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"ABSTRAK

Berawal dari tingginya tingkat turnover yang tengah dihadapi oleh perusahaan saat ini, peneliti melihat adanya unsur generasi yang berperan dalam intensi untuk meninggalkan pekerjaan. Generasi Y dilaporkan memiliki tingkat turnover yang lebih tinggi dari Generasi X. Dalam diri individu, terdapat suatu hal dasar yang mempengaruhi seseorang untuk bertingkah laku dan mengambil keputusan yang diduga juga dapat mempengaruhi keputusan untuk menetap atau meninggalkan perusahaan, yaitu self-esteem atau lebih dikenal sebagai Organization-Based Self-Esteem pada konteks organisasi. Peneliti tertarik untuk melihat perbedaan tingkat Organization-Based Self-Esteem antara karyawan Generasi X dan Generasi Y. Peneliti berhasil mengumpulkan data dari 297 responden karyawan Generasi X dan Generasi Y. Namun demikian, hasil perbandingan independent sample t-test menunjukkan tidak ada perbedaan Organization-Based Self-Esteem yang signifikan antara karyawan Generasi X dan Generasi Y dengan t(297) =0,673, p>0.05.

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ABSTRACT

Begin with the high turnover rate faced by companies today, this study noticed the role of generation in intention to leave the job. Generation Y is reported to have higher turnover rate than Generation X. There is a basic thing in ourself that can influence a person to behave and make decisions that allegedly can also influence the decision to stay or leave the company, known as self-esteem, or better known as Organization-Based Self-Esteem in the organizational context. This study aimed to see the differences of Organization-Based Self-Esteem level among Generation X and Generation Y employees. The data were collected from 297 respondents consist of Generation X and Generation Y employees. However, the comparison of independent sample t-test showed no significant differences of Organization-Based Self – Esteem level among Generation X and Generation Y employees (t(297) =0,673, p>0.05).

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"Tujuan dari penelitian ini adalah untuk melihat hubungan langsung pada workplace ostracism terhadap knowledge sharing pada Aparatur Sipil Negara (ASN) di Indonesia. Selain itu, peran mediasi dari organization-based self-esteem dan organizational silence juga diteliti. Pendekatan kuantitatif digunakan, dengan menyebarkan kuesioner secara daring. Dari 424 jawaban yang terkumpul, hanya 420 jawaban yang lolos tahap screening dan berpartisipasi di penelitian ini. Data yang terkumpul kemudian dianalisis dengan menggunakan metode structural equation modeling (SEM) dengan menggunakan aplikasi SmartPLS 3.3. Hasil penelitian ini menunjukkan bahwa workplace ostracism berpengaruh secara negatif terhadap knowledge sharing dan organization-based self- esteem (OBSE), dan berpengaruh secara positif terhadap organizational silence. OBSE juga berpengaruh secara positif terhadap berbagi pengetahuan dan memediasi hubungan antara workplace ostracism dan knowledge sharing. Di sisi lain, organizational silence terbukti tidak signifikan dalam memengaruhi knowledge sharing, serta tidak signifikan juga dalam memediasi hubungan workplace ostracism dan knowledge sharing.

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The purpose of this study is to examine the direct relationship between workplace ostracism and knowledge sharing on Civil Servants (ASN) in Indonesia, and to examine the mediating role of organization-based self-esteem (OBSE) and organizational silence. This study uses a quantitative approach, where the questionnaire is spread online. From 424 responses obtained, only 420 responses passed the screening questions and participated in this research. The collected data was then analyzed using the structural equation modeling (SEM) method using the SmartPLS 3.3 application. These empirical results show that workplace ostracism affects knowledge sharing and organization-based self-esteem (OBSE) negatively, and affects positively on organizational silence. OBSE also affects positively on knowledge sharing and mediates the relationship between workplace ostracism and knowledge sharing. On the other hand, organizational silence has no effect on knowledge sharing negatively and has no mediating role. "

"ABSTRACTTujuan penelitian ini adalah untuk melihat peran sikap karier boundaryless dan organization-based self-esteem pada komitmen afektif. Partisipan penelitian adalah 290 karyawan di Indonesia. Komitmen afektif diukur menggunakan Affective Commitment Scale, kedua dimensi sikap karier boundaryless, yaitu boundaryless mindset dan organizational mobility preference, diukur dengan Boundaryless Career Attitude Scale, serta organization-based self-esteem diukur menggunakan The Organization-Based Self-Esteem Scale. Hasil penelitian menunjukkan bahwa boundaryless mindset, organizational mobility preference, dan organization-based self-esteem secara gabungan memiliki peran pada komitmen afektif sebesar 27,4. Hasil juga mengindikasikan bahwa boundaryless mindset tidak memiliki peran pada komitmen afektif ? = -0,09, p > 0,05, organizational mobility preference memiliki peran yang negatif pada komitmen afektif ? = -0,34, p < 0,01, serta organization-based self-esteem memiliki peran yang positif pada komitmen afektif ? = 0,36, p < 0,01. Pembahasan dan saran untuk penelitian selanjutnya didiskusikan.

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ABSTRACTThe aim of this study was to examine the role of boundaryless career attitude and organization based self esteem towards affective commitment. Participants of this research were 290 employees in Indonesia. Affective commitment was measured using Affective Commitment Scale, both dimensions of boundaryless career attitude, which are boundaryless mindset and organizational mobility preference, were measured by Boundaryless Career Attitude Scale, and organization based self esteem was measured using The Organization Based Self Esteem Scale. The result of this study showed that boundaryless mindset, organizational mobility preference, and organization based self esteem combined had a role towards affective commitment of 27.4 . The results also indicated that boundaryless mindset did not have a role towards affective commitment .09, p .05, organizational mobility preference had a negative role towards affective commitment .34, p .01, and organization based self esteem had a positive role towards affective commitment .36, p .01. Discussion and suggestion for further research are discussed."

"Penelitian ini bertujuan untuk mengetahui tingkat servant leadership, job social support, organization-based self-esteem, family satisfaction dan family quality of life pada Biro SDM. Selain itu penelitian ini juga ingin mengetahui pengaruh organizational-based self-esteem sebagai mediator dari variabel servant leadership dan job social support terhadap family satisfaction dan family quality of life. Responden penelitian ini adalah 100 pegawai tetap di Biro SDM BKF pada berbagai bidang dan tingkatan yang sudah bekerja lebih dari satu tahun dan sudah menikah. Pengujian pengaruh antar variabel dalam penelitian ini menggunakan regresi pada aplikasi SPSS. Hasilnya adalah OBSE terbukti memediasi pengaruh servant leadership dan job social support terhadap family satisfaction dan family quality of life.

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This study aims to determine the level of servant leadership, job social support, organization-based self-esteem, family satisfaction and family quality of life at the HR Bureau. In addition, this study also wants to know the effect of organizational-based self-esteem as a mediator of the servant leadership and job social support variables on family satisfaction and family quality of life. The respondents of this study were 100 permanent employees in the BKF HR Bureau in various fields and levels who had worked for more than one year and were married. Testing the influence of variables in this study uses regression in SPSS applications. The result is that OBSE has been proven to mediate the influence of servant leadership and job social support on family satisfaction and family quality of life."

"Penelitian ini bertujuan untuk mengetahui tingkat servant leadership, job social support, organization-based self-esteem, family satisfaction dan family quality of life pada Kantor Pusat Badan Kepegawaian Negara. Selain itu penelitian ini juga ingin mengetahui pengaruh organization-based self-esteem sebagai mediator dari variabel servant leadership dan job social support terhadap family satisfaction dan family quality of life. Responden penelitian adalah 100 pegawai tetap Kantor Pusat BKN pada berbagai bidang dan tingkatan yang sudah bekerja lebih dari satu tahun dan sudah menikah. Pengujian pengaruh antar variabel dalam penelitian ini menggunakan regresi pada aplikasi SPSS. Hasil penelitian menunjukkan bahwa job social support, organization-based self-esteem, family satisfaction dan family quality of life masuk dalam kategori tinggi sedangkan servant leadership masuk dalam kategori sedang. Selain itu hasil penelitian ini menunjukkan organization-based self-esteem memediasi pengaruh antara variabel servant leadership terhadap variabel family satisfaction secara penuh (ful mediation), organization-based self-esteem memediasi pengaruh antara variabel servant leadership terhadap variabel family quality of life secara parsial (partial mediation) serta organization-based self-esteem memediasi pengaruh antara variabel job social support terhadap variabel family satisfaction dan family quality of life secara penuh (full mediation).

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This study aims to determine the level of servant leadership, job social support, organization-based self-esteem, family satisfaction and family quality of life at the Headquarters of the State Civil Service Agency (Kantor Pusat Badan Kepegawaian Negara). In addition, this study also wants to know the effect of organization-based self-esteem as a mediator of servant leadership and job social variables support for family satisfaction and family quality of life. The research respondents were 100 permanent employees at the BKN Headquarters in various fields and levels who had worked for more than one year and were married. Testing the influence between variables in this study uses regression in the SPSS application. The results showed that job social support, organization-based self-esteem, family satisfaction and family quality of life are in the the high category while servant leadership are in the medium category. In addition, the results of this study show that organization-based self-esteem fully mediates the effect of servant leadership variables on the family satisfaction, organization-based self-esteem partialy mediates the effect of servant leadership variables on family quality of life variables and organization-based self-esteem fully mediates the effect of job social variables support to family satisfaction and family quality of life."