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"Penelitian ini bertujuan untuk menganalisis pengaruh Budaya Organisasi dan Komunikasi Organisasi terhadap Employee Engagement di PT. Swadharma Griyasatya. Penelitian ini adalah penelitian kuantitatif dengan menggunakan teknis analisis data deskriptif, analisis regresi linear sederhana, dan analisis regresi linear berganda. Penelitian ini menggunakan kuesioner budaya organisasi PT. Bank Negara Indonesia, Tbk (Persero) (2007), Communication Satisfaction Questionnaire (CSQ) Clampitt dan Downs (1977 dan 1993), dan Employee Engagement (Schaufeli et al., 2002). Hasil pengujian hipotesis menunjukkan adanya pengaruh antara Budaya Organisasi dan Komunikasi Organisasi terhadap Employee Engagement. Hal ini berarti karyawan PT. Swadharma Griyasatya memiliki ikatan yang baik pada organisasi dan juga pekerjaan mereka, merasa bangga pada organisasi, memiliki dedikasi yang tinggi kepada organisasi, dan merasa tertarik untuk terlibat dalam kegiatan-kegiatan organisasi.

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This study aims to analyze the influence of Organizational Culture and Organizational Communication on Employee Engagement at PT. Swadharma Griyasatya. This research use quantitative research and technics of data analysis that been used in this research are descriptive, simple linear regression analysis, and multiple linear regression analysis. This study uses an Organizational Culture Questionnaire of PT. Bank Negara Indonesia, Tbk (Persero) (2007), Communication Satisfaction Questionnaire (CsQ) Clampit and Downs (1977 and 1993), and Employee Engagement (Schaufeli et al., 2002). The result of hypothesis tests indicate an influence between Organizational Culture and Organizational Communication on Employee Engagement. This means that employees of PT. Swadharma Griyasatya have good relationship with their organization and their work, feel proud of the organization, high dedication to the organization, and keep to engage in the activities of the organization."

"Tesis ini dilatarbelakangi oleh terkendalanya sejumlah latihan yang seharusnya dilakukan oleh Prajurit di Batalyon Zeni Tempur 9 pada masa Pandemi Covid-19. Koordinasi dan komunikasi menjadi kurang efektif dan efisien, dan pelaksanaan kegiataan yang tidak maksimal sehingga berdampak pada kinerja prajurit. Dengan pendekatan post-positivisme, penelitian ini membahas praktik dan strategi optimalisasi manajemen kinerja Batalyon Zeni Tempur 9 di masa Pandemi Covid-19. Hasil penelitian menunjukkan praktik manajemen kinerja di Yonzipur 9 pada umumnya sudah berjalan, namun terdapat berbagai hambatan dalam pelaksanaannya. Berdasarkan hasil analisis SWOT, peneliti merekomendasikan strategi agresif untuk mengoptimalkan manajemen kinerja tersebut yang akan menghasilkan ouput: Pemberian reward dan punishment, pembuatan dan penetapan panduan operasional baku penilaian kinerja yang lebih objektif, bertambahnya ahli IT

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This thesis was motivated by the constraints of a number of exercises that were supposed to be carried out by Soldiers in the 9th Combat Zeni Battalion during the Covid-19 Pandemic. Coordination and communication became less effective and efficient, and the implementation of activities was not optimal, which had an impact on the performance of soldiers. With a post-positivisme approach, this study discusses the practice and strategy of optimizing the performance management of the 9th Combat Zeni Battalion during the Covid-19 Pandemic. The results showed that performance management practices in Yonzipur 9 were generally already underway, but there were various obstacles in its implementation. Based on the results of the SWOT analysis, researchers recommend aggressive strategies to optimize performance management that will result in outputs: Reward and punishment, creation and establishment of standard operational guidelines for more objective performance appraisals, the increase of IT experts."

"Transformasi digital memiliki efek disrupsi terhadap berbagai organisasi, termasuk organisasi militer. Salah satu transformasi pada organisasi militer terjadi pada Poltekad. Dengan adanya perubahan organisasi di tubuh Poltekad, maka Poltekad harus dapat melakukan penyesuaian budaya organisasi seiring dengan munculnya nilai-nilai baru yang terinternalisasi pada personilnya disamping terdapat budaya organisasi yang identik dengan karakteristik militer yang telah terbentuk pada organisasi Poltekad. Penelitian ini bertujuan menganalisis budaya organisasi di Poltekad dalam mendukung transformasi lembaga pendidikan militer dan mengembangkan rekomendasi untuk meningkatkan budaya organisasi di Poltekad dalam mendukung transformasi lembaga pendidikan militer tersebut. Penelitian ini menggunakan gabungan pendekatan kualitatif dan kuantitatif. Data dikumpulkan melalui wawancara, survey, dan studi dokumen. Data dianalisis menggunakan teknik analisis data kualitatif dan kuantitatif. Hasil penelitian menunjukkan bahwa Saat Ini, setelah adanya transformasi Poltekad, budaya organisasi yang lebih terlihat di Poltekad umumnya pada masing-masing dimensi budaya organisasi menunjukkan budaya klan, kecuali dimensi manajemen pegawai yang menunjukkan budaya hirarki. Hal ini menunjukkan bahwa budaya organisasi Poltekad lebih seperti keluarga yang ditunjang oleh kepemimpinan yang mencerminkan nilai-nilai mentoring, memfasilitasi, dan menunjang perkembangan pegawai, kemudian diperkuat oleh perekat dalam organisasi berupa loyalitas dan rasa saling percaya, juga memberikan penekanan strategi pada pengembangan sumber daya manusia sehingga kesuksesan didasarkan pada keberhasilan dalam pengembangan sumber daya manusia, kerja tim, komitmen pegawai, dan perhatian terhadap pegawainya, yang meskipun demikian gaya manajemen pegawai dicirikan dengan keamanan dalam bekerja (tanpa resiko dipecat), keselarasan, kondisi kerja yang cenderung stabil, serta hubungan yang harmonis. Ke depan, budaya organisasi di Poltekad diharapkan lebih memperlihatkan budaya klan, adhokrasi, dan pasar.

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Digital transformation has a disruptive effect on various organizations, including military organizations. One of the transformations in the military organization occurred in Poltekad. With the organizational changes within the Poltekad, the Poltekad must be able to adjust the organizational culture along with the emergence of new values ​​that are internalized to its personnel in addition to an organizational culture that is identical to the military characteristics that have been formed in the Poltekad organization. This study aims to analyze of organizational culture in Poltekad in supporting the transformation of military educational institutions and develop recommendations to improve of organizational culture in Poltekad in supporting the transformation of these military educational institutions. This study uses a combination of qualitative and quantitative approaches. Data were collected through interviews, surveys, and document studies. Data were analyzed using qualitative and quantitative data analysis techniques. The results show that at present, after the transformation of Poltekad, the organizational culture that is more visible in Poltekad is generally in each organizational culture dimension indicating a clan culture, except for the employee management dimension which shows a hierarchical culture. This shows that the organizational culture of Poltekad is more like a family supported by leadership that reflects the values ​​of mentoring, facilitating, and supporting employee development, then strengthened by the adhesive within the organization in the form of loyalty and mutual trust, also placing strategic emphasis on human resource development. so that success is based on success in developing human resources, teamwork, employee commitment, and attention to employees, even though the employee management style is characterized by security at work (without the risk of being fired), harmony, working conditions that tend to be stable, and harmonious relationships. In the future, the organizational culture at Poltekad is expected to show more clan culture, adhocracy, and the market."

"Penelitian ini bertujuan untuk menganalisis pengaruh flexibility of work terhadap employee productivity dengan work life balance dan employee wellbeing sebagai variabel mediasi pada karyawan perusahaan e-commerce di Jabodetabek. Penelitian ini menggunakan pendekatan kuantitatif dan metode survei pada karyawan perusahaan e-commerce di Jabodetabek. Peneliti menggunakan metode Average Variance Extracted (AVE) untuk uji validitas dan Cronbach;s Alpha utntuk uji reliabilitas. 135 data responden yang berhasil didapatkan dioleh dengan Structural Equation Modelling (SEM) menggunakan aplikasi SmartPLS. Hasil temuan penelitian ini menunjukkan bahwa work life balance dan employee wellbeing mempunyai pengaruh langsung yang signifikan terhadap employee porductivity. Selanjutnya, flexibility of work mempunyai pengaruh langsung dan tak langsung yang signifikan terhadap employee productivity.

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This study aims to analyse the effect of flexibility of work on employee productivity dengan work life balance and employee wellbeing as median variable employees of e-commerce companies in Jabodetabek. This study uses a quantitative approach and survey methods on employees of e-commerce companies in Jabodetabek. The researcher used the Average Variance Extracted (AVE) methot to test the validity and Cronbach’s Alpha to test the reliability. 135 respondent data that were obtained successfully were use Structural Equation Model (SEM) for hypotesis testing. The findings of this study indicate that work life balance and employee wellbeing have a significant direct influence on employee productivity. Furthermore, flexibility of work has significant direct and indirect influence on employee productivity."

"Perkembangan tekonolgi yang begitu pesat memberikan tantangan baru bagi sektor bisnis khususnya pada perusahaan startup. Kondisi ini memicu perusahaan untuk meningkatkan kapabilitas inovasi melalui pembentukan Innovative Work Behavior. Beberapa penelitian terdahulu meyakini bahwa Innovative Work Behavior dapat terwujud melalui Leadership Style, antara lain Transformational Leadership dan Transactional Leadership. Walaupun Leadership telah diakui mempunyai dampak positif terhadap Innovative Work Behavior, namun hubungan kedua variabel ini harus dianalisis lebih dalam melalui peran mediasi dari Voice Behavior dan Job Autonomy. Oleh karena itu, tujuan dari penelitian ini adalah untuk menganalisis pengaruh dari Leadership Styles terhadap Innovative Work Behavior dengan Voice Behavior dan Job Autonomy sebagai mediasi pada perusahaan startup di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan sumber data primer dan metode pengumpulan data berupa survei kuesioner yang disebarkan kepada karyawan perusahaan startup di Indonesia sebanyak 155 responden. Selanjutnya, teknik penarikan sampel yang digunakan dalam penelitian ini ialah non-probability sampling dengan jenis purposive sampling. Penelitian ini melakukan teknik analisis data menggunakan regresi linear sederhana dan regresi bertingkat. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh Leadership (Transformational dan Transactional) terhadap Innovative Work Behavior, dengan pengaruh yang lebih besar diberikan oleh Transactional Leadership. Kemudian, kedua variabel mediasi, baik itu Voice Behavior dan Job Autonomy tidak dapat memberikan efek mediasi pengaruh Leaderhip (Transformational dan Transactional) terhadap Innovative Work Behavior.

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The rapid development of technology provides new challenges for the business sector, especially for startup companies. This condition triggers companies to increase innovation capabilities through the formation of Innovative Work Behavior. Several previous studies believe that Innovative Work Behavior can be realized through Leadership Style, including Transformational Leadership and Transactional Leadership. Although Leadership has been recognized as having a positive impact on Innovative Work Behavior, the relationship between these two variables must be analyzed more deeply through the mediating role of Voice Behavior and Job Autonomy. Therefore, the purpose of this research is to analyze the influence of Leadership Styles on Innovative Work Behavior with Voice Behavior and Job Autonomy as mediation in startup companies in Indonesia. This study uses a quantitative approach with primary data sources and data collection methods in the form of a questionnaire survey distributed to employees of startup companies in Indonesia as many as 155 respondents. Furthermore, the sampling technique used in this study is non-probability sampling with purposive sampling. This study uses data analysis techniques using simple linear regression and multilevel regression. The results of this study indicate that there is an influence of Leadership (Transformational and Transactional) on Innovative Work Behavior, with a greater influence given by Transactional Leadership. Then, the two mediating variables, both Voice Behavior and Job Autonomy, cannot mediate the effect of Leadership (Transformational and Transactional) on Innovative Work Behavior."

"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"

"Pengelolaan sumber daya manusia saat ini menjadi hal yang penting bagi suatu perusahaan, terkhusus untuk mendapatkan calon karyawan yang unggul dan berkualitas. Dengan demikian, penting bagi perusahaan untuk dapat memahami faktor-faktor yang dapat meningkatkan niat mengejar pekerjaan dari para pencari kerja. Oleh karena itu, penelitian ini bertujuan untuk menganalisis pengaruh dari masing-masing dimensi yang ada pada Corporate Social Responsibility (CSR) terhadap Job Pursuit Intention di kalangan Generasi Z. Penelitian ini menggunakan pendekatan kuantitatif dengan jenis penelitian eksplanatif. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 300 mahasiswa aktif tingkat akhir yang memiliki minat melamar di perusahaan Startup Unicorn dengan teknik purposive sampling. Analisis data dilakukan dengan analisis deskriptif serta analisis regresi linear berganda menggunakan SPSS. Hasil penelitian menunjukkan bahwa terdapat pengaruh yang signifikan pada empat dari lima dimensi Corporate Social Responsibility (CSR) terhadap job pursuit intention di kalangan Generasi Z pada perusahaan Startup Unicorn. Hasil juga menunjukkan dimensi workplace economic responsibility menjadi faktor paling kuat yang mempengaruhi job pursuit intention dari kelima dimensi yang ada pada Corporate Social Responsibility (CSR).

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Human resource management is now an important thing for a company, especially to get superior and quality prospective employees. Thus, it is important for companies to be able to understand the factors that can increase job seekers' intentions to pursue work. Therefore, this study aims to analyze the effect of each dimension on Corporate Social Responsibility (CSR) on Job Pursuit Intention among Generation Z. This study uses a quantitative approach with an explanatory type of research. Data was collected by distributing questionnaires to 300 final year active students who had an interest in applying for a company Unicorn Startup using purposive sampling techniques. Data analysis was carried out by descriptive analysis and multiple linear regression analysis using SPSS. The results showed that there was a significant effect on four of the five dimensions of Corporate Social Responsibility (CSR) on job pursuit intention among Generation Z in companies Unicorn Startup. The results also show that the dimension of workplace economic responsibility is the strongest factor influencing job pursuit intention of the five dimensions in Corporate Social Responsibility (CSR)."

"Pengangguran di Indonesia semakin meningkat di era globalisasi ini yang dimana dari pengangguran tersebut terdapat lulusan dari universitas. Padahal lulusan dari universitas diharapkan dapat membangun karir mereka sendiri dengan berbagai kompetensi yang telah ditanamkan di masa perkuliahan. Penelitian ini bertujuan untuk menganalisis pengaruh self-perceived competency terhadap self-perceived employability dengan career adaptability pada mahasiswa tingkat akhir Universitas Indonesia. Jenis penelitian yang digunakan adalah eksplanatif dengan pendekatan kuantitatif. Dalam pengambilan sampel, teknik yang digunakan adalah non-probability sampling dengan pendekatan snow-ball sampling. Jumlah sampel pada penelitian ini adalah 152 orang. Instrumen pada penelitian ini menggunakan kuesioner online yaitu Google-Form dan analisis data menggunakan SEM-PLS (Structural Equation Modeling-Partial Least Square)  dengan pengolahan data menggunakan perangkat lunak IBM SPSS Statistics for Mac dan SmartPLS for Mac. Hasil penelitian ini menunjukan bahwa self-perceived competency memiliki pengaruh signifikan terhadap self-perceived employability, self-perceived competency memiliki pengaruh signifikan terhadap career adaptability, self-perceived employability memiliki pengaruh signifikan terhadap career adaptability, serta career adaptability memiliki peran mediasi antara self-perceived competency dan self-perceived employability.

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Unemployment in Indonesia is increasing in this era of globalization and from all unemployment, there are graduates from universities. Whereas graduates from universities are expected to be able to build their own careers with various competencies that have been built in the universities. This study aims to analyze the effect of self-perceived competency on self-perceived employability with career adaptability in final year students at the University of Indonesia. This study used explanatory research with a quantitative approach. In sampling, the technique used is non-probability sampling with a snowball sampling approach. The sample in this study was 152 people. The research method used an online questionnaire with Google-Form and data analysis using SEM-PLS (Structural Equation Modelling-Partial Least Square) with data processing using IBM SPSS Statistics for Mac and SmartPLS for Mac software. The results showed that self-perceived competency had a significant effect on self-perceived employability, self-perceived competency had a significant effect on career adaptability, self-perceived employability had a significant effect on career adaptability, and career adaptability had a mediating role between self-perceived competency and self-perceived employability."

"Salah satu tantangan sering dialami oleh perusahaan, termasuk perusahaan startup dan berkaitan dengan sumber daya manusia adalah tingkat turnover karyawan yang tinggi. Fenomena turnover tentunya diawali oleh turnover intention, yaitu niat serta keinginan karyawan untuk meninggalkan perusahaan. Dalam mengatasi hal tersebut, salah satu langkah efektif yang dapat perusahaan adalah mengidentifikasi variabel faktor yang berkaitan dengan turnover intention. Terdapat beberapa variabel faktor yang dapat dikaitkan dengan turnover intention, yaitu job demands dan job resources. Penelitian ini bertujuan untuk menganalisis pengaruh job demands terhadap turnover intention dengan job resources sebagai variabel moderasi pada karyawan startup di DKI Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan menggunakan teknik purposive sampling kepada 182 orang responden karyawan startup yang bekerja di Jakarta melalui Google Form. Kemudian, data dianalisis menggunakan teknik SEM-PLS dengan bantuan perangkat lunak SmartPLS 4 dan IBM SPSS Statistics 20. Hasil dari penelitian ini menunjukkan bahwa job demands memiliki pengaruh positif signifikan terhadap turnover intention karyawan startup di DKI Jakarta. Selain itu, hasil uji moderasi menunjukkan bahwa job resources secara negatif signifikan memoderasi pengaruh job demands terhadap turnover intention karyawan startup di DKI Jakarta.

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One challenge often experienced by companies, including startup companies and related to human resources, is high employee turnover. The turnover phenomenon begins with turnover intention (intention of employees to leave the company. In overcoming this, one of the practical steps that the company can take is to identify the variable factors related to turnover intention. Several factors can be associated with turnover intention: job demands and resources. This study aims to analyze the effect of job demands on turnover intention with job resources as moderation variables in startup employees in DKI Jakarta. This study uses a quantitative approach using a purposive sampling technique for 182 startup employee respondents who work in Jakarta. Then, the data was analyzed using the SEM-PLS. The results of this study showed that Job Demands had a positive and significant relationship with the turnover intention of startup employees in DKI Jakarta. In addition, the results of the moderation test showed that job resources negatively significantly moderate the effect of job demands on the turnover intention of startup employees in DKI Jakarta."

"Startup merupakan industri yang sedang marak di Indonesia. Startup memiliki dinamika juga cenderung lebih banyak perubahan bila dibandingkan dengan perusahan swasta yang sudah settled atau perusahaan publik. Hal itu terjadi karena startup harus berubah/beradaptasi terhadap segala kondisi (developing time). Peneliti berusaha meneliti mengenai affective commitment to change dan mengetahui variabel apa yang mendorong munculnya affective commitment to change. Penelitian ini bertujuan untuk menganalisis pengaruh dari change leadership terhadap affective commitment to change dengan psychological empowerment, dan employee engagement sebagai variabel mediasi pada perusahan Startup di DKI Jakarta). Jenis penelitian yang digunakan adalah eksplanatif dengan pendekatan kuantitatif. Penelitian ini dilakukan dengan menyebarkan kuesioner dengan teknik purposive sampling yang disebarkan ke 240 karyawan tetap perusahaan startup di DKI Jakarta. Data pada penelitian ini diolah menggunakan software IBM SPSS 26 dan SmartPLS, dimana Analisis data pada penelitian ini dilakukan menggunakan SEM-PLS (Structural Equation Modelling-Partial Least Square). Hasil dari penelitian ini memperlihatkan bahwa terdapat pengaruh positif dari change leadership terhadap affective commitment to change pegawai tetap perusahaan startup di DKI Jakarta dan terdapat pengaruh positif dari change leadership terhadap affective commitment to change dengan psychological empowerment/employee engagement sebagai variabel mediasi pada pegawai tetap perusahaan startup di DKI Jakarta.

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tartups are a thriving industry in Indonesia, characterized by dynamic changes compared to settled private or public companies. This is due to the constant need for startups to adapt to various conditions within a developing timeframe. The researcher aims to explore affective commitment to change and identify the variables driving the emergence of affective commitment to change. This research aims to analyze the influence of change leadership on affective commitment to change, with psychological empowerment, and employee engagement as mediating variables (a study on startup companies in DKI Jakarta). The research adopts an explanatory approach with a quantitative method. Questionnaires were distributed using purposive sampling to 240 permanent employees of startup companies in DKI Jakarta. Data were processed using IBM SPSS 26 and SmartPLS, employing Structural Equation Modeling-Partial Least Square (SEM-PLS) for data analysis. The results indicate a positive influence of change leadership on affective commitment to change among permanent employees of startup companies in DKI Jakarta. Furthermore, there is a positive impact of change leadership on affective commitment to change, with psychological empowerment/employee engagement serving as mediating variables among permanent employees of startup companies in DKI Jakarta."