Hasil Pencarian  ::  Simpan CSV :: Kembali

"Berdasarkan hasil identifikasi masalah organisasi, para karyawan PT XX kurang menampilkan adanya komitmen terhadap organisasi, khususnya terkait dengan komitmen afektif, dan hal tersebut dianggap menjadi salah satu faktor penghambat munculnya perilaku berorientasi pelanggan. Penelitian dilakukan untuk melihat adanya korelasi antara komitmen organisasi, khususnya terkait komitmen afektif, dan perilaku berorientasi pelanggan pada karyawan PT XX, dengan menggunakan alat ukur Employee Customer-Oriented Behaviors Scale (Grizzle, Lee, Zablah, Brown, & Mowen, 2009) dan TCM Employee Commitment Survey: Revised Version (Meyer, Allen, & Smith, 1993). Responden 15 karyawan dari 6 departemen fungsi operasional PT XX.Hasil uji korelasi menunjukkan korelasi signifikan antara komitmen afektif dan perilaku berorientasi pelanggan (r = .435*, p < .05), serta hasil ini menjadi dasar pemberian intervensi. Intervensi dilakukan melalui pelatihan ISEFI - Improve Service Excellence from Inside dan aktivitas lanjutan pelatihan berupa pengisian Mission Book (MB). Uji perbedaan sebelum dan sesudah pelatihan dan pengisian MB menunjukkan terdapat peningkatan yang signifikan antara skor komitmen afektif (z = -2.041*, p < .05) dan peningkatan yang juga signifikan pada skor perilaku berorientasi pelanggan (z = -2.023*, p < .05).

---

Based on identification of organizational problems, employees indicate lesscommitment to the organization and it is considered to be the one of factors that inhibit the appearance of a customer orientation behavior of PT XX?s employees. This reseach was conducted to find the correlation between organizational commitment, especially affective commitment and customer orientation behavior of PT XX?s employees using Employee Customer-Oriented Behaviors Scale (Grizzle, Lee, Zablah, Brown, & Mowen, 2009) and the TCM Employee Commitment Survey: Revised Version (Meyer, Allen, & Smith, 1993). Data gathered from 15 employees in 6 different departments at PT XX.The result showed that there was a significant correlation between affective commitment and customer orientation behavior (r = .435 *, P < .05). Based on this result, researcher determined that intervention program was to provide an ?ISEFI ? Improve Service Excellence from Inside? Themed Training and post-training follow-up activities - Mission Book. Furthermore, researcher give a test to find the differences between affective commitment and customer orientation behavior scores before and after the intervention conducted. The result of the test found that affective commitment?s score was significantly different (z = -2.041*, p < .05) and customer orientation behavior score was also significantly different (z = - 2.023*, p < .05)."

"Penelitian ini bertujuan untuk mengetahui pengaruh motivasi intrinsik terhadap perilaku berorientasi pelanggan pada karyawan PT XX divisi fungsi pendukung dalam perusahaan yang bergerak di bidang jasa. Responden penelitian adalah 14 orang karyawan level manager dan staf. Pengukuran perilaku berorientasi pelanggan menggunakan alat ukur Employee Customer Oriented Behavior (ECOB) dari Grizzle, et al (2009), sedangkan motivasi intrinsik diukur dengan menggunakan alat ukur Task Evaluation Questionaire dari Pulley (2007). Hasil data awal menunjukkan bahwa motivasi intrinsik berhubungan positif dan signifikan dengan perilaku berorientasi pelanggan (r = 0.429, p < .05). Berdasarkan hasil tersebut, peneliti menentukan intervensi yang akan diberikan yaitu pelatihan meningkatkan motivasi intrinsik dalam rangkaian pelatihan Improve Service Excellence from Inside. Responden intervensi adalah lima orang karyawan yang memiliki motivasi intrinsik dan perilaku berorientasi pelanggan yang tergolong rendah. Selanjutnya peneliti melakukan pengukuran post-test yang menunjukkan bahwa intervensi mampu meningkatkan motivasi intrinsik (Z = -2.060, ρ < .05) namun belum mampu meningkatkan perilaku berorientasi pelanggan (Z = -1.841, ρ < .05).

---

This study aims to determine the effect of intrinsic motivation on customer oriented behavior of the employees at support functions division. The study was conducted at PT XX, a service company. The respondents were 14 employees, managers and staff levels. Measurement of customer oriented behavior is performed using Employee Customer Oriented Behavior (ECOB) measuring devices from Grizzle, et al (2009), whereas intrinsic motivation is measured by using Task Evaluation Questionnaire measuring devices from Pulley (2007).

Results of preliminary data suggest that intrinsic motivation positively and significantly correlated with customer oriented behavior (r = 0.429, p < .05). Based on these results, researchers determined that the intervention to be given is training to improve intrinsic motivation in a series of Improve Service Excellence from Inside training. Respondents of interventions are five employees whose intrinsic motivation and customer-oriented behavior are low. Furthermore, researchers conducted a post-test measurements which indicate that interventions can increase intrinsic motivation (Z = -2.060, ρ < .05), Yet, it cannot improve the customer oriented behavior (Z = -1.841, ρ < .05)."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui hubungan antara kecerdasan emosional (emotional intelligence atau EI) dengan perilaku berorientasi pada pelanggan (customer orientation behavior atau COB) karyawan PT XX yang bergerak di bidang jasa . Berdasarkan hasil identifikasi masalah organisasi ditemukan bahwa beberapa karyawan PT XX memiliki EI yang rendah. Hal ini menghambat mereka untuk menampilkan COB. Identifikasi masalah kemudian dibuktikan dengan mengukur hubungan antara kedua variabel tersebut. Alat ukur yang digunakan adalah Emotional Competence Inventory (Goleman,1998; Boyatzis,1996; Hay/McBer,1996) dan Employee Customer-Orientation Behavior (Grizzle, Zablah, Brown, Mowen, & Lee, 2009) yang telah diadaptasi. Hasil penelitian menunjukkan terdapat hubungan positif yang signifikan terhadap kedua variabel (r = .063*,p < .05). Berdasarkan hasil tersebut peneliti menetapkan intervensi untuk menangani masalah organisasi dengan memberikan “Pelatihan Improve Service Excellence From Inside-Emotional Intelligence (ISEFI-EI)” terhadap lima karyawan yang memiliki EI rendah. Uji beda kemudian dilakukan untuk melihat efektivitas pelatihan menggunakan Wilcoxon Signed-Rank Test dan diperoleh hasil bahwa terdapat perbedaan yang signifikan antara skor EI (Z =-2.023, Sig.2-tailed =.043, p< .05) dan skor COB (Z = -2.032, Sig.2-tailed =.042, p< .05) saat sebelum dan setelah diberikan intervensi. Dari hasil tersebut dapat dikatakan bahwa intervensi “Pelatihan ISEFI-EI” memberikan peningkatan skor EI sehingga mendukung peningkatan COB milik karyawan PT XX.

---

ABSTRACTThis study aims to determine the relationship between emotional intelligence (EI) and customer-orientation behavior (COB) of employee of PT XX, a services company. Based on the identification results of organizational problem, discovered that several employees of PT XX have low EI which hinders them to show COB. Emotional Competence Inventory (Goleman,1998; Boyatzis,1996; Hay/McBer,1996) and Employee Customer-Orientation Behavior (Grizzle,Zablah,Brown,Mowen,& Lee, 2009) which has been adapted are used to measure the relationship between EI and COB of the employee. The result shows there is significant effect on both variables (r = .063,p < .05). Based on the result, researcher then set intervension to solve the organization problem by providing Improve Service of Excellence From Inside-Emotional Intelligence training (ISEFI-EI) for the employees with low EI score. Then, researcher conduct wilcoxon signed rank test to five employees with low EI using. The result shows there are significant difference between EI score (Z = -2.023, Sig. 2 tailed = .043, p < .05) and COB score (Z = -2.032, Sig. 2 tailed = .042, p < .05) before and after intervention. Based on the result, it can be concluded that ISEFI-EI training intervention increased EI score that increase the COB of employee of PT XX."

"Generasi Z merupakan generasi termuda yang saat ini mulai memasuki dunia kerja dan diperkirakan jumlahnya akan terus bertambah. Namun, karyawan Generasi Z diketahui memiliki intensi turnover yang tinggi. Dengan menggunakan kerangka teori Conservation of Resources (COR) penelitian ini bertujuan untuk menguji peran komitmen afektif dalam memediasi pengaruh meaningful work terhadap intensi turnover pada karyawan Generasi Z. Partisipan dalam penelitian ini merupakan karyawan Generasi Z (usia 18-28 tahun) dengan masa kerja minimal 1 tahun (N = 203). Pengambilan data dilakukan dengan menggunakan teknik convenience sampling dengan menyebarkan kuesioner secara daring. Instrumen yang digunakan dalam penelitian ini antara lain: Turnover Intention Scale, Work and Meaning Inventory, dan Affective Commitment Scale. Data dianalisis dengan menggunakan program PROCESS versi 4.2 Model 4 pada SPSS versi 23. Hasil analisis data menunjukkan bahwa komitmen afektif memediasi penuh pengaruh meaningful work terhadap intensi turnover. Berdasarkan hasil tersebut, implikasi praktis dari penelitian ini adalah organisasi dapat mengurangi intensi turnover dengan menerapkan strategi yang dapat memunculkan meaningful work dan komitmen afektif pada karyawan Generasi Z.

---

Generation Z is the youngest generation starting to enter the working world, and the number of Generation Z in the working world will continue to grow. However, Generation Z employees are known to have high turnover intentions. Using the Conservation of Resources (COR) theoretical framework, this study examines the mediating role of affective commitment in the effect of meaningful work towards turnover intentions in Generation Z employees. Participants in this study were Generation Z employees (age 18-28 years) with years of service at least one year (N = 203). Data was collected using a convenience sampling technique by distributing questionnaires online. The instruments used in this study include Turnover Intention Scale, Work and Meaning Inventory, and Affective Commitment Scale. Data were analyzed using the PROCESS program version 4.2 Model 4 in SPSS version 23. The results of the data analysis showed that affective commitment fully mediates the effect of meaningful work towards turnover intention. Based on these results, the practical implication is that organizations can reduce turnover intention by implementing strategies that generate meaningful work and affective commitment in Generation Z employees."

"Penelitian ini bertujuan untuk mengetahui pengaruh peningkatan pemberdayaan psikologis (psychological empowerment) terhadap perilaku inovatif (innovative behavior). Berdasarkan hasil diagnosis permasalahan organisasi berupa wawancara dan FGD, ditemukan bahwa secara umum terlihat bahwa karyawan PT ED belum menunjukkan perilaku inovatif secara optimal. Kondisi ini dianggap kurang selaras dengan keadaan PT ED yang sedang mengalami masa krisis. Perilaku inovatif karyawan yang belum maksimal antara lain disebabkan oleh pemberdayaan psikologis yang belum tinggi. Hal ini dibuktikan dengan mengukur pengaruh pemberdayaan psikologis terhadap perilaku inovatif. Pemberdayaan psikologis karyawan diukur melalui kuesioner Psychological Empowerment yang dikembangkan oleh Spreitzer (1995) sejumlah 12 item (α = .779) dan perilaku inovatif diukur dengan kuesioner Innovative Work Behavior Scale yang dikembangkan oleh Janssen (2000) sejumlah 9 item (α = .901). Hasil penelitian pada 64 orang karyawan di Kantor Pusat menunjukkan pemberdayaan psikologis terbukti secara signifikan mempengaruhi perilaku inovatif (R2 = .287, p<0.01). Artinya, peningkatan pada pemberdayaan psikologis dapat memunculkan terjadi peningkatan perilaku inovatif. Peneliti kemudian merancang intervensi yang dapat meningkatkan pemberdayaan psikologis, berupa kegiatan pelatihan Empowerment for Innovation kepada karyawan dan atasannya, yang diharapkan dapat meningkatkan perilaku inovatif karyawan.

---

This research aims to determine the influence of psychological empowerment enhancement on employees' innovative behavior. Based on diagnose of organizational problems by conducting interview and FGD, it been estimated that employees' innovative behavior at PT ED should be increased. These condition do not in line with PT ED situations during company's crisis. Low level of employees' innovative behavior could be predicts by low level of employees' psychological empowerment. The influence of psychological empowerment on employees' innovative behavior is proven by quantitative measurement. Level of psychological empowerment is measured by 12-item Psychological Empowerment Questionnaire, which developed by Spreitzer (1995) (α = .779); meanwhile level of employees' innovative behavior is measured by 9- item Innovative Work Behavior Scale by Janssen (2000) (α = .901). Research on 64 Head Office Employees found the influence of psychological empowerment on innovative behavior (R2 = .287, p<0.01). Therefore, the enhancement of psychological empowerment will increase employees' innovative behavior. Researcher then design intervention program, that is Empowerment for Innovation Training for employee and their supervisor to increase employees' psychological empowerment."

"Penelitian ini dilakukan untuk mengetahui hubungan antara kepemimpinan perubahan dan komitmen afektif terhadap perubahan (studi 1), serta mengetahui efektivitas pemberian intervensi pelatihan kepemimpinan perubahan pada karyawan unit Area PT X (studi 2). Pada studi 1, subjek penelitian adalah 258 karyawan non-manajerial unit Area PT X. Data dianalisis menggunakan uji korelasi dengan SPSS. Hasil analisis data menunjukkan adanya hubungan positif dan signifikan antara kepemimpinan perubahan dan komitmen afektif terhadap perubahan (r=.295, p<.001). Pada studi 2, subjek penelitian adalah 10 Facility dan Building Manager unit Area PT X. Berdasarkan analisis hasil evaluasi pembelajaran menggunakan Paired Sample T-Test, diketahui bahwa pelatihan yang diberikan cukup efektif dengan kenaikan skor sebesar 37%.

---

This study was conducted to determine the relationship between change leadership and affective commitment to change (study 1), and also to determine the effectiveness of change leadership training to Area Manager in PT X (study 2). In study 2, the subject of study were 258 employees of Area unit PT X. Data were analyzed using correlation test with SPSS. The results of data analysis showed a positive and significant relationship between change leadership and affective commitment to change (r = .295, p <.001). In study 2, the research subjects were 10 Facility and Building Managers of the PT X Area unit. Based on the analysis of the results of the learning evaluation using the Paired Sample T-Test, it was found that the training provided was quite effective with an increase in the score of 37%."

"Dalam menghadapi persaingan bisnis yang ada, bank XYZ perlu meningkatkan kinerja organisasinya saat ini yang salah satunya dipengaruhi oleh pengelolaan SDM. Penelitian ini dilakukan pada Direktorat A Bank XYZ dan terdiri dari dua studi, yaitu studi korelasi dan studi intervensi. Studi korelasi bertujuan untuk mengetahui hubungan antara komitmen afektif dan perilaku kewargaan antarpribadi. Penelitian dilakukan kepada 40 karyawan direktorat A dengan menggunakan TCM Employee Commitment Survey oleh Mayer dan Allen (2004) dan Interpersonal Citizenship Scale oleh Settoon & Mossholder (2002). Hasil dari penelitian tersebut menunjukkan bahwa terdapat hubungan yang signifikan antara komitmen afektif dan perilaku kewargaan antarpribadi (r= 0,38, r²= 0,14, p< 0,05). Berdasarkan hasil tersebut dilakukan studi kedua, yaitu studi intervensi berupa pelatihan untuk meningkatkan komitmen afektif kepada 5 orang karyawan Direktorat A Bank XYZ. Hasil evaluasi menunjukkan adanya peningkatan pengetahuan yang signifikan (Z= -2,03, p< 0,05) pada karyawan sebelum dan sesudah diberikan pelatihan. Hasil evaluasi level tiga yang dilakukan setelah 2 bulan pelatihan belum menunjukkan adanya peningkatan signifikan pada komitmen afektif (Z = -0,85, p > 0,05) dan perilaku kewargaan antarpribadi yang dimiliki karyawan (Z= -1,34, p> 0,05), meskipun penilaian perilaku dari rekan dan atasan langsung menunjukkan bahwa karyawan memenuhi lebih dari 90 persen perilaku yang ditentukan.

---

To deal with existing business competition, Bank XYZ need to improve the performance of their organizations today, one of which is influenced by HR management. This research was conducted at Directorate A of Bank XYZ and consisted of two studies, namely correlation studies and intervention studies. The correlation study aims to determine the relationship between affective commitment and interpersonal citizenship behavior. The first study conducted on 40 employees of directorate A using the TCM Employee Commitment Survey by Mayer and Allen (2004) and the Interpersonal Citizenship Scale by Settoon & Mossholder (2002).

The results of this study indicated that there was a significant relationship between affective commitment and interpersonal citizenship behavior (r = 0.38, r2 = 0.14, p <0.05). Based on these results, an intervention study was conducted in the form of a training program to increase affective commitment to 5 employees of Directorate A, Bank XYZ. The evaluation results showed a significant increase in employees' knowledge (Z = -2.03, p <0.05) before and after training. The results of level three evaluation, which was conducted after two months of training have not shown a significant increase in affective commitment (Z = -0.85, p> 0.05) nor interpersonal citizenship behavior owned by employees (Z = -1.34, p> 0,05), although behavioral assessments from colleagues and direct supervisors indicate that employees fulfill more than 90 percent of the specified behavior."

"Penelitian ini bertujuan untuk menguji pengaruh praktik manajemen sumber daya manusia (praktik SDM komitmen tinggi) terhadap kinerja individu Aparatur Sipil Negara (ASN) melalui variabel mediasi komitmen afektif, motivasi pelayanan publik, dan perilaku inovatif dalam konteks penyederhanaan birokrasi dan perubahan sistem kerja ASN akibat pandemi Covid-19 di Badan Pengawas Obat dan Makanan (BPOM). Dengan menganalisis data kuesioner dari 182 responden ASN BPOM melalui model persamaan struktural (SEM) menggunakan aplikasi LISREL 8.51 full version, penelitian ini menemukan pengaruh positif dari praktik SDM komitmen tinggi terhadap komitmen afektif, perilaku inovatif, dan kinerja pegawai yang dimediasi oleh motivasi pelayanan publik. Namun, penelitian ini juga menemukan bahwa komitmen afektif tidak berpengaruh terhadap perilaku inovatif dan kinerja pegawai, sehingga komitmen afektif tidak memediasi hubungan antara praktik SDM komitmen tinggi dengan perilaku inovatif dan kinerja pegawai. Selain itu, hasil penelitian juga menunjukan bahwa perilaku inovatif berpengaruh positif terhadap kinerja pegawai.

---

This study aims to examine the effect of human resource management practices (high commitment HR practices) on the individual performance of the State Civil Apparatus (ASN) through the mediating variables of affective commitment, public service motivation, and innovative behavior in the context of bureaucratic simplification and changes in the ASN work system due to the Covid-19 pandemic at the National Agency of Drug and Food Control (BPOM). By analyzing questionnaire data from 182 ASN respondents through a structural equation model (SEM) using the full version LISREL 8.51 application, this study found a positive effect of high-commitment HR practices on affective commitment, innovative behavior, and employee performance mediated by public service motivation. However, this study also found that affective commitment had no effect on innovative behavior and employees' performance so that affective commitment did not mediate the relationship between high-commitment HR practices and innovative behavior and employee performance. In addition, the results of the study also show that innovative behavior has a positive effect on employee performance."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari persepsi karyawan mengenai pelatihan terhadap turnover intention dimediasi oleh komitmen afektif pada Bank XYZ kantor cabang Surakarta. Terdapat lima sub-variabel yang digunakan untuk variabel persepsi pelatihan yaitu perceived availability of training, motivation to learn, perceived supervisor support for training, perceived co-worker support for training, dan perceived benefit of training. Responden dari penelitian ini adalah 144 orang karyawan Bank XYZ kantor cabang Surakarta yang merupakan karyawan tetap di perusahaan tersebut. Dengan menggunakan causal steps yang dikembangkan oleh Baron & Kenny (1986) menentukan hasil mediasi, hasil dari penelitian ini menunjukkan bahwa dari kelima sub-variabel persepsi pelatihan yang digunakan hanya tiga sub-variabel yaitu perceived availability of training, motivation to learn, dan perceived benefit of training yang memberikan pengaruh terhadap turnover intention dengan dimediasi oleh komitmen afektif. Sub-variabel perceived availability of training dimediasi secara penuh (complete mediation) oleh komitmen afektif sedangkan motivation to learn dimediasi secara partial oleh komitmen afektif. Pengaruh perceived benefit of training terhadap turnover intention juga dimediasi oleh komitmen afektif, mediasi yang muncul pada hubungan tersebut berupa inconsistent dan partial mediation.

---

This study aims to determine the impact of employee’s perception of training toward turnover intention mediated by affective commitment in Bank XYZ Surakarta branch office. There are five sub variables of employee's perception of training which being used. The respondents of this study were 144 permanent employees of Bank XYZ Surakarta branch office. By using the causal steps developed by Baron & Kenny (1986) to determine mediated result, the result of this study performs that only three out of five variables give impact toward turnover intention mediated by affective commitment. Sub variable of perceived availability of training was completely mediated by affective commitment while motivation to learn partially mediated by affective commitment. The impact of perceived benefit of training toward turnover intention was as well impacted by affective commitment which appeared on the relation as inconsistent and partial mediation."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui pengaruh leader-member exchange terhadap komitmen afektif dan peran mediasi psychological empowerment dalam hubungan LMX dengan komitmen afektif pada karyawan BUMN dan swasta di Jakarta. Penelitian ini termasuk ke dalam penelitian kuantitatif dan menggunakan kuesioner untuk memperoleh data. Responden penelitian ini berjumlah 218 karyawan tetap di perusahaan BUMN dan swasta yang berlokasi di Jakarta. Analisis data dilakukan dengan menggunakan metode Structural Equation Modelling. Hasil penelitian menunjukkan bahwa LMX berpengaruh positif baik secara langsung maupun tidak langsung terhadap komitmen afektif yang dimiliki karyawan di Jakarta. Penelitian ini juga mengindikasikan bahwa psychological empowerment memediasi secara parsial antara LMX dengan komitmen afektif.

---

ABSTRACT

This study aims to examine the impact of leader-member exchange (LMX) on affective commitment and also to examine the mediating effect of psychological empowerment on the relationship between LMX and affective commitment on BUMN and private employees in Jakarta area. This study used a questionnaire as data collection tool in order to obtain the desired research data. The questionnaire filled by 218 respondents, with the number comprising permanent employers from various BUMN and private companies located in Jakarta. The research data is analyzed using Structural Equation Modelling (SEM) method which result shows that LMX has a positive effect, both direct and indirect, on affective commitment of employees in BUMN and private organizations in Jakarta. This study also indicates that psychological empowerment acts as a partial mediator between LMX and affective commitment.

"