yang memiliki masa kerja minimal setahun. Pengolahan data yang dilakukan dengan metode Structural Equation Modelling menunjukkan bahwa manajemen keberagaman tidak memiliki pengaruh langsung terhadap OCB. Hubungan kausalitas manajemen keberagaman terhadap OCB dimediasi penuh oleh inklusi organisasi dan keterikatan pekerjaan. Sementara itu, komitmen afektif tidak terbukti menjadi mediator dalam hubungan pengaruh manajemen keberagaman terhadap OCB. Penelitian ini menunjukkan pentingnya implementasi manajemen keberagaman di dalam perusahaan sekaligus mengungkapkan tindakan untuk meningkatkan OCB pegawai.

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This study aims to understand the effect of diversity management on Organizational Citizenship Behavior (OCB), taking into account the mediating role of organizational inclusion, affective commitment, and work engagement. The data for this quantitative study were collected using questionnaire from 263 employees who have worked for at least one year in FMCG company operating in Indonesia. The data analyzed in Structural Equation Modelling showed that diversity management had no direct effect on OCB. The result also indicated that the causal relationship between diversity management and OCB was fully mediated by organizational inclusion and work engagement. However, affective commitment was not proven to be a mediator in the causal relationship of diversity management on OCB. This study reveals the importance of diversity management implementation within a company as well as courses of action to boost OCB of the employees."

"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.

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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."

"Industri manufaktur memiliki daya serap terbesar ketiga dibandingkan sektor lainnya di Indonesia, membuat peran tenaga kerja menjadi penting bagi industri manufaktur. Salah satu indikator besarnya peran tenaga kerja adalah employee engagement yang dipengaruhi oleh beberapa hal, salah satunya yaitu diversity management. Sayangnya, keragaman dalam industri manufaktur di Indonesia masih tergolong rendah. Industri manufaktur masih didominasi oleh laki-laki dan jumlah pekerja disabilitas tergolong rendah dibandingkan sektor lainnya. Selain itu, masih terdapat diskriminasi suku, ras, dan etnis padahal Indonesia merupakan negara yang kaya akan hal-hal tersebut. Terdapat pula fenomena ageisme yaitu pemberian stigma dan diskriminasi dari kelompok yang lebih muda terhadap yang lebih tua maupun sebaliknya. PLS-SEM merupakan metode yang lazim digunakan dalam topik penelitian ini. Pada penelitian ini, terdapat 218 responden yang merupakan pekerja industri manufaktur di Kota Cilegon. Hasilnya yaitu age diversity management merupakan satu-satunya faktor yang memiliki pengaruh terhadap employee engagement. Selain itu, tidak ada perbedaan koefisien jalur yang signifikan antara kelompok laki-laki dan kelompok perempuan

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Manufacturing industry has the third largest absorption capacity compared to other sectors in Indonesia, making the role of labor important for the manufacturing industry. One indicator that can represent the role of labor is employee engagement which is influenced by several things, one of which is diversity management. Unfortunately, the diversity in the manufacturing industry in Indonesia is still relatively low. The manufacturing industry is still dominated by men and the number of disabled workers is low compared to other sectors. In addition, there is still ethnic, racial, and ethnic discrimination even though Indonesia is a country rich in these things. There is also the phenomenon of ageism, namely stigma and discrimination from the younger group towards the older group and vice versa. PLS-SEM is a method commonly used in this research topic. In this study, there were 218 respondents who were workers in the manufacturing industry in Cilegon City. The result is that age diversity management is the only factor that has an effect on employee engagement. In addition, there was no significant difference in path coefficients between the male and female groups."

"Penelitian ini bertujuan untuk mengetahui apakah persepsi terhadap diversity management dan retaining diversity berpengaruh terhadap organizational citizenship behavior toward the organization dan organizational citizenship behavior toward individual pada karyawan PT GoTo Gojek Tokopedia Tbk. Dalam hubungan tersebut juga diuji efek dari workplace happiness sebagai mediator. Data penelitian diperoleh melalui kuesioner dengan total sebanyak 195 responden. Model yang digunakan dalam penelitian ini dianalisis menggunakan Structural Equation Modeling (SEM) dengan menggunakan software LISREL versi 8.80 untuk mengetahui hubungan dari variabel yang diuji. Hasil penelitian ini membuktikan bahwa perceptions of diversity management tidak memiliki pengaruh terhadap organizational citizenship behavior toward the organization dan organizational citizenship behavior toward individual, sedangkan perceptions of retaining diversity memiliki pengaruh langsung yang positif dan signifikan hanya terhadap organizational citizenship behavior toward individual. Perceptions of diversity management juga tidak berpengaruh terhadap workplace happiness, akan tetapi perceptions of retaining diversity memiliki pengaruh langsung yang positif dan signifikan terhadap workplace happiness. Selain itu, penelitian ini juga menunjukkan bahwa workplace happiness hanya memediasi hubungan antara perceptions of diversity management dan organizational citizenship behavior, baik toward the organization maupun toward individual.

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This study aims to determine whether perceptions of diversity management and retaining diversity affect organizational citizenship behavior toward the organization and organizational citizenship behavior toward individuals at PT GoTo Gojek Tokopedia Tbk employees. In this connection, the effect of workplace happiness as a mediator is also tested. The research data was obtained through a questionnaire with a total of 195 respondents. The model used in this study was analyzed using Structural Equation Modeling (SEM) using LISREL software version 8.80 to determine the relationship of the variables tested. The results of this study prove that perceptions of diversity management have no effect on organizational citizenship behavior toward the organization and organizational citizenship behavior toward individuals, while perceptions of retaining diversity have a direct positive and significant effect only on organizational citizenship behavior toward individuals. Perceptions of diversity management also have no effect on workplace happiness, but perceptions of retaining diversity have a direct, positive and significant effect on workplace happiness. In addition, this study also shows that workplace happiness only mediates the relationship between perceptions of diversity management and organizational citizenship behavior, both toward the organization and toward the individual."

"ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh dari karakteristik pekerjaan dan praktik sumber daya manusia terhadap komitmen organisasi, dengan dimediasi oleh keterikatan karyawan (employee engagement) di PT XYZ. Pendekatan yang digunakan di dalam penelitian ini adalah pendekatan kuantitatif dengan menggunakan kuesioner untuk mengumpulkan data yang diambil melalui sebuah aplikasi online. Responden yang terlibat dalam penelitian ini ditentukan dengan metode convinient sampling, yaitu metode dimana responden yang terpilih berdasarkan pada kenyamanan dalam mengakses populasi sampel. Responden yang masuk ke dalam penelitian ini adalah seluruh karyawan PT XYZ yang berjumlah 213 orang. Alat ukur yang digunakan dalam penelitian ini adalah Job Diagnostics Survey (JDS) untuk mengukur karakteristik pekerjaan oleh Hackman & Oldham (1976), Utrecht Work Engagement Survey (UWES) untuk mengukur employee engagement oleh Schaufeli, Bakker, & Salanova (2006), kuesioner komitmen organisasi oleh Allen & Meyer (1990), dan kuesioner praktik sumber daya manusia yang dikembangkan oleh Delery & Doty (1996). Hasil yang didapatkan menunjukkan bahwa praktik sumber daya manusia, karakteristik pekerjaan, dan keterikatan karyawan memiliki pengaruh positif terhadap komitmen organisasi. Praktik sumber daya manusia dan karakteristik pekerjaan juga memiliki pengaruh signifikan terhadap keterikatan karyawan. Selain itu, keterikatan karyawan hanya memediasi hubungan antara karakteristik pekerjaan dan komitmen organisasi yang terbukti sesuai hipotesis.

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ABSTRACTThis research analyse the influence of job characteristics and human resource practices on organizational commitment, mediated by employee engagement in PT XYZ. This study uses a quantitative approach by using surveys through an online application. The respondents involved in this study were determined by convinient sampling method, the method by which the respondents were selected based on the convenience in accessing the sampling population. Respondents who entered into this study were 213 employees of PT XYZ. The measuring instruments used in this study are Job Diagnostics Survey (JDS) to measure job characteristics developed by Hackman and Oldham (1976), Utrecht Work Engagement Survey (UWES) to measure employee engagement developed by Schaufeli et al (2006), organizational commitment questionnaires developed by Allen and Meyer (1990), and questionnaire for human resource practices developed Delery and Doty (1996). The results show that human resource practices, job characteristics, and employee engagement have a positive effect on organizational commitment. Human resource practices and job characteristics also have a significant effect on employee engagement. In addition, employee engagement only mediates the relationship between job characteristics and organizational commitment that had been proved."

"Penelitian ini mengamati pengaruh keterlibatan dalam praktik manajerial sumber daya manusia (high-involvement work practices/HIWPs) dan transparansi organisasional berupa aspek komunikasi dan penyebaran informasi (transparent organizational communication/TOC) terhadap kepercayaan pegawai (trust/T) dengan mempertimbangkan keterikatan pegawai (employee engagement/EE) sebagai mediasi pada Kementerian Keuangan Republik Indonesia (Kemenkeu). Sampel diperoleh melalui survei digital terhadap 423 orang pegawai Kemenkeu. Pengujian pengaruh dan mediasi diolah menggunakan analisis structural equation modelling (SEM) menggunakan aplikasi IBM AMOS. Uji SEM menunjukkan bahwa HIWPs berpengaruh positif terhadap EE, namun tidak terbukti berpengaruh secara positif terhadap T. Sementara itu, TOC berpengaruh positif terhadap T, namun tidak terbukti berpengaruh secara positif terhadap EE. Terdapat mediasi penuh oleh EE pada HIWPs terhadap T. Tidak ditemukan adanya peran mediasi oleh EE pada TOC terhadap T. Pengujian kepercayaan pegawai terhadap institusi di sektor publik belum banyak dilakukan. Potensi keterlibatan pegawai dalam bentuk wewenang, distribusi informasi, imbalan, dan pengetahuan, serta dan transparansi komunikasi organisasional berupa partisipasi, substansi, dan akuntabilitas dengan bantuan keterikatan pegawai diharapkan dapat digunakan sebagai masukan untuk meningkatkan kepercayaan pegawai sektor publik terhadap institusinya.

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This study observes the effect of high-involvement work practices and transparent organizational communication in influencing employee’s trust by considering employee engagement as a mediating role at the Ministry of Finance Republic of Indonesia (MoF RI). Samples were obtained through a digital survey of 423 MoF RI employees. Positive effect and mediation tests processed using structural equation modeling (SEM) analysis using the IBM AMOS. The result showed that HIWPs had a positive effect on EE, but not proven to have a direct positive effect on T. Meanwhile, TOC had a direct positive effect on T, but was not proven to have a positive effect on EE. This research found there was full mediation role by the EE between HIWPs to T. On the contrary, there was no mediation role found by EE between TOC to T. Not much employee’s trust testing was conducted in the public sector. Potential employee involvement in the form of authority, distribution of information, rewards, and knowledge, as well as transparency and organizational communication in the form of participation, substance, and accountability and raise in employee engagement are expected to be used as an input to increase employee’s trust towards their institutions especially in the public sector."

"Organizations must learn to embrace and celebrate diversity as a business practice. But how do you ensure that your diversity programs met the demands of the global marketplace? This issue not only presents key demographic and workforce information, but gives you practical tips, techniques, and exercises that you can apply as you design the most appropriate diversity training program for your organization."

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Keberagaman dalam pengelolaan Sumber Daya Manusia menjadi tantangan dalam suatu perusahaan. Berkembangnya teknologi, globalisasi, dan migrasi mendorong percepatan keberagaman tenaga kerja, khususnya masyarakat kota. Keunggulan kompetitif perusahaan menjadi target dari setiap perusahaan dalam menjalankan operasionalnya, salah satu faktor penting pendorong keunggulan tersebut adalah pengelolaan Sumber Daya Manusia yang mengarah kepada employee engagement karyawan. Diversity management menjadi salah satu aspek yang dibutuhkan dalam meningkatkan employee engagement pada karyawan. Penelitian ini bertujuan untuk menganalisis pengaruh dari diversity management terhadap employee engagement karyawan dengan organizational trust sebagai variabel mediasi. Penelitian ini menggunakan pendekatan penelitian kuantitatif dengan teknik penarikan data purposive sampling yang dilakukan melalui survei terhadap 105 karyawan di PT Bank Negara Indonesia (Persero) Tbk. Data yang dikumpulkan kemudian diolah menggunakan metode Structural Equation Modelling - Partial Least Square (SEM-PLS) menggunakan tools SmartPLS 4. Hasil dari penelitian menunjukkan bahwa diversity management berpengaruh positif terhadap employee engagement, baik secara langsung maupun melalui peran organizational trust sebagai mediasi. Selain itu, organizational trust juga berpengaruh positif terhadap employee engagement karyawan.

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Diversity in Human Resource management is a challenge in a company. The development of technology, globalization, and migration encourage the acceleration of workforce diversity, especially in urban communities. The company's competitive advantage is the target of every company in carrying out its operations, one of the important factors driving this advantage is the management of Human Resources which leads to employee engagement. Diversity management is one of the aspects needed to increase employee engagement in employees. This study aims to analyze the effect of diversity management on employee engagement with organizational trust as a mediating variable. This study uses a quantitative research approach with purposive sampling data collection techniques conducted through a survey of 105 employees at PT Bank Negara Indonesia (Persero) Tbk. The data collected was then processed using the Structural Equation Modeling - Partial Least Square (SEM-PLS) method using SmartPLS 4 tools. The results of the study indicate that diversity management has a positive effect on employee engagement, both directly and through the role of organizational trust as mediation. In addition, organizational trust also has a positive effect on employee engagement.

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"Perubahan model kerja di era digitalisasi membuat banyak perusahaan terutama di sektor teknologi mulai menerapkan sistem kerja hybrid pada karyawannya. Penelitian ini bertujuan untuk mengkaji bagaimana pengaruh pelatihan dan pengembangan terhadap keterikatan kerja dan kinerja karyawan hybrid working perusahaan teknologi Daerah Khusus Jakarta dengan menggunakan keterikatan kerja sebagai variabel mediasinya. Penelitian ini menggunakan pendekatan kuantitatif melalui survei yang melibatkan 170 karyawan hybrid working perusahaan sektor teknologi sebagai respondennya. Instrumen pengumpulan data ini menggunakan kuesioner yang sudah melalui uji validitas dan reliabilitas. Analisis data yang digunakan dalam penelitian ini adalah analisis regresi linier sederhana dengan menggunakan SPSS untuk menguji hubungan antar variabel. Berdasarkan hasil penelitian, variabel pelatihan dan pengembangan terbukti memiliki pengaruh positif dan signifikan terhadap variabel keterikatan kerja dan kinerja karyawan. Selain itu, keterikatan kerja berperan secara signifikan sebagai variabel mediasi dalam hubungan antara pelatihan dan pengembangan dengan kinerja karyawan.

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The shift in work models in the digitalization era has led many companies, particularly in the technology sector, to adopt hybrid work systems for their employees. This study aims to examine the impact of training and development on employee engagement and performance among hybrid-working employees in technology companies in the Special Capital Region of Jakarta, using employee engagement as a mediating variable. This research employs a quantitative approach through a survei involving 170 hybrid-working employees from technology companies as respondents. The data collection instrument used a questionnaire that had undergone validity and reliability tests. The data analysis method applied in this study is simple linear regression analysis using SPSS to examine the relationships between variables. The results of the study demonstrate that the training and development variable has a positive and significant effect on both the employee engagement and performance variables. Furthermore, employee engagement plays a significant role as a mediating variable in the relationship between training and development and employee performance. "