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"[Masih rendahnya kinerja PNS adalah suatu permasalahan yang dihadapi oleh bangsa Indonesia, penilaian negatif dari masyarakat, rendahnya efektifitas birokrasi menjadi sorotan dari kinerja PNS. Berbagai penelitian terdahulu baik secara akademis maupun praktis menunjukkan bahwa work engagement dapat menjadi faktor dalam meningkatkan kinerja pegawai. Penelitian ini bertujuan untuk menganalisis pengaruh job resources (organizational support, coworker support, job control) terhadap work engagement (vigour, dedication, absorption) serta konsekuensinya terhadap job performance (task performance, contextual performance) di Kantor Pusat Badan Kepegawaian Negara. Jenis penelitian adalah eksplanatory dengan pendekatan kuantitatif. Instrumen pengumpul data berupa kuesioner terhadap 165 responden. Teknik Structural Equation Modelling (SEM) digunakan dalam pengolahan data dan pengujian hipotesis. Hasil penelitian mengkonfirmasi secara empiris bahwa (1) job resources berpengaruh positif dan signifikan terhadap work engagement. (2) work engagement berpengaruh positif dan signifikan terhadap job performance. Kuat lemahnya work engagement dipengaruhi oleh job resources sebesar 26%. Sedangkan kuatlemahnya job performance dipengaruhi work engagement sebesar 60%.

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The low performance of civil servants is a problem faced by Indonesia, a negative assessment of the community, the low effectiveness of the bureaucracy in the spotlight of the performance of civil servants. Various previous studies both academically and practically showed that work engagement may be a factor in improving employee performance. This study aimed to analyze the effect of job

resources (organizational support, coworker support, job control) to work engagement (vigor, dedication, absorption) as well as the consequences for job performance (task performance, contextual performance) at the Head Office of

National Civil Service Agency. This type of research is explanatory with quantitative approach. Instrument data collectors in the form of a questionnaire to 165 respondents. Techniques Structural Equation Modelling (SEM) was used in data processing and hypothesis testing. The results of empirical studies confirm that (1) job resources is a significant positive effect on work engagement. (2) work engagement is a significant positive effect on job performance. Weak strong work engagement is influenced by job resources by 26%. While the strength of the work engagement is affected by job performance by 60.;The low performance of civil servants is a problem faced by Indonesia, a negative

assessment of the community, the low effectiveness of the bureaucracy in the

spotlight of the performance of civil servants. Various previous studies both

academically and practically showed that work engagement may be a factor in

improving employee performance. This study aimed to analyze the effect of job

resources (organizational support, coworker support, job control) to work

engagement (vigor, dedication, absorption) as well as the consequences for job

performance (task performance, contextual performance) at the Head Office of

National Civil Service Agency. This type of research is explanatory with

quantitative approach. Instrument data collectors in the form of a questionnaire to

165 respondents. Techniques Structural Equation Modelling (SEM) was used in

data processing and hypothesis testing. The results of empirical studies confirm

that (1) job resources is a significant positive effect on work engagement. (2)

work engagement is a significant positive effect on job performance. Weak strong

work engagement is influenced by job resources by 26%. While the strength of

the work engagement is affected by job performance by 60, The low performance of civil servants is a problem faced by Indonesia, a negative

assessment of the community, the low effectiveness of the bureaucracy in the

spotlight of the performance of civil servants. Various previous studies both

academically and practically showed that work engagement may be a factor in

improving employee performance. This study aimed to analyze the effect of job

resources (organizational support, coworker support, job control) to work

engagement (vigor, dedication, absorption) as well as the consequences for job

performance (task performance, contextual performance) at the Head Office of

National Civil Service Agency. This type of research is explanatory with

quantitative approach. Instrument data collectors in the form of a questionnaire to

165 respondents. Techniques Structural Equation Modelling (SEM) was used in

data processing and hypothesis testing. The results of empirical studies confirm

that (1) job resources is a significant positive effect on work engagement. (2)

work engagement is a significant positive effect on job performance. Weak strong

work engagement is influenced by job resources by 26%. While the strength of

the work engagement is affected by job performance by 60]"

"Penelitian ini ditujukan untuk mengetahui pengaruh job resources, public service motivation sebagai faktor pendorong affective commitment melalui mediasi work engagement pada pegawai negeri sipil di Lingkungan Kanwil DJP Jakarta Selatan II. Responden penelitian ini adalah pegawai dengan jabatan Pelaksana Lainnya dan Account Representative. Total responden dalam penelitian ini berjumlah 226 orang. Hasil penelitian menunjukkan bahwa job resources dan public service motivation memiliki pengaruh positif dan signifikan kepada affective commitment. Work engagement memediasi pengaruh job resources dan public service motivation terhadap affective commitment.

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This study aims to determine the effect of job resources and public service motivation as a driving factor for affective commitment and the mediating role of work engagement among civil servants in Jakarta Selatan II Regional Tax Office. Respondents of this research are employees by the position "Pelaksana Lainnya" and "Account Representatives". The total respondents in this study were 226 people. The results showed that job resources and public service motivation positively and significantly affected affective commitment. This study finds that work engagement mediates the impact of job resources and public service motivation toward affective commitment."

"Penelitian ini bertujuan untuk mengetahui pengaruh job crafting terhadap work engagement dan job satisfaction, serta menguji peran mindfulness sebagai variable mediasi terhadap hubungan job crafting dengan engagement dan satisfaction pegawai. Work engagement dan job satisfaction menjadi penting bagi organisasi mengingat sudah banyak penelitian yang menunjukkan adanya hubungan yang positif antara kedua hal tersebut dengan kinerja pegawai yang dampaknya ke performa organisasi. Penelitian ini dilakukan pada Aparatur Sipil Negara yang bekerja di instansi pusat. Data primer diperoleh melalui kuesioner dengan jumlah responden sebanyak 362 responden yang bekerja di lebih dari 14 (empat belas) Kementerian di Indonesia. Penelitian dengan 4 (empat) hipotesis dirumuskan dengan merujuk penelitian-penelitian sebelumnya dan diuji menggunakan structural equation model (SEM) dengan menggunakan perangkat lunak LISREL 8.8. Hasil penelitian ini memperkuat sekaligus memperkaya penelitian sebelumnya kembali bahwa job crafting memiliki pengaruh yang positif terhadap work engagement dan job satisfaction. Namun, peran mediasi mindfulness tidak dapat dikonfirmasi pada penelitian yang mengambil subjek para pegawai pemerintahan ini. Beberapa masukan kepada organisasi juga dibahas atas hasil penelitian yang diperoleh

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This study aims to determine the effect of job crafting on work engagement and job satisfaction, and to examine the role of mindfulness as a mediating variable on the relationship between job crafting and employee engagement and satisfaction. Work engagement and job satisfaction are important for organizations considering that there have been many studies that have shown a positive relationship between these two things and employee performance which has an impact on organizational performance. This research was conducted on State Civil Servants who work in central agencies. Primary data were obtained through a questionnaire with a total of 362 respondents who worked in more than 14 (fourteen) Ministries in Indonesia. Research with 4 (four) hypotheses was formulated by referring to previous studies and tested using a structural equation model (SEM) using LISREL 8.8 software. The results of this study reinforce and enrich previous research again that job crafting has a positive effect on work engagement and job satisfaction. However, the mediating role of mindfulness cannot be confirmed in this study which took the subject of government employees. Several inputs to the organization were also discussed based on the research results obtained."

"Penelitian ini memiliki tujuan untuk meneliti pengaruh job demands-resources, team member exchange dan burnout terhadap work engagement. Penelitian dilakukan pada 200 operator SPBU Pertamina di DKI Jakarta yang memiliki status sebagai karyawan tidak tetap. Hasil dari penelitian ini bahwa menunjukkan bahwa bahwa job demands, job resources dan team member exchange memiliki pengaruh terhadap burnout, begitu juga antara burnout dan work engagement. Hal ini menunjukkan bahwa burnout maupun engagement dapat terjadi meskipun kepada karyawan dengan pekerjaan yang tidak terlalu banyak tuntutan pekerjaan dan beban kerjanya.

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This research purpose is to investigated the effect of job demands-resources, team member exchange and burnout to work engagement. Research conducted to operator gas station in DKI Jakarta who has a status as a non-permanent employees. This study result that job demands, job resources and team member exchange has an effect on burnout, as well as between burnout and work engagement. Research shown that burnout and work engagement not only occur to permanent employees but also to non-permanent employees."

"Penelitian ini bertujuan untuk mengetahui pengaruh dari organizational identification terhadap job satisfaction yang dimediasi oleh work engagement pada PT XYZ. Responden dari penelitian ini adalah 120 orang karyawan di kantor pusat PT XYZ. Penelitian ini merupakan penelitian kuantitatif dengan desain deskriptif serta menggunakan structural equation modeling (SEM). Hasil dari penelitian ini menunjukkan bahwa organizational identification berpengaruh secara negatif dan signifikan terhadap job satisfaction, organizational identification berpengaruh secara positif dan signifikan terhadap work engagement, work engagement berpengaruh secara positif dan signifikan terhadap job satisfaction, dan work engagement memediasi pengaruh positif antara organizational identification dan job satisfaction.

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The aim of the research is to study the effect of organizational identification on job satisfaction mediated by work engagement on PT XYZ. The respondents of this study were 120 employees in head office of PT XYZ. This research is quantitative descriptive and using structural equation modeling (SEM). The results of this research found that organizational identification have negative and significant effect to job satisfaction, organizational identification have positive and significant effect to work engagement, work engagement have positive and significant effect to job satisfaction, and work engagement have a mediating impact on positive influence between organizational identification and job satisfaction."

"ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh kepemimpinantransformasional dan transaksional terhadap work engagement Pegawai NegeriSipil di Sekretariat Utama Badan Kepegawaian Negara. Penelitian inimenggunakan Transformational Leadership Behaviour Inventory (TLI) untukmengukur kepemimpinan transformasional dan transaksional, dan untukmengukur work engagement digunakan Utrecht Work Engagement Scale-9(UWES-9). Metode analisis data yang digunakan adalah analisis deskriptif danregresi linier berganda. Hasil penelitian terhadap 176 pegawai menunjukkanbahwa kepemimpinan transformasional dan transaksional berpengaruh secarapositif dan signifikan terhadap work engagement pegawai. Secara parsialkepemimpinan transformasional berpengaruh positif dan signifikan terhadap workengagement pegawai. Sedangkan kepemimpinan transaksional secara parsial tidakberpengaruh terhadap work engagement pegawai

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ABSTRACTThe purpose of this research is to find out the influence of transformational andtransactional leadership on work engagement of civil servant at ExecutiveSecreatriat of the Head Office of National Civil Services Agency. This researchutilize the Transformational Leadership Behaviour Inventory (TLI) to measuretransformational and transactional leadership, and to measure work engagementthis research utilize Utrecht Work Engagement Scale-9 (Uwes-9). Data wasanalyed with descriptive analysis methode and multiple linear regression. Resultof the research (n=176) found that transformational and transactional leadershipsignificantly and positively impact on work engagement. Partiallytransformational leadership significantly and positively impact on workengagement while transactional leadership partially has no impact on workengagement"

"Sumber daya manusia termasuk dalam salah satu aspek utama dalam sebuah perusahaan start-up yang dianggap sebagai investasi paling mahal dan aset berharga. Makalah ini menguji model integratif untuk peran mediasi work engagement pada pengaruh person-job fit, person-organization fit, job insecurity dan personal resources pada turnover intention. Data dikumpulkan dari 317 karyawan di perusahaan start-up di Indonesia melalui kuesioner online. Structural Equation Modeling (SEM) digunakan untuk menganalisis keseluruhan model dan kausalitas antara masing-masing konstruk. Hasil penelitian ini mengungkapkan bahwa work engagement dapat memediasi pengaruh person-organization fit dan job insecurity terhadap turnover intention di kalangan karyawan start-up company secara keseluruhan. Dan juga work engagement secara parsial dapat memediasi pengaruh person-job fit dan job insecurity terhadap turnover intention. Sedangkan person-organization fit dan personal resources hanya mempengaruhi work engagement. Implikasi yang disarankan termasuk bahwa perusahaan harus memberikan keamanan posisi karyawannya dan memberi mereka kejelasan tentang pentingnya mereka di perusahaan. Selain itu, perusahaan dapat memberikan kegiatan untuk meningkatkan kompetensi karyawannya.

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Human resources are included in one of the main aspects in a start-up company which is considered the most expensive investment and valuable asset. This paper examined an integrative model for the mediating role of work engagement on the effect of person-job fit, person-organization fit, job insecurity, and personal resources on turnover intention. Data were collected from 317 employees in start- up companies in Indonesia through an online questionnaire. Structural Equation Modeling (SEM) was used to analyze the overall fitness of the model and the causality between each construct. The result of this study revealed that work engagement can mediate the effect of person-organization fit and job insecurity on turnover intention among start-up company employees in full. And also work engagement can partially mediate the effect of person-job fit and job insecurity on turnover intention. Suggested implications include that company must give the security of its employee position and give them clarity of their importance in the company. In addition, the company can give activities to improve their employee competencies."

"Penelitian ini menganalisis pengaruh teleworking, job resources, danpsychological empowerment terhadap work engagement, serta bagaimana peran jobresources dan psychological empowerment sebagai mediator. Sampel padapenelitian ini adalah karyawan yang bekerja di perusahaan BUMN di seluruhIndonesia dan sedang menjalankan pekerjaan dari rumah dengan melakukanteleworking yang berjumlah 271 responden. Teknik pengambilan sampelmenggunakan non-random sampling dengan teknik purposive sampling dengancara menyebarkan kuesioner melalui google form melalui berbagai aplikasi sepertisocial media (LinkedIn, Instagram, Whatsapp) kepada para responden yangmemenuhi kriteria. Adapun analisis data dan uji hipotesis pada penelitian inimenggunakan software SPSS 23 dan LISREL 8.8. Hasil dari penelitian inimenunjukkan bahwa penerapan teleworking di masa pandemi saat ini memilikipengaruh negatif namun tidak signifikan terhadap work engagement karyawanBUMN di Indonesia. Job resources memiliki pengaruh langsung terhadap workengagement karyawan, serta memiliki peran sebagai mediator dalam pengaruhantara teleworking dan work engagement. Selain itu, psychological empowermentmemberikan peran mediasi dalam pengaruh job resources terhadap workengagement.

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This study analyzed the effect of teleworking, job resources, andpsychological empowerment on work engagement, and how the role of jobresources and psychological empowerment as a mediator. The sample in this studywere employees who worked in state-owned companies (BUMN) in Indonesia andwere working from home by doing teleworking. The sample in this study was 271respondents using non-random sampling with purposive sampling technique bydistributing questionnaires via google form through various applications such associal media (LinkedIn, Instagram, Whatsapp) to respondents who met the criteria.The data analysis and hypothesis testing in this study used SPSS 23 and LISREL8.8 software. The results of this study indicate that teleworking during this currentpandemic has a negative but insignificant effect on the work engagement of BUMNemployees in Indonesia. Job resources have a direct influence on employee workengagement, and have a role as a mediator in the influence between teleworkingand work engagement. In addition, psychological empowerment had a significantinfluence in mediating the effect of job resources on work engagement"

"Penelitian ini bertujuan untuk menguji pengaruh work-life balance terhadap employee engagement pada milenial PT XYZ melalui persepsi kepuasan kerja. Teknik penelitian yang digunakan adalah survey dan studi pustaka dari penelitian dengan topik sejenis yang telah dilakukan sebelumnya. Sampel yang digunakan dalam penelitian ini berjumlah 102 responden, dan diperoleh dengan menggunakan teknik purposive sampling. Berdasarkan hasil uji regresi yang telah dilakukan menunjukkan bahwa work-life balance berpengaruh signifikan terhadap kepuasan kerja, kepuasan kerja berpengaruh signifikan terhadap employee engagement, dan work-life balance berpengaruh signifikan terhadap employee engagement. Kemudian berdasarkan hasil analisis kausal step yang dilakukan, kepuasan kerja dapat dikatakan sebagai variabel mediasi dalam hubungan work-life balance dengan employee engagement yang bersifat parsial dan signifikan.

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This study aims to examine the effect of work-life balance on employee engagement at PT XYZ millennials through perceptions of job satisfaction. The research technique used was survey and literature study of research with similar topics that had been done previously. The sample used in this study amounted to 102 respondents, and obtained using purposive sampling technique. Based on the results of regression tests that have been conducted, it shows that work-life balance has a significant effect on job satisfaction, job satisfaction has a significant effect on employee engagement, and work-life balance has a significant effect on employee engagement. Then based on the results of the causal step analysis carried out, job satisfaction can be said to be a mediating variable in the work-life balance relationship with employee engagement which is partial and significant.

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"Teleworker dalam menyelesaikan pekerjaannya mengalami beberapa tantangan dengan karakteristik dan kondisi kerja yang kompleks. Terlebih di masa pandemi diprediksi dapat mempengaruhi kenaikan maupun penurunan kinerja karyawan secara signifikan. Penelitian ini bertujuan untuk mengeksplorasi hubungan job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Analisis data dilakukan dengan Structural Equation Modelling (SEM). Data yang layak digunakan sejumlah 503 responden. Penelitian ini berfokus pada pengaruh faktor-faktor kondisi kerja yakni job autonomy dan workplace social isolation terhadap job performance melalui work engagement. Hasil analisis model penelitian ini memperlihatkan adanya peran mediasi sebagian pada variabel job autonomy dan juga pada variabel workplace social isolation. Dimana keleluasaan sistem kerja dapat meningkatkan keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Sedangkan minimnya interaksi karyawan bisa mempengaruhi turunnya keterkaitan karyawan saat bekerja maupun hasil dari proses selama bekerja. Penelitian ini menyoroti pentingnya pengelolaan dari organisasi mengenai kondisi karyawan khususnya karyawan yang bekerja dari rumah.

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Teleworkers to complete their work experience have several challenges with complex job characteristics and working conditions. Especially in a pandemic situation, that is predicted to be affecting increase or decrease employee performance significantly. This research aims to explore the relationship of job autonomy and workplace social isolation to job performance through work engagement. Data analyzed using structural equation modeling (SEM), research generated several results from 503 respondents collected. This study focused on the relationship between working condition factors, namely job autonomy and workplace social isolation on job performance through work engagement. The results of the analysis showed work engagement has a partial mediation in job autonomy and also in workplace social isolation. Furthermore, job autonomy increased work engagement and job autonomy, whereas workplace social isolation can reduce work engagement and job performance. This research highlights the importance of managing the organization regarding employee conditions especially teleworkers."