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"In this research aims to find out the influence of group cohesion toward employee?s performance in PT. Mitra Buana Jaya Lestari (Rest Area KM 57). This research use quantitative approach with survey method using total sampling to all the 81 operators of PT. Mitra Buana Jaya Lestari (Rest Area KM 57). Result of this research showed that group cohesion had related to employee?s performance with perfect significance. The effect of Group cohesion is not high to employee?s (operators) performance, but Group Cohesion is still have an important role to employee?s and the company?s performance.Penelitian ini bertujuan untuk mengetahui pengaruh kekohesifan kelompok terhadap kinerja karyawan pada PT. Mitra Buana Jaya Lestari ( Rest Area KM 57 ). Pendekatan yang digunakan adalah pendekatan kuantitatif dengan metode survei yang menggunakan total sampling, kepada seluruh karyawan PT. Mitra Buana Jaya Lestari (Rest Area KM 57) yakni sebanyak 81 karyawan Operator. Hasil penelitian menunjukkan bahwa kekohesifan kelompok memiliki hubungan yang sangat nyata dengan signifikansi sempurna. Kekohesifan kelompok memiliki pengaruh yang tidak terlalu tinggi terhadap kinerja karyawan. Namun, tetap memiliki peran cukup besar terhadap kinerja karyawan."

"Penelitian in bertujuan untuk mengetahui bagaimana pengaruh dari perceived credibility of online job advertisement dan employer branding terhadap intention to apply dengan daya tarik organisasi sebagai variabel mediasi yang dilihat pada perusahaan tech start-up di Indonesia. Penelitian in juga memasukan karakteristik generasi Z yang diindikasikan memiliki karakteristik yang berbeda dengan generasi lainnya. Responden penelitian berjumlah 260 orang yang merupakan para pencari kerja generasi Z yang berdomisili di Jabodetabek. Metode penelitian menggunakan metode kuantitatif dengan analisis Structural Equation Model (SEM). Hasil dari penelitian ini menunjukan bahwa terdapat pengaruh yang positif dan signifikan antara perceived credibility of online job advertisement dan employer branding terhadap intention to applyyang dimediasi secara parsial oleh variabel daya tarik organisasi.

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The study aims to determine the influence of perceived credibility of online job advertisements and employer branding on intention to apply, with organizational attractiveness as a mediating variable, in tech start-up companies in Indonesia. The study also incorporates the characteristics of Generation Z, who are indicated to have distinct characteristics compared to other generations. The research respondents consist of 260 individuals who are job seekers from Generation Z residing in the Greater Jakarta area. The research method employed is quantitative using Structural Equation Model (SEM) analysis. The results of this study indicate that there is a positive and significant influence of perceived credibility of online job advertisements and employer branding on intention to apply, partially mediated by the organizational attractiveness variable."

"Tesis ini membahas tentang pengaruh implementasi praktik pengelolaan sumber daya manusia dengan employee engagement sebagai mediator terhadap kinerja Auditor Ahli dan faktor signifikan yang mempengaruhinya. Penelitian dalam tesis ini termasuk penelitian deskriptif kuantitatif dengan menggunakan 143 data responden penelitian. Hasil penelitian menemukan bahwa implementasi praktik sumber daya manusia akan mempengaruhi kinerja pegawai secara tidak langsung melalui employee engagement. Oleh karena itu, praktik pengelolaan sumber daya manusia yang tepat diperlukan untuk mendorong employee engagement sehingga pegawai dapat berkinerja secara lebih optimal.

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This thesis discusses the influence of the implementation of human resource management practices with employee engagement as a mediator on the performance of expert auditors and significant factors that influence it. The research in this thesis include quantitative descriptive research using the data 143 respondent.

The study found that the implementation of human resource practices will affect the performance of employees indirectly through employee engagement. Therefore, human resource management practices required proper to encourage employee engagement so that employees can perform optimally."

"Penelitian ini bertujuan untuk mengetahui kondisi iklim kerja organisasi, sistem karier dan employee engagement pada pelaksana Kantor Wilayah Direktorat Jenderal Perbendaharaan. Selain itu, penelitian ini juga mencoba menganalisis pengaruh variabel iklim kerja organisasi dan sistem karier masing-masing terhadap dimensi employee engagement menurut Schaufeli and Bakker (2003), yaitu vigor, dedication dan absorption. Pengumpulan data dilakukan dengan menyebarkan kuesioner berdasarkan metode area / cluster sampling kepada pegawai pelaksana Kantor Wilayah Direktorat Jenderal Perbendaharaan, kemudian diolah dan dianalisa menggunakan bantuan program SPSS versi 18.0 dengan memakai metode descriptive statistics dan regresi linear untuk menjawab rumusan masalah yang ada. Hasil penelitian ini mampu memberikan gambaran tentang kondisi iklim kerja organisasi, sistem karier dan employee engagement pada pelaksana Kantor Wilayah Direktorat Jenderal Perbendaharaan. Selain itu, hasil penelitian ini juga menunjukkan bahwa ternyata iklim kerja organisasi memiliki pengaruh yang signifikan terhadap dua dimensi employee engagement, yaitu vigor dan dedication, namun tidak berpengaruh signifikan terhadap absorption. Sedangkan sistem karier hanya memiliki pengaruh yang signifikan terhadap satu dimensi employee engagement, yaitu vigor dan tidak berpengaruh terhadap dimensi dedication dan absorption.

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This study aims to determine the conditions of organizational work climate, career systems and employee engagement in practice for the staff of the Regional Office of Directorate General of Treasury. In addition, this study also attemp to analyze the influence of organizational work climate and career system to the dimensions of employee engagement by Schaufeli and Bakker (2003), namely vigor, dedication and absorption. Data was collected by distributing questionnaires based on the method area / cluster sampling to employees / staff at the Regional Office of Directorate General of Treasury, then processed and analyzed by using SPSS program (version 18.0) using descriptive statistics and linear regression formula to address existing problems.

The results of this study could provide a picture of the conditions of organizational work climate, career systems and employee engagement in practice for the staff of the Regional Office of Directorate General of Treasury. In addition, the results of this study also reveal that the organizational work climate has a significant effect on the two dimensions of employee engagement, the vigor and dedication, but no significant effect on the absorption. While the career system only has a significant effect on vigor and no significant effect on dedication and absorption."

"Penelitian ini bertujuan untuk mengkaji pengaruh motivasi kerja, kepercayaan pada organisasi dan resiliensi, terhadap komitmen karyawan untuk berubah yang dimediasi oleh kesiapan individu untuk berubah. Penelitian dilakukan dalam konteks perusahaan BUMN yang tengah mengalami masa krisis organisasi sebagai akibat dari terjadinya perubahan. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif, dengan jumlah sampel yang terlibat sebanyak 303 orang responden. Data yang diperoleh melalui kuesioner kemudian dianalisis dengan menggunakan partial least square structural equation modeling (PLS-SEM). Hasil penelitian menunjukkan bahwa motivasi kerja, kepercayaan pada organisasi dan resiliensi berpengaruh positif dan signifikan terhadap kesiapan individu untuk berubah, sedangkan kesiapan individu untuk berubah berpengaruh positif terhadap komitmen terhadap perubahan. Hasil penelitian juga menunjukkan bahwa kesiapan individu untuk berubah memediasi secara parsial pengaruh motivasi kerja, kepercayaan pada organisasi dan resiliensi terhadap komitmen karyawan untuk berubah pada perusahaan ini. Secara teoritis penelitian ini berkontribusi dalam memperkaya khazanah teoritis terkait manajemen perubahan organisasi. Secara praktis penelitian ini dapat memberikan umpan balik kepada manajemen perusahaan dalam mengelola proses perubahan organisasi yang tengah dialaminya.

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Research aims to examine the effect of work motivation, trust in the organization and resilience, on employee commitment to change which is mediated by individual readiness to change. Research was conducted in the context of a state-owned company that was experiencing period of organizational crisis as result of changes. This study used is a quantitative approach, with a total sample of 303 respondents. Data obtained through questionnaires were then analyzed using partial least square structural equation modeling (PLS-SEM). Results showed that work motivation, trust in the organization and resilience had a positive and significant effect on individual readiness to change, while individual readiness to change had a positive effect on commitment to change. Results also show that individual readiness to change partially mediates the influence of work motivation, trust in the organization and resilience to employee commitment to change in this company. Theoretically, this study contributes to enriching theoretical knowledge related to organizational change management. Practically this research can provide feedback to company management in managing the organizational change process."

"Dalam lingkungan bisnis yang kompetitif, organisasi perlu memiliki kemampuan untuk menarik dan mempertahankan karyawan bertalenta dan memberikan dukungan untuk meningkatkan job performance. Job performance dapat ditingkatkan dengan adanya pengaruh dari organizational climate dan workplace happiness. Tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari organizational climate terhadap job performance melalui workplace happiness sebagai variabel mediasi pada Karyawan PT Bank Muamalat Indonesia Tbk. Menggunakan pendekatan kuantitatif, penelitian ini menyebarkan kuesioner kepada 177 responden yang merupakan karyawan tetap non manajerial yang sudah bekerja minimal 1 tahun di kantor pusat PT Bank Muamalat Indonesia Tbk dengan teknik penarikan sampel berupapurposive sampling. Analisis data dilakukan dengan analisis regresi, uji interaksi, dan uji sobel. Hasil penelitian yang diperoleh menunjukkan adanya pengaruh dari organizational climate terhadap job performance melalui workplace happiness sebagai variabel mediasi. Penelitian ini membuktikan bahwa organizational climate mampu memberikan pengaruh positif kepada workplace happiness yang memicu peningkatan secara signifikan pada job performance.

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In a competitive business environment, organizations need to have the ability to attract and retain talented employees and provide support to improve job performance. Job performance can be improved by the influence of organizational climate and workplace happiness. The aim of this research is to analyze the influence of organizational climate on job performance through workplace happiness as a mediating variable for employees of PT Bank Muamalat Indonesia Tbk. Using a quantitative approach, this research distributed questionnaires to 177 respondents who had been employed in PT Bank Muamalat Indonesia Tbk as permanent non managerial employees for a minimum of one year at the head office of PT Bank Muamalat Indonesia Tbk using a purposive sampling technique. Data analysis was carried out using regression analysis, interaction tests, and sobel tests. The research results obtained show that there is an influence of organizational climate on job performance through workplace happiness as a mediating variable. This research proves that organizational climate is able to have a positive influence on workplace happiness which triggers a significant increase in job performance."

"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."

"Penelitian ini dilakukan untuk mengetahui mengenai hubungan antara followership dan employee engagement pada Operator Produksi PT. X yang dinilai sebagai perusahaan yang berhasil dan tidak terpengaruh isu-isu negatif seputar perburuhan yang biasa terjadi di perusahaan manufaktur sejenis. Pengukuran followership menggunakan Kelley's followership Questionnaire (Kelley, 1992) dan pengukuran employee engagement dengan Utrecht Work Engagement Scale (Schaufeli, 2002). Partisipan adalah 403 orang operator produksi di PT. X diperoleh secara purposive sampling. Hasil penelitian ini menunjukan terdapat hubungan positif dan signifikan antara followership dan employee engagement (r= 0.392; p= 0.000, signifikan pada L.o.S 0.01). Artinya, semakin tinggi followership, maka semakin tinggi employee engagement. Dengan demikian, agar menjadi perusahaan manufaktur yang sukses maka salah satu yang harus ditingkatkan adalah employee engagement operator produksi sebagai followers. Selain itu, dimensi followership yang memiliki sumbangan paling besar, yaitu independent critical thinking. Berdasarkan hal tersebut, seorang operator produksi perlu ditingkatkan followership-nya terutama dimensi independent critical thinking sebagai salah satu faktor yang mempengaruhi employee engagement.

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This research was conducted to find the relationship between followership and employee engagement of production operator PT. X which has considered as a success company and has not affected negative labor issues which commonly happened in similar manufacturing company. The followership was measured using an instrument named Kelley's followership Questionnaire (Kelley, 1992) and the employee engagement was measured using an instrument named Utrecht Work Engagement Scale (Schaufeli, 2002). The Participants of this research are 403 production operators in PT. X by using purposive sampling technique.

The main results of this research show that followership positively related significantly with employee engagement (r= 0.392; p= 0.000, significant at L.o.S 0.01). The implication of this study is the higher followership leads to the higher of employee engagement. Therefore, the results of this study suggest the company to become a success manufacturing company they should raise employee engagement of production operator as followers. In addition, the dimension of followership that has the greatest contribution is independent critical thinking. Based on this, the followership dimension of independent critical thinking of production operator needs to be improved as one of the factors that influence employee engagement."

"Talent Management is one of the fastest growing themes in the management field, yet, there is little knowledge about the nature of TM in practice, and how TM evolves over time. This book offers an integrated framework, based on empirical research that addresses the nature and dynamics of TM in organizations."