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"[Penelitian ini bertujuan untuk mengetahui bagaimana manajemen karir organisasi dan ekspektasi karir mempengaruhi kepuasan kerja pada pegawai staff PT XYZ Responden penelitian ini adalah 89 pegawai staff PT XYZ Hasil penelitian menemukan bahwa kepuasan kerja dipengaruhi secara positif oleh manajemen karir organisasi Pada uji hipotesis menggunakan teknik regresi pada SPSS dan didapat kesimpulan bahwa kepuasan kerja dipengaruhi oleh Manajemen Karier Organisasi Kata kunci Kepuasan kerja manajemen karir organisasi teknik regresi ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ;This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management , This study aims to determine the effect of Organizational Career Management on employee Job Satisfaction 89 respondents are employees of the staff of PT XYZ Results of this research found that job satisfaction is positively influenced by organizational career management To determine the result in this study uses regression analysis developed in SPSS The result found that job satisfaction influenced by organizational career management ]"

"Pengembangan sumber daya manusia selain dengan pendidikan dan pelatihan dapat juga dilakukan dengan rotasi pekerjaan. Rotasi pekerjaan merupakan perpindahan karyawan untuk meningkatkan keefektifan dan produktivitas karyawan dalam suatu organisasi. Tujuan rotasi pekerjaan diharapkan membantu karyawan dalam mempelajari keahlian baru, mengurangi kebosanan dan menghilangkan ketidakpuasan. Terlebih lagi persepsi yang berkembang saat ini bahwa rotasi kerja dilakukan pada perawat yang kualitas kerjanya sudah tidak baik atau bermasalah. Penelitian ini bertujuan untuk mengetahui hubungan persepsi rotasi pekerjaan dan kepuasan kerja perawat pelaksana. Desain penelitian ini adalah deskriptif korelatif dengan pendekatan potong lintang menggunakan 59 perawat pelaksana yang telah mengalami rotasi pekerjaan dengan masa kerja minimal 2 tahun yang tersebar di seluruh ruangan, dipilih dengan teknik convenience sampling. Analisis menggunakan uji Chi-square. Terdapat hubungan dari sub variable persepsi rotasi pekerjaan meliputi dasar Prinsip the right man and the righ job (p value 0,005), media kompetensi (p value 0,028), Terkoordinasi (p value 0,004). Hasil penelitian ini diharapkan akan menjadi bahan pertimbangan dalam pelaksanaan sistem rotasi pekerjaan perawat pelaksana di RSPI Sulianti Saroso Jakarta.

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Development of human resources in addition to the education and training can also be done with a job rotation. A job rotation is a movement of employees to improve the effectiveness and productivity of employees in an organization. The purpose of job rotation is expected to help employees learn new skills, reduce boredom and eliminate dissatisfaction. In the contrary, currenly, the growing perception nowadays, is that a job rotation would be done by nurses who work no good or have trouble. This study aimed to determine the relationship of perception of job rotation and job satisfaction of nurses. The design of this study was descriptive cross sectional correlative with using 59 nurses who have undergone job rotation period of at least 2 years that scattered throughout the room. Those were selected by a convenience sampling technique. The analysis used Chi-square test. There was a perception of the relationship of the sub variables include basic principle of job rotation the right man and the righ job (p value 0.005), media competence (p value 0.028), Coordinated (p value 0.004). The results of this study are expected to be taken into consideration in the implementation of job rotation system nurses in RSPI Prof. Dr. Sulianti Saroso Jakarta."

"Penelitian ini bertujuan untuk mengetahui pengaruh job crafting terhadap work engagement dan job satisfaction, serta menguji peran mindfulness sebagai variable mediasi terhadap hubungan job crafting dengan engagement dan satisfaction pegawai. Work engagement dan job satisfaction menjadi penting bagi organisasi mengingat sudah banyak penelitian yang menunjukkan adanya hubungan yang positif antara kedua hal tersebut dengan kinerja pegawai yang dampaknya ke performa organisasi. Penelitian ini dilakukan pada Aparatur Sipil Negara yang bekerja di instansi pusat. Data primer diperoleh melalui kuesioner dengan jumlah responden sebanyak 362 responden yang bekerja di lebih dari 14 (empat belas) Kementerian di Indonesia. Penelitian dengan 4 (empat) hipotesis dirumuskan dengan merujuk penelitian-penelitian sebelumnya dan diuji menggunakan structural equation model (SEM) dengan menggunakan perangkat lunak LISREL 8.8. Hasil penelitian ini memperkuat sekaligus memperkaya penelitian sebelumnya kembali bahwa job crafting memiliki pengaruh yang positif terhadap work engagement dan job satisfaction. Namun, peran mediasi mindfulness tidak dapat dikonfirmasi pada penelitian yang mengambil subjek para pegawai pemerintahan ini. Beberapa masukan kepada organisasi juga dibahas atas hasil penelitian yang diperoleh

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This study aims to determine the effect of job crafting on work engagement and job satisfaction, and to examine the role of mindfulness as a mediating variable on the relationship between job crafting and employee engagement and satisfaction. Work engagement and job satisfaction are important for organizations considering that there have been many studies that have shown a positive relationship between these two things and employee performance which has an impact on organizational performance. This research was conducted on State Civil Servants who work in central agencies. Primary data were obtained through a questionnaire with a total of 362 respondents who worked in more than 14 (fourteen) Ministries in Indonesia. Research with 4 (four) hypotheses was formulated by referring to previous studies and tested using a structural equation model (SEM) using LISREL 8.8 software. The results of this study reinforce and enrich previous research again that job crafting has a positive effect on work engagement and job satisfaction. However, the mediating role of mindfulness cannot be confirmed in this study which took the subject of government employees. Several inputs to the organization were also discussed based on the research results obtained."

"Penelitian ini bertujuan untuk menganalisis pengaruh job satisfaction dan organizational commitment terhadap turnover intention. Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah sampel sebanyak 157 responden dari karyawan non manajer yang berstatus tetap pada PT. XYZ dengan metode non-probability sampling yaitu convenience sampling. Analisis data menggunakan metode simple regression dan multiple regression. Pengukuran variabel job satisfaction menggunakan pengukuran dari Spector (1997), variabel organizational commitment menggunakan teori dari Mowday et al, (1979), dan variabel turnover intention menggunakan teori dari Mobley (1978). Hasil pada penelitian ini menemukan bahwa job satisfaction memiliki pengaruh negatif dan signifikan terhadap turnover intention; organizational commitment yang juga memiliki pengaruh negatif dan signifikan terhadap organizational commitment; job satisfaction tidak berpengaruh secara parsial dan organizational commitment berpengaruh negatif signifikan secara parsial.

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This study aims to analyze the effect of job satisfaction and organizational commitment on turnover intention. This study uses a quantitative approach with a total sample of 157 respondents from non-manager employees who have permanent status at PT. XYZ with the non-probability sampling method, namely convenience sampling. Data analysis uses simple regression and multiple regression methods. Job satisfaction variable measurements using measurements from Spector (1997), organizational commitment variables using theories from Mowday et al, (1979), and turnover intention variables using theories from Mobley (1978). The results of this study found that job satisfaction has a negative and significant effect on turnover intention; organizational commitment which also has a negative and significant effect on organizational commitment; job satisfaction does not have a partial effect and organizational commitment have a significant negative effect partially."

"Penelitian ini dilakukan untuk mengetahui apakah locus of control kerja dapat menjadi moderator dari hubungan antara ketidakamanan kerja dengan kinerja kerja yang terdiri dari kinerja tugas dan perilaku warga organisasi (OCB). Pengukuran ketidakamanan kerja menggunakan alat ukur milik Sverke et al. (2004), pengukuran kinerja tugas menggunakan pengukuran kinerja penilaian sendiri dari Piccoli et al. (2017), pengukuran OCB menggunakan alat ukur milik Smith et al. (1983), dan lokus kerja kontrol pengukuran menggunakan Spector (1988) Lokus Kerja Skala Kontrol. Partisipan dalam penelitian ini ada 108 orang yang merupakan karyawan swasta berusia minimal 21 tahun dan telah bekerja setidaknya satu tahun di perusahaan saat ini. Sampel dipilih menggunakan teknik convenience sampling. Hasil penelitian menunjukkan locus of control kerja tidak memoderasi hubungan antara ketidakamanan kerja dan kinerja tugas (βJIxWLC = 0,0062; p> 0,05) dan OCB (βJIxWLC = 0,0105; p> 0,05). Namun hasil juga menunjukkan bahwa locus of control kerja adalah prediktor dari kinerja tugas. Selain itu, peran lokus kerja tidak ditemukan kontrol yang signifikan antara hubungan ketidakamanan kerja dengan OCB. Dengan demikian dapat dijadikan input bagi perusahaan bahwa locus of control karyawan merupakan salah satu faktor yang cukup penting dan perlu diperhatikan dalam dunia kerja.

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This research was conducted to determine whether the work locus of control can be moderator of the relationship between job insecurity with job performance consisting of tasks performance and organizational citizenship behavior (OCB). Job insecurity measurement using measuring instruments belonging to Sverke et al. (2004), task performance measurement using a self-rated performance measurement from Piccoli et al. (2017), measurement OCB uses a measuring instrument belonging to Smith et al. (1983), and work locus of measurement control uses Spector's (1988) Work Locus of Control Scale. Participant in this study there were 108 people who were aged private employees a minimum of 21 years and have worked at least one year in the company at this time. Sample chosen using convenience sampling technique.

The results showed work locus of control does not moderate the relationship between job insecurity and task performance (βJIxWLC = 0.0062; p> 0.05) and OCB (βJIxWLC = 0.0105; p> 0.05). However the results also showed that the work locus of control was a predictor from task performance. Besides that, the role of work locus is not found of significant control between the job insecurity relationship with OCB. With thus can be used as input for companies that employee locus of control is one factor that is quite important and needs to be considered in the world work."