PENGARUH PERCEIVED FIRM FAIRNESS TERHADAP JOB SATISFACTION, BURNOUT DAN TURNOVER INTENTION PADA AUDITOR DI JAKARTA

Penelitian ini bertujuan untuk menguji hubungan antara percived firm fairness, job satisfaction, firm commitment, burnout; perceived firm fairness dan turnover intention. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif. Sampel dalam penelitian ini adalah sebanyak 323 auditor KAP yang berlokasi di Jakarta. Data penelitian diperoleh dari hasil pengisian kuesioner dan dianalisis dengan menggunakan teknik analisis Structural Equation Modeling (SEM). Hasil penelitian ini berhasil membuktikan bahwa (1) Perceived firm fairness memiliki pengaruh positif dan signifikan terhadap job satisfaction; (2) Job satisfaction memiliki pengaruh positif dan signifikan terhadap firm commitment; (3) Firm commitment terbukti berpengaruh negatif dan signifikan terhadap burnout; (4) Burnout terbukti berpengaruh positif dan signifikan terjadap turnover intention, berarti bahwa semakin tinggi burnout maka semakin tinggi turnover intention karyawan; (5) Firm commitment terbukti berpengaruh negatif dan signifikan terhadap turnover intention; (6) Perceived firm fairness terbukti berpengaruh negatif dan signifikan terhadap burnout dan (7) Perceived firm fairness terbukti berpengaruh negatif dan signifikan terhadap turnover intention

Do Emotional Intelligence and Ethical Leadership Elevate Work Engagement? The Mediating Role of Psychological Capital

The level of employees’ work engagement can affect an organization's resilience amid business competition. However, banking employees are often faced with rigid working hours that can affect the level of work engagement of employees. This study aims to determine the role of emotional intelligence and ethical leadership in the work engagement of banking employees. Furthermore, this study also investigates the mediating role of psychological capital because it still requires further research. The sample involved in the study was 206 employees of conventional commercial banks in Indonesia. The structural equation modeling (SEM) analysis results show that emotional intelligence, ethical leadership, and psychological capital can affect work engagement. On the other hand, psychological capital partially mediates the influence of emotional and ethical leadership on work engagement. Therefore, the result of this study can strengthen the job demands-resources theory. To increase work engagement, a deeper understanding of emotional intelligence, ethical leadership, and psychological capital can help the banking sector retain employees, improve employee and organizational performance, and maintain a competitive advantage amid intense competition between banks in Indonesia

The Effects of Ethics Institutionalization on Organizational Citizenship Behavior: The Mediating Effects of Organizational Commitment and Moderating Effects of Psychological Empowerment

Many of organization implement code of conduct as an explicit guidance to help employees knowing the standard of ethics from management“s viewpoints, with the aim to gain productivity achieving organization“s  goal. The purpose of this paper is  to examine the influence of ethics institutionalization on organizational citizenship behavior and to analyze the role of organizational commitment in mediating the impact of ethics institutionalization on organizational citizenship behavior with psychological empowerment as a moderator in one of State Institution in Indonesia. This research will use a quantitative approach with online survey method to 250 respondents which were determined by purposive sampling method. Respondents come from employees of XYZ State Institution who already work at the institution for minimum 2 years. Based on analysis from preliminary literature, it can be concluded that all variables used in this research are valid, reliable and having correlation with each others. This research is still on progress and result will be discussed further.   Keywords: Institutionalization of Ethics, Explicit Ethics Institutionalization, Implicit Ethics Institutionalization, Organizational Commitment, Psychological Empowerment, Organizational Citizenship Behavio

Analisis Pengaruh Persepsi Dukungan Organisasi sebagai Mediator antara Partisipasi Karyawan dalam Pengambilan Keputusan terhadap Kepuasan Kerja dan Komitmen Afektif Karyawan Non Manajerial di Perusahaan Fmcg Indonesia

This study aims to analyze the influence of perceived organizational support as a mediator between employee participation in decision making toward job satisfaction and affective commitment of non managerial employees. The research was conducted on 211 non managerial employees at factories in one of FMCG company in Indonesia, use structural equation modeling (SEM) method. The results show that perceived organizational support has an influence as a mediator between employee participation in decision making toward job satisfaction and affective commitment. This can be interpreted that employee participation in decision making is considered able to increase job satisfaction and affective commitment of employees if the organization provides support to the employee

Analisis Pengaruh Career Management, Training Satisfaction, Pay Satisfaction terhadap Turnover Intention dan Peran Mediasi Organizational Engagement pada Karyawan Sektor Perbankan

The purpose of this research is to understand and analyze the effects of career management, training satisfaction, pay satisfaction to employee turnover intention in the banking sector. A total of 265 respondents who work in the Commercial Bank participated, with structural equation modeling as data processing method. As a result, it was found that direct career management has no effect on turnover intention. While training proved satisfaction can affect turnover intention through full mediating role of organizational engagement. This research also found that organizational engagement provides partial mediating role in the relationship between pay satisfaction and turnover intention. Thus, this study was able to prove the importance of the role of training satisfaction and pay satisfaction in improving organizational engagement, which in turn can reduce turnover intention of employees in the banking sector. The results of this study showed that companies that have a good career management can necessarily encourage employees to stay, the phenomenon of war for talents is one of the triggers of employees interested in moving. So the company needs to formulate good strategy of career management to nurture employee engagement, for example, with the function of coaching and mentoring

Analisis Pengaruh Mentoring Functions dan Organizational Socialization Terhadap Role Stress, Burnout, dan Turnover Intention Pada Generasi Y di Rumah Sakit di Jabodetabek

This research aims to investigate factors that could determine Generation Y’s role stress and turnover intention, which are mentoring function and organizational socialization. Besides, this research also aims to analyze the effect of Generation Y’s role stress on turnover intention with burnout as a mediator. To investigate this, 260 nurses and midwives at hospitals in Bekasi, Depok, Kemayoran, and Kelapa Gading were surveyed. Data analysis is conducted using structural equation modelling. The result of this research showed that mentoring function is not negatively significant to role stress but it affects negatively to Generation Y nurses and midwives’s turnover intention. Besides, organizational socialization was also found negatively significant to role stress, while role stress that experienced of Generation Y will negatively affects turnover intention with burnout as a mediator. Thus, role stress of Generation Y at hospitals in Jabodetabek could be reduced by organizational socialization, and their turnover intention could be minimalized with mentoring functio

ANALISIS PENGARUH PERSEPSI DUKUNGAN ORGANISASI SEBAGAI MEDIATOR ANTARA PARTISIPASI KARYAWAN DALAM PENGAMBILAN KEPUTUSAN TERHADAP KEPUASAN KERJA DAN KOMITMEN AFEKTIF KARYAWAN NON MANAJERIAL DI PERUSAHAAN FMCG INDONESIA

This study aims to analyze the influence of perceived organizational support as a mediator between employee participation in decision making toward job satisfaction and affective commitment of non managerial employees. The research was conducted on 211 non managerial employees at factories in one of FMCG company in Indonesia, use structural equation modeling (SEM) method. The results show that perceived organizational support has an influence as a mediator between employee participation in decision making toward job satisfaction and affective commitment. This can be interpreted that employee participation in decision making is considered able to increase job satisfaction and affective commitment of employees if the organization provides support to the employee

Analisis Pengaruh Career Management, Training Satisfaction, Pay Satisfaction Terhadap Turnover Intention dan Peran Mediasi Organizational Engagement Pada Karyawan Sektor Perbankan

The purpose of this research is to understand and analyze the effects of career management, training satisfaction, pay satisfaction to employee turnover intention in the banking sector. A total of 265 respondents who work in the Commercial Bank participated, with structural equation modeling as data processing method. As a result, it was found that direct career management has no effect on turnover intention. While training proved satisfaction can affect turnover intention through full mediating role of organizational engagement. This research also found that organizational engagement provides partial mediating role in the relationship between pay satisfaction and turnover intention. Thus, this study was able to prove the importance of the role of training satisfaction and pay satisfaction in improving organizational engagement, which in turn can reduce turnover intention of employees in the banking sector. The results of this study showed that companies that have a good career management can necessarily encourage employees to stay, the phenomenon of war for talents is one of the triggers of employees interested in moving. So the company needs to formulate good strategy of career management to nurture employee engagement, for example, with the function of coaching and mentoring

PENGARUH PENILAIAN KINERJA DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI SEBAGAI VARIABEL MEDIASI PADA DIREKTORAT SISTEM INFORMASI DAN TEKNOLOGI PERBENDAHARAAN

Penelitian ini dilatarbelakangi oleh adanya hasil penilaian kinerja yang kurang memuaskan pada Direktorat Sistem Informasi dan Teknologi Perbendaharaan. Pada kenyataannya kinerja Direktorat SITP sudah banyak dirasakan oleh stake holder. Hal lain yang menjadi perhatian adalah adanya beban kerja yang besar namun tidak mengurangi motivasi pegawai untuk tetap memberikan hasil kinerja yang maksimal. Rumusan masalah pada penelitian ini adalah: (1) bagaimana pengaruh penilaian kinerja terhadap kinerja pegawai; (2) bagaimana pengaruh penilaian kinerja terhadap motivasi kerja karyawan; (3) bagaimana beban kerja mempengaruhi kinerja pegawai; (4) bagaimana beban kerja mempengaruhi motivasi kerja karyawan dan (5) bagaimana motivasi karyawan mempengaruhi kinerja karyawan. Penelitian ini merupakan penelitian kuantitatif. Pengumpulan data dilakukan dengan menyebarkan survei online kepada 135 staf Direktorat SITP pada seluruh Subdirektorat. Analisis data menggunakan model persamaan struktural atau Structural Equation Model (SEM) dengan pengolahan data menggunakan Partial Least Square (PLS) versi 3. Hasil penelitian menunjukkan bahwa: (1) penilaian kinerja berpengaruh positif dan signifikan terhadap kinerja karyawan; (2) penilaian kinerja berpengaruh positif dan signifikan terhadap motivasi kerja karyawan; (3) beban kerja berpengaruh positif dan signifikan terhadap kinerja pegawai; (4) beban kerja berpengaruh positif dan signifikan terhadap motivasi kerja pegawai dan (5) motivasi kerja memberikan mediasi parsial antara penilaian kinerja dan beban kerja terhadap kinerja pegawai