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"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"

"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."

"Selama masa pandemi terdapat banyak perubahan dalam bekerja. Situasi ini juga ternyata berdampak pada work engagement karyawan secara global. Terdapat fenomena terkait work engagement di Indonesia dimana tingkat work engagement berhasil mencapai titik tertingginya pada tahun 2020 namun kemudian mengalami penurunan pada tahun berikutnya. Work engagement sendiri berdasarkan model JD-R (Job Demands-Resources) dipengaruhi oleh 2 faktor yaitu personal resources dan job resources. Dalam penelitian ini akan dianalisa apakah work engagement dapat dipengaruhi oleh psychological capital, perceived organizational support dan job satisfaction. Penelitian ini dilakukan pada tahun 2022 dengan objek karyawan startup yang kerap kali mengalami permasalahan terkait topik. Jumlah startup di Indonesia adalah ke-5 terbanyak di dunia dan berkontribusi cukup besar bagi perekonomian melalui PDB. Penelitian kuantitatif ini bertujuan mengetahui apakah work engagement karyawan startup di Indonesia dapat dipengaruhi secara positif oleh psychological capital, perceived organizational support, dan job satisfaction. Pengujian hipotesis dilakukan dengan mengolah data hasil survei menggunakan teknik SEM melalui aplikasi Lisrel 8.5. Hasil dari penelitian ini menunjukan bahwa psychological capital mampu berpengaruh positif secara langsung maupun dengan mediasi parsial oleh job satisfaction. Perceived organizational support juga diketahui mampu berpengaruh positif melalui mediasi penuh oleh job satisfaction. Selain itu, job satisfaction sendiri mampu berpengaruh positif terhadap work engagement.

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During the pandemic there were many changes at work. This situation also has an impact on employee work engagement globally. There is a phenomenon related to work engagement in Indonesia where the level of work engagement managed to reach its highest point in 2020 but then decreased the following year. Work engagement itself based on the JD-R (Job Demands-Resources) model is influenced by 2 factors, namely personal resources and job resources. In this study will be analyzed whether work engagement can be influenced by psychological capital, perceived organizational support, and job satisfaction. This research was conducted in 2022 with the object of startup employees who often experience problems related to the topic. The number of startups in Indonesia is the 5th largest in the world and contributes quite a lot to the economy through GDP. This quantitative study aims to determine whether the work engagement of startup employees in Indonesia can be positively influenced by psychological capital, perceived organizational support, and job satisfaction. Hypothesis testing is done by processing survey data using SEM techniques through the Lisrel 8.5 application. The results of this study indicate that psychological capital can have a positive effect directly or partially mediated by job satisfaction. Perceived organizational support is found to have positive effect through full mediation by job satisfaction. Job satisfaction itself can directly have positive effect on work engagement."

"BUMN memiliki peran dalam perkonomian nasional untuk menghasilkan barang dan jasa yang diperlukan untuk mewujudkan kemakmuran masyarakat yang sebesar-besarnya. Peranan ini menuntut setiap manajemen BUMN untuk mampu bersaing dan memberikan kontribusi positif bagi pendapatan nasional Indonesia. Salah satu indeks dalam melihat kinerja perusahaan adalah keterikatan kerja yang berdampak langsung terhadap kinerja pegawai BUMN. Namun, faktor-faktor yang dapat meningkatkan keterikatan kerja belum dapat diidentifikasi. Penelitian ini mengkaji bagaimana dukungan organisasi mempengaruhi keterikatan kerja melalui digital leadership dan etos kerja sebagai variabel mediasi. Dengan mengambil studi kasus pada salah satu BUMN di Indonesia, penelitian ini dianalisis menggunakan data yang diperoleh dari 368 kuesioner yang diisi oleh karyawan PT HIJ yang merupakan anak usaha dari PT RED. Melalui metode CB-SEM, data dalam penelitian ini dievaluasi dengan bantuan software IBM AMOS 26. Hasil penelitian ini menunjukkan bahwa dukungan organisasi ditemukan tidak memiliki pengaruh terhadap work engagement. Namun demikian, penelitian ini menemukan temuan adanya peran mediasi penuh dari digital leadership dan work ethics dalam mendukung pengaruh perceived organisational support terhadap work engagement. Untuk itu, bagian akhir dari penelitian berisi mengenai saran praktis dan akademis yang dapat diterapkan baik oleh manajemen PT HIJ, perusahaan sejenis maupun peneliti selanjutnya.

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State-Owned Enterprises (SOEs) have a role in the national economy to produce the goods and services needed to realise the greatest prosperity of society. This role requires every SOE management to be able to compete and make a positive contribution to Indonesia's national income. One of the indexes in looking at company performance is work engagement, which directly impacts the performance of SOE’s employees. However, the factors that can increase work engagement have not been identified. This study examines how perceived organisational support influences engagement through digital leadership and work ethics as mediating variables. Taking a case study on one of the SOEs in Indonesia, this research was analysed using data obtained from 368 questionnaires filled out by PT HIJ employees who are a subsidiary of PT RED. Through the CB-SEM method, the data in this study were evaluated with the help of IBM AMOS 26 software. The results of this study indicate that perceived organisational support was found not to affect work engagement. However, this study found that digital leadership and work ethics have a fully mediating role in supporting the effect of perceived organisational support on work engagement. For this reason, the final part of the research contains practical and academic suggestions that PT HIJ management, similar companies and future researchers can apply."

"ABSTRAKTujuan dari penelitian ini adalah untuk menguji bagaimana pengaruh psychological capital pegawai dan iklim etika dikaitkan dengan keterikatan kerja dan kepuasan kerja pada pegawai micro banking bank x area Jakarta. Sampel dari penelitian ini terdiri dari 275 orang pegawai/pegawai kredit mikro Bank X area Jakarta. Psychological capital diukur dengan menggunakan instrumen sebanyak 15 butir pertanyaan, iklim etika sebanyak 12 butir pertanyaan, keterikatan kerja sbanyak 7 butir pertanyaan, dan kepuasan kerja sebanyak 4 butir pertanyaan. Hubungan antara psychological capital, iklim etika, keterikatan kerja dan kepuasan kerja diuji menggunakan aplikasi SPSS dengan metode regresi linier berganda. Hasil penelitian ini menunjukkan bahwa keterikatan kerja memediasi secara parsial pengaruh psychological capital terhadap kepuasan kerja. adapun psychological capital pegawai memiliki pengaruh positif dan siginifikan terhadap kepuasan kerja pegawai dan keterikatan kerja memediasi secara parsial pengaruh psychological capital terhadap kepuasan kerja pegawai. Adapun keterikatan kerja tidak memediasi pengaruh ethical climate terhadap kepuasan kerja.<

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ABSTRACTThe purpose of this study is to examine how the influence of employee rsquo s psychological capital and ethical climate is associated with work engagement and job satisfaction in Mandiri micro banking employees of Jakarta area. The sample of this research consists of 275 employees of Micro Banking Bank x Jakarta area. Psychological capital is measured using 15 items of instruments, 12 items of ethical climate, work engagement of 7 items, and job satisfaction of 4 items. The relationship between psychological capital, ethical climate, work engagement and job satisfaction were tested using SPSS application with multiple linear regression method. The results of this study indicate that work engagement partially mediate the influence of psychological capital on employee job satisfaction. The work engagement does not mediate the relationship between the two variables."

"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."

"Ketidakamanan atas pekerjaan dan konflik pekerjaan-keluarga semakin lazim dialami dalam lingkungan pekerjaan yang dinamis, dan penelitian terdahulu telah mendokumentasikan konsekuensinya terhadap luaran pekerjaan. Penelitian ini mengintegrasikan peran faktor psikologis dalam menjelaskan hubungan tersebut dengan menganalisis persepsi karyawan yang menjalani pengaturan kerja fleksibel. Penelitian ini bertujuan untuk menganalisis pengaruh persepsi ketidakamanan atas pekerjaan, konflik yang disebabkan gangguan pekerjaan terhadap keluarga dan gangguan keluarga terhadap pekerjaan terhadap keterikatan kerja karyawan dan kinerja mereka melalui peran mediasi kesehatan psikologis karyawan. Data dari 578 karyawan dianalisis menggunakan metode Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa peningkatan persepsi ketidakamanan atas pekerjaan, konflik yang disebabkan gangguan pekerjaan terhadap keluarga dan gangguan keluarga terhadap pekerjaan dapat menurunkan kesehatan psikologis karyawan yang selanjutnya dapat berdampak pada keterikatan kerja karyawan serta kinerja mereka. Peningkatan kesehatan psikologis karyawan juga ditemukan dapat meningkatkan kinerja mereka melalui keterikatan kerja karyawan.

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Job insecurity and conflict between work and family are increasingly prevalent in dynamic work environments, and previous research has documented their consequences for work outcomes. This study integrates the role of psychological factors in explaining this relationship by analyzing the perceptions of employees who are implementing flexible work arrangements. This study aims to analyze the effect of job insecurity, work-family conflict, and family-work conflict towards work engagement and job performance through the mediation role of psychological well-being. Data from 578 employees were analyzed using the Structural Equation Modeling (SEM) method. The results showed that increased perceptions of job insecurity, work-family conflict, and family-work conflict can reduce psychological well-being, which in turns can influence work engagement and job performance. Improved employees’ psychological well-being was also found to improve their job performance through work engagement."

"Kemajuan teknologi yang semakin pesat mendorong industri perbankan untuk mengadopsi digitalisasi guna meningkatkan efisiensi operasional dan memperkuat daya saing. Kehadiran perbankan digital juga memperketat persaingan dalam industri ini, sehingga mendorong perbankan untuk terus berinovasi agar tetap relevan. Inovasi ini dapat diwujudkan melalui knowledge sharing di mana karyawan saling bertukar ide dan memperluas wawasan mereka. Dalam proses ini, psychological empowerment memainkan peran penting karena karyawan yang merasa diberdayakan cenderung lebih percaya diri dalam knowledge sharing dan menerapkan innovative work behavior. Selain itu, participative leadership sangat diperlukan untuk mendorong karyawan agar berani menyampaikan ide-ide mereka dan akhirnya meningkatkan kegiatan berbagi pengetahuan serta perilaku kerja inovatif. Penelitian ini dilakukan untuk menganalisis pengaruh psychological empowerment dan participative leadership terhadap innovative work behavior melalui mediasi knowledge sharing. Hasil penelitian menunjukkan bahwa knowledge sharing memediasi secara positif dan signifikan hubungan antara psychological empowerment dan innovative work behavior. Namun, knowledge sharing tidak menunjukkan pengaruh signifikan pada hubungan antara participative leadership dan innovative work behavior. Secara keseluruhan, hubungan antar variabel dalam penelitian ini memiliki pengaruh positif dan signifikan, kecuali hubungan antara participative leadership dengan knowledge sharing dan innovative work behavior.

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The rapid growth of technology has compelled the banking industry to embrace digitalization to improve operational efficiency and maintain a competitive edge. The rise of digital banking has heightened competition within the sector, prompting banks to continuously innovate to stay relevant. One way to foster innovation is through knowledge sharing, where employees collaborate by exchanging ideas and broadening their understanding. Psychological empowerment plays a vital role in this process, as empowered employees tend to be more confident in sharing knowledge and engaging in innovative work behavior. Furthermore, participative leadership is crucial in motivating employees to express their ideas, thereby promoting knowledge-sharing activities and fostering innovative behavior. This research investigates the impact of psychological empowerment and participative leadership on innovative work behavior, with knowledge sharing acting as a mediating variable. The results indicate that knowledge sharing significantly and positively mediates the relationship between psychological empowerment and innovative work behavior. However, the influence of knowledge sharing on the relationship between participative leadership and innovative work behavior was not statistically significant. Overall, the study found positive and significant relationships among the variables, except for the connections between participative leadership, knowledge sharing, and innovative work behavior."

"ABSTRAKTingkat pergantian pegawai yang tinggi pada sebuah perusahaan bisa menyebabkan dampak negatif pada perusahaan tersebut seperti menurunnya tingkat produktivitas. Perusahaan akan mencoba untuk meminimalisir tingkat pergantian pegawai sebaik mungkin. Penelitian ini bertujuan untuk menyelediki dampak dari Psychological Capital terhadap turnover intention pegawai. Melalui metode kuantitatif, penelitian ini menggunakan sampel dari Badan Usaha Milik Negara (BUMN) yang bergerak di bidang telekomunikasi. Untuk memberikan hasil yang representatif, pengambilan sampel menggunakan stratified sampling dan pengolahan data menggunakan SPSS dengan tambahan makro Process V 3.3 oleh Hayes. Hasil dari 257 sampel penelitian ini adalah PsyCap berpengaruh positif dan signifikan terhadap ketiga variabel mediasi yaitu Job satisfaction, Work engagementdan psychological well-being. Selain itu, Terdapat efek mediasi dari PsyCap terhadap turnover intention melalui Job satisfaction, Work engagementdan psychological well-being.

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ABSTRACTA high level of employee turnover in the company might cause negativity in this company such as decreasing productivity and might take a toll on financial budget. Companies will strive to minimize the level of voluntary employee turnover where possible. PsyCap was explored in many researches related to turnover intention and was positively proven. This study aims to investigate the effects of Psychological Capital (PsyCap on employee turnover intention through three mediating variables. Quantitative methods were used, and this study extracted 257 samples from State-Owned Enterprises (BUMN) engaged in telecommunications in Indonesia. In order to better represent the company as a whole, stratified sampling was used. SPSS software was used to process the data with Process V 3.0 macro as an addition. The results of this study revealed positive & significant relationship of PsyCap towards mediating variables and significant & negative relationship between mediating variables and turnover intention. In addition, there is evidence of mediating effects of PsyCap towards turnover intention through Job satisfaction, Work engagementand psychological well-being."

"Job crafting kini menjadi salah satu strategi yang digunakan dalam meningkatkan work engagement dari para karyawan. Berdasarkan penelitian terdahulu work meaning yang dialami karyawan juga berperan dalam meningkatkan work engagement. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh job crafting terhadap work engagement dengan dimediasi oleh work meaning pada karyawan tetap perusahaan di wilayah DKI Jakarta. Metode penelitian yang digunakan adalah kuantitatif melalui teknik purposive sampling pada 225 responden yang diperoleh melalui kuesioner online. Kuesioner dibagikan kepada responden dengan kriteria berupa karyawan tetap yang bekerja pada perusahaan di wilayah DKI Jakarta. Teknik analisis data menggunakan Macro PROCESS. Hasil penelitian menunjukkan bahwa job crafting berpengaruh signifikan terhadap work engagement melalui variabel mediasi work meaning. Pada uji mediasi menunjukkan bahwa work meaning memiliki pengaruh mediasi parsial pada hubungan job crafting terhadap work engagement pada karyawan tetap perusahaan di wilayah DKI Jakarta.

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Job crafting is now one of the strategies used in increasing the work engagement of employees. Based on previous research, work meaning experienced by employees also plays a role in increasing work engagement. The purpose of this study was to analyze the effect of job crafting on work engagement by mediating work meaning on permanent employees of the formal sector in the DKI Jakarta area. The research method used is a quantitative through purposive sampling technique on 225 respondents obtained through an online questionnaire. Questionnaires were distributed to respondents with criteria in the form of permanent employees who work for companies in the DKI Jakarta area. Data analysis technique using Macro PROCESS. The results showed that job crafting has a significant effect on work engagement through work meaning mediation variables. The mediation test shows that work meaning has a partial mediating effect on the relationship between job crafting and work engagement for permanent employees of the company in the DKI Jakarta area"