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"Studi ini menyelidiki peran keterikatan karyawan dan kepuasan kerja dalam hubungan antara persepsi dukungan organisasi dan keinginan karyawan untuk terus bekerja di perusahaan. Tujuan utama dari penelitian ini adalah untuk mengetahui bagaimana keterikatan karyawan, kepuasan kerja, dan dukungan organisasi mempengaruhi keinginan karyawan untuk tetap bersama perusahaan. Mengingat pentingnya dukungan organisasi dalam meningkatkan keinginan karyawan untuk tetap bekerja diperusahaan yang dapat dilihat dari tingkat keterikatan karyawan dan juga kepuasan kerja karyawan PT. Yodya Karya (Persero). Analisis kuantitatif dengan teknik Structure Equation Modeling (SEM) digunakan untuk menguji pengaruh dukungan organisasi. Hasil penelitian adalah terdapat pengaruh positif antara persepsi dukungan organisasi terhadap keinginan karyawan untuk tetap tinggal di perusahaan yang dimediasi oleh kepuasan kerja. Temuan ini dapat membantu untuk lebih memahami bahwa keinginan tinggal karyawan di perusahaan harus didukung yang dapat dilihat dari kepuasan kerja.

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This study investigates the role of employee engagement and job satisfaction in the relationship between perceived organizational support and employees' intention to stay at the company. The main objective of this study is to determine how employee engagement, job satisfaction, and organizational support perceptions affect employees' intention to stay with the company. Given the importance of organizational support in increasing employees' intention to stay working in the company, which can be seen from the level of employee engagement and also job satisfaction of PT Yodya Karya (Persero) employees. Quantitative analysis with Structure Equation Modeling (SEM) technique is used to test the effect of perceived organizational support. The result of the study is that there is a positive influence between perceived organizational support on employees' intention to stay in the company mediated by job satisfaction. This finding can help to better understand that employees' intention to stay in the company must be supported which can be seen from job satisfaction."

"ABSTRAKPenelitian ini menyelidiki bagaimana pengaruh perubahan organisasi khususnya Workload Change dan Career Prospect Change terhadap turnover intention karyawan sebagai akibat dari proses merger-akuisisi yang dimediasi oleh organizational commitment. Penelitian ini menggunakan metode single cross sectional, yaitu pengumpulan data atau informasi hanya satu kali di setiap sampel elemen populasi dan kuesioner disebar secara online ke 102 karyawan Bank XYZ yang mengalami proses akuisisi secara langsung, baik itu karyawan yang berasal dari Bank XYZ, maupun karyawan yang berasal dari Bank ABC. Skripsi ini menggunakan analisis structural equation modelling (SEM). Variabel yang mempengaruhi turnover intention pada Bank XYZ adalah karena adanya workload change, yaitu peningkatan pada workload change (workload semakin berkurang) maka akan menurunkan turnover intention. Workload change dapat mempengaruhi turnover intention secara langsung tanpa harus melalui organizational commitment sebagai mediasi, dan workload change juga berpengaruh terhadap organizational commitment. namun organizational commitment tidak berpengaruh terhadap turnover intention. Sehingga organizational commitment tidak dapat memediasi pengaruh antara workload change terhadap turnover intention. Untuk peran mediasi organizational commitment dalam pengaruh career prospect change terhadap turnover intention juga tidak terbukti, karena meskipun career prospect change memiliki pengaruh yang bersifat negatif terhadap organizational commitment, namun organizational commitment tidak berpengaruh terhadappturnover.intention.. Memahami variabel apa yang dapat memengaruhi turnover intention pada Bank XYZ karena merger-akuisisi dapat membantu manajer untuk memprediksi perilaku karyawan dan rencana manajerial ke depannya, oleh karena itu penelitian ini juga terdapat implikasi manajerial yang dapat dilakukan manajer serta sara pada penelitian selanjutnya.

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ABSTRACT

This study investigates how the influence of organizational change in particular Workload Change and Career Prospect Change on employee turnover intention as a result of the merger processes mediated by organizational commitment. This study uses a single cross sectional method, which is collecting data or information only once in each population element sample and questionnaires distributed online to 102 XYZ Bank employees who experience the acquisition process directly, both employees from Bank XYZ, and employees who comes from Bank ABC. This thesis uses structural equation modeling (SEM) analysis. The variable that influences turnover intention at Bank XYZ is because of the workload change, which is an increase in workload change (the workload decreases), which will reduce turnover intention. Workload change can affect turnover intention directly without having to go through organizational commitment as mediation, and workload change also affects organizational commitment. but organizational commitment does not affect turnover intention. So that organizational commitment cannot mediate the influence between workload change on turnover intention. The mediating role of organizational commitment in the influence of career prospect change on turnover intention is also not proven, because even though the career prospect change has a negative effect on organizational commitment, organizational commitment has no effect on turnover intention. Understanding what variables can influence turnover intention at Bank XYZ because mergers can help managers to predict employee behavior and managerial plans in the future, therefore this study also has managerial implications that managers and staff can do in future research."

"Penelitian ini meneliti tentang pengaruh kecerdasan emosional terhadap kepuasan kerja tenaga kesehatan di wilayah Jabodetabek yang dimediasi oleh adaptasi stress-coping style (cognitive-appraisal, problem-solving, dan emotion-focused coping style). Penelitian dilakukan terhadap 287 responden tenaga kesehatan saat pandemi Covid-19, di wilayah Jabodetabek. Analisis uji struktural penelitian ini menggunakan metode analisis Structural Equation Modelling (SEM) yang menghasilkan kesimpulan bahwa 2 dari 4 dimensi kecerdasan emosional yakni self-emotion appraisal dan use of emotion tidak memiliki pengaruh secara langsung terhadap kepuasan kerja. Namun, apabila dimediasi dengan gaya adaptasi terhadap stres (stress coping style) problem solving coping style maka pengaruh kecerdasan emosional signifikan terhadap kepuasan kerja. Sedangkan kedua jenis stress coping style lainnya yakni: cognitive-appraisal coping dan emotion focused coping, tidak memediasi pengaruh dimensi dimensi kecerdasan emosional terhadap kepuasan kerja. Hasil temuan penelitian membuktikan bahwa kemampuan individu dalam memecahkan suatu permasalahan yang dihadapi dapat memediasi kecerdasan emosional terhadap kepuasan kerja tenaga kesehatan di wilayah Jabodetabek saat pandemi Covid-19 berlangsung.

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This study examines the influence of emotional intelligence on job satisfaction of health workers in the Greater Jakarta area mediated by stress coping style (cognitive appraisal, problem solving, and emotion focused coping style). This study was conducted during the quarantine period due to the Covid 19 pandemic, which examined 287 respondents who live in the Greater Jakarta area, using the Structural Equation Modeling (SEM) analysis method. The results showed that 2 of 4 emotional intelligence dimensions which are self emotion appraisal and use of emotion did not have a direct effect on job satisfaction. However, if 4 emotional intelligence dimensions are mediated by problem solving coping, it will significantly influenced job satisfaction. Meanwhile, emotional intelligence has a significant influence on 3 stress coping styles which of them are cognitive appraisal coping, problem solving coping, and emotion focused coping. This study found that only problem solving coping that has a significant direct effect on job satisfaction of health workers of 3 stress coping styles that used in covid-19 outbreak."

"ABSTRAKLPDP berperan penting dalam mendukung salah satu program prioritas pemerintah, yaitu membangun kualitas sumber daya manusia Indonesia sebagai pendonor beasiswa Pendidikan tinggi. Namun, studi mengenai pengaruh program persiapan keberangkatan beasiswa LPDP terhadap kinerja alumni beasiswa LPDP masih belum banyak dilakukan. Tujuan dari penelitian ini adalah untuk mengetahui pengaruh nasionalisme dan kepemimpinan transformasional alumni LPDP terhadap kinerja alumni penerima beasiswa LPDP yang dimediasi oleh kepuasan kerja. Data 597 responden dikumpulkan melalui survei online dan dianalisis menggunakan CB-SEM. Hasil pengujian menunjukkan bahwa nasionalisme dan kepemimpinan transformasional dapat mempengaruhi kepuasan kerja secara positif dan berada pada nilai signifikansi dibawah 5%, namun nasionalisme tidak memberikan pengaruh signifikan terhadap kinerja dengan nilai signifikansi diatas 5% berbanding terbalik dengan kepemimpinan transformasional, serta kepuasan kerja alumni dapat mempengaruhi kinerja secara positif dan berada pada nilai signifikansi dibawah 5%.

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ABSTRACTLPDP plays an important role in supporting one of the government's priority programs, namely building the quality of Indonesian human resources as a donor of higher education scholarships. However, studies on the effect of the LPDP scholarship departure preparation program on LPDP scholarship alumni performance have not been done much. The purpose of this study was to determine the effect of nationalism and transformational leadership of LPDP alumni on the performance of alumni of LPDP scholarship recipients mediated by job satisfaction. Data on 597 respondents were collected through online surveys and analyzed using CB-SEM. The test results show that nationalism and transformational leadership can positively affect job satisfaction with a significance value below 5%, but nationalism does not have a significant effect on performance with a significance value above 5% which is inversely proportional to transformational leadership, and alumni job satisfaction can affect performance positively with a significance value below 5%."

"[ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi The Telkomsel Way terhadap employee engagement. Penelitian ini menggunakan sub variabel budaya organisasi sesuai dengan Organizational Culture and Effectiveness dari Daniel R. Denison dan Aneil K. Mishra yang terdiri dari involvement, consistency, adaptability dan mission terhadap sub variabel employee engagement sesuai dengan Utrecht Work Engagement Scale dari Wilmar Scaufeli dan Arnold Baker yaitu vigor, dedication, dan absorption. Pengumpulan data menggunakan kuesioner yang diberikan kepada pegawai PT Telekomunikasi Selular yang berada di kantor pusat. Analisis data menggunakan bantuan SPSS 20 dengan metode General Linier Model (GLM). Hasil penelitian ini menunjukkan bahwa semua sub variabel budaya organisasi secara bersama-sama memiliki pengaruh terhadap sub variabel employee engagement yaitu vigor sebesar 95.5%, dedication sebesar 94.7%, dan absorption sebesar 95.3%. Sub variabel involvement, consistency, dan adaptability masing-masing memiliki pengaruh yang signifikan positif terhadap keseluruhan sub variabel employee engagement. Sedangkan sub variabel mission memiliki pengaruh yang signifikan negatif terhadap keseluruhan sub variabel employee engagement.

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ABSTRACTThe purpose of this research is to find out the influence of organizational culture ?The Telkomsel Way? on employee engagement. This research using sub variable of organizational culture in accordance with Organizational Culture and Effectiveness from Daniel R. Denison and Aneil K. Mishra that consist of involvement, consistency, adaptability, and mission on sub variable of employee engagement in accordance with Utrecht Work Engagement Scale from Wilmar Schaufeli and Arnold Baker that consist of vigor, dedication, and absorption. Collecting data using questionnaires that given to the employees of PT Telekomunikasi Selular which is on head office. Data analysis using SPSS 20 with General Linear Model (GLM) method. The results showed that all sub variable of organizational culture together have an influence on sub variable employee engagement which are vigor by 95.5%, dedication 94.7%, and absorption 95.3%. Sub variable involvement, consistency, adaptability has a significant positive effect on the entire sub variable employee engagement. Meanwhile, the sub variable mission has a significant negative effect on the overall sub variable employee engagement, The purpose of this research is to find out the influence of organizational culture “The Telkomsel Way” on employee engagement. This research using sub variable of organizational culture in accordance with Organizational Culture and Effectiveness from Daniel R. Denison and Aneil K. Mishra that consist of involvement, consistency, adaptability, and mission on sub variable of employee engagement in accordance with Utrecht Work Engagement Scale from Wilmar Schaufeli and Arnold Baker that consist of vigor, dedication, and absorption. Collecting data using questionnaires that given to the employees of PT Telekomunikasi Selular which is on head office. Data analysis using SPSS 20 with General Linear Model (GLM) method. The results showed that all sub variable of organizational culture together have an influence on sub variable employee engagement which are vigor by 95.5%, dedication 94.7%, and absorption 95.3%. Sub variable involvement, consistency, adaptability has a significant positive effect on the entire sub variable employee engagement. Meanwhile, the sub variable mission has a significant negative effect on the overall sub variable employee engagement]"

"ABSTRAKSaat ini Generasi Y telah mengisi hampir 50% struktur organisasidan tingkat turnover tertinggi berada pada Generasi ini. Hal ini juga yang dialami PT XYZ dengan jumlah karyawan Generasi Y sebanyak 48,6% dari total populasi karyawan dimana mayoritas merupakan knowledge worker.Penelitian ini dilakukan untuk meneliti pengaruh antara Kepuasan Kerja dan Komitmen Organisasi terhadap Intention Turnover pada unit kerja Base Maintenance. Unit ini yang merupakan salah satu unit yang didominasi knowledge worker dan memiliki turnover tertinggi selama periode tiga tahun terakhir.Hasil penelitian Generasi Y menunjukkan Kepuasan Kerja tidak berpengaruh secara langsung terhadap Turnover Intention tetapi dimediasi oleh Affective Commitment sebagai bagian dari Komitmen Organisasi. Semakin tinggi tingkat kepuasan Kepuasan Kerja maka akan meningkatkan Affective Commitment yang berdampak pada turunnya Turnover Intention pada karyawan.

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ABSTRACT

Currently, Generation Y has filled nearly 50% of organizational structure and contributed high turnover rate in Organization. PT XYZ also experienced this condition in which Generation Y employees consists as much as 48.6% of the total employee population and mostly are knowledge workers.

This study was conducted to investigate the influence of Job Satisfaction and Organizational Commitment on Turnover Intention in the unit Base Maintenance. The unit is one of units that dominated by knowledge workers and has the highest turnover for the last three years.

This research found that Generation Y shows no direct relation between Job Satisfaction and Turnover Intention. Affective Commitment as part of Organizational Commitment shown as a mediator between them. The higher the level of Job Satisfaction the more Commitment Affective will increase so it will decrease the employee Turnover Intention for the Generation Y."

"ABSTRAKPenelitian ini dilakukan untuk melihat efektivitas upaya komunikasi yang dilakukan oleh Perusahaan dalam mempertahankan komitmen organisasi survivor untuk membantu Perusahaan dalam mencapai target baru pasca downsizing. Pengumpulan data dilakukan pada November 2015 dengan menyebarkan kuesioner kepada karyawan divisi Collection di salah satu perusahaan pembiayaan barang konsumsi ternama di Indonesia, yang mengalami downsizing sejak Desember 2014. Alat ukur pada penelitian ini menggunakan Communication Satisfaction Questionnaire dan Organizational Commitment Survey. Hasilnya, tiga dimensi Kepuasan Komunikasi berpengaruh secara positif terhadap Affective OC dan dua dimensi dari Kepuasan komunikasi yang berpengaruh secara positif terhadap Normative OC.

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ABSTRACT

This research was conducted to determine the effectiveness of communication efforts undertaken by the Company in maintaining survivor?s organizational commitment, to help the Company in achieving new target after downsizing has taken place. Data were collected in November 2015, by distributing the questionnaire to Collection Division employees at one of the well-known consumer goods financing company at Indonesia, which has been downsize since December 2014. This research used Communication Satisfaction Questionnaire and Organizational Commitment Survey. The result showed that three Communication Satisfaction?s dimensions had positive effect on Affective OC and two dimensions of Communication Satisafaction had positive effect on Normative OC."

"Skripsi ini membahas tentang bagaimana kecepatan integrasi dari perusahaan paska akuisisi berpengaruh terhadap komitmen karyawan dengan gaya kepemimpinan sebagai variable moderatingnya. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan alat ukur berupa kuesioner yang disebarkan kepada 92 responden yang berasal dari karyawan yang terlibat dalam perusahaan yang diakuisisi. Perusahaan yang dipilih sebanyak 3 perusahaan berasal dari industri media dan asuransi. Hasil penelitian ini menemukan bahwa kecepatan integrasi memiliki hubungan dan pengaruh terhadap komitmen afektif dari karyawan pada proses integrasi paska akuisisi. Penelitian ini juga bertujuan untuk mengidentifikasikan variabel moderating yaitu gaya kepemimpinan. Hasil pengolahan data menggunakan SPSS 20.0 menunjukkan bahwa kecepatan integrasi dengan komitmen afektif karyawan akan semakin kuat ketika dipengaruhi oleh gaya kepemimpinan transformasional.

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This study dealt with how integration speed on post-acquisition integration process influences employee commitment with the effect of leadership style as moderating variable. This study was a qantitative research using a questionairre as measurement instrument distributed to 92 respondents coming from employees who are involved in the acquired company. Three selected companies coming from media and insurance industry.

The result of this study found that integration speed has correlation and influence on affective employee commitment in the post-acquisition integration process. This research also aimed to identify moderating variable i.e leadership style. Data processing using SPSS 20.0 suggested that relation between integration speed and affective employee commitment would be stronger when it was influenced by transformational leadership style."

"Tesis ini membahas tentang pengaruh implementasi praktik pengelolaan sumber daya manusia dengan employee engagement sebagai mediator terhadap kinerja Auditor Ahli dan faktor signifikan yang mempengaruhinya. Penelitian dalam tesis ini termasuk penelitian deskriptif kuantitatif dengan menggunakan 143 data responden penelitian. Hasil penelitian menemukan bahwa implementasi praktik sumber daya manusia akan mempengaruhi kinerja pegawai secara tidak langsung melalui employee engagement. Oleh karena itu, praktik pengelolaan sumber daya manusia yang tepat diperlukan untuk mendorong employee engagement sehingga pegawai dapat berkinerja secara lebih optimal.

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This thesis discusses the influence of the implementation of human resource management practices with employee engagement as a mediator on the performance of expert auditors and significant factors that influence it. The research in this thesis include quantitative descriptive research using the data 143 respondent.

The study found that the implementation of human resource practices will affect the performance of employees indirectly through employee engagement. Therefore, human resource management practices required proper to encourage employee engagement so that employees can perform optimally."

"Kepuasan Kerja menjadi area penting dalam pengelolaan sumber daya manusia di dalam perusahan. Penelitian ini bertujuan untuk mengetahui pengaruh dari dimensi Workplace Spirituality dan Perceived Organizational Support terhadap Kepuasan Kerja. Terdapat empat dimensi yang digunakan untuk variabel Workplace Spirituality yaitu Meaningful Work, Sense Of Community, Compassion dan Organizational Values. Penelitian ini melibatkan 50 orang karyawan PT XYZ dengan masa kerja lebih dari dua tahun. Hasil yang didapatkan dengan metode Simple Regression menunjukkan bahwa Kepuasan Kerja karyawan secara signifikan dipengaruhi oleh Meaningful Work, Sense Of Community, Compassion, Organizational Values dan Perceived Organizational Support.

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Job Satisfaction become important areas in the human resources management within the enterprise. This study aims to determine the impact of Workplace Spirituality dimension and Perceived Organizational Support on Job Satisfaction. There are four dimension of Workplace Spirituality which being used in this study, that is Meaningful Work, Sense Of Community, Compassion and Organizational Values. The study involved 50 employees of PT XYZ with tenure of more than two years. The result obtained using Simple Regression suggested that employee Job Satisfaction is significantly influenced by Meaningful Work, Sense Of Community, Compassion, Organizational Values and Perceived Organizational Support. "