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"Karyawan milenial wanita yang kini prosentasinya mulai meningkat berperan penting untuk organisasi dan membutuhkan dukungan organisasi dan supervisor untuk menjadi talent dan top executive sehingga akan meningkatkan keterlibatannya terhadap organisasi. Berdasarkan fenomena tersebut penelitian ini bertujuan untuk menginvestigasi pengaruh dukungan organisasi dan dukungan supervisor terhadap afektif komitmen. Selanjutnya, penelitian ini memiliki tujuan untuk menguji hubungan antara dukungan organisasi dan dukungan supervisor terhadap komitmen afektif yang dimediasi oleh organizational identification dan work life balance. Sampel penelitian ini sebanyak 242 responden yang bekerja di industri manufaktur. Penelitian ini dianalisis menggunakan Structural Equation Model bahwa persepsi dukungan organisasi, persepsi dukungan supervisor berpengaruh terhadap organizational identification dan work life balance. Selain itu, hasil penelitian ini menunjukan bahwa persepsi dukungan organisasi, persepsi dukungan supervisor tidak signifikan terhadap affective commitment, organizational identification dan work life balance berpengaruh positif terhadap komitmen afektif. Serta, organizational identification dan work life balance mampu memediasi hubungan antara persepsi dukungan organisasi dan persepsi dukungan supervisor terhadap komitmen afektif. Sehingga, penelitian ini memberikan saran manajerial yaitu komitmen afektif karyawan milenial wanita penting untuk ditingkatkan dengan memberikan kesejahteraan dan komunikasi yang rutin baik dalam bentuk reputasi organisasi yang baik dan keseimbangan kehidupan pribadi dan pekerjaan.

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Female millennial employees are now increasing in importance to the organization and need organizational support and supervisors to become talents and top leaders so that they will increase their interaction with the organization. Based on this phenomenon, this study aims to investigate the effect of organizational support and supervisor support on affective commitment. Furthermore, this study aims at the relationship between organizational support and supervisor support for affective commitment that is mediated by organizational identification and work-life balance. The research sample was 242 respondents who worked in the manufacturing industry. This study was analyzed using a Structural Equation Model that shows the perception of organizational support, the response of supervisor support to organizational identification and work life balance. In addition, the results of this study indicate that perceptions of organizational support, perceptions of supervisor support are not significant towards affective commitment, organizational identification and work-life balance have a positive effect on affective commitment. Also, identify the organization and work life balance that are able to mediate the relationship between responses to organizational support and perceptions of supervisor support on affective commitment. Related, this study provides managerial advice, namely that affective commitment of female millennial employees is important to improve welfare and regular communication both in the form of good organizational partnerships and a balance of personal and work life."

"Sumber daya manusia merupakan faktor penting dalam keberhasilan organisasi mencapai tujuan. sumber daya manusia yang berkualitas tinggi pada organisasi dapat diperoleh melalui peningkatkan kepuasan kerja anggota organisasi itu sendiri. Kepuasan kerja berkaitan dengan kepercayaan, Polri sebagai lembaga disektor publik yang memiliki peran dan fungsi sangat penting dalam memberikan pelayanan, dituntut untuk dapat memberikan pelayanan yang baik sehingga mendapatkan kepercayaan publik yang baik. Penelitian ini bertujuan untuk menganalisis pengaruh quality of work life dan work life balance terhadap kepuasan kerja dan perceived organizational support, selain itu penelitian ini juga bertujuan untuk menganalisis peran perceived organizational support sebagai variabel intervening dalam memediasi pengaruh quality of work life dan work life balance terhadap variabel kepuasan kerja. Penelitian ini dilakukan dengan metode kuantitatif. Sampel dalam penelitian ini 290 anggtota Polres Tulang Bawang. Peneliti menyebarkan kuesioner secara langsung dan secara online. Dalam penelitian analisis dilakukan menggunakan structural equation modelling (SEM) melalui perangkat Partial Least Square (PLS) 4.0. Hasil temuan dalam penelitian ini menunjukkan bahwa quality of work life dan work life balance berpengaruh signifikan terhadap kepuasan kerja dan perceived organizational support. Perceived organizational support berpengaruh signifikan terhadap kepuasan kerja selain itu dari efek mediasi ditemukan bahwa quality of work life dan work life balance melalui perceived organizational support memiliki pengaruh positif dan signifikan terhadap kepuasan kerja. Hasil temuan ini menjelaskan bahwa seluruh hipotesis yang diajukan dalam penelitian ini diterima, selain itu hasil penelitian ini juga menyoroti bahwa peningkatan quality of work life dan work life balance dapat dilakukan melalui program-program yang berkaitan dengan family friendly. Polres Tulang Bawang dapat meningkatkan perceived organizational support melalui komunikasi terbuka dan memberikan informasi terkini, Program pengembangan karir dan pelatihan keterampilan anggota.

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The human resources of an organization represent a significant factor in its capacity to achieve its stated objectives. The acquisition of high-quality human resources within the organization can be facilitated by enhancing the job satisfaction of its members. Job satisfaction is related to trust. As an institution in the public sector that plays a crucial role in service provision, Polri is expected to provide high-quality services in order to gain public trust. The objective of this study is to analyze the effect of quality of work life and work-life balance on job satisfaction and perceived organizational support. Additionally, the study aims to analyze the role of perceived organizational support as an intervening variable in mediating the effect of quality of work life and work-life balance on job satisfaction variables. This research was conducted using quantitative methods. The sample for this study consisted of 290 members of the Polres Tulang Bawang. The researchers distributed questionnaires in both direct and online formats. The research involved the application of structural equation modeling (SEM) through the Partial Least Square (PLS) 4.0 tool for the purpose of analysis. The findings of this study indicate that quality of work life and work-life balance have a significant effect on job satisfaction and perceived organizational support. The perception of organizational support has a notable impact on job satisfaction. Furthermore, the mediation effect indicates that the quality of work life and work-life balance, as mediated by perceived organizational support, have a positive and significant effect on job satisfaction. The findings of this study indicate that all of the hypotheses proposed in this study are accepted. Additionally, the results of this study demonstrate that improving the quality of work life and work-life balance can be achieved through the implementation of programs designed to enhance family- friendly policies. Polres Tulang Bawang can enhance the perception of organizational support by fostering open communication and the dissemination of timely information, implementing career development programs, and offering member skills training."

"Penelitian ini bertujuan untuk mengetahui pengaruh perceived supervisory support terhadap tiga komponen employee well-being yakni life well-being, workplace well-being, dan psychological well-being dengan mediasi work-life balance pada generasi Milenial yang bekerja di industri IT khususnya di Pulau Jawa. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode cross sectional dan menyebarkan kuesioner untuk pengumpulan data primer. Penelitian ini melibatkan 275 responden yang merupakan tenaga kerja yang tergabung dalam generasi milenial (lahir antara 1980-2000). Teknik analisis data yang digunakan adalah structural equation modelling (SEM). Hasil penelitian menunjukkan bahwa perceived supervisory support memiliki pengaruh positif terhadap tiga komponen employee well-being yakni life well-being, workplace well-being, dan psychological well-being. Work-life balance juga ditemukan memediasi hubungan antara perceived supervisory support terhadap tiga komponen employee well-being yakni life well-being, workplace well-being, dan psychological well-being.

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This study aims to determine the effect of perceived supervisor support on three components of employee well-being, namely life well-being, workplace well-being, and psychological well-being, by mediating work-life balance in Millennials. They work in the IT industry, especially in Java. This research is quantitative research using a cross-sectional method and distributing questionnaires for primary data collection. This research involved 275 respondents who are members of the millennial generation (born between 1980-2000). The data analysis technique used is structural equation modeling (SEM). The study results show that perceived supervisor support positively influences the three components of employee well-being, namely life well-being, workplace well-being, and psychological well-being. Work-life balance was also found to mediate the relationship between perceived supervisor support and the three components of employee well-being: life well-being, workplace well-being, and psychological well-being."

"Penelitian dilakukan untuk mengetahui pengaruh dari perceived organizational support terhadap psychological well-being pekerja generasi milenial Indonesia dengan employee engagement dan affective commitment sebagai variabel mediasi pada generasi milenial. Responden pada penelitian ini adalah para karyawan yang telah bekerja sekurang-kurangnya 1 tahun pada perusahaan dan merupakan kelahiran antara tahun 1981 hingga 1996. Data kemudian diolah dengan menggunakan SPSS dan Structural Equation Modelling (SEM) LISREL. Penelitian ini mencoba menjelaskan faktor-faktor yang dapat mempengaruhi psychological well-being pada karyawan. Terdapat 247 responden yang berpartisipasi dalam penelitian ini. Hasil penelitian menunjukkan bahwa perceived organizational support, employee engagement dan affective commitment memengaruhi psychological well-being pekerja generasi milenial Indonesia, dan terdapat peran employee engagement dan affective commitment dalam memediasi hubungan antara perceived organizational support terhadap psychological well-being

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The research was conducted to determine the effect of perceived organizational support on the psychological well-being of Indonesian millennial generation workers with employee engagement and affective commitment as mediating variables in the millennial generation. Respondents in this study were employees who had worked for at least 1 year at the company and were born between 1981 and 1996. The data was then processed using SPSS and Structural Equation Modeling (SEM) LISREL. This study tries to explain the factors that can affect psychological well-being of employees. There were 247 respondents who participated in this study. The results of the study show that employee engagement and affective commitment affect the psychological well-being of Indonesian millennial generation workers, and there is a role for perceived organizational support, employee engagement and affective commitment in mediating the relationship between perceived organizational support and psychological well-being."

"Usaha Kecil dan Menengah UKM di Indonesia memiliki peran penting dalam ekonomi Indonesia. UKM dianggap sebagai pilar ekonomi untuk mencapai kesetaraan dan kesejahteraan. Penelitian sebelumnya menyatakan bahwa keberhasilan UKM tergantung pada kinerjanya. Berbagai penelitian menunjukkan bahwa motivasi intrinsik, work-life balance, dan komitmen afektif memiliki dampak positif terhadap kinerja organisasi. Tujuan penelitian ini adalah untuk mengetahui pengaruh motivasi intrinsik dan work-life balance terhadap kinerja organisasi dengan mediasi komitmen afektif. Work-life balance telah menjadi topik menarik dalam praktik SDM, namun penelitian mengenai work-life balance pada UKM masih kurang. Pengumpulan data dalam penelitian ini dilakukan melalui survei menggunakan kuisioner terhadap pemilik UKM di Sulawesi Selatan dengan jumlah responden sebanyak 770. Dalam penelitian ini, motivasi intrinsik dan work-life balance memiliki dampak yang signifikan dan positif terhadap komitmen afektif. Sementara itu, hanya motivasi intrinsik memiliki dampak yang signifikan dan positif terhadap kinerja organisasi. Peran komitmen afektif sebagai mediator terbukti untuk kinerja non-finansial.

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Small and Medium Enterprises SMEs in Indonesia have an important role in the Indonesian economy. SMEs are considered as economic pillars to achieve equality and prosperity. Moreover, SMEs have a large contribution to Indonesia 39 s GDP. Previous research suggested that success of SMEs depends on their performance. Previous studies show that intrinsic motivation, work life balance, and affective commitment have a positive impact on organizational performance. The purpose of this study is to determine the impact of intrinsic motivation and work life balance on organizational performance with the mediation of affective commitment. Work life balance has become an interesting topic in HR practice, but work life balance research on SMEs is still lacking. Data collection in this study was conducted through a survey using questionnaires to the owners of SMEs in South Sulawesi with the number of respondents as much as 770. In this study, intrinsic motivation and work life balance have a significant and positive impact on affective commitment. Meanwhile, only intrinsic motivation has a significant and positive impact on organizational performance. The role of affective commitment as a proven mediator for non financial performance.Key words SMEs, organizational performance, work life balance, affective commitment, intrinsic motivation."

"Persaingan pasar kerja yang ketat mendorong organisasi untuk menemukan strategi yang tepat untuk mengatasi masalah resistensi karyawan yang rendah, salah satunya dengan meningkatkan affective commitment karyawan terhadap organisasi tempat mereka bekerja. Studi ini menggunakan Teori Pertukaran Sosial (Social Exchange Theory/SET) dan Conservation of Resources Theory (COR) untuk menguji pengaruh organizational embeddedness dan perceived organizational support terhadap affective commitment serta pengaruh tidak langsung melalui mediasi work engagement. Data empiris didapatkan dari 351 data yang terkumpul kemudian mengeluarkan sebanyak 19 data untuk menjaga konsistensi data sehingga data yang diolah sebanyak 332 data karyawan generasi milenial di Indonesia. Data dikumpulkan menggunakan survei online yang dinilai melalui skala Likert 7 poin. Studi ini dianalisis menggunakan Structural Equation Modeling (SEM) dan Confirmatory Factor Analysis (CFA) untuk menguji tujuh hipotesis yang diajukan. Hasil penelitian menunjukkan bahwa organizational embeddedness dan perceived organizational support berpengaruh positif terhadap affective commitment baik secara langsung maupun tidak langsung melalui mediasi work engagement. Penelitian ini memiliki beberapa keterbatasan diantaranya memiliki data dengan perbedaan perspektif terhadap affective commitment, menggunakan variabel uni-dimensional yang kurang menggambarkan keseluruhan fenomena, pengambilan data menggunakan metode selfassessment dengan resiko bias yang tinggi, serta metode pengumpulan data hanya dilakukan pada sekali waktu sehingga sulit untuk mengidentifikasi hubungan sebabakibat. Penelitian ini diharapkan dapat memberikan kontribusi dalam pembuatan kebijakan sumber daya manusia untuk meningkatkan komitmen afektif di kalangan karyawan generasi milenial di Indonesia.

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The tight labor market competition afforces organizations to find the right strategies to address the issue of low employee resistance, one way being to enhance affective commitment among employees towards the organization they work for. This study employs Social Exchange Theory (SET) and Conservation of Resources Theory to examine the influence of organizational embeddedness and perceived organizational support on affective commitment and the indirect influence through work engagement mediation. Empirical data was obtained from a total of 351 collected samples, with 19 samples were excluded to maintain data consistency, resulting 332 data from millennial generation employees in Indonesia. The data was collected using an online survei assessed on a 7-point Likert scale. The study was analyzed using Structural Equation Modeling (SEM) and Confirmatory Factor Analysis (CFA) to test seven proposed hypotheses. Result indicate that organizational embeddedness and perceived organizational support positively influence affective commitment both directly and indirectly through work engagement mediation. This study has several limitations, including the use of quantitative methods without in-depth interviews, a cross-sectional design that makes it difficult to identify causal relationships, and a focus solely on millennial employees, which limits the generalizability of the findings. This research is expected to contribute to human resource policy-making to enhance affective commitment among millennial generation employees in Indonesia."

"Tujuan dari studi ini untuk menguji dan menganalisis pengaruh dari perceived organizational support dan psychological capital terhadap organizational performance dengan mediasi work engagement. Pengujian dilakukan terhadap 305 responden yang merupakan pegawai aktif di lingkungan Direktorat Jenderal Perimbangan Keuangan Republik Indonesia. Pendekatan penelitian dalam studi ini covariance-based structural equation modelling (CB-SEM) dan pengujian melalui confirmatory factor analysis menggunakan aplikasi LISREL untuk menguji variabel multidimensi pada model dalam studi ini. Secara keseluruhan, hasil pengujian seluruh hipotesis menunjukkan bahwa data yang diperoleh mendukung model. Penelitian ini mengungkapkan bahwa perceived organizational support dan psychological capital memiliki pengaruh positif dan signifikan terhadap organizational performance. Selain itu, work engagement dikonfirmasi sebagai variabel yang memediasi hubungan tersebut. Hasil studi ini menunjukkan bahwa ketika pegawai memiliki kondisi mental positif serta merasa mendapatkan dukungan organisasi yang memadai khususnya selama masa penyederhanaan organisasi, akan berdampak positif terhadap kinerja organisasi khususnya untuk mencapai tujuan layanan yang ditargetkan dengan syarat pegawai harus merasa terlibat dalam pekerjaannya yaitu ketika melaksanakan tugasnya disertai dengan perasaan bahagia dan penuh semangat.

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The purpose of this study is to examine and analyze the effect of perceived organizational support and psychological capital on organizational performance by mediating role work engagement. The test was conducted on 305 active employees in  Directorate General of Financial Balance. The research approach in this study is covariance-based structural equation modeling (CB-SEM). The data was tested through confirmatory factor analysis using LISREL to test multidimensional variables in the model in this study. Overall, the results show that all hypotheses support the model. This research reveals that perceived organizational support during organizational change and psychological capital have a positive and significant influence on organizational performance. In addition, work engagement was confirmed as a variable that mediates this relationship. Thus, the results show that when employees have a positive mental condition and feel they received organizational support, especially during the organizational change, this will have a positive impact on organizational performance, especially in achieving targeted service goals. In addition to that, employees must feel involved in their work when carrying out their duties by feelings of happiness and enthusiasm."

"VUCA dan kompleksitas persaingan global mendesak semua organisasi untuk siap berubah termasuk organisasi sektor publik. Penelitian ini bertujuan untuk mengetahui pengaruh involved communication dan perceived organizational support terhadap readiness for change di sektor publik. Penelitian ini juga menyelidiki peran mediasi organizational identification. Data sebanyak 437 responden dikumpulkan dari pegawai yang bekerja pada Otoritas Pajak Pusat melalui survei daring dan sebanyak 384 isian responden dianalisis lebih lanjut. Penelitian ini memberikan kontribusi pada prediktor yang mempengaruhi readiness for change pada sektor publik di Indonesia. Pengujian hipotesis menggunakan Structural Equation Modeling dengan Lisrel 8.8. Hasil penelitian menunjukkan bahwa terdapat pengaruh positif signifikan antara involved communication dengan readiness for change namun pengaruh perceived organizational support tidaklah signifikan terhadap readiness for change Organizational identification mampu memediasi secara parsial hubungan antara involved communication dengan readiness for change dan secara penuh antara perceived organizational support dengan readiness for change. Penelitian ini memberikan kontribusi di bidang manajemen sumber daya manusia melalui panduan praktis untuk meningkatkan readiness for change menghadapi perubahan organisasi di sektor publik khususnya pada pelayanan perpajakan.

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VUCA and the complexity of global competition urge all organizations to be ready for change including public sector organizations. This study aims to investigate the influence of involved communication and perceived organizational support on readiness for change in the public sector. The study also explores the mediating role of organizational identification. Data from 437 respondents working at the National Tax Authority were collected through an online survey and 384 respondents data were further analyzed. This research contributes to predictors that affect readiness for change in the public sector in Indonesia. Hypothesis testing was conducted using Structural Equation Modeling with Lisrel 8.8. The results show a significant positive effect of involved communication on readiness for change, while perceived organizational support has a nonsignificant effect on readiness for change. Organizational identification partially mediates the relationship between involved communication and readiness for change, and fully mediated perceived organizational support and readiness for change. This study contributes to the field of human resource management through practical guidelines to enhance readiness for change in facing organizational changes in the public sector especially in taxation service."

"Badan Usaha Milik Negara (BUMN) berperan penting dalam memastikan stabilitas dan pengendalian perekonomian Indonesia, terutama sebelum dan sesudah pandemi COVID-19. Pandemi COVID-19 telah mempercepat digitalisasi kegiatan sektor publik dan swasta di Indonesia dan negara lain. Untuk beradaptasi dengan percepatan digitalisasi akibat pandemi, BUMN harus terus tumbuh dan berkembang untuk mencapai target dan tujuannya. Penelitian ini bertujuan untuk mengetahui pengaruh Technostress, Perceived Organizational Support (POS), Total Reward Systems (TRS), dan Work-Life Balance (WLB) terhadap Job Performance, dimediasi oleh Employee Wellbeing (studi pada karyawan BUMN). Pendekatan kuantitatif menggunakan Structural Equation Modeling (SEM) dengan jumlah sampel 263 responden. Hasil penelitian menunjukkan bahwa Employee Wellbeing sepenuhnya memediasi hubungan antara variabel yang diteliti dan Job Performance. Penelitian ini memberikan wawasan berharga bagi perusahaan dalam memahami faktor-faktor yang mempengaruhi Employee Wellbeing dan kinerja pekerjaan, menyoroti Perceived Organizational Support yang dirasakan sebagai pendorong utama dengan dimediasi Employee Wellbeing. Temuan ini menekankan pentingnya melibatkan semua generasi secara efektif, terutama Generasi Y dan Generasi Z, di dalam BUMN untuk mengoptimalkan kinerja dan mencapai kesuksesan organisasi.

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State-Owned Enterprises (SOEs) play a crucial role in ensuring stability and control in Indonesia's economy, especially before and after the COVID-19 pandemic. The COVID-19 pandemic has accelerated the digitization of public and private sector activities in Indonesia and other countries. To adapt to the accelerated digitization caused by the pandemic, SOEs must continue to grow and develop to achieve their targets and goals. This study aims to investigate the impact of Technostress, Perceived Organizational Support (POS), Total Reward Systems (TRS), and Work-Life Balance (WLB) on Job Performance, mediated by employee well-being (studies of SOEs employee). A quantitative approach using Structural Equation Modeling (SEM) was employed with a sample size of 263 respondents. The results show that employee well-being fully mediates the relationship between the variables studied and Job Performance. This research provides valuable insights for companies in understanding the factors that affect employee well-being and Job Performance, highlighting the role of Perceived Organizational Support as a key driver through its impact on employee well-being. The findings emphasize the significance of effectively engaging all generations, particularly Generation Y and Generation Z, within SOEs to optimize Job Performance and achieve organizational success."

"Penelitian ini menginvestigasi secara empiris pengaruh praktik knowledge management, transformational leadership, dan work-life balance terhadap employee performance melalui peran affective commitment sebagai mediator pada Organisasi Keuangan Pemerintah (OKP) Indonesia. Data dikumpulkan melalui kuesioner online dengan pengukuran skala Likert 7 poin, dan dianalisis menggunakan Lisrel 8.8 dengan teknik Structural Equation Modeling (SEM) untuk menjelaskan hubungan antar konstruk. Data diperoleh sebanyak 1.269, dan diolah sebanyak 996 tanggapan responden setelah melalui proses screening dan cleaning data. Hasil penelitian menunjukkan bahwa praktik knowledge management, transformational leadership, dan work-life balance memiliki pengaruh positif dan signifikan terhadap affective commitment dan employee performance, serta affective commitment memiliki pengaruh positif dan signifikan terhadap employee performance. Di sisi lain, affective commitment memediasi secara positif secara parsial hubungan antara knowledge management, transformational leadership, dan work-life balance terhadap employee performance. Penelitian ini berkontribusi di bidang Manajemen Sumber Daya Manusia dalam memperluas literatur mengenai knowledge management, transformational leadership dan work-life balance di sektor publik yang merupakan tema yang sedang berkembang saat ini, sekaligus menambahkan affective commitment sebagai alat untuk meningkatkan kinerja pegawai.

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This research aims to empirically investigate the influence of knowledge management practices, transformational leadership, and work-life balance on employee performance through the mediating role of affective commitment in Indonesian Government Financial Organizations (OKP). Data were collected via an online questionnaire with a 7-point Likert scale measurement, and analyzed using Lisrel 8.8 with Structural Equation Modeling (SEM) techniques to explain the relationship between constructs. 1,269 data were obtained, and 996 respondents' responses were processed after going through a data screening and cleaning process. The results indicate that knowledge management practices, transformational leadership, and work-life balance have a positive and significant impact on affective commitment and employee performance, moreover, affective commitment also positively and significantly influences employee performance. On the other hand, affective commitment partially mediates the relationship between knowledge management, transformational leadership, and work-life balance on employee performance. This study contributes to the field of Human Resource Management by expanding the literature on knowledge management, transformational leadership, and work-life balance in the public sector, which are currently emerging themes, while also adding affective commitment as tools to enhance employee performance."