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"Penelitian ini membahas penentuan konfigurasi desain tempat kerja yang berupa desain meja kerja dan peralatan manual handling berdasarkan tinjauan ergonomi terhadap postur dan kapasitas beban angkat pekerja pada area material cutting industri mebel. Penelitian dilakukan melalui pembuatan virtual human modelling pada software Jack. Analisis dilakukan menggunakan Posture Evaluation Index (PEI) yang mengintegrasikan metode LBA, OWAS, dan RULA serta NIOSH Lifting. Hasil penelitian berupa konfigurasi desain tempat kerja paling ergonomis terhadap postur pekerja pada area material cutting dan rekomendasi alat bantu manual handling yang mampu memperbaiki penilaian postur pekerja sehingga dapat mengurangi risiko terjadinya muskuloskeletal disorder pada pekerja serta meningkatkan produktivitas.

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This study discusses the determination of workplace design configuration that is consists of working table and manual handling tool design based on ergonomic assesment to posture and lifting load capacity in material cutting area of furniture industry. The research was done using virtual human modelling in Jack software. The analysis was performed by using Posture Evaluation Index (PEI), which integrates the value of LBA, OWAS, and RULA and using NIOSH Lifting method.

The result is ergonomic workplace design configuration to material cutting area workers and recommendation of manual handling tool that can improve posture assessment so that it will reduce the risks that may cause musculoskeletal disorders in workers and also improve productivity."

"Skripsi ini membahas faktor-faktor yang mempengaruhi turnover intention perawat rumah sakit di berbagai negara Asia. Tujuan penelitian ini untuk mengetahui faktor-faktor turnover intention perawat rumah sakit di berbagai negara Asia menggunakan metode literature review berpedoman matriks PRISMA. Tinjauan literatur dilakukan dengan mencari artikel terpublikasi tahun 2015-2020, menggunakan 6 penelusuan database online melalui Library UI online diantaranya EbscoHost, Sage Publication, ScienceDirect, Scopus, Wiley Online dan grey literature. Keyword pencarian yang digunakan adalah "turnover", “turnover intention”, “intention to leave”, “intention to quit”, "hospital", "nurse", “keinginan pindah”, “perawat”. Kriteria inklusi berupa artikel berbahasa Inggris dan Indonesia, teks lengkap, open access, studi rumah sakit, perawat yang bekerja minimal 1 tahun dan terbatas di Asia. Diperoleh total 3789 artikel. Setelah melalui skrining dan ekstraksi didapatkan 15 artikel relevan untuk dievaluasi lebih lanjut. Faktor-faktor yang mempengaruhi turnover intention perawat rumah sakit di berbagai negara Asia yaitu faktor individu (tingkat pendidikan, usia, status pernikahan, jenis kelamin, persepsi dukungan organisasi), faktor komitmen organisasi, faktor organisasi (stress kerja, burnout, kepuasan kerja, lingkungan kerja), dan faktor lain (kekerasan di tempat kerja, kualifikasi profesional, daerah asal rekrut). Sedangkan faktor yang sering muncul dalam mempengaruhi turnover intention adalah komitmen organisasi, ketidakpuasan terhadap kompensasi, dan kekerasan di tempat kerja.

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This study discusses factors affecting turnover intention of hospital nurses in various Asian countries. This study to determine factors of turnover intention of hospital nurses in various Asian countries using literature review method based on the PRISMA matrix. Literature review was carried out by searching for published articles in 2015-2020, using 6 online database searches through the online UI Library including EbscoHost, Sage Publication, ScienceDirect, Scopus, WileyOnline and grey literature. The keywords used "turnover", "turnover intention", "intention to leave", "intention to quit", "hospital", "nurse". The inclusion criteria were articles in English and Indonesian, full text, open access, research in hospitals, nurses who worked for at least 1 year and limited in Asia. Obtained a total of 3789 scientific articles. After going through screening and extraction, 15 articles were relevant for further evaluation. The factors affecting turnover intention of hospital nurses in various Asian countries are individual factors (education level, age, marital status, gender, perceived organizational support), organizational commitment factors, organizational factors (job stress, burnout, job satisfaction, work environment), and other factors (workplace violence, professional qualifications, region of origin of recruits). Meanwhile, factors that often appear in affecting turnover intention are organizational commitment, dissatisfaction with compensation, and violence in the workplace."

"Organizational Citizenship Behavior (OCB) merupakan perilaku sukarela karyawan yang melampaui tuntutan formal pekerjaan dan berperan penting dalam membangun lingkungan kerja yang suportif. Dalam konteks kesejahteraan pekerja, Organizational Citizenship Behavior (OCB) menjadi indikator adanya hubungan kerja yang harmonis, saling menghargai, dan rasa memiliki terhadap organisasi. Penelitian ini dilatarbelakangi oleh pentingnya menciptakan lingkungan kerja yang tidak hanya produktif, tetapi juga menjamin kesejahteraan sosial karyawan melalui praktik inklusif dan adil. Penelitian ini bertujuan untuk menganalisis pengaruh inklusivitas lingkungan kerja terhadap Organizational Citizenship Behavior (OCB), dengan kepuasan kerja sebagai variabel mediasi. Penelitian dilakukan dari Januari hingga Juni 2025. Pendekatan yang digunakan adalah kuantitatif dengan teknik Partial Least Squares Structural Equation Modeling (PLS-SEM), berdasarkan data survei terhadap 155 karyawan tetap di Perusahaan X. Teknik pengambilan sampel menggunakan convenience sampling. Hasil analisis menunjukkan bahwa inklusivitas lingkungan kerja berpengaruh signifikan terhadap kepuasan kerja (path coefficient = 0,856; p < 0,05), yang menandakan bahwa semakin inklusif suatu lingkungan kerja, semakin tinggi tingkat kepuasan karyawan. Kepuasan kerja juga berpengaruh signifikan terhadap Organizational Citizenship Behavior (OCB) (path coefficient = 0,568; p < 0,05), memperkuat peran kesejahteraan psikososial sebagai pendorong perilaku sukarela karyawan. Sebaliknya, pengaruh langsung inklusivitas terhadap Organizational Citizenship Behavior (OCB) tidak signifikan (p = 0,084), namun pengaruh tidak langsung melalui kepuasan kerja sangat signifikan (p < 0,001), dengan nilai Variance Accounted For (VAF) sebesar 49,9%. Hal ini menunjukkan bahwa kepuasan kerja memediasi secara substansial hubungan antara inklusivitas dan Organizational Citizenship Behavior (OCB). Temuan ini menggarisbawahi bahwa menciptakan lingkungan kerja yang inklusif tidak hanya berdampak pada persepsi keadilan dan keterlibatan, tetapi juga menjadi landasan bagi kesejahteraan sosial. Organizational Citizenship Behavior (OCB), dalam hal ini, bukan sekadar kontribusi tambahan, tetapi refleksi dari kondisi kerja yang sehat dan bermakna secara relasional.

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Organizational Citizenship Behavior (OCB) refers to employees’ voluntary behavior that goes beyond formal job requirements and plays a crucial role in creating a supportive and socially healthy work environment. In the context of employee well-being, Organizational Citizenship Behavior (OCB) serves as an indicator of a harmonious working relationship, mutual respect, and a sense of belonging to the organization. This study is motivated by the importance of building a workplace that is not only productive but also ensures employees’ social well-being through inclusive and fair practices. The purpose of this study is to analyze the influence of workplace inclusivity on Organizational Citizenship Behavior (OCB), with job satisfaction as a mediating variable. The research was conducted from January to June 2025 using a quantitative approach and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM), based on survey data from 155 permanent employees at Company X. The sampling technique used was convenience sampling. The results show that workplace inclusivity has a significant positive effect on job satisfaction (path coefficient = 0.856; p < 0.05), indicating that the more inclusive a work environment is, the higher employees’ job satisfaction tends to be. Job satisfaction also significantly influences Organizational Citizenship Behavior (OCB) (path coefficient = 0.568; p < 0.05), reinforcing the role of psychosocial well-being in driving voluntary employee behavior. Conversely, the direct effect of workplace inclusivity on Organizational Citizenship Behavior (OCB) is not significant (p = 0.084), but the indirect effect through job satisfaction is highly significant (p < 0.001), with a Variance Accounted For (VAF) value of 49.9%. This suggests that job satisfaction substantially mediates the relationship between workplace inclusivity and Organizational Citizenship Behavior (OCB) . These findings emphasize that creating an inclusive work environment not only impacts perceptions of fairness and engagement but also serves as a foundation for social well-being that encourages employees to behave prosocially. In this context, Organizational Citizenship Behavior (OCB) is not merely an extra-role contribution, but a reflection of a healthy and meaningful relational work condition."