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"Tujuan penelitian ini adalah untuk mengetahui peran psychological capital pada pengaruh gaya kepemimpinan authentic dan dukungan organisasi yang didapatkan oleh karyawan terhadap perilaku organizational citizenship behavior yang dimiliki oleh karyawan. Karyawan yang telah bekerja minimal satu tahun dalam sektor swasta dalam pekerjaan menunjukkan perilaku organizational citizenship behavior dikarenakan memiliki persepsi diperlakukan tidak sesuai dengan yang diharapkan organisasi. Semakin menonjolnya perubahan sifat pekerjaan yang dilakukan menunjukkan bahwa hal tersebut mungkin tidak cukup untuk mendeteksi dampak dari hubungan kerja yang dirasakan karyawan terhadap organisasi. Melalui hubungan karyawan dengan atasan dan dukungan organisasi yang dirasakan. Namun saja tidak cukup karena setiap karyawan juga harus memiliki motivasi intrinsik yang kuat, komitmen yang tinggi terhadap organisasi, dan kemampuan untuk mengatasi tantangan yang dihadapi di tempat kerja. Oleh karena itu tujuan dari penelitian ini adalah untuk mengetahui lebih lanjut dari peran psychological capital sebagai mediasi pada hubungan antara gaya kepemimpinan dan dukungan organisasi melalui gaya kepemimpinan authentic leadership dan perceived organizational support terhadap perilaku terhadap perilaku organizational citizenship behavior. Penelitian ini menggunakan metode SEM dengan 275 sampel yang merupakan karyawan tetap pada sektor swasta sampel dan data dikumpulkan melalui google form. Penelitian ini diolah menggunakan software smartPLS4. Hasil analisis menunjukkan bahwa psychological memediasi sebagian besar hubungan antara authentic leadership dan perceived organizational support dengan organizational citizenship behavior. Penelitian ini memberikan kontribusi penting dalam memperdalam pemahaman tentang faktor-faktor yang mempengaruhi organizational citizenship behavior serta implikasinya bagi manajemen sumber daya manusia.

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The purpose of this research is to determine the role of psychological capital on the influence of authentic leadership style and organizational support obtained by employees on organizational citizenship behavior possessed by employees. Employees who have worked for at least one year in the private sector at work show organizational citizenship behavior because they have the perception that they are treated not by the expectations of the organization. The increasing prominence of changes in the nature of work performed suggests that it may not be sufficient to detect the impact of employees' perceived employment relationships on the organization. Through employee relationships with superiors and perceived organizational support. However, this alone is not enough because every employee must also have strong intrinsic motivation, high commitment to the organization, and the ability to overcome the challenges faced in the workplace. Therefore, the aim of this research is to find out more about the role of psychological capital as a mediator in the relationship between leadership style and organizational support through authentic leadership style and perceived organizational support on organizational citizenship behavior. This research used the SEM method with 275 samples who were permanent employees in the private sector and data was collected via Google form. This research was processed using smartPLS4 software. The results of the analysis show that psychology mediates most of the relationship between authentic leadership and perceived organizational support and organizational citizenship behavior. This research provides an important contribution in deepening understanding of the factors that influence organizational citizenship behavior and its implications for human

resource management."

"Persaingan yang semakin ketat dalam dunia bisnis mendorong perusahaan untuk mempertahankan karyawan yang memiliki kinerja tinggi sebagai strategi untuk bertahan di tengah kondisi yang berubah dengan cepat. Karyawan yang menunjukkan perilaku Organizational Citizenship Behavior (OCB) dianggap menjadi aset berharga karena berkontribusi pada kesuksesan perusahaan. Salah satu variabel yang berkorelasi positif secara signifikan dengan OCB yaitu authentic leadership, tetapi hubungannya lemah sehingga perlu dieksplorasi lebih jauh terkait dinamika hubungan antarvariabel. Penelitian ini bertujuan melihat peran organizational identification sebagai mediator dalam hubungan antara authentic leadership dan OCB pada karyawan di Indonesia. Sebanyak 111 karyawan terlibat sebagai partisipan dalam penelitian ini. Alat ukur yang digunakan yaitu Authentic Leadership Questionnaire (ALQ), Organizational Citizenship Behavior Scale, dan Organizational Identification Scale (OIS). Hasil analisis mediasi ​​menggunakan PROCESS macro SPSS v.27. menunjukkan bahwa organizational identification tidak memediasi hubungan antara authentic leadership dan OCB. Dengan kata lain, hipotesis penelitian tidak terbukti karena organizational identification tidak dapat memperkuat hubungan antara authentic leadership dan OCB. Penelitian ini mengimplikasikan bahwa perusahaan perlu merancang pelatihan authentic leadership dan menciptakan lingkungan yang mendukung organizational identification untuk meningkatkan OCB karyawan.

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The increasingly competitive business environment drives companies to retain high-performing employees as a strategy to survive amidst rapidly changing conditions. Employees demonstrating Organizational Citizenship Behavior (OCB) are considered valuable assets as they contribute to the company's success. One variable that shows a significant positive correlation with OCB is authentic leadership, although the relationship is weak, indicating the need for further exploration of the dynamics between these variables. This study aims to examine the role of organizational identification as a mediator in the relationship between authentic leadership and OCB among employees in Indonesia. A total of 111 employees participated in this study. The measurement tools used were the Authentic Leadership Questionnaire (ALQ), Organizational Citizenship Behavior Scale, and Organizational Identification Scale (OIS). The results of the mediation analysis using the PROCESS macro in SPSS v.27 showed that organizational identification did not mediate the relationship between authentic leadership and OCB. In conclusion, the research hypothesis is not supported, as organizational identification does not strengthen the relationship between authentic leadership and OCB. The findings suggest that organizations should develop authentic leadership training programs and create an environment that supports organizational identification to improve employee OCB."

"Seiring berjalannya waktu, urgensi praktik knowledge sharing dalam organisasi menjadi semakin meningkat. Penelitian ini bertujuan untuk menganalisis peran dari perceived organizational support, servant leadership, dan organizational citizenship behavior sebagai anteseden dari knowledge sharing. Data penelitian ini diperoleh dari 225 pegawai sektor publik di Indonesia yang melakukan pengisian kuesioner secara online. Hasil pengujian dengan metode structural equation modeling menunjukkan bahwa organizational citizenship behavior berpengaruh positif signifikan terhadap knowledge sharing sekaligus memediasi penuh pengaruh perceived organizational support dan servant leadership terhadap knowledge sharing. Namun, tidak ditemukan adanya pengaruh langsung yang signifikan antara perceived organizational support dan servant leadership terhadap knowledge sharing. Hasil penelitian ini melengkapi konsep anteseden knowledge sharing serta berkontribusi dalam menambah hasil penelitian atas dampak organizational citizenship behavior di sektor publik.

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Over time, the urgency of knowledge sharing practices in organizations is increasing. This study aims to assess the role of perceived organizational support, servant leadership, and organizational citizenship behavior as the antecedents of knowledge sharing. The data were collected via an online questionnaire from 225 public sector employees in Indonesia. Structural equation modeling results indicate that organizational citizenship behavior had a significant positive effect on knowledge sharing while also fully mediated perceived organizational support and servant leadership’s effect on knowledge sharing. However, no significant direct effect was found between perceived organizational support and servant leadership on knowledge sharing. This paper's findings contribute to the establishment of knowledge sharing’s antecedents concept, especially in the public sector. Furthermore, this paper responds to the call for additional research concerning the consequences of organizational citizenship behavior in the public sector."

"Keberhasilan perusahaan bergantung pada kinerja SDM yang berjalan semaksimal mungkin, dimana diharapkan pegawai tidak hanya memenuhi tanggung jawab utama (in-role) namun juga bersedia melakukan bagian pekerjaan yang diluar dari kewajiban mereka (extra role). Berdasarkan penelitian terdahulu, terdapat hubungan antara OCB dan authentic leadership dengan korelasi yang rendah sehingga dapat dieksplorasi hubungan kedua variabel ini dengan adanya mediator serta terdapat perbedaan budaya antara Korea Selatan dan Indonesia. Pegawai dengan OCB tinggi dapat meningkatkan produktivitas perusahaan. Penelitian ini ingin mengetahui apakah terdapat peran mediasi identification with the supervisor pada hubungan authentic leadership untuk meningkatkan OCB pada pekerja di Indonesia (N=111). Hasil analisis mediasi PROCESS macro SPSS versi 21, ditemukan bahwa terdapat pengaruh langsung yang tidak signifikan antara authentic leadership dan OCB (c’ = .1003, t(111)= .0512, p > .05) dan terdapat pengaruh tidak langsung antara authentic leadership dan OCB yang melalui identification with the supervisor (ab= .0583). Maka disimpulkan bahwa identification with the supervisor memediasi penuh authentic leadership dan OCB. Penelitian ini dapat memberikan data bahwa perusahan perlu memperhatikan authentic leadership yang dapat membentuk identification with the supervisor dan meningkatkan OCB.

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The success of a company depends on the performance of the employee to the fullest extent possible, where employees are expected not only to fulfill their primary responsibilities (in-role) but also to be willing to perform task beyond their obligations (extra-role). High OCB can enhance the productivity of the company. Based on previous research, there is a low correlation between OCB and authentic leadership, indicating that variable can be explored with a mediator, and a cultural differences between South Korea and Indonesia. The research aims to explore the role of identification with the supervisor on the influence of authentic leadership in enhancing OCB among employees in Indonesia (N=111). The results of the mediation analysis using PROCESS macro SPSS version 21 revealed that there was a non-significant direct effect between authentic leadership and OCB (c’ = .1003, t(111) = .0512, p > .05), and there was an indirect effect between authentic leadership and OCB through identification with the supervisor (ab = .0583). Therefore, it is concluded that identification with the supervisor fully mediates authentic leadership and OCB. This research may provide evidence that companies need to pay attention to authentic leadership that can shape identification with the supervisor and enhance OCB."

"Perubahan besar yang dipicu oleh globalisasi dan pandemi COVID-19 telah menuntut adaptasi dan kreativitas dalam dunia kerja, khususnya di era digital. Generasi milenial dan gen Z, yang mendominasi tenaga kerja saat ini memiliki peran penting dalam menciptakan keunggulan kompetitif dan menjaga keberlanjutan organisasi khususnya startup. Penelitian ini bertujuan untuk mengukur dan menganalisis seberapa besar pengaruh perceived authentic leadership, organizational identification, dan terhadap employee creativity yang dimediasi oleh work engagement pada pekerja startup di Jabodetabek. Penelitian ini menggunakan metodologi berbasis survey menggunakan kuesioner online dengan penilaian menggunakan Skala Likert. Data 243 orang responden dianalisis menggunakan teknik partial least squares structural equation modeling (PLSSEM). Hasil penelitian menunjukkan bahwa perceived authentic leadership dan organizational identification berpengaruh positif terhadap employee creativity, baik secara langsung maupun melalui mediasi work engagement.

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Significant changes triggered by globalization and the COVID-19 pandemic have required adaptation and creativity in the world of work, especially in the digital era. The millennial and Z generation, which dominate the workforce today, have an essential role in creating competitive advantages and maintaining the sustainability of organizations, especially startups. This research aims to measure and analyze the influence of Perceived Authentic Leadership, Organizational Identification, and Employee Creativity mediated by Work Engagement in millennial employees who work in startups (Jabodetabek). This research uses a survey-based methodology using an online questionnaire with assessments using a Likert Scale. Data from 243 respondents was analyzed using the partial least squares structural equation modeling (PLS-SEM) technique. The research results show that perceived authentic leadership and organizational identification positively affect employee creativity, both directly and through the mediation of work engagement."

"Dalam era bisnis yang kompetitif saat ini perusahaan perlu menyadari pentingnya perilaku karyawan dalam menentukan keberhasilan perusahaan secara keseluruhan. Upaya untuk mencapai keberhasilan perusahaan tercermin melalui berbagai inisiatif yang bertujuan menginspirasi perilaku kerja inovatif pada karyawan karena keberhasilan perusahaan sangat ditentukan oleh kemampuan mereka dalam berinovasi. Penelitian ini bertujuan untuk menganalisis pengaruh Ethical Leadership terhadap Innovative Work Behaviour melalui mediator Psychological Well-Being dan dengan moderator Perceived Organizational Support di perusahaan industri IT di Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik penarikan sampel non-probability sampling. Kualifikasi responden penelitian ini yaitu karyawan tetap generasi Z non-manajerial yang sudah bekerja minimal 1 tahun di perusahaan industri IT di Jakarta dengan total 217 responden. Hasil analisis regresi, uji mediasi, sobel test, dan uji moderasi menunjukkan adanya pengaruh secara parsial dan signifikan dari Psychological Well-Being sebagai mediator dari pengaruh antara Ethical Leadership terhadap Innovative Work Behaviour dan Perceived Organizational Support sebagai moderator dari pengaruh antara Ethical Leadership terhadap Psychological Well-Being di penelitian ini.

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In today's competitive business era, companies must recognize the importance of employee behavior in determining overall organizational success. Efforts to achieve this success are reflected in various initiatives aimed at inspiring innovative work behavior among employees, as a company's success is heavily influenced by its ability to innovate. This study aims to analyze the influence of Ethical Leadership on Innovative Work Behavior through the mediator of Psychological Well-Being and the moderator of Perceived Organizational Support within IT industry companies in Jakarta. The study employs a quantitative approach with a non-probability sampling technique. The respondents qualified for this study are permanent, non-managerial Generation Z employees who have been working for at least one year in IT companies based in Jakarta, with a total of 217 respondents. The results of regression analysis, mediation testing, Sobel tests, and moderation testing reveal a partial and significant influence of Psychological Well-Being as a mediator in the relationship between Ethical Leadership and Innovative Work Behavior, as well as Perceived Organizational Support as a moderator in the relationship between Ethical Leadership and Psychological Well-Being."

"Penelitian ini bertujuan untuk menguji pengaruh authentic leadership terhadap turnover intention dengan organizational commitment sebagai variabel mediasi. Variabel authentic leadership diukur dengan menggunakan indikator dari Authentic Leadership Inventory (ALI) oleh Neider dan Schriesheim, untuk variabel turnover intention menggunakan beberapa indikator dari Mobley et al. dan yang terakhir untuk variabel organizational commitment diukur menggunakan beberapa indikator dari Mowday et al. Penelitian ini menggunakan pendekatan kuantitatif, pengumpulan data yang dilakukan melalui penyebaran kuesioner online dan offline dengan jumlah responden terkumpul sebanyak 105. Analisis data pada penelitian ini dilakukan dengan analisis deskriptif, analisis regresi, analisis mediasi (causal step) dan analisis sobel test. Hasil penelitian menunjukan bahwa authentic leadership secara signifikan memengaruhi turnover intention. Authentic leadership secara signifikan memengaruhi organizational commitment. Berdasarkan hasil uji mediasi yang telah dilakukan, terdapat pengaruh mediasi signifikan Organizational Commitment pada pengaruh Authentic Leadership terhadap Turnover Intention.

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This study aims to examine the effect of authentic leadership on turnover intention with organizational commitment as a mediating variable. The authentic leadership variable was measured by several indicators from Authentic Leadership Inventory (ALI) by Neider and Schriesheim, for the variable turnover intention by several indicators from Mobley et al. and the last for organizational commitment variable was measured by several indicators from Mowday et al. This research used a quantitative approach, collecting data by distributing online and offline questionnaires with 105 respondents collected. Data analysis in this study was conducted by descriptive analysis, regression analysis, mediation analysis (causal step) and sobel test analysis. The results show that authentic leadership significantly affected turnover intention. Authentic leadership significantly influences organizational commitment. Based on the results of mediation tests, there is a significant mediation effect of Organizational Commitment on the influence of Authentic Leadership on Turnover Intention."

"Studi organisasi yang dilakukan pada pekerja kerah biru masih terbatas, namun mayoritas pekerja di Indonesia kerah biru. Tujuan dari penelitian ini adalah untuk meneliti pekerja kerah biru di Indonesia dan apakah mereka mampu mencapai Organizational Citizenship Behaviour (OCB). Secara khusus, penelitian ini bertujuan untuk menguji peran tiga anteseden terhadap OCB yakni, Authentic Leadership, Organizational Culture dan Job Crafting. Data dikumpulkan dari pekerja kerah biru di industri pengisian dan distribusi LPG (Liquid Petroleum Gas); 82 total responden terkumpul. Data diproses dengan SmartPLS 3.2.8 untuk Partial Least Square Path Modeling (PLS-PM). Temuan menunjukkan bahwa Authentic Leadership memiliki pengaruh positif pada Job Crafting, yang kemudian memiliki pengaruh positif pada OCB. Oleh karena itu, Job Crafting dianggap sebagai variabel mediasi antara Authentic Leadership dan Job Crafting. Melalui OCAI di mana tipe Organizational Culture diidentifikasi, hanya satu dari empat jenis budaya, (Market culture type) yang ditemukan memiliki pengaruh positif yang signifikan terhadap Job Crafting. Implikasi dan saran berdasarkan temuan ini dibahas di akhir artikel.

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Organizational studies done on blue-collar workers are sparse, yet the majority of workers in Indonesia are blue- collar. The purpose of this study is to examine Indonesian blue-collar workers and whether or not they are able to achieve Organizational Citizenship Behaviour (OCB). Specifically, this research aims to examine the roles of three antecedents to OCB, which are Authentic Leadership, Organizational Culture and Job Crafting. The data was collected from blue-collar workers in the LPG (Liquid Petroleum Gas) filling and distribution industry; a total of 82 responses were collected. The data was processed with SmartPLS 3.2.8 for Partial Least Square Path Modelling (PLS-PM).

The findings show that Authentic Leadership has a positive influence on Job Crafting, which then has a positive influence on OCB. Hence, Job Crafting is considered a mediating variable between Authentic Leadership and Job Crafting. Through the OCAI where organizational culture types are identified, only one out of the four culture types, (Market culture type) was found to have a significant positive influence on Job Crafting. Implications and suggestions based on these findings are discussed at the end of the article. "

"Perubahan industri, ekonomi, dan teknologi yang cepat menyebabkan perusahaan kesulitan mempertahankan aktivitas bisnisnya sehingga karyawan dengan performa kerja yang optimal menjadi amat penting. Karyawan dengan tingkat hope yang tinggi akan lebih berdedikasi dan kreatif dalam menyelesaikan tugasnya. Hope dapat dipengaruhi oleh penerapan authentic leadership dan organizational identification yang dirasakan karyawan. Penelitian ini bertujuan untuk melihat apakah terdapat peran mediasi organizational identification pada pengaruh authentic leadership terhadap hope pada karyawan Indonesia (N = 111). Analisis mediasi menggunakan PROCESS MACRO dari Hayes (2022) menunjukkan, tidak terdapat peran mediasi dari organizational identification dalam pengaruh authentic leadership terhadap hope. Berdasarkan temuan ini, dapat disimpulkan bahwa penerapan authentic leadership dapat secara langsung meningkatkan hope pada karyawan, tanpa perlu mediator organizational identification. Praktisi perusahaan dan masyarakat umum dapat menjadikan hasil hasil penelitian sebagai referensi untuk menyelenggarakan kegiatan pengembangan dengan tema authentic leadership untuk meningkatkan performa karyawan maupun perusahaan.

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Rapid changes in industry, economy, and technology make it challenging for companies to maintain business activities, highlighting the importance of employees with optimal performance. Employees with high hope are more dedicated and creative. Hope can be influenced by the implementation of authentic leadership and the organizational identification perceived by employees. This study aims to investigate the mediating role of organizational identification in the impact of authentic leadership on hope among Indonesian employees (N = 111). Using Hayes' (2022) PROCESS MACRO, the analysis reveals that there is no mediating role of organizational identification in the influence of authentic leadership on hope. Thus, authentic leadership can directly enhance employees' hope without needing an organizational identification mediator. These findings suggest that company practitioners and the general public can use this research to guide development activities focused on authentic leadership to improve employee and company performance."

"Fokus dari penelitian ini adalah untuk menguji hubungan antara TransformationalLeadership terhadap Organizational Citizenship Behavior dengan mengeksplorasipotensi mediasi Psychological Empowerment dan Affective Commitment. Studi inimemberikan pemahaman mengenai pemimpin publik sektor dalam menciptakan sikapatau perilaku pegawai yang mendukung aktivitas organisasi Organizational Citizenship Behavior. Hasil penelitian menunjukkan hubungan positif antara transformational leadership dengan psychological empowerment dan affective commitment sebagai mediasi terhadap organizational citizenship behavior.

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The focus of this research is to examine the relationship between Transformational Leadership to Organizational Citizenship Behavior by exploring the potential mediation of Psychological Empowerment and Affective Commitment. This study provides an understanding of public sector leaders in creating employee attitudes or behaviors thatsupport organizational activities Organizational Citizenship Behavior. The resultsshow a positive relationship between transformational leadership with psychologicalempowerment and affective commitment as mediation towards organizationalcitizenship behavior."