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Abstrak :
Organisasi sebagai sebuah entitas sosial akan selalu dihadapkan pada lingkungan yang selalu berubah. Implikasi dari adanya perubahan tersebut adalah organisasi harus melakukan penyesuaian diri untuk dapat mempertahankan keberlangsungan hidupnya. Upaya penyesuaian diri tersebut dilakukan dengan mengimplementasikan perubahan di dalam organisasi. Upaya mengimplementasikan perubahan di dalam organisasi rentan mengalami kegagalan dikarenakan kurangnya komitmen dan dukungan orang-orang yang ada di dalam organisasi. Tesis ini membahas faktor-faktor yang mempengaruhi behavioural support for change. Dalam penelitian ini terdapat tiga variabel bebas yaitu Change Leadership, Change Communication, dan Person-Organization Fit dengan variabel terikat yaitu Behavioural Support for Change, serta menggunakan dua variabel moderator yaitu Employee Participation dan Affective Commitment to Change. Penelitian ini dilakukan di Komisi Pemberantasan Korupsi yang tengah mengalami perubahan organisasi sehubungan dengan terjadinya revisi undang-undang KPK pada tahun 2019. Penelitian ini menggunakan metode kuantitatif dengan teknik pengambilan sampel Total Sampling yang selanjutnya dilakukan pengumpulan data dengan cara menyebarkan kuesioner secara online kepada seluruh pegawai KPK dengan masa kerja minimal 1 tahun. Kuesioner yang berhasil dikumpulkan mencapai 235 buah dari jumlah total pegawai KPK sebanyak 1.551 orang. Selanjutnya data diolah dengan menggunakan software SmartPLS versi 3.0. Hasil pengujian statistik mennunjukkan bahwa Behavioural Support for Change dipengaruhi secara bersama-sama oleh Employee Participation dan Affective Commitment to Change. Adapun Affective Commitment to Change dipengaruhi secara signifikan oleh Change Communiation dan Person-Organization Fit. Hasil lain yang terungkap dalam penelitian ini adalah Employee Participation dipengaruhi secara signifikan oleh Change Communication, sementara itu Change Leadership tidak berpengaruh secara signifikan baik terhadap Employee Participation maupun Affective Commitment to Change. Adapun fungsi mediasi Employee Participation terbukti berlaku pada Change Communication terhadap Behavioural Support for Change, sementara fungsi mediasi Affective Commitment to Change berlaku pada Change Communication dan Person-Organization Fit terhadap Behavioural Support for Change. ......Organizations as social entities will always be faced with an ever-changing environment. The implication of these changes is that organizations must make adjustments to be able to maintain their survival. The adjustment effort is carried out by implementing changes within the organization. Efforts to implement change within the organization are prone to failure due to a lack of commitment and support from people within the organization. This thesis discusses the factors that influence behavioral support for change. In this study, there are three independent variables, namely Change Leadership, Change Communication, and Person-Organization Fit with the dependent variable is Behavioural Support for Change, and using two moderating variables, namely Employee Participation and Affective Commitment to Change. This research was conducted at the Corruption Eradication Commission which is undergoing organizational changes in connection with the revision of the KPK law in 2019. This study uses a quantitative method with the Total Sampling sampling technique which is then collected by distributing online questionnaires to all KPK employees with a minimum of 1 year of service. The questionnaires that were collected reached 235 out of the total number of KPK employees as many as 1,551 people. Furthermore, the data is processed using the SmartPLS version 3.0 software. The results of statistical testing show that Behavioural Support for Change is jointly influenced by Employee Participation and Affective Commitment to Change. The Affective Commitment to Change is significantly influenced by Change Communication and Person-Organization Fit. Another result revealed in this study is that Employee Participation is significantly influenced by Change Communication, while Change Leadership has no significant effect on both Employee Participation and Affective Commitment to Change. The Employee Participation mediation function has been proven to apply to Change Communication for Behavioral Support for Change, while the Affective Commitment to Change mediation function applies to Change Communication and Person-Organization Fit to Behavioral Support for Change.

Abstrak :
Penelitian ini bertujuan untuk menganalisis pengaruh tiap-tiap variabel learning organization culture, motivasi intrinsik, dan knowledge sharing behavior terhadap innovation capability. Pengukuran dilakukan dengan Dimensions of Learning Organization Questionnaire, yang merupakan teori DLOQ Marsick dan Watkins (2003), indikator-indikator motivasi intrinsik menurut Indriati, et all. (2015), dan dimensi knowledge sharing behavior berdasarkan pada klasifikasi yang dikemukakan oleh Nonaka (1994), serta sembilan kelompok dimensi innovation capability yang diadopsi dari penelitian yang dilakukan oleh Balan, Lindsay, dan O'Connor (2009). Pendekatan yang digunakan adalah kuantitatif, dengan pengumpulan data primer terhadap 210 karyawan tetap PT MTF Pusat Jakarta. Teknik pengolahan data menggunakan IBM SPSS Statistics 23.0 untuk menganalisis statistik deskriptif dan Structrural Equation Model (SEM)-Partial Least Square (PSL), SmartPLS 3.0 dalam melakukan pengujian hipotesis. Hasil penelitian menunjukkan bahwa learning organization culture yang dimiliki PT MTF tidak mempengaruhi knowledge sharing behavior para karwayan tetapnya. Knowledge sharing behavior karyawan tetap PT MTF dipengaruhi oleh motivasi intrinsik, dan mempengaruhi innovation capability para karyawan tersebut, secara signifikan. ......This study aimed to analyze the effect of learning organization culture, intrinsic motivation, and knowledge sharing behavior on innovation capability. The measurements employed by using Dimensions of Learning Organization Questionnaire (DLOQ) theory of Marsick and Watkins (2003), indicators of intrinsic motivation according to Indriati, et all. (2015), and the dimensions of knowledge sharing behavior based on the classification proposed by Nonaka (1994), and nine groups of innovation capability dimensions adopted from research conducted by Balan, Lindsay, and O'Connor (2009). The research used quantitative approach, by collecting primary data using questionnaire on 210 employees of PT MTF Headquarter Jakarta. IBM SPSS Statistics 23.0 and Structural Cultural Equation (SEM) - Partial Least Square (PSL), SmartPLS 3.0 used to analyze descriptive statistically and testing the hypotheses, respectively. The results shown that PT MTF's learning organization culture had no affect on its employees' knowledge sharing behavior. Knowledge sharing behavior of the employees of PT MTF influenced by intrinsic motivation, and affected on the innovation capability of its employees, significantly.

Abstrak :
Penelitian ini bertujuan untuk menganalisis pengaruh flexibility of work terhadap employee productivity dengan work life balance dan employee wellbeing sebagai variabel mediasi pada karyawan perusahaan e-commerce di Jabodetabek. Penelitian ini menggunakan pendekatan kuantitatif dan metode survei pada karyawan perusahaan e-commerce di Jabodetabek. Peneliti menggunakan metode Average Variance Extracted (AVE) untuk uji validitas dan Cronbach;s Alpha utntuk uji reliabilitas. 135 data responden yang berhasil didapatkan dioleh dengan Structural Equation Modelling (SEM) menggunakan aplikasi SmartPLS. Hasil temuan penelitian ini menunjukkan bahwa work life balance dan employee wellbeing mempunyai pengaruh langsung yang signifikan terhadap employee porductivity. Selanjutnya, flexibility of work mempunyai pengaruh langsung dan tak langsung yang signifikan terhadap employee productivity. ......This study aims to analyse the effect of flexibility of work on employee productivity dengan work life balance and employee wellbeing as median variable employees of e-commerce companies in Jabodetabek. This study uses a quantitative approach and survey methods on employees of e-commerce companies in Jabodetabek. The researcher used the Average Variance Extracted (AVE) methot to test the validity and Cronbach’s Alpha to test the reliability. 135 respondent data that were obtained successfully were use Structural Equation Model (SEM) for hypotesis testing. The findings of this study indicate that work life balance and employee wellbeing have a significant direct influence on employee productivity. Furthermore, flexibility of work has significant direct and indirect influence on employee productivity.

Abstrak :
Perkembangan tekonolgi yang begitu pesat memberikan tantangan baru bagi sektor bisnis khususnya pada perusahaan startup. Kondisi ini memicu perusahaan untuk meningkatkan kapabilitas inovasi melalui pembentukan Innovative Work Behavior. Beberapa penelitian terdahulu meyakini bahwa Innovative Work Behavior dapat terwujud melalui Leadership Style, antara lain Transformational Leadership dan Transactional Leadership. Walaupun Leadership telah diakui mempunyai dampak positif terhadap Innovative Work Behavior, namun hubungan kedua variabel ini harus dianalisis lebih dalam melalui peran mediasi dari Voice Behavior dan Job Autonomy. Oleh karena itu, tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari Leadership Styles terhadap Innovative Work Behavior dengan Voice Behavior dan Job Autonomy sebagai mediasi pada perusahaan startup di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan sumber data primer dan metode pengumpulan data berupa survei kuesioner yang disebarkan kepada karyawan perusahaan startup di Indonesia sebanyak 155 responden. Selanjutnya, teknik penarikan sampel yang digunakan dalam penelitian ini ialah non-probability sampling dengan jenis purposive sampling. Penelitian ini melakukan teknik analisis data menggunakan regresi linear sederhana dan regresi bertingkat. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh Leadership (Transformational dan Transactional) terhadap Innovative Work Behavior, dengan pengaruh yang lebih besar diberikan oleh Transactional Leadership. Kemudian, kedua variabel mediasi, baik itu Voice Behavior dan Job Autonomy tidak dapat memberikan efek mediasi pengaruh Leaderhip (Transformational dan Transactional) terhadap Innovative Work Behavior. ......The rapid development of technology provides new challenges for the business sector, especially for startup companies. This condition triggers companies to increase innovation capabilities through the formation of Innovative Work Behavior. Several previous studies believe that Innovative Work Behavior can be realized through Leadership Style, including Transformational Leadership and Transactional Leadership. Although Leadership has been recognized as having a positive impact on Innovative Work Behavior, the relationship between these two variables must be analyzed more deeply through the mediating role of Voice Behavior and Job Autonomy. Therefore, the purpose of this research is to analyze the influence of Leadership Styles on Innovative Work Behavior with Voice Behavior and Job Autonomy as mediation in startup companies in Indonesia. This study uses a quantitative approach with primary data sources and data collection methods in the form of a questionnaire survey distributed to employees of startup companies in Indonesia as many as 155 respondents. Furthermore, the sampling technique used in this study is non-probability sampling with purposive sampling. This study uses data analysis techniques using simple linear regression and multilevel regression. The results of this study indicate that there is an influence of Leadership (Transformational and Transactional) on Innovative Work Behavior, with a greater influence given by Transactional Leadership. Then, the two mediating variables, both Voice Behavior and Job Autonomy, cannot mediate the effect of Leadership (Transformational and Transactional) on Innovative Work Behavior.

Abstrak :
Penelitian ini bertujuan untuk menganalisis pengaruh faktok-faktor yang mempengaruhi Cryptocurrency Investment Intention. Faktor-faktor tersebut antara lain Information Quality, Investment Experience, Financial Self-Efficacy, Effort Expectancy, Social Influence, dan Performance Expectancy yang dimoderasi oleh Age dan Gender. Penelitian ini dilakukan menggunakan kuesioner pada masyarakat yang sudah memiliki pengalaman investasi, berusia 17 tahun keatas dan berdomisili di Jabodetabek. Sampel penelitian berjumlah 354 responden. Dalam mengolah data dilakukan dengan Software SPSS vs 25 menggunakan regresi berganda untuk menguji pengaruh langsung variabel independen terhadap variabel dependen dan Moderated Regression Analysis untuk menguji pengaruh moderasi antar variabel. Hasil penelitian menunjukan Investment Experience, Financial Self-Efficacy, Effort Expectancy, Social Influence, dan Performance Expectancy berpengaruh signifikan secara positif terhadap Cryptocurrency Investment Intention. Information Quality, Age dan Gender tidak berpengaruh terhadap Cryptocurrency Investment Intention. Hasil penelitian uji moderasi menujukan hanya Social Influence yang dimoderasi Age berpengaruh secara negatif terhadap Cryptocurrency Investment Intention, sedangkan hasil moderasi lainnya tidak perngaruh. ......This study aims to analyze the factors that influence Cryptocurrency Investment Intentions. These factors include Information Quality, Investment Experience, Financial Self-Efficacy, Effort Expectancy, Social Influence, and Performance Expectancy moderated by Age and Gender. This research was conducted using a questionnaire on people who already have investment experience, aged 17 years and over and domiciled in Jabodetabek. The research sample amounted to 354 respondents. In processing the data, SPSS vs. 25 software used Multiple Regression Analysis to test the direct effect of the independent variable on the dependent variable and Moderated Regression Analysis to examine the moderating effect between variables. The study results show that Investment Experience, Financial Efficacy, Business Expectations, Social Influence, and Performance Expectations significantly positively affect Cryptocurrency Investment Intentions. Information Quality, Age and Gender do not affect Cryptocurrency Investment Intentions. The results of the moderation test show that only Social Influence moderated by Age has a negative effect on Cryptocurrency Investment Intentions, while other moderating results have no effect.

Abstrak :
Penelitian ini bertujuan untuk mengetahui pengaruh knowledge sharing behavior, employee organization relationship dan employee creativity terhadap innovative behavior pada karyawan tetap BPJS Ketenagakerjaan Kantor Pusat. Serta pengaruh pengaruh knowledge sharing behavior dan employee organization relationship terhadap employee creativity. Teknik pengumpulan data yang digunakan adalah survei dengan menyebarkan kuesioner kepada karyawan tetap di BPJS Ketenagakerjaan Kantor Pusat dengan total sampel sebanyak 184 responden. Uji hipotesis dilakukan dengan menggunakan analisis regresi berganda. Hasil dari penelitian ini menunjukkan bahwa terdapat pengaruh signifikan dari knowledge sharing behavior, employee organization relationship dan employee creativity terhadap innovative behavior. Serta terdapat pengaruh signifikan dari knowledge sharing behavior dan employee organization relationship terhadap employee creativity. ......This study aims to determine the effect of knowledge sharing behavior, employee organization relationships and employee creativity on innovative behavior on BPJS Permanent Employees at the Head Office. And the influence of the influence of knowledge sharing behavior and employee organization relationships on employee creativity. The data collection technique used was a survey by distributing questionnaires to permanent employees at the Central BPJS Employment Office with a total sample of 184 respondents. Hypothesis testing is done by using multiple regression analysis. The results of this study indicate that there is a significant influence of knowledge sharing behavior, employee organization relationships and employee creativity on innovative behavior. And there is a significant influence of knowledge sharing behavior and employee organization relationships on employee creativity.

Abstrak :
Penelitian ini bertujuan untuk menganalisis pengaruh langsung lingkungan kerja dan Work Passion terhadap kinerja pegawai dan Turnover Intention di PT Shopee International Indonesia. Teknik yang digunakan untuk mengumpulkan data pada penelitian ini adalah survei melalui instrumen kuesioner dan wawancara mendalam sebagai data pendukung, dengan jumlah sampel sebanyak 109 responden yang diambil purposive sampling. Responden dalam penelitian ini merupakan karyawan di departemen operations divisi content ops PT Shopee International Indonesia yang telah memiliki masa kerja minimal 1 (satu) tahun sebagai karyawan tetap. Hasil analisis regresi dalam penelitian ini menunjukkan bahwa lingkungan kerja PT Shopee International Indonesia memiliki pengaruh yang signifikan terhadap kinerja karyawan yang sudah bekerja minimal 1 tahun dengan status pegawai tetap, tetapi tidak memiliki pengaruh signifikan terhadap Turnover Intention pada perusahaan tersebut. Selain itu, hasil analisis juga menunjukkan bahwa Work Passion pada karyawan memiliki pengaruh signifikan terhadap kinerja karyawan PT Shopee International Indonesia, tetapi tidak berpengaruh signifikan terhadap tingkat Turnover Intention pada perusahaan tersebut. ......This study aims to analyze the direct influence of the work environment and Work Passion on employee performance and Turnover Intention at PT Shopee International Indonesia. The technique used to collect data in this study was a survey through questionnaire instruments and in-depth interviews as supporting data, with a total sample of 109 respondents taken by purposive sampling. Respondents in this study are employees in the operations department of the content ops division of PT Shopee International Indonesia, who have a minimum working period of 1 (one) year as a permanent employee. The results of the regression analysis in this study indicate that the work environment of PT Shopee International Indonesia has a significant effect on the performance of employees who have worked for at least 1 year with permanent employee status, but does not have a significant effect on Turnover Intention at the company. In addition, the analysis also shows that Work Passion on employees has a significant influence on the performance of PT Shopee International Indonesia's employees, but does not significantly influence the level of Turnover Intention at the company.

Abstrak :
Penelitian ini bertujuan untuk menjelaskan pengaruh Rewards dan Work-life Balance terhadap Employee Engagement pada karyawan PT.XYZ. Pada penelitian ini variabel Rewards menggunakan teori dari Gibson dan Ivancevich (2012), variabel Work-life Balance menggunakan teori dari Fisher (2001), dan variabel Employee Engagement menggunakan teori dari Schaufelli dan Bakker (2006). Penelitian ini menggunakan pendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner kepada 108 responden sebagai sumber data primer. Teknik analisis data yang digunakan dalam penelitian ini adalah regresi sederhana dan regresi berganda serta menggunakan korelasi Pearson sebagai uji validitas, Alpha Cronbach sebagai uji reliabilitas dan perangkat lunak SPSS sebagai alat analisis. Hasil pengujian hipotesis menunjukan bahwa adanya pengaruh antara Rewards terhadap Employee Engagement, sementara Work-life Balance tidak memiliki pengaruh terhadap Employee Engagement, namun secara simultan Rewards dan Work-life Balance memiliki pengaruh terhadap Employee Engagement. ......This study aims to explain the influence of Rewards and Work-life Balance on Employee Engagement on PT. XYZ employees. In this study the Rewards variable uses the theory of Gibson and Ivancevich (2012), the Work-life Balance variable uses the theory of Fisher (2001), and the Employee Engagement variable uses the theory of Schaufelli and Bakker (2006). This research uses a quantitative approach with collection techniques data through the distribution of questionnaires to 108 respondents as the primary data source. Data analysis techniques used in this study are simple regression and multiple regression and use Pearson correlation as a validity test, Alpha Cronbach as a reliability test and SPSS software as an analysis tool. The result of hypothesis test indicates that there is an influence between Rewards on Employee Engagement, while Work-life Balance has no effect on Employee Engagement, however simultaneously Rewards and Work-life Balance have an influence on Employee Engagement.