Abstrak :
Persaingan dalam bisnis yang semakin sengit dan evolusi teknologi yang begitu cepat serta tren konsumen yang berubah terus menerus membuat perusahaan perlu berusaha lebih dalam mencari sumber daya baru untuk menjadi daya saing melawan kompetitor. Sumber daya yang paling penting untuk memiliki daya saing yang berkelanjutan dalam abad 21 ini adalah kemampuan untuk dapat menghasilkan, membagikan, dan mengintegrasikan pengetahuan baru secara terus menerus. Salah satu proses yang dapat dilakukan oleh perusahaan dalam mengembangkan kemampuan ini adalah dengan mendorong motivasi pegawai untuk melakukan informal learning. Faktor yang mampu mendorong motivasi pegawai adalah dengan menciptakan suasana lingkungan kerja yang menyenangkan fun workplace. Dua dimensi yang mampu mendorong terciptanya lingkungan kerja yang menyenangkan adalah fun activities dan manager support for fun. Kendati demikian, tidak semua pegawai mampu beradaptasi secara positif terhadap suasana lingkungan kerja yang menyenangkan. Hal ini disebabkan oleh perbedaan kepribadian yang dimiliki pegawai, oleh sebab itu perlu adanya perhatian khusus terhadap kepribadian pegawai yang dipetakan menggunakan core self-evaluations. Penelitian ini bertujuan untuk menganalisis pengaruh fun activities dan manager support for fun terhadap informal learning yang dimoderasi oleh core self-evaluations. Sampel penelitian ini adalah pegawai advertising agency dan diolah menggunakan SPSS. Hasil penelitian ini menunjukkan bahwa fun activities dan manager support for fun memberikan pengaruh yang positif terhadap informal learning. Selain itu, core self-evaluations tidak memoderasi hubungan fun activities terhadap informal learning dan core self-evaluaions memoderasi secara negatif hubungan manager support for fun terhadap informal learning. ...... Vicious competition and financial instability combined with rapid technological evolution and ceaselessly diversifying consumer trends are increasingly intensifying the need for contemporary organizations to continuously seek new sources of competitive advantage in their volatile operating environment. The fundamental source of sustainable competitiveness for the company of the 21st century, is its ability to constantly generate, diffuse and integrate new knowledge. One of the process that can be done by companies is to increase employee's motivation towards informal learning. This motivation can be delivered by the presence of fun in the workplace which has two dimensions fun activites and manager support for fun. Unfortunately, not every employee can adopt with fun workplace. Different personalities may act differently towards fun workplace, therefore we also have to focus on personality trait based on core self evaluations. This study aimed to analyze the effect of fun activities and manager support for fun towards informal learning moderated by core self evaluations. The sample of this study are employees from advertising agency which included in Advertising Agency of the Year by Citra Pariwara 2016 and analyzed using Statistical Package for the Social Science SPSS. The result of this study found fun activities and manager support for fun has positive effect towards informal learning. Furthermore, core self evaluations does not moderated the relationship of fun activities towards informal learning and core self evaluations moderate negatively the relationship of manager support for fun towards informal learning.

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Menerapkan kebijakan yang menyenangkan di tempat kerja adalah salah satu teknik efektif untuk membawa kesuksesan dalam suatu organisasi. Dalam tugas ini, saya akan menguraikan keefektifan penerapan kebijakan menyenangkan di tempat kerja, serta kekurangannya. Dengan menggunakan sumber-sumber yang dapat dipercaya dari berbagai penelitian, sementara secara bersamaan mengimbangi keuntungan dan kerugiannya, saya akan mendapatkan solusi terbaik bagi organisasi untuk menerapkan kebijakan menyenangkan di tempat kerja atau tidak.

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ABSTRACT
Implementing a fun policy in the workplace is one of the effective techniques to bring about success in an organization. In this assignment, I will elaborate the effectiveness of implementing a fun policy in the workplace, as well as its drawbacks. By using reliable sources from various research, while simultaneously counterbalancing its advantages and disadvantages, I will derive the best solution for the organization on whether or not to implement a fun policy in the workplace.

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Nama	:	Tedi Gunawan
Program Studi	:	Pascasarjana Ilmu Manajemen
Judul	:	Peran Work Engagement dalam Memediasi Pengaruh Workplace Fun Terhadap Employee Voice Behavior
Pembimbing	:	Ir. Aryana Satrya, M.M., Ph.D.

 

Penelitian ini dilakukan untuk menguji peran work engagement dalam memediasi pengaruh workplace fun terhadap employee voice behavior. Data diperoleh dari 209 responden yang bekerja pada industri farmasi. Berdasarkan hasil analisis data dengan menggunakan metode Structural Equation Modelling (SEM) Lisrel 8.7, diketahui bahwa work engagement berperan dalam memediasi pengaruh workplace fun terhadap employee voice behavior. Sebagai tambahan, ditemukan bahwa semua jenis workplace fun yang terdiri dari fun activities, coworker socializing dan manager support for fun berpengaruh positif dan signifikan terhadap work engagement, namun hanya coworker socializing yang berpengaruh signifikan dan positif terhadap constructive voice behavior dan hanya coworker socializing dan manager support for fun yang berpengaruh signifikan dan negatif terhadap destructive voice behavior

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ABSTRACT

 

Nama	:		Tedi Gunawan
Study Program	:	Graduate School of Management
Title	:	The Mediating Role of Work Engagement on The Relationship Between Workplace Fun and Employee Voice Behavior
Counsellor	:	Ir. Aryana Satrya, M.M., Ph.D.

 

This study examines the role of work engagement as a mediator between workplace fun and employee voice behavior. Data was collected form 209 respondents who worked at pharmaceutical industry. Based on the data analyzed by Structural Equation Modelling (SEM) Lisrel 8.7, work engagement was found to mediate the relationship between workplace fun and employee voice behavior. In addition, each of the three forms of workplace fun which consists of fun activities, coworker socializing and manager support for fun were demonstrated to be significantly and positively related to work engagement. However, only coworker socializing which significantly and positively related to constructive voice behavior and only coworker socializing and manager support for fun which significantly and negatively related to destructive voice behavior.

Abstrak :
Penelitian ini bertujuan untuk mengetahui apakah terdapat pengaruh antara Attitude towards Workplace Fun terhadap Experienced Workplace Fun, Job Satisfaction, Task Performance, dan OCBI di perusahaan Jepang di Indonesia. Penelitian ini dilakukan terhadap 141 responden yang merupakan karyawan yang bekerja pada perusahaan Jepang di Indonesia dalam berbagai jenis industri. Penelitian ini menggunakan analisa statistik Struktural Equation Modeling SEM. Adapun hasil penelitian menunjukkan bahwa Attitude towards Workplace Fun berpengaruh positif terhadap Experienced Workplace Fun, serta Experienced Workplace Fun berpengaruh positif terhadap Job Satisfaction, Task Performance, dan OCBI, lalu Job Satisfaction berpengaruh positif terhadap Task Performance, tetapi tidak berpengaruh positif terhadap OCBI. ......This study aims to give information about the impact of Attitude towards Workplace Fun on Experienced Workplace Fun, Job Satisfaction, Task Performance, and OCBI in Japan Company in Indonesia. This study involved 141 employee from Japan Company around Indonesia for all industry. Also, this study using SEM for data processing and the result showed a positive effect of Attitude towards Workplace Fun on Experienced workplace Fun, positive effect of Experienced Workplace Fun on Job Satisfaction, Task Performance, and OCBI, positive effect of Job Satisfaction on Task Performance, but no positive effect of Job Satisfaction on OCBI.

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Many market participants in my part of the Asia Pacific region generally are not as familiar with angel financing and related issues as those in the United States and other more advanced markets, and could benefit from having a handy and practical resource to keep them better informed about various aspects of angel financing. My attendance at the first Asia Business Angel Forum (ABAF) in Singapore in 2011 opened my eyes to the pan-Asia Pacific aspects of the angel investment phenomenon. It inspired the idea that perhaps a book from a regional perspective may be useful and interesting, both for practitioners and policy makers. In recent years, the globalizing trend has made it more feasible to do cross-border angel investing, which actually has been occurring with more frequency. Practitioners are becoming more interested in learning more about what is happening beyond their respective countries and any related opportunities.

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Penelitian ini bertujuan untuk menunjukkan pengaruh leader-member exchange dan fun at work terhadap work engagement dan deviant workplace behavior studi kasus pada PT. Telkom Indonesia (Persero) Tbk. Responden penelitian ini adalah karyawan tetap kantor pusat PT. Telkom Indonesia (Persero) Tbk. di gedung Telkom Hub. Jumlah total responden adalah 130 orang. Penelitian ini dilakukan dengan metode kuantitatif dan pengumpulan data menggunakan kuesioner. Penelitian menggunakan teknik SEM dengan aplikasi LISREL 8.80. Hasil yang diperoleh dari penelitian ini menunjukkan bahwa leader-member exchange berpengaruh positif dan signifikan terhadap fun at work dan work engagement serta berdampak negatif dan signifikan terhadap deviant workplace behavior. Selain itu, penelitian ini juga menyatakan bahwa fun at work berpengaruh positif dan signifikan terhadap work engagement namun tidak memiliki pengaruh signifikan terhadap deviant workplace behavior. Penelitian ini juga membandingkan tentang adanya pengaruh langsung leader-member exchange terhadap work engagement dan deviant workplace behavior dan tidak langsung melalui fun at work.

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This study was conducted to see the effect of leader-member exchange and fun at work on work engagement and deviant workplace behavior in Indonesian Telecommunication Company. Respondents are permanent employees of Telkom Indonesia Company located at the headquarters involving 130 respondents. The data were collected using a set of questionnaires and were analyzed using SEM technique with LISREL 8.80 application. The results showed that leader-member exchange has a positive significant effect on fun at work and work engagement and negative significant effect on deviant workplace behavior. In addition, this study also found that fun at work has a positive and significant effect on work engagement but does not have a significant effect on deviant workplace behavior. This study also compared the direct influence of leader-member exchange on work engagement and deviant workplace behavior with the indirect one through fun at work.