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"Tingkat work engagement(keterikatan kerja) karyawan dapat mempengaruhi ketahanan suatu organisasi di tengah persaingan bisnis. Namun karyawan perbankan kerap kali dihadapkan pada tingkat partisipasi konsumen, jam kerja yang kaku, dan cakupan target konsumen yang dapat mempengaruhi tingkat keterikatan kerja dari karyawan. Penelitian ini bertujuan untuk mengetahui peran dari emotional intelligence, perceived organizational support, dan ethical leadership, terhadap keterikatan kerja karyawan perbankan melalui mediasi dari psychological capital. Sampel yang dilibatkan dalam penelitian adalah 297 karyawan bank umum konvensional di Indonesia. Hasil analisis structural equation modeling (SEM) memperlihatkan bahwa emotional intelligence, perceived organizational support, ethical leadership, dan psychological capital dapat mempengaruhi work engagement. Psychological capital menunjukkan peran mediasi secara parsial terhadap pengaruh dari emotional intelligence, perceived organizational support dan ethical leadership terhadap work engagement. Pemahaman yang lebih mendalam terhadap emotional intelligence, perceived organizational support, ethical leadership, dan psychological capital sebagai upaya untuk meningkatkan work engagement dapat membantu sektor perbankan untuk mempertahankan karyawan, meningkatkan kinerja karyawan serta organisasi, dan mempertahankan keunggulan kompetitif organisasi di tengah ketatnya persaingan antar perbankan di Indonesia.

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The level of employee work engagement can affect an organization's resilience amid business competition. However, banking employees are often faced with the level of consumer participation, rigid working hours, and the range of target consumers that can affect the level of work engagement of employees. This study aims to determine the role of emotional intelligence, perceived organizational support, and ethical leadership on banking employee engagement through mediation from psychological capital. The samples involved in the study were 297 employees of conventional commercial banks in Indonesia. The structural equation modeling (SEM) analysis shows that emotional intelligence, perceived organizational support, ethical leadership, and psychological capital can affect work engagement. Psychological capital shows a mediating role partially in the effect of emotional intelligence, perceived organizational support and ethical leadership on work engagement. A deeper understanding of emotional intelligence, ethical leadership, and psychological capital to increase work engagement can help the banking sector retain employees, improve employee and organizational performance, and maintain an organizational competitive advantage amid intense competition between banks in Indonesia."

"Penelitian ini dilakukan untuk dapat melihat adanya pengaruh gaya kepemimpinan klasik, transaksional, visioner, dan organik terhadap employee engagement dengan kecerdasan emosional sebagai variabel mediasi di Kementerian Pendayagunaan Aparatur Negara dan Reformasi Birokrasi. Responden penelitian ini berjumlah 142 orang pegawai. Metode penelitian yang digunakan adalah metode kuantitatif dengan uji regresi berganda. Sedangkan Alat ukur yang digunakan dalam penelitian ini adalah Jing Scale Leadership Style (2009), Utrech Work Engagement Scale Preliminary Manual Version I oleh Schaufeli dan Bakker (2003), dan Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) oleh Petrides dan Furnham (2006). Hasil penelitian menunjukkan bahwa gaya kepemimpinan visioner dan organik memiliki pengaruh terhadap employee engagement dengan efek mediasi kecerdasan emosional. Sementara tidak terdapat efek mediasi kecerdasan emosional pada pengaruh gaya kepemimpinan klasik dan transaksional terhadap employee engagement.

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This research is conduct to find whether there is impact between leadership style toward employee engagement with emotional intelligence as mediating variable on employees at Ministry of Administrative Reform. The survey involved 142 civil servant.

The research method used multiple regression. The instrument used in the questionnaire are Jing Scale Leadership Style (2009), Utrech Work Engagement Scale Preliminary Manual Version I which is developed by Schaufeli and Bakker (2003), and Trait Emotional Intelligence Questionnaire-Short Form (TEIQue-SF) which is developed by Petrides dan Furnham (2006).

The result showed emotional intelligence is partially mediates the relation between visionary and organic leadership on employee engagement. In the other hand, there is no mediation effect for classical and transactional on employee engagement."

"Proses transformasi yang dilakukan dari Jamsostek ke BPJS Ketenagakerjaan menuntut adanya pemenuhan sumber daya manusia yang memiliki kualitas dan engagement yang tinggi. Penelitian ini membahas mengenai pengaruh Kecerdasan Emosional Pemimpin dan komunikasi internal organisasi terhadap employee engagement pada BPJS Ketenagakerjaan. Penelitian ini menggunakan sub variabel kecerdasan emosional pemimpin sesuai dengan model kecerdasan emosional pemimpin dari Daniel Goleman yang terdiri dari 5 sub variabel: Self Awareness, Self Regulation, Motivation, Empathy, dan Social Skill. Sub variabel Komunikasi Internal Organisasi merujuk pada konsep yang dikembangkan Clampitt dan Downs, terdiri dari 6 sub variabel: Organizational Integration, Personal Feedback, Corporate Information, Communication Climate, Horizontal, Subordinate dan Supervisory Communication serta Media Quality. Sedangkan, sub variabel employee engagement merujuk pada model employee engagement yang dikembangkan oleh AON Hewwit yang terdiri dari 3 sub variabel: Say, Stay, dan Strive. Dengan menggunakan pendekatan kuantitatif dan jenis penelitian eksplanatif, penelitian dilakukan di BPJS Ketenagakerjaan yang melibatkan sekitar 1006 responden dengan menggunakan convenience sampling. Pengumpulan data dilakukan melalui kuisioner penelitian skala likert dan didistribusikan secara online melalui google form. Pengujian hipotesis menggunakan metode regresi berganda. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh positif dan signifikan antara variabel kecerdasan emosional pemimpin dan komunikasi internal organisasi terhadap employee engagement, baik secara simultan ataupun parsial.

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The transformation process from Jamsostek to BPJS Ketenagakerjaan requires the fulfillment of human resources with high quality and engagement. This research discusses the influence between Leader's Emotional Intelligence and Internal Communication of Organization on Employee Engagement in BPJS Ketenagakerjaan.

This research uses 6 sub variable of leader's emotional intelligence according to leader's emotional intelligence model from Daniel Goleman which consist of 5 sub variable Self Awareness, Self Regulation, Motivation, Empathy, and Social Skill. Sub variable of internal communication of organization refers to the concept which developed by Clampitt and Downs, consisting of 6 sub variable Organizational Integration, Personal Feedback, Corporate Information, Communication Climate, Horizontal, Subordinate and Supervisory Communication and Media Quality. Meanwhile, sub variable of employee engagement refers to employee engagement model that developed by AON Hewwit, consisting of 3 sub variable Say, Stay, and Strive.

By using quantitative approach and explanatory research, the research was conducted at BPJS Ketenagakerjaan involving 1006 respondents using convenience sampling. The Data is collected through questionnaire likert scale which distributed online by google form. Hypothesis testing is using multiple regression method. The results of this research showed that have the positive and significant effect between leader's emotional intelligence and internal communication of organization on employee engagement, partially and simultaneously."

"ABSTRAKTesis ini membahas mengenai pengaruh psychological capital dan perceived organizational support terhadap innovative work behavior yang dimediasi oleh work engagement pada PT LAMIGAS. Penelitian ini menggunakan pendekatan kuntitatif dengan metode survei yang dilakukan secara online. Responden yang terlibat dalam penelitian ini adalah 114 orang yang bekerja pada PT LAMIGAS. Pengukuran psychological capital pada penelitian ini menggunakan alat ukur PsyCap Questionaire (PCQ-24) (2007). Pengukuran Perceived organizational support pada penelitian ini menggunakan alat ukur Perceived organizational support (1997). Pengukuran Work engagement pada penelitian ini menggunakan alat ukur UWES 9. Pengukuran Innovative work behavior pada penelitian ini menggunakan alat ukur Scale for individual innovative behavior in the workplace (1994). Penelitian ini dilakukan pada 114 responden karyawan PT LAMIGAS. Hasil dari penelitian ini adalah ditemukannya hubungan positif dan signifikan antara variabel psychological capital dan innovative work behavior, perceived organizational support dan innovative work behavior, serta variabel psychological capital dan work engagement.

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ABSTRACTThis thesis discusses the influence of psychological capital and perceived organizational support to innovative work behavior mediated by work engagement at PT LAMIGAS. This research uses a quantitative approach with survey methods conducted online. Respondents involved in this research are 114 people who work at PT LAMIGAS. Measurement of psychological capital in this study using PsyCap Questionaire (PCQ-24) (2007). Measurement of Perceived organizational support in this study using Perceived organizational support (1997). Measurement of Work engagement in this research using UWES measuring instrument 9. Measurement of Innovative work behavior in this research using Scale for individual innovative behavior in the workplace (1994). This research was conducted on 114 respondents employees of PT LAMIGAS. The result of this research is the finding of positive and significant relation between psychological capital and innovative work behavior variable, and psychological capital variable and work engagement."

"Penelitian dilakukan untuk mengetahui pengaruh kecerdasan emosional sebagai faktor pendorong kinerja pegawai melalui mediasi psychological capital dan work engagement pada Pegawai Negeri Sipil. Responden penelitian adalah seluruh Pegawai Negeri Sipil di lingkungan Direktorat Jenderal Kesehatan Masyarakat Kementerian Kesehatan RI baik yang bertugas di kantor pusat maupun di Unit Pelaksana Teknis. Total responden dalam penelitian ini berjumlah 254 orang dan structural equation modelling digunakan sebagai metode analisis data. Hasil penelitian menunjukkan bahwa kecerdasan emosional berpengaruh signifikan terhadap kinerja pegawai. Selain itu, psychological capital dan work engagament juga terbukti memediasi pengaruh kecerdasan emosional terhadap kinerja pegawai. Saran yang dapat diberikan bagi organisasi salah satunya adalah menyelenggarakan pelatihan dengan topik kecerdasan emosional melalui metode gamifikasi agar memicu keaktifan peserta dan memudahkan dalam memahami topik yang disampaikan.

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This study aims to determine the effect of emotional intelligence values as an antecedent of job performance through the mediation of psychological capital and work engagement among civil servants. Respondents are civil servants at the Directorate General of Public Health, Ministry of Health RI, both in the head office and in the Technical Implementation Unit. The total respondents in this study were 254 civil servants and structural equation models are used as analysis methods. The results indicated emotional intelligence influence job performance. In addition, psychological capital and work engagement are also proven to be a mediator of the effect of emotional intelligence on job performance. The implication to managerial is to build training on the topic of emotional intelligence through the gamification method to trigger the participants' activeness and make it easier to understand the topics presented."

"Efek pandemi memberikan dampak menurunnya perekonomian namun meningkatkan konsumsi rumah tangga. Hal ini menyebabkan masyarakat ingin mendapatkan compensation and benefit yang lebih baik di samping banyak perusahaan meminta karyawannya menerima pengurangan gaji untuk meringankan beban keuangan perusahaan. Hal ini akan memberikan tekanan kepada pekerja karena memikirkan kehidupannya sehingga memberikan work-life balance yang rendah. Kedua hal ini menjadi alasan pekerja untuk meeninggalkan perusahaannya. Studi ini mengusulkan bahwa emotional intelligence menyatukan faktor individu dan perceived organizational support sebagai faktor organisasi yang mempengaruhi employee turnover dan berfungsi mengurangi turnover. Data dikumpulkan dari 121 karyawan salah satu perusahaan sektor energi. Dampak langsung, tidak langsung, dan total dari emotional intelligence karyawan dan perceived organizational support pada employee turnover diuji dengan structural equation modeling. Hasil penelitian menunjukkan bahwa emotional intelligence dan perceived organizational support memiliki dampak langsung dan tidak langsung yang signifikan melalui mediasi workplace stress pada turnover intention. Saran implikasi termasuk mengintegrasikan emotional intelligence ke dalam proses perekrutan karyawan baru dan memberikan kesempatan pelatihan bagi karyawan saat ini untuk meningkatkan kecerdasan emotional intelligence. Selain itu, perusahaan dapat mengevaluasi compensation and benefit sesuai dengan beban kerja karyawan sebagai bentuk dukungan perusahaan kepada karyawan.

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The effects of the pandemic have the impact of declining the economy but increasing household consumption. This causes people to want to get better compensation and benefits in addition to many companies asking their employees to receive a salary reduction to ease the company's financial burden. This will put pressure on workers because they think about their lives so as to provide a low work-life balance. These two things are the reasons for workers to leave the company. This study proposes that emotional intelligence unites individual factors and perceived organizational support as organizational factors that influence employee turnover and serve to reduce turnover. Data were collected from 121 employees of an energy sector company. The direct, indirect, and total impact of employee emotional intelligence and perceived organizational support on employee turnover was tested by structural equation modeling. The results showed that emotional intelligence and perceived organizational support had a significant direct and indirect impact through mediating workplace stress on turnover intention. Suggested implications include integrating emotional intelligence into the process of recruiting new employees and providing training opportunities for current employees to improve emotional intelligence. In addition, the company can evaluate compensation and benefits according to the employee's workload as a form of company support to employees."

"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."

"ABSTRAKPenelitian ini bertujuan untuk mengetahui dampak dari persepsi ethical leadership terhadap perilaku organisasi para bawahannya. Perilaku organisasi yang hendak diukur adalah work engagement dan perilaku kerja inovatif dari karyawan. Penelitian ini menggunakan model mediasi sederhana. Alat ukur yang digunakan dalam penelitian ini dibagi dalam dua tahap untuk mengatasi common method bias. Tahap satu terdiri dari 27 aitem untuk gabungan aitem IV dan mediator. Tahap dua sebanyak sembilan aitem untuk DV. Responden dalam penelitian ini berjumlah 91 orang yang bekerja sebagai sales/marketing dari berbagai perusahaan. Berdasarkan hasil analisa yang dilakukan, ditemukan persepsi ethical leadership berpengaruh positif signifikan terhadap work engagement dan work engagement berpengaruh positif signifikan terhadap perilaku kerja inovatif. Melalui analisa mediasi Hayes dan Sobel rsquo;s test ditemukan bahwa work engagement memiliki peran dalam memediasi hubungan antara persepsi ethical leadership dengan perilaku kerja inovatif karyawan.

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ABSTRACTThis research aimed to find out the effect of perceived ethical leadership on the employee rsquo s organizational behavior. Employee rsquo s organizational behaviors which were measured in this research were work engagement and work innovative behavior. This research used simple mediation model. The questionnaires used in this research were split into two stages. The first stage contained 27 items for predictor and mediator variable. The second stage contained nine items for the outcome variable. There were 91 sales marketing peoples from different organizations included in this research as respondents. The result showed that perceived ethical leadership is indeed having a positive significant effect on work engagement and work engagement also has a positive significant effect on innovative work behavior. Through Hayes mediation analysis and Sobel rsquo s test, researcher found that there rsquo s a positive significant effect from perceived ethical leadership on innovative work behavior through the mediation of work engagement."

"Penelitian ini berfokus pada hubungan antara Perceived Organizational Support (POS) dan Work Engagement Antar Generasi X Dan Y di LKN B. Penelitian ini juga ingin membuktikan apakah POS merupakan salah satu hal yang dapat mempengaruhi Work Engagement individu (Saks, 2006; Fabian dan Chinelo 2013). Penelitian ini menggunakan tipe penelitian aplikatif dan korelasional dengan jumlah responden sebanyak 193 pegawai. Alat ukur yang digunakan adalah adaptasi dari Utrecht Work Engagement Scale (Schaufeli dan Baker, 2003) dengan nilai koefisien alpha (α) sebesar 0.946 dan alat ukur POS (Rhoades dan Eisenberger 2002) dengan nilai koefisien alpha (α) sebesar 0.927. Analisis data menggunakan statistika deskriptif, korelasi pearson product moment, regresi linear, t-test, dan anova.Hasil penelitian diperoleh bahwa: 1) terdapat hubungan yang signifikan antara POS dengan Work Engagement pegawai Antar generasi X dan Y di LKN B; 2) secara umum responden penelitian memiliki POS yang sedang dan Work Engagement yang sedang pula; 3) dimensi POS yang memiliki nilai rata-rata paling rendah adalah dimensi job condition and reward; 4) semua dimensi POS berpengaruh terhadap Work Engagement diantaranya dimensi fairness, supervisory support, dan job condition and reward; 5) intervensi dilakukan pada dimensi job condition and reward yakni dengan memberikan pelatihan 3R (Respect, Recognition and Reward), mengenai bagaimana membangun job condition and reward organisasi diantara Gen X dan Y; 6) Hasil evaluasi intervensi menunjukkan bahwa intervensi efektif dan aplikatif untuk diterapkan dalam organisasi. Terlihat dari hasil evaluasi level pengetahuan dengan rata-rata nilai pretest 8,3 dan posttest 13,2 dengan signifikansi 0,007, sehingga terlihat terdapat peningkatan skor dengan perbedaan skor yang signifikan; 7) Hasil evaluasi level reaksi, dengan skor rata-rata lebih dari 4 dengan skala 1 ? 5 yang ditinjau dari aspek ruangan dan suasana, alat bantu, materi dan program, fasilitator dan peserta pelatihan.

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This study focused on the relationship between Perceived Organizational Support (POS) and Work Engagement among Gen X?s and Gen Y?s at LKN B. This study was held to approve that POS give influence to Work Engagement (Saks, 2006, Fabian dan Chinelo 2013). This study used a type of applied research and correlation research with the number of respondents is 193 respondents. Measurement instruments used in this research are the adaptation of Utrecht Work Engagement Scale (Schaufeli dan Baker, 2003) with coefficient alpha (α) of 0.946 and Work Engagement questionnaire (Schaufeli dan Baker, 2003) with coefficient alpha (α) of 0.927. Descriptive statistics, Pearson product moment correlation formula, linear regression, t-test, and ANOVA will be used to analyze the infomation gathered.

Result of this research, it was concluded that: 1) there is a significant relationship POS with Work Engagement among Gen X?s And Gen Y?s at LKN B; 2) majority of respondents have a moderate level of POS and Work Engagement; 3) job condition and reward is the dimensions of POS which has the lowest mean score; 4) all dimensions of POS that give influence to Work Engagement such as fairness, job condition and reward and supervisory support; 5) intervention held to improving, job condition and reward dimension is with giving the training 3R (Respect, Recognition and Reward) to building job condition and reward in organization among Gen X's And Gen Y's; 6) the intervention is acknowledged as quite effective and applicable for implementation in the organization; 6) Evaluation of intervention showed that intervention was efective and aplicative to implement in LKN, which is score of knowledge level of evaluation has mean of score in pretest 8,3 and posttest 13,2 with significance 0,007, it showed increasing the score and significance of the score difference; 7) Score of reaction level evaluation, with mean of score more than 4 for range scale 1-5, that reviewed from layout and condition aspect, tools, lesson and program, facilitator and participant of training."

"Lembaga PQR yang menyelenggarakan seleksi dan pengawasan perilaku pejabat negara saat ini sedang mengalami permasalahan menurunnya motivasi pada karyawannya yang terlihat dari persentase jumlah pegawai yang mengalami keterlambatan dalam satu tahun yang cukup tinggi serta terjadinya peningkatan jumlah pegawai yang mengajukan pindah dari instansiPQR. Hal tersebut disebabkan oleh kurangnya pengakuan akan hasil kerja dan kesempatan pengembangan. Disamping itu sikap atasan langsung melalui kepemimpinannya menunjukkan penghargaan terhadap kontribusi pegawai masih perlu dikembangkan khususnya dalam pengelolaan kinerja. Oleh sebab itu penelitian ini bertujuan untuk melihat korelasi persepsi dukungan organisasi dengan work engagement. Penelitian ini merupakan penelitian terapanyang menggunakan metode penelitian korelasional dengan jumlah partisipan sebanyak 145 Aparatur Sipil Negara (ASN) di PQR. Persepsi dukungan organisasi diukur menggunakan alat ukur yang diadaptasi dari Survey of Perceived Organizational Support (SPOS) 8 dari Hutchison (1997) yang terdiri dari 8 item (α = 0,91). Sementara work engagement diukurmenggunakan Utrecht Work Engagement Scale-9 (UWES-9) versi Bahasa Indonesia yangdikembangkan dan divalidasi oleh Kristiana et al. (2018) yang terdiri dari 9 item (α = 0,96).Temuan penelitian menunjukkan bahwa persepsi dukungan organisasi berhubungan signifikanpositif dengan work engagement (r = 0,40, p < 0,01). Dengan demikian dapat disimpulkanbahwa semakin tinggi persepsi dukungan organisasi pegawai, maka work engagement pegawaiakan semakin meningkat. Untuk mengatasi permasalahan pada PQR, selanjutnya penelitimengajukan rancangan intervensi Pelatihan Supportive Leadership kepada atasan langsunguntuk meningkatkan persepsi dukungan organisasi maupun work engagement. Intervensitersebut diharapkan dapat meningkatkan kemampuan atasan langsung dalam menerapkankepemimpinan yang suportif melalui pengelolaan kinerja tim yang objektif mulai dariperencanaan hingga pemberian reward dan recognition, dan komunikasi efektif sehingga workengagementnya meningkat. Berdasarkan hasil penelitian tersebut maka pihak manajemen dapatmenentukan langkah-langkah lanjutan yang sesuai untuk meningkatkan kualitas persepsidukungan organisasi yang dimiliki pegawai.

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The PQR Institution that organize the selection and supervision of state official nowaday is

facing the employee’s demotivation problems which can be seen from the high percentage of

employee who experience lateness in a year and the increasing number of employee which

leave PQR. That problems are likely caused by lack of recognition to employees performance

and less development opportunities. Further, it is believed that better recognition and support

toward employees’ performance from supervisor is urgently required, especially through

performance management. This study aims to identify the correlation between perceived

organizational support with work engagement. This research is an applied research that uses

correlational research methods with a total of 145 State Civil Apparatus (SCA) participants in

PQR. Perceived organizational support is measured using a scale adapted from the Survey of

Perceived Organizational Support (SPOS) 8 from Hutchison (1997) which consists of 8 items

(α = 0.91). Meanwhile, work engagement is measured using the Indonesian version of the

Utrecht Work Engagement Scale-9 (UWES-9) developed and validated by Kristiana et al.

(2018) which consists of 9 items (α = 0.96). The findings of the study indicated that perceived

organizational support was significantly positive related to work engagement (r = 0.40, p

<0.01). Thus, it can be concluded that the higher perceived organizational support, the work

engagement will increase. Furthermore, the researcher proposed Supportive Leadership

Training intervention to supervisors to overcome the problems occur in PQR. The intervention

is expected to improve supervisor skill in applying supportive leadership behavior by managing

team performance objectively from planing to rewarding, and conducting effective

communication so that the work engagement increase. Based on this research, management

can determine appropriate advanced steps to improve the quality of employees’ perceived

organizational support."