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BEBAN KERJA DAN PENGARUHNYA TERHADAP KOMITMEN ORGANISASIONAL DENGAN STRES KERJA SEBAGAI VARIABEL INTERVENING Hamidah Nayati Utami; Tri Wulida Afrianty; Rahma Wulan Sari
Jurnal Bisnis Terapan Vol. 3 No. 02 (2019): Jurnal Bisnis Terapan
Publisher : Politeknik Ubaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/jbt.v3i02.2511

This study aims to analyze the effect of workload on organizational commitment withwork stress as an intervening variable. A quantitative approach was undertaken forthis research. This research was conducted at PT. INDOLAKTO Purwosari with a total sample of 88 employees. Data collection was carried out using a survey questionnaire. The hypotheses in this study were tested by path analysis using SPSS version 25. The results of hypothesis testing showed that workload has a positive and significant effect on organizational commitment, Workload has a positive and significant effect on Job Stress, Job Stress has a positive and significant effect on organizational commitment, and job stress mediates the relationship between workload and organizational commitment.

PENGARUH SISTEM MANAJEMEN KESELAMATAN DAN KESEHATAN KERJA (SMK3) TERHADAP KEPUASAN KERJA SERTA DAMPAKNYA TERHADAP KINERJA KARYAWAN (Studi pada Karyawan PT. INDOLAKTO Purwosari) Rahmah Lia Aldini; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 72, No 1 (2019): JULI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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This research is to analyse the influence of Occupational Safety and Health Management System on Employee Performance with Job Satisfaction as an Intervening Variable. Hypothesis (1) There is a significant influence of Occupational Safety and Health Management System on Employee Performance, (2) There is an significant influence of Occupational Safety and Health Management System on Job Satisfaction, (3) There is a significant influence of Job Satisfaction on Employee Performance, (4) There is a significant influence of Occupational Safety and Health Management System on Employee Performance with Job Satisfaction as a Intervening Variable. The scope of this research is identified as all the employee of PT. INDOLAKTO Purwosari, with the number of samples are 87 employees. The result of the analysis shows that Occupational Safety And Health Management System variable has positive and significant effect on Employee Perormance, Occupational Safety And Health Management System variable has positive and significant effect on Job Satisfaction, Job Satisfaction variable has positive and significant effect on Employee Performance, and Job Satisfaction mediates the relationship between Occupational Safety And Health Management System on Employee Performance. Keywords: Occupational Safety and Health Management System, Job Satisfaction, Employee Performance. АBSTRАK Penelitian ini bertujuan untuk menganalisis pengaruh Sistem Manajemen Keselamatan dan Kesehatan Kerja terhadap Kinerja Karyawan dengan Kepuasan Kerja sebagai Variabel Intervening. Jenis penelitian ini adalah penelitian penjelasan (explanatory research) dengan pendekatan kuantitatif. Hipotesis (1) terdapat pengaruh yang signifikan antara Sistem Manajemen Keselamatan dan Kesehatan Kerja (X) terhadap Kinerja Karyawan (Y), (2) terdapat pengaruh yang signifikan antara Sistem Manajemen Keselamatan dan Kesehatan Kerja (X) terhadap Kepuasan Kerja (Z), (3) terdapat pengaruh yang signifikan antara Kepuasan Kerja (Z) terhadap Kinerja Karyawan (Y), (4) terdapat pengaruh Sistem Manajemen Keselamatan dan Kesehatan Kerja (X) terhadap Kinerja Karyawan (Y) dengan Kepuasan Kerja sebagai Variabel Intervening. Penelitian ini menjangkau seluruh karyawan PT. INDOLAKTO Purwosari dengan jumlah sampel sebesar 87 karyawan. Hasil analisis menunjukkan bahwa Sistem Manajemen Keselamatan Dan Kesehatan Kerja memiliki pengaruh positif dan signifikan terhadap Kinerja Karyawan, Sistem Manajemen Keselamatan Dan Kesehatan Kerja memiliki pengaruh positif dan signifikan terhadap Kepuasan Kerja, Kepuasan Kerja memiliki pengaruh positif dan signifikan terhadap Kinerja Karyawan, dan Kepuasan Kerja memediasi hubungan antara Sistem Manajemen Keselamatan Dan Kesehatan Kerja terhadap Kinerja Karyawan. Kаtа Kunci: Sistem Manajemen Keselamatan dan Kesehatan Kerja, Kepuasan Kerja, Kinerja Karyawan.

PENGARUH KOMITMEN ORGANISASIONAL TERHADAP TURNOVER INTENTION (Survei pada Karyawan Hotel Swiss-Belinn Malang) Titis Satwari; Mochammad Al Musadieq; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 40, No 2 (2016): NOVEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Several studies have found that hospitality industry become one of the industries that have a high employee turnover rate. The high employee turnover rate will affect the quality of services and costs from turnover and employee recruitment. Measuring employee turnover intention is needed to predict the actual turnover rate. The purpose of this study is to examine the influence of organizational commitment (i.e affective commitment, normative commitment, and continuance commitment) on turnover intention. The data were analyzed using multiple linear regression analysis. The results indicate that 1)Affective Commitment had no significant effect on Turnover Intention; 2)Normative Commitment had negative significant effect on Turnover Intention; 3)Continuance Commitment had negative significant effect on Turnover Intention; 4)Affective Commitment, commitment Normative, and Continuance Commitment simultaneously had negative significant effect on Turnover Intention. The findings of this study indicate that employees of Swiss-Belinn Malang have a high affective commitment, but still have the possibility to change jobs if there is a chance to get a better job. Key Words: Organizational Commitment, Affective Commitment, Continuance Commitment and Turnover Intention ABSTRAK Beberapa penelitian menemukan bahwa industri perhotelan menjadi salah satu industri yang memiliki tingkat turnover karyawan tinggi. Tingginya tingkat perputaran karyawan akan berdampak pada kualitas pelayanan dan biaya yang akan ditimbulkan dari pergantian dan rekruitmen karyawan. Pengukuran turnover intention karyawan diperlukan untuk mengetahui tingkat turnover yang sebenarnya. Tujuan dari penelitian ini adalah menguji pengaruh komitmen organisasional (komitmen afektif, komitmen normatif, dan komitmen berkelanjutan) terhadap turnover intention. Analisis data menggunakan analisis regresi linier berganda. Hasil penelitian menunjukkan bahwa 1) Komitmen Afektif berpengaruh tidak signifikan terhadap Turnover Intention; 2) Komitmen Normatif berpengaruh signifikan terhadap Turnover Intention; 3) Komitmen Berkelanjutan berpengaruh signifikan terhadap Turnover Intention; 4) Komitmen Afektif, Komitmen Normatif, dan Komitmen Berkelanjutan secara simultan berpengaruh signifikan terhadap Turnover Intention. Temuan dalam penelitian menunjukkan bahwa karyawan Hotel Swiss-Belinn Malang memiliki komitmen afektif yang diindikasikan tinggi, namun tetap memiliki kemungkinan untuk berpindah pekerjaan apabila ada kesempatan untuk memperoleh pekerjaan yang lebih baik. Kata Kunci: Komitmen Organisasional, Komitmen Afektif, Komitmen Normatif, Komitmen Berkelanjutan, Turnover Intention

STRATEGI SEKOLAH DALAM MENINGKATKAN KUALITAS SISWA UNTUK MENYIAPKAN TENAGA KERJA YANG BERKOMPETEN (Studi Pada SMK 3 Malang Jurusan Perhotelan) Agung Widhyanrama Nugraha; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 73, No 1 (2019): Agustus
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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This research was research background by the importance of considered school strategies to improve the quality of students reaching vocational schools. This research was conducted at SMK 3 Malang as one of the Vocational Special Interest Schools in Malang City with various Departments such as catering, fashion, hospitality accommodation, hair styling, skin beauty, and computer networking techniques. This research is a qualitative descriptive study that uses non-statistical data and is limited to, obtaining related information to complement the emergence. The formulation of the problems studied are: (1) How is the strategy to improve the quality of students through improved facilities and infrastructure? (2) How to improve the quality of students through curriculum enhancement? (3) How do school strategies improve the quality of students through collaboration with the private sector? (4) What factors, are supported and inhibited the improvement of school strategy in improving the quality of students to be competent workforce? The data sources of this research are informants and documents, while the types of data used are primary data and secondary data. Data collection techniques used are observation, interviews, and documents. Keywords: Strategy, Quality Of Students, Workforce АBSTRАK Penelitian ini dilatar belakangi oleh pentingnya mempertimbangkan strategi sekolah untuk meningkatkan kualitas siswa dan siswi lulusan SMK. Penelitian ini dilakukan di SMKN 3 Malang sebagai salah satu Sekolah minat khusus Kejuruan di Kota Malang dengan Berbagai Jurusan seperti tata boga, tata busana, akomodasi perhotelan, tata kecantikan rambut, tata kecantikan kulit, dan teknik komputer jaringan. Penelitian ini adalah penelitian deskriptif kualitatif menggunakan data-data non statistik dan terbatas sebagai upaya menghasilkan informasi yang mendalam untuk menyelesaikan permasalahan yang timbul. Rumusan masalah yang dikaji yaitu: (1) Bagaimana strategi sekolah dalam meningkatkan kualitas siswa melalui peningkatan sarana dan prasarana? (2) Bagaimana strategi sekolah dalam meningkatkan kualitas siswa melalui pengembangan kurikulum? (3) Bagaimana strategi sekolah dalam meningkatkan kualitas siswa melalui kerjasama dengan pihak swasta? (4) Faktor apa saja yang menjadi pendukung dan penghambat pengembangan strategi sekolah dalam meningkatkan kualitas siswa menjadi tenaga kerja yang berkompeten? Sumber data penelitian ini adalah informan dan dokumen, sedangkan jenis data yang digunakan dalah data primer dan data sekunder. Teknik pengumpulan data yang digunakan adalah observasi, wawancara, dan dokumen.. Kаtа Kunci: Strategi, Kualitas Siswa, Tenaga Kerja

PENGARUH LOCUS OF CONTROL TERHADAP KEPUASAN KERJA DAN KINERJA (Studi pada Karyawan Perusahaan Daerah Air Minum (PDAM) Kota Malang) Henis Fiqih Amalini; Mochammad Al Musadieq; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 35, No 1 (2016): JUNI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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The aim of this research is to analyze the impact of locus of control on employee’s job satisfaction and employees performance. The variables of this research are internal locus of control, external locus of control, job satisfaction, and performance of employees. This is an explanatory research with quantitative approach. The scope of this research is identified as all the employees of Perusahaan Daerah Air Minum (PDAM) Malang Area, with the number of sample are 79 employees. That sample is obtained by using Slovin formula. Data is collected directly from respondents using a questionnaire research instruments. Data analysis include descriptive analysis and path analysis which were processed using SPSS v 22.00. The research shows that internal locus of control significantly influence employee’s job satisfaction and employees performance, external locus of control has negative and not significant influence toward employee’s job satisfaction and employees performance, employee’s job satisfaction has no significant influence toward employees performance. The direct effect of internal locus of control toward employees performance is greater than indirect effect through employee’s job satisfaction and employee’s job satisfaction was not mediated the relation between internal locus of control toward employees performance, so do the external locus of control toward employees performance. Keywords : Internal Locus of Control, External Locus of Control, Employee’s Job Satisfaction, Employees Performance ABSTRAK Penelitian ini bertujuan untuk mengetahui pengaruh locus of control terhadap kepuasan kerja dan kinerja karyawan. Variabel penelitian ini meliputi internal locus of control, external locus of control, kepuasan kerja karyawan, dan kinerja karyawan. Penelitian ini merupakan penelitian penjelasan dengan pendekatan kuantitatif. Penelitian ini menjangkau seluruh karyawan Perusahaan Daerah Air Minum (PDAM) Kota Malang dengan jumlah sampel sebesar 79 karyawan. Sampel tersebut diperoleh dengan menggunakan rumus Slovin. Data diperoleh langsung dari responden dengan instrumen penelitian menggunakan angket. Analisis data meliputi analisis deskriptif dan analisis jalur yang diolah menggunakan SPSS versi 22.00. Penelitian ini menunjukkan bahwa internal locus of control berpengaruh signifikan terhadap kepuasan kerja karyawan maupun kinerja karyawan, external locus of control berpengaruh negatif dan tidak signifikan terhadap kepuasan kerja karyawan maupun kinerja karyawan, dan kepuasan kerja karyawan berpengaruh tidak signifikan terhadap kinerja karyawan. Pengaruh langsung internal locus of control terhadap kinerja karyawan lebih besar daripada pengaruh tidak langsung melalui kepuasan kerja karyawan dan kepuasan kerja karyawan tidak memediasi hubungan antara internal locus of control terhadap kinerja karyawan, begitu juga external locus of control terhadap kinerja karyawan. Kata Kunci : Internal Locus of Control, External Locus of Control, Kepuasan Kerja Karyawan, Kinerja Karyawan

ANALYSIS OF RECRUITMENT AND SELECTION IN FAMILY-OWNED SMALL MEDIUM ENTERPRISES Human Hardy; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 54, No 1 (2018): JANUARI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Tujuan penelitian ini adalah untuk mendeskripsikan dan menganalisis mengenai: 1) Kemampuan dan kualitas pelamar seperti apa yang dicari oleh pelaku bisnis UKM berbasis perusahaan keluarga. 2) Metode rekrutmen yang diterapkan pada UKM. 3) Metode seleksi yang diterapkan pada UKM 4) Bagaimana pelaku bisnis UKM berbasis perusahaan keluarga melakukan proses penilaian terhadap kemampuan yang dimiliki oleh pelamar. 5) Tantangan apa saja yang dihadapi oleh pelaku bisnis UKM berbasis perusahaan keluarga dalam proses rekrutmen. 6) Tantangan apa saja yang dihadapi oleh perusahaan keluarga dalam proses seleksi. Penelitian ini menggunakan metode penelitian deskriptif dengan pendekatan kualitatif. Pengumpulan data dilakukan melalui wawancara dan observasi. Total dari pertisipan wawancara adalah sembilan orang, terdiri dari tiga pemilik usaha, tiga manajer dan tiga pegawai level bawah. Wawancara dilakukan di Golden MM (retail), Omah Kentang (rumah makan), dan Rotterdam Bakery (pabrik roti), Batu, Jawa Timur. Teknik analisis data menggunakan model interaktif Miles Huberman dan Saldana (2014) yang terdiri dari pengumpulan data, kondensasi data, penyajian data, dan penarikan kesimpulan. Hasil penelitian ini menunjukkan bahwa UKM berbasis perusahaan keluarga menggunakan jalur rekrutmen internal promosi dengan kecenderungan menempatkan anggota keluarga mereka sendiri untuk mengisi posisi strategis, serta jalur rekrutmen eksternal walk-ins, rekomendasi pegawai internal, iklan, dan nepotisme. Kata Kunci: UKM, Perusahaan Keluarga, Rekrutmen, Seleksi ABSTRACT The aims of this research are to analyze: 1) Skills and qualities required by SMEs. 2) Recruitment methods in SMEs. 3) Selection methods in SMEs. 4) SMEs assessment process of the possession of skills from the applicant. 5) Challenges of recruitment implementation in SMEs. 6) Challenges of selection implementation in SMEs. This research uses a descriptive qualitative method as the research’s method. The data was collected through in depth interviews and observation. The interviews were conducted in Golden MM (retail store), Omah Kentang (restaurant), and Rotterdam Bakery (bread factory), Batu, East Java. Total of research participants are nine people, consisted of three owners, three managers and three bottom level employees. The data were analyzed using an interactive model of Miles, Huberman and Saldana (2014). The analysis steps are data collection, condensation, data presentation, and conclusion. The results of this research showed that family-owned SMEs were using internal recruitment (.i.e. promotion) with a tendency to place the family member in strategic position in the organization, and using external recruitment (.i.e. walk-in interview, employee recommendation, advertising, and nepotism). Selection method used in family-owned SMEs are administratives test and knowledge and skill test through contract period. Key Word: SME, Family Business, Recruitment, Selection

PENGARUH BALANCED SCORECARD DAN KNOWLEDGE MANAGEMENT TERHADAP KINERJA KARYAWAN DAN KINERJA PERUSAHAAN (Studi pada Karyawan PT Semen Indonesia (Persero) Tbk) Aqli Yassin; Mochammad Al Musadieq; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 33, No 2 (2016): APRIL
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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This study examines the effect of balanced scorecard and knowledge management on employee performance and company performance of PT Semen Indonesia (Persero) Tbk. The balanced scorecard is measured from the perspectives of internal business processes, learning and growth, while knowledge management capability is measured from the knowledge infrastructure. Seven hypotheses are formulated related to the research objectives. This study uses a quantitative approach and is the type of research explanation. Data is collected using a survey questionnaire (online and writing), of 240 questionnaires (150 online and 90 written) were distributed, 101 questionnaires were returned. To test the hypothesis, testing the path analysis using SPSS version 20.00. Prior to the hypotheses testing, validity and reliability were examined. This study shows that the balanced scorecard has significant effect on the performance of the employee, but no significant effect on the company's performance. It is also found that knowledge management has significant influence on employee performance and company performance. Employee performance is also significantly influence the company's performance. Keywords : Balanced Scorecard, Knowledge Management, Employees Performance, Company’s Performance ABSTRAK Penelitian ini mengkaji pengaruh dari balanced scorecard dan knowledge management terhadap kinerja karyawan dan kinerja perusahaan PT Semen Indonesia (Persero) Tbk. Balanced scorecard diukur dari perspektif proses bisnis internal dan perspektif pembelajaran dan pertumbuhan, sedangkan knowledge management diukur dari kapabilitas infrastruktur pengetahuan (knowledge infrastruktur capability). Tujuh hipotesis diformulasikan terkait dengan tujuan penelitian. Penelitian ini menggunakan pendekatan kuantitatif dan merupakan jenis penelitian penjelasan. Pengumpulan data dilakukan menggunakan angket (online dan tertulis), dari 240 angket (150 online dan 90 tertulis) yang disebar, 101 angket dikembalikan. Untuk menguji hipotesis, dilakukan pengujian analisis jalur dengan menggunakan SPSS versi 20.00. sebelum pengujian hipotesis, dilakukan pengujian uji validitas dan reliabilitas. Penelitian ini menunjukan bahwa balanced scorecard berpengaruh signifikan terhadap kinerja karyawan, namun tidak berpengaruh signifikan terhadap kinerja perusahaan. Sementara knowledge management berpengaruh signifikan terhadap kinerja karyawan maupun kinerja perusahaan. Kinerja karyawan juga berpengaruh signifikan terhadap kinerja perusahaan. Kata Kunci : Balanced Scorecard, Knowledge Management, Kinerja karyawan, Kinerja Perusahaan

ANALISIS PENYESUAIAN BUDAYA PADA KONTEKS MNC (Studi Kasus Pada Karyawan Pt.Kaltim Methanol Industri) Langlang Gumelar Prameswara; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 53, No 1 (2017): DESEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Globalization has influenced the development of multinational companies in Indonesia. It was apparent that Indonesian economic was going more global and giving bigger chance for the entry of expatriates with international assignment. The increasing number of expatriates was indicated by higher level of Foreign Direct Investment (FDI). Working at Indonesia-based multinational companies has produced unfavorable implications to either expatriates or local employees. Problems were emerging including feeling a shock after facing different work culture and having a stress at work as a result. Preliminary researches have asserted that cultural adaptation should be the exit way to deal with cross distance. This research was then aimed to understand the impact of cultural adaptation that causes work stress among expatriates and local employees.The data was sathered mainly though indept interview. This research was focused on expatriates and local employees in adapting themselves to different culture. Self-adaptation may influence the degree of work stress. Research was conducted at PT. Kaltim Methanol Industri with expatriates and local employees as the participant of research. Data collection technique was done with interview and observation. Kеywords: Cultural Compatibility, Multinational Company, Expatriat АBSTRАK Globalisasi pada saat ini mempengaruhi perkembangan perusahaan Multinasional yang ada di Indonesia. Indonesia semakin terlibat dalam ekonomi yang lebih global, sehingga membuka peluang besar bagi masuknya ekspatriat yang melakukan penugasan internasional. Peningkatan jumlah ekspatriat di indikasi dengan tingginya Foreign Direct Investmen (FDI).Bаnyаknyа jumlаh еkspаtriаt yаng mеmаsuki pеrusаhааn Multinаsionаl di Indonеsiа mеnjаdikаn kеndаlа bаgi kаryаwаn lokаl dаn еkspаtriаt. Kеndаlа yаng dirаsаkаn аkаn bеrаkibаt strеss dаlаm bеkеrjа, mеmаsuki budаyа yаng bеrbеdа mеmbuаt individu mеnjаdi orаng аsing di budаyа tеrsеbut. Hаl ini dаpаt mеnimbulkаn individu tеrkеjut dеngаn budаyа yаng bеrbеdа dаn strеs. Bеbеrаpа pеnеlitiаn tеrdаhulu mеnyimpulkаn bаhwа pеnyеsuаiаn budаyа mеnjаdi jаlаn kеluаr untuk mеngаtаsi cross distаncе. Pеnеlitiаn ini bеrtujuаn untuk mеngеtаhui dаmpаk pеnyеsuаiаn budаyа yаng bеrаkibаt pаdа strеss kеrjа kаryаwаn dаn еkspаtriаt.Pеnеlitiаn ini mеrupаkаn pеnеlitiаn dеskriptif dеngаn pеndеkаtаn kuаlitаtif. Pеnеlitiаn ini bеrfokus pаdа cаrа kаryаwаn lokаl dаn еkspаtriаt dаlаm mеnyеsuаikаn diri tеrhаdаp budаyа yаng bеrbеdа yаng nаntinyа pеnyеsuаiаn diri аkаn bеrpеngаruh tеrhаdаp strеss kеrjа. Pеnеlitiаn ini dilаkukаn di PT. Kаltim Mеthаnol Industri dеngаn kаryаwаn lokаl dаn еkspаtriаt sеbаgа ipаrtisipаn.Tеknik pеngumpulаn dаtа dilаkukаn dеngаn cаrа wаwаncаrа dаn obsеrvаsi. Kаtа Kunci: Kеsеsuаiаn Budаyа, Pеrusаhааn Multinаsionаl, Еkspаtriаt

PENGARUH BEBAN KERJA TERHADAP STRES KERJA DENGAN WORK LIFE BALANCE SEBAGAI VARIABEL INTERVENING (Studi Pada Dinas Sosial Provinsi Jawa Timur Surabaya) Denizia Rizky; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 61, No 4 (2018): AGUSTUS
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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The aim of this research is to analyze the impact of workload on job stres with work life balance as the intervening variable. This is an explanatory research with quantitative approach. The variables of this research are workload, job stress, and work life balance. Hypotheses are (1) There is a significant influence of Workload (X) on Job Stress (Y), (2) There is a significant influence of Workload (X) on Work Life Balance (Z), (3) There is a significant influence of Work Life Balance (Z) on Job Stress (Y), (4) There is a significant influence of Workload (X) on Job Stress(Y) with work life balance (Z) as the intervening variable. The sample size are 60 employees. Data was collected directly from respondents using a questionnaire research instruments. To test the hypotheses, a path analysis was conducted using SPPS v 21. The results showed that 1) There was a positive effect of workload on job stress, 2) There was a negative effect of workload on work life balance, 3) There was a negative effect of work life balance on job stress, 4) work life balance was confirmed as a mediating variable on the effect of workload on job stress in Dinas Sosial provinsi Jawa Timur Surabaya. Kеywords: Work Load, Job Stress, Work Life Balance АBЅTRАK Penelіtіan іnі bertujuan untuk menganalіѕіѕ pengaruh beban kerja terhadap ѕtreѕ kerja dengan work lіfe balance ѕebagaі varіabel іntervenіng. Jenіѕ penelіtіan іnі adalah penelіtіan penjelaѕan (explanatory reѕearch) dengan pendekatan kuantіtatіf. Varіabel dalam penelіtіan іnі melіputі Beban Kerja, Ѕtreѕ Kerja, dan work lіfe balance. Hіpoteѕіѕ (1) adanya pengaruh yang ѕіgnіfіkan darі Beban Kerja (X) terhadap Ѕtreѕ Kerja (Y) pada karyawan, (2) adanya pengaruh yang ѕіgnіfіkan darі Beban Kerja (X) terhadap Work Lіfe Balance (Z) pada karyawan. (3) adanya pengaruh yang ѕіgnіfіkan darі Work Lіfe Balance (Z) Terhadap Ѕtreѕ Kerja (Y) pada pada karyawan, (4) adanya pengaruh beban kerja terhadap ѕtreѕ kerja dengan work lіfe balance ѕebagaі varіabel іntervenіng. Penelіtіan іnі menjangkau ѕeluruh karyawan Dіnaѕ Ѕoѕіal Provіnѕі Jawa Tіmur Ѕurabaya dengan jumlah ѕampel ѕebeѕar 60 karyawan. Data dіperoleh langѕung darі reѕponden dengan іnѕtrument penelіtіan menggunakan kueѕіoner. Analіѕіѕ data melіputі analіѕіѕ deѕkrіptіf dan analіѕіѕ jalur (path) yang dіolah menggunakan ЅPЅЅ verѕі 21. Hasil dari penelitian ini menunjukan bahwa 1) terdapat pengaruh positif Beban kerja terhadap Stres Kerja, 2) terdapat pengaruh negatif Beban Kerja terhadap work life balance, 3) terdapat pengaruh negatif work life balance terhadap Stres Kerja, 4) Work life balance terbukti sebagai variabel intervening pada pengaruh Beban kerja Terhadap Stres Kerja pada Dinas Sosial Provinsi Jawa Timur Surabaya. Kаtа Kuncі: Beban Kerja, Ѕtreѕ Kerja, dan Work Lіfe Balance.

THE EFFECT OF INTERPERSONAL LEADERSHIP ON EMPLOYEE ENGAGEMENT THROUGH ORGANIZATIONAL IDENTIFICATION AS THE INTERVENING VARIABLE Study on Employee of PT Bank X Medan City Nasya Zuniga; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 60, No 3 (2018): JULI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Penelitian ini bertujuan untuk menjelaskan pengaruh Interpersonal Leaderhip terhadap Organizational Identification, menjelaskan pengaruh Organizational Identification terhadap Employee Engagement, dan menjelaskan pengaruh Interpersonal Leaderhip terhadap Employee Engagement melalui Organizational Identification sebagai variabel intervening.Penelitian ini adalah eksplanatori (explanatory research) dengan pendekatan kuantitatif. Variabel pada penelitian ini terdiri dari Interpersonal Leadership, Organizational Identification, dan Employee Engagement. Kriteria populasi dalam penelitian ini adalah karyawan yang memiliki pemimpin atau karyawan yang jabatannya berada di atas karyawan tersebut dan berada di Kota Medan pada saat dilakukannya penelitian. Teknik pengambilan sampel yang digunakan adalah purposive sampling dan metode pengumpulan data melalui kuesioner secara tidak langsung (online) kepada 77 responden yang sesuai dengan kriteria populasi. Hasil penelitian menunjukkan bahwa Interpersonal Leadership berpengaruh secara signifikan terhadap Organizational Identification, Organizational Identification memiliki pengaruh yang signifikan terhadap Employee Engagement, dan Interpersonal Leadership berpengaruh signifikan terhadap Employee Engagement melalui Organizational Identification sebagai variabel intervening. Berdasarkan hasil penelitian, sebaiknya perusahaan Bank X dapat meningkatkan kegiatan yang meningkatkan kesadaran akan pentingnya peran seorang pemimpin yang mempunyai interpersonal dan juga organizational identification. Selain itu perlu adanya peningkatan pada pemimpin-pemimpin di perusahaan untuk meningkatkan employee engagement. Kаtа Kunci: Interpersonal Leadership, Organizational Identification, dan Employee Engagement ABSTRACT The aims of this research are to analyze the effect of Interpersonal Leadership on Organizational Identification, explain the effect of Organizational Identification on Employee Engagement, and explain the effect of Interpersonal Leadership on Employee Engagement through Organizational Identification as the intervening variable. This research is an explanatory research with quantitative approach. The variables of the research are Interpersonal Leadership, Organizational Identification, and Employee Engagement. The criteria of population are employees who have a leader or an employee who has a job level above them. The sampling technique for this research was using purposive sampling and the data collection method by distributing questionnaire indirectly (online) to 77 respondents according to population criteria. The results showed that Interpersonal Leadership has significant effect on Organizational Identification, Organizational Identification has significant effect on Employee Engagement, and Interpersonal Leadership has significant effect on Employee Engagement through Organizational Identification as intervening variable. Based on the results of this research, it would be better if the corporate or Bank X can enhance activities that raise awareness of the importance of the role of leader who has interpersonal and organizational identification. In addition, it is necessary to increase the interpersonal leadership to the human resources in the company to increase employee engagement. Kеywords: Interpersonal Leadership, Organizational Identification, and Employee Engagement

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