Hasil Pencarian  ::  Simpan CSV :: Kembali

"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."

"[ABSTRAKJumlah perempuan yang masuk dalam angkatan kerja di Indonesia terusmengalami peningkatan dari tahun ke tahun, baik di sektor formal maupuninformal. Hal ini tentunya membutuhkan perhatian dari pembuat kebijakan danmanajemen perusahaan mengenai kebutuhan pekerja perempuan, diantaranyakesempatan untuk memberikan ASI Eksklusif bagi mereka yang memiliki bayiberusia 0-6 bulan. Namun hasil penelitian menunjukkan rendahnya tingkatpemberian ASI Eksklusif di Indonesia di tahun 2010. Bekerja dan kurangnyadukungan dan fasilitas di tempat kerja menjadi salah satu alasan kesulitanmemberikan ASI Eksklusif bagi pekerja perempuan. Padahal di sisi lain,pemerintah melalui PP No. 33 Tahun 2012 telah mengamanatkan kepada pemberikerja untuk menyediakan fasilitas dan memberikan kesempatan pada pekerjaperempuan untuk memberikan/memerah ASI.Studi ini merupakan studi kuantitatif dan kualitatif. Studi kuantitatifbertujuan untuk memberikan data secara deskriptif mengenai pengetahuan, sikap,dan dukungan organisasi bagi pekerja perempuan. Studi kualitatif bertujuan untukmengetahui sikap dan tantangan pekerja perempuan dan dukungan organsiasiterhadap pemberian ASI eksklusif pada pekerja perempuan. Pelaksanaan studi inidilakukan pada pekerja perempuan di Pusat Administrasi Universitas Indonesia,Depok yang memiliki anak berusia 6 bulan-5 tahun. Studi ini dilakukan denganmetode survei dengan cara menyebarkan kuesioner dan dilanjutkan denganmelakukan wawancara mendalam.Hasil dari tulisan ini dapat menjadi dasar rekomendasi kebijakan baik ditingkat organisasi/perusahaan sebagai berkontribusi dalam menciptakanlingkungan yang mendukung pemberian ASI eksklusif di kalangan perempuanpekerja sehingga mereka dapat terus berkembang di ruang publik tanpameninggalkan peran penting mereka dalam mencerdaskan bangsa melaluipemberian ASI eksklusif.

---

ABSTRACTThe number of women who entered the workforce in Indonesia continuesto increase from year to year, both in the formal and informal sectors. This ofcourse requires the attention of policy makers and corporate management aboutthe needs of women workers, including the opportunity to provide exclusivebreastfeeding for those who have a 0-6 month old baby. However, the resultsshowed low levels of exclusive breastfeeding in Indonesia in 2010. Work load andlack of support and facilities in the workplace is one difficult reason to doexclusive breastfeeding for women workers. Yet on the other hand, thegovernment through PP No. 33 Year 2012 has mandated the employer to providethe facilities and provide opportunities for women workers to provide or expressthe milk.This is a mixed method study. Quantitative study aimed to providedescriptive data on knowledge, attitudes, and organizational support for womenworkers. Qualitative study aimed to determine the attitudes and challenges ofwomen workers and Organizational support to exclusive breastfeeding womenworkers Implementation of the study conducted on women wokers in theUniversity of Indonesia administration office, Depok who have children aged 6months-5 years. This study was conducted using a survey by distributingquestionnaires and followed by conducting in-depth interviews.Results of this article can be the basis of policy recommendations both atthe level of the organization or company Thus this paper can contribute to creatingan environment that supports exclusive breastfeeding among women workers sothat they can continue to thrive in a public space without leaving their importantrole in the nation through exclusive breastfeeding, The number of women who entered the workforce in Indonesia continuesto increase from year to year, both in the formal and informal sectors. This ofcourse requires the attention of policy makers and corporate management aboutthe needs of women workers, including the opportunity to provide exclusivebreastfeeding for those who have a 0-6 month old baby. However, the resultsshowed low levels of exclusive breastfeeding in Indonesia in 2010. Work load andlack of support and facilities in the workplace is one difficult reason to doexclusive breastfeeding for women workers. Yet on the other hand, thegovernment through PP No. 33 Year 2012 has mandated the employer to providethe facilities and provide opportunities for women workers to provide or expressthe milk.This is a mixed method study. Quantitative study aimed to providedescriptive data on knowledge, attitudes, and organizational support for womenworkers. Qualitative study aimed to determine the attitudes and challenges ofwomen workers and Organizational support to exclusive breastfeeding womenworkers Implementation of the study conducted on women wokers in theUniversity of Indonesia administration office, Depok who have children aged 6months-5 years. This study was conducted using a survey by distributingquestionnaires and followed by conducting in-depth interviews.Results of this article can be the basis of policy recommendations both atthe level of the organization or company Thus this paper can contribute to creatingan environment that supports exclusive breastfeeding among women workers sothat they can continue to thrive in a public space without leaving their importantrole in the nation through exclusive breastfeeding]"

"Penelitian ini bertujuan untuk mengetahui pengaruh dari job characteristic dan perceived organizational support terhadap employee engagement. Pengumpulan data dilakukan dengan metode survei kuesioner. Penelitian ini dilakukan terhadap karyawan kantor pusat Perum Perhutani yang berjumlah 186 orang. Analisis data menggunakan regresi linier berganda dan aplikasi SPSS 22. Alat ukur yang digunakan pada penelitian ini adalah menggunakan job diagnostic survey (JDS) yang dibuat oleh Hackman & Oldham (1975), Survey of Perceived Organizational Support (SPOS) yang dibuat oleh Lynch, Eisenberger & Armeli (1999), Utrecht Work Engagement Scale 9 (UWES-9) yang dikembangkan oleh Schaufeli & Bakker (2003). Hasil penelitian menunjukkan bahwa job characteristic dan perceived organizational support berpengaruh secara signifikan terhadap employee engagement sebesar 25,4%. Hal ini menunjukkan karakteristik pekerjaan dan dukungan organisasi dapat meningkatkan keterikatan karyawan. Kemunculan karakteristik pekerjaan dirasakan melalui tingginya persepsi karyawan atas variasi pekerjaan, identitas pekerjaan, signifikansi pekerjaan, otonomi, dan umpan balik yang berdampak pada peningkatan keterikatan karyawan. Selain itu, karyawan merasakan dukungan organisasi yang tinggi melalui perhatian perusahaan kepada kesejahteraan karyawan dan melalui pemberian bantuan. Namun, kepedulian organisasi kepada tujuan dan nilai-nilai pribadi karyawan serta perhatian perusahaan kepada pendapat karyawan masih dirasa sedang. ......This study is to analyze the effect of job characteristic and perceived organizational support on employee engagement. The data were collected using questionnaire from 186 respondents. Data analysis was conducted using multiple regression with SPSS 22. The instruments used in the questionnaire are Job Diagnostic Survey (JDS) by Hackman and Oldham (1975), Survey of Perceived Organizational Support (SPOS) by Lynch, Eisenberger & Armeli (1999) and Utrecht Work Engagement Scale (UWES-9) by Schaufeli and Bakker (2003). The result showed that job characteristic and perceived organizational support had significant impact on employee engagement in the amount of 25,4%. This finding shows that the characteristics of the work and support from the organizations will improve employee engagement. It shows job characteristic and organizational support can increase employee engagement. The emergence of job characteristics can be perceived through high employee perception on the variation of work, job identity, job significance, autonomy, and feedback impact on improving employee engagement. Besides, through the company's attention to the welfare of employees and through the provision of assistance, employees sense that organizational support is high. However, organizational concern to goals and personal values of employees and also the company's attention to the opinion of employees are still considered moderate."

"Emotional labor merupakan strategi manajemen emosi yang dilakukan oleh karyawan yang berinteraksi tatap muka atau berkomunikasi langsung dengan konsumen. Topik ini menjadi penting ketika emotional labor banyak mempengaruhi hasil-hasil kerja baik individu itu sendiri maupun kinerja perusahaan. Turnover intentions dan kepuasan kerja merupakan salah satu hal penting yang dapat dipengaruhi oleh emotional labor. Namun, kedua jenis strategi emotional labor (surface acting dan deep acting) memberikan hasil yang berbeda baik terhadap kepuasan kerja maupun turnover intentions. Selain emotional labor, kepuasan kerja dan turnover intentions juga dapat dipengaruhi oleh persepsi karyawan terhadap dukungan organisasi (Rhoades dan Eisenberger, 2002).Penelitian ini dilakukan untuk menguji adanya pengaruh emotional labor terhadap turnover intentions serta pengaruh kepuasan kerja sebagai mediator. Selain itu, penelitian ini juga dilakukan untuk mengetahui pengaruh persepsi dukungan organisasi terhadap turnover intentions serta pengaruh kepuasan kerja sebagai mediator. Dengan melakukan penelitian data terhadap 152 karyawan frontline Bank Negara Indonesia (BNI) kantor cabang Bekasi, diketahui bahwa strategi surface acting tidak mempengaruhi keinginan karyawan untuk meninggalkan perusahaan. Sebaliknya, strategi deep acting dan persepsi dukungan organisasi menekan keinginan karyawan untuk meninggalkan perusahaan. Di sisi lain, kepuasan kerja memediasi total hubungan antara deep acting dengan turnover intentions, serta memediasi parsial hubungan antara persepi dukungan organisasi dengan turnover intentions.Melihat keterbatasan penelitian ini yang hanya dilakukan dalam lingkup BNI kantor cabang Bekasi, maka pengambilan sampel yang lebih luas dapat disarankan untuk penelitian selanjutnya agar hasil penelitian dapat digeneralisasi lebih luas.

---

Emotional labor is emotional management strategies performed by employees who interact face to face or communicate directly with costumers. This topic becomes important when emotional labor affects outcome of both the individual and company performance. Job satisfaction and turnover intentions is one of important thing that is affected by emotional labor (surface acting and deep acting). In addition, job satisfaction and turnover intentions can also be affected by perceived organizational support (Rhoades dan Eisenberger, 2002). This study was conducted to examine the influence of emotional labor on turnover intentions as well as the effect of job satisfaction as a mediator.

In addition, this study was also conducted to determine the effect of perceived organizational support to turnover intentions as well as the effect of job satisfaction as a mediator. By using samples of 152 frontline employees of Bank Negara Indonesia (BNI) Bekasi branch offices, it is known that the strategy of surface acting does not affect the desire of employees to leave the company. Conversely, deep acting strategies and perceived organizational support to suppress desire of employees to leave the company. On the other hand, job satisfaction totally mediate the relationship between deep acting and turnover intentions, as well as partially mediate relationship between perceived organizational support and turnover intentions.

The limitations of this study is the study only done within the scope of BNI branch office Bekasi, the wider sampling can be recommended for further research so that the results can be generalized more widely."

"Penelitian ini bertujuan untuk melihat peningkatan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja pada karyawan level staf PT BBA di kantor pusat melalui pemberian serangkaian program coaching. Responden penelitian ini ialah 87 orang karyawan level staf. Alat ukur yang digunakan Survey of Perceived Organizational Support (SPOS) (Eisenberger dkk., 1986) dan alat ukur Job Satisfaction Survey (JSS) (Spector, 1985). Hasil uji korelasi Pearson terhadap 87 orang karyawan level staf PT BBA di kantor pusat menunjukkan terdapat hubungan yang signifikan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja (r = .829, dan p = .000 (p<.05). Peneliti memberikan intervensi berupa rangkaian program coaching untuk meningkatkan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja. Presentasi kepada pihak manajemen perusahaan dilakukan sebagai penyesuaian terhadap sejumlah keterbatasan yang mengakibatkan tidak dapat dilaksanakannya rangkaian awal dari program coaching, berupa pelatihan yang telah direncanakan. Pihak manajemen memberikan respon positif terhadap rangkaian program coaching yang diajukan dan menganggap program layak untuk dijalankan di PT BBA. Dengan demikian, program coaching dianggap sesuai dan dapat meningkatkan hubungan antara Persepsi Dukungan Organisasi dan Kepuasan Kerja.......This research was designed to examine the improving of correlation between Perceived Organizational Support (POS) and Job Satisfaction at employee on staff level in head office of PT BBA by giving coaching program series. The participants for this research were 87 employees on staff level. This research use Survey of Perceived Organizational Support (SPOS) (Eisenberger et al., 1986) and Job Satisfaction Survey (JSS) (Spector, 1985). By using Pearson Correlation test, the result of this research showed that there was significant correlation between Perceived Organizational Support (POS) and Job Satisfaction (r = .829, and p = .000 (p<.05). In order to improve the correlation between Perceived Organizational Support (POS) and Job Satisfaction, coaching program series should had been given. Unfortunately, due to some difficulties which had found during research, this coaching program series cannot be done so that it was replaced by giving presentation to management. The presentation received positive response from management and perceived as worth program for the company. Therefore, coaching program series is suitable and can improve the correlation between Perceived Organizational Support (POS) and Job Satisfaction."

"Penelitian ini bertujuan untuk mengetahui pengaruh variabel persepsi dukungan organisasi terhadap komitmen afektif untuk berubah di Kementerian X. Hipotesis pada penelitian ini adalah terdapat pengaruh positif antara persepsi dukungan organisasi dengan komitmen afektif untuk berubah. Responden dalam penelitian ini berjumlah 152 orang pegawai Kementerian X. Hasil penelitian menunjukkan terdapat pengaruh positif yang signifikan antara persepsi dukungan organisasi dengan komitmen afektif untuk berubah. Besaran pengaruh persepsi dukungan organisasi terhadap komitmen afektif untuk berubah memberikan sumbangsih sebesar 15,2 .Hasil pengujian regresi berganda menunjukkan hanya persepsi dukungan atasan yang paling berpengaruh positif dan signifikan terhadap komitmen afektif untuk berubah. Oleh karena itu, intervensi yang dilakukan pada penelitian ini dirancang untuk meningkatkan persepsi pegawai terhadap dukungan atasan dengan memberikan workshop coaching untuk para atasan untuk kemudian atasan dapat memberikan coaching kepada bawahan. Hasil perhitungan uji signifikansi perbedaan pretest dan posttest menunjukkan terdapat peningkatan pengetahuan pada atasan mengenai coaching. ......This study was conducted to find out the effect of perceived organizational support to affective commitment to change among employees in Ministry X. The hypothesis in this study was that there is a positive effect between the perceived organizational support with affective commitment to change. Respondents in this study amounted to 152 employees of Ministry X. This study used convenience sampling where employees who become respondents is available in the organization and felt the change. The results showed that there was a significant positive effect between the perceived organizational support and affective commitment to change. The effect of perceived of organizational support for affective commitment to change contributed 15.2.The results of multiple regression testing show only the perceived superiors support that have the most positive and significant impact on affective commitment to change. Therefore, the intervention conducted in this study is designed to improve employee perceptions of the support of superiors by providing coaching workshops for the supervisor, so they could give coaching to their subordinates. The result of pre test and post test significance difference test indicated that the intervention given had been able to increase supervisor rsquo s knowledge about coaching."

"Tesis ini dilatarbelakangi oleh adanya masalah pelanggaran kode etik yang dilakukan oleh oknum anggota Polri, yang selanjutnya mengindikasikan lemahnya komitmen SDM organisasi Polri. Melihat pentingnya keberadaan komitmen yang mampu mendukung profesionalitas kinerja Polri, maka diperlukan upaya pemeliharaan komitmen SDM organisasi Polri, yang mana dua aspek yang diduga memberikan pengaruh kuatnya komitmen SDM organisasi Polri adalah praktek manajemen SDM dan persepsi dukungan organisasi. Berdsarkan penjelasan tersebut, penelitian ini ditujukan untuk menjelaskan pengaruh praktek manajemen SDM dan persepsi dukungan organisasi terhadap komitmen organisasi. Teori dan konsep yang digunakan adalah teori persepsi organisasi, teori persepsi dukungan organisasi, dan teori komitmen organisasi. Penelitian ini menggunakan metode kuantitatif, yang menggunakan regresi linier berganda untuk pengujian adanya pengaruh-pengaruh dari variabel praktek manajemen SDM dan persepsi dukungan organisasi terhadap komitmen organisasi. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh praktek manajemen SDM Polres Metro Jakarta Selatan dan persepsi dukungan organisasi Polres Metro Jakarta Selatan terhadap terhadap komitmen organisasi, yang mana hal ini dapat dilihat pada nilai F hitung: 14.128,dengan signifikasi 0,000. Dimana besarnya nilai pengaruh praktek manajemen SDM dan persepsi dukungan organisasi secara simultan terhadap komitmen organisasi Polres Metro Jakarta Selatan adalah 22,2%, yang artinya kemampuan mempengaruhi dari variabel praktek manajemen SDM dan persepsi dukungan organisasi secara simultan terhadap komitmen organisasi Polres Metro Jakarta Selatan adalah sebesar 22,2%, sedangkan sisanya 77,8% dipengaruh oleh faktor-faktor lain yang tidak diidentifikasikan dalam penelitian ini.......This thesis is motivated by the problem of violations of the code of ethics committed by unscrupulous members of the National Police, which further indicates the weak commitment of the Polri organization's human resources. Seeing the importance of having a commitment that is able to support the professionalism of Polri's performance, it is necessary to maintain the commitment of Polri's organizational HR, in which two aspects are thought to have a strong influence on Polri's organizational HR commitment, namely HR management practices and perceptions of organizational support. Based on this explanation, this study aims to explain the influence of HR management practices and perceptions of organizational support on organizational commitment. The theories and concepts used are organizational perception theory, organizational support perception theory, and organizational commitment theory. This study uses a quantitative method, which uses multiple linear regression to examine the effects of the variables of HR management practices and perceived organizationalsupport on organizational commitment. The results of this study indicate that there is an influence on the HR management practices of the South Jakarta Metro Police and the perception of organizational supportof the South Jakarta Metro Police on organizational commitment, which can be seen in the calculated F value: 14.128, with a significance of 0.000. Where the value of the influence of HR management practices and perceived organizational support simultaneously on the organizational commitment of the South Jakarta Metro Police is 22.2%, which means that the ability to influence the variables of HR management practices and perceived organizational support simultaneously for the organizational commitment of the South Jakarta Metro Police is equal to 22.2%, while the remaining 77.8% is influenced by other factors not identified in this study."

"Lembaga PQR yang menyelenggarakan seleksi dan pengawasan perilaku pejabat negara saat ini sedang mengalami permasalahan menurunnya motivasi pada karyawannya yang terlihat dari persentase jumlah pegawai yang mengalami keterlambatan dalam satu tahun yang cukup tinggi serta terjadinya peningkatan jumlah pegawai yang mengajukan pindah dari instansiPQR. Hal tersebut disebabkan oleh kurangnya pengakuan akan hasil kerja dan kesempatan pengembangan. Disamping itu sikap atasan langsung melalui kepemimpinannya menunjukkan penghargaan terhadap kontribusi pegawai masih perlu dikembangkan khususnya dalam pengelolaan kinerja. Oleh sebab itu penelitian ini bertujuan untuk melihat korelasi persepsi dukungan organisasi dengan work engagement. Penelitian ini merupakan penelitian terapanyang menggunakan metode penelitian korelasional dengan jumlah partisipan sebanyak 145 Aparatur Sipil Negara (ASN) di PQR. Persepsi dukungan organisasi diukur menggunakan alat ukur yang diadaptasi dari Survey of Perceived Organizational Support (SPOS) 8 dari Hutchison (1997) yang terdiri dari 8 item (α = 0,91). Sementara work engagement diukurmenggunakan Utrecht Work Engagement Scale-9 (UWES-9) versi Bahasa Indonesia yangdikembangkan dan divalidasi oleh Kristiana et al. (2018) yang terdiri dari 9 item (α = 0,96).Temuan penelitian menunjukkan bahwa persepsi dukungan organisasi berhubungan signifikanpositif dengan work engagement (r = 0,40, p < 0,01). Dengan demikian dapat disimpulkanbahwa semakin tinggi persepsi dukungan organisasi pegawai, maka work engagement pegawaiakan semakin meningkat. Untuk mengatasi permasalahan pada PQR, selanjutnya penelitimengajukan rancangan intervensi Pelatihan Supportive Leadership kepada atasan langsunguntuk meningkatkan persepsi dukungan organisasi maupun work engagement. Intervensitersebut diharapkan dapat meningkatkan kemampuan atasan langsung dalam menerapkankepemimpinan yang suportif melalui pengelolaan kinerja tim yang objektif mulai dariperencanaan hingga pemberian reward dan recognition, dan komunikasi efektif sehingga workengagementnya meningkat. Berdasarkan hasil penelitian tersebut maka pihak manajemen dapatmenentukan langkah-langkah lanjutan yang sesuai untuk meningkatkan kualitas persepsidukungan organisasi yang dimiliki pegawai.......The PQR Institution that organize the selection and supervision of state official nowaday isfacing the employee’s demotivation problems which can be seen from the high percentage ofemployee who experience lateness in a year and the increasing number of employee whichleave PQR. That problems are likely caused by lack of recognition to employees performanceand less development opportunities. Further, it is believed that better recognition and supporttoward employees’ performance from supervisor is urgently required, especially throughperformance management. This study aims to identify the correlation between perceivedorganizational support with work engagement. This research is an applied research that usescorrelational research methods with a total of 145 State Civil Apparatus (SCA) participants inPQR. Perceived organizational support is measured using a scale adapted from the Survey ofPerceived Organizational Support (SPOS) 8 from Hutchison (1997) which consists of 8 items(α = 0.91). Meanwhile, work engagement is measured using the Indonesian version of theUtrecht Work Engagement Scale-9 (UWES-9) developed and validated by Kristiana et al.(2018) which consists of 9 items (α = 0.96). The findings of the study indicated that perceivedorganizational support was significantly positive related to work engagement (r = 0.40, p<0.01). Thus, it can be concluded that the higher perceived organizational support, the workengagement will increase. Furthermore, the researcher proposed Supportive LeadershipTraining intervention to supervisors to overcome the problems occur in PQR. The interventionis expected to improve supervisor skill in applying supportive leadership behavior by managingteam performance objectively from planing to rewarding, and conducting effectivecommunication so that the work engagement increase. Based on this research, managementcan determine appropriate advanced steps to improve the quality of employees’ perceivedorganizational support."

"Penelitian ini membahas tentang bagaimana kepuasan kerja dan dukungan organisasi yang dirasakan berpengaruh terhadap perilaku kewarganegaraan organisasi di PT Binaman, PPM Manajemen.Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur berupa kuesioner yang disebarkan kepada 130 orang responden yang berasal dari karyawan yang bekerja di PT Binaman, PPM Manajemen. Hasil penelitian ini menemukan bahwa kedua variabel bebas yaitu kepuasan kerja dan dukungan organisasi yang dirasakan sama-sama mempengaruhi perilaku kewarganegaraan organisasi secara positif. Hasil pengolahan data menggunakan SPSS 20 menunjukkan bahwa kepuasan kerja dan perilaku organisasi sebagai variabel lepas memiliki hubungan yang positif dan signifikan dengan perilaku kewarganegaraan organisasi sebagai variabel terikat.

---

This research discusses about how job satisfaction and perceived organizational support influence organizational citizenship behavior in PT Binaman, PPM Manajemen. This quantitative research uses questionnaire as measuring instrument that are spread to 130 of employees in PT Binaman, PPM Manajemen.

The result of this research showed that both of independent variabel : job satisfaction and perceived organizational support have positive influences toward organizational citizenship behavior as dependent variabel.

The result of data process using SPSS 20 program found that job satisfaction and perceived organizational behavior as dependent variabel have positive and significant realationship with organizational citizenship behavior as independent variabel."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari Perceived Organizational Support yang terhadap Organizational Citizenship Behavior yang terdiri dari lima dimensi yaitu Conscientiousness, Altruism, Sportsmanship, Courtesy, dan Civic virtue yang dimediasi oleh dimensi dari Duty Orientations yaitu Duty to Member, Duty to Mission, Duty to Codes terhadap kinerja karyawan di Biro Setjen Kementrian Keuangan RI. Data penelitian ini diambil dari 205 sampel karyawan Biro Setjen Kementrian Keuangan dengan menggunakan kuesioner. Hasil dari penelitian ini menunjukan bahwa, Perceived Organizational Support berpengaruh terhadap Duty to member dan Duty to Codes. Sementara itu Duty to member dan Duty to Codes berpengaruh signifikan terhadap Conscientiousness dan Altruism, serta Duty to Mission tidak berpengaruh terhadap Sportsmanship, Courtesy, Civic virtue. ......This study aims to determine the effect of Perceived Organizational Support consisting on Organizational Citizenship Behavior consisting of five dimensions: Conscientiousness, Altruism, sportsmanship, courtesy, and Civic virtue mediated by the dimensions of Duty orientations that is Duty to Members , Duty to Mission, and Duty to Codes on the performance of employees in the Bureau of the Secretariat General of the Ministry of Finance RI. The research data was taken from a sample of 205 employees of the Bureau of the Secretariat General of the Ministry of Finance RI using a questionnaire. The results of this study show that, effect of Perceived Organizational Support. Perceived Organizational Support have significantly effect the Duty to members and the Duty to Codes, and Duty to Members and Duty to Codes have significantly effect the Altruism and Conscientiousness. Meanwhile Duty to Mission has no effect on sportsmanship, courtesy, Civic virtue."