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PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP KINERJA KARYAWAN DENGAN EMPLOYEE ENGAGEMENT SEBAGAI VARIABEL INTERVENING (Studi pada Karyawan PT. Pos Indonesia Kota Madiun) Nurmalia Ariarni; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 50, No 4 (2017): SEPTEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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The aim of this research is to analyze the influence of perceived organizational support (POS) on employee performance mediated by employee engagement. The respondents of this research were 62 employees of PT. Pos Indonesia Madiun City. To test the hypotheses, a hierarchical regression analysis was conducted using SPSS version 21. The result showed that 1) there was a positive effect of perceived organizational support on employee engagement 2) there was a positive effect of perceived organizational support on employee performance 3) there was a positive effect of employee engagement on employee performance. In addition, 4) employee engagement was confirmed as a mediating variable on the effect of perceived organizational support on employee performance in PT. Pos Indonesia Madiun City. Key words : perceived organizational support (POS), employee engagement, employee performance. ABSTRAK Tujuan penelitian ini adalah untuk menganalisis pengaruh perceived organizational support (POS) terhadap kinerja karyawan yang dimediasi oleh employee engagement. Responden dalam penelitian ini adalah 62 karyawan PT. Pos Indonesia Kota Madiun. Untuk menguji hipotesis menggunakan hierarchial regression analysis dengan bantuan SPSS versi 21. Hasil penelitian ini menunjukkan bahwa: 1) terdapat pengaruh positif perceived organizational support terhadap employee engagement 2) terdapat pengaruh positif perceived organizational support terhadap kinerja karyawan, 3) terdapat pengaruh positif employee engagement terhadap kinerja karyawan. Selain itu 4) employee engagement terbukti sebagai variabel mediasi pada pengaruh perceived organizational support terhadap kinerja karyawan di PT. Pos Indonesia Kota Madiun. Kata Kunci: perceived organizational support (POS), employee engagement, kinerja karyawan.

PENGARUH BEBAN KERJA DAN DUKUNGAN SUPERVISOR TERHADAP STRES KERJA (Studi pada karyawan PT. SMI/ Seluler Media Infotama, Kota Bontang, Kalimantan Timur) Nalendra Akbar Sudrajat; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 67, No 1 (2019): FEBRUARI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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The objective of research is to describe aadn explain the significant influence of variable workload (X1) and supervisor support (X2) on job stress (Y) Research type is explanatory reseach with quantitative approach. Sampeling studied were 34 employees of PT. SMI/ Seluler Media Infotama , Bontang city, east Kalimantan). Data analysis uses descriptive and multiple linear analysis so that variable workload (X1) on job stress (Y) has beta coefficient amount 0,332 with significant 0,000. Variable supervisor support (X2) on job stress (Y) has beta coefficient amount 1,471 with significant 0,000. Suggestions given to the company's author is better the company increased supervisor support to employees. Some efforts that can be done is to provide motivation and approach to employees, understand the problems and complaints subordinates and provide rewards or bonuses for employees who excel. Researchers hope the results of this study can be used as a reference for PT. SMI / Cellular Media Infotama, Bontang City, East Kalimantan) in improving supervisor support. Keywords : Workload, supervisor support, job stress АBSTRАK Penelitian ini bertujuan untuk mendeskripsikan dan menjelaskan pengaruh variabel beban kerja (X1) dan dukungan supervisor (X2) terhadap stres kerja (Y) Jenis penelitian yang digunakan dalam penelitian ini adalah penelitian penjelasan dengan menggunakan pendekatan kuantitatif. Sampel yang diambil sebanyak 34 karyawan PT. SMI/ Seluler Media Infotama , Kota Bontang, Kalimantan Timur). Nilai yang diperoleh dari ananlisi linier berganda menunjukan pengaruh variabel beban kerja (X1) terhadap stres kerja (Y) memiliki koefisien beta 0,332 sebesar signifikansi 0,000. Variabel dukungan supervisor (X2) terhadap stres kereja (Y) memiliki koefisien beta 1,471 dengan nilai signifikansi 0,000. Saran yang diberikan penulis kepada perusahaan adalah sebaiknya pihak perusahaan meningkatkan dukungan supervisor kepada karyawan. Beberapa usaha yang dapat dilakukan adalah memberikan motivasi dan melakukan pendekatan kepada karyawan, memahami masalah dan keluhan bawahan serta memberikan reward atau bonus bagi karyawan yang berprestasi. Peneliti berharap hasil penelitian ini dapat dijadikan acuan untuk PT. SMI/ Seluler Media Infotama , Kota Bontang, Kalimantan Timur) dalam meningkatkan dukungan supervisor. Kata kunci : Beban kerja, dukungan supervisor, stress kerja

PENGARUH GOOD CORPORATE GOVERNANCE TERHADAP KINERJA (Studi Pada Karyawan PT Pos Indonesia (Persero) Tuban) Jayanti Ike Febriani; Mochammad Al Musadieq; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 32, No 1 (2016): MARET
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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This research examines the impact of Good Corporate Governance (GCG) on employees performance of PT Pos Indonesia (Persero) Tuban, East Java. The GCG was measured in the contet of fairness, transparancy, accountability and responsibility. Five hypotheses were formed to address the research aim. A quantitive approach was undertaken in this research. The data were gathered using structured questionaires. Of the 64 quesionaires distributed, 64 surveys were returned, for a response rate of 100%. To test the hypotheses, a regression analysis was conducted using SPSS version 17.00. Prior to the hypotheses testing, preliminary analysis which include validity, reliability, and regression asumption were done. Finding emerging from this research indicate that GCG (i.e., fairness, transparancy, accountability and responsibility) have positive impact on employees performance. Keywords: Good Corporate Governance, Fairness, Transparancy, Accountability, Responsibility and Employee Performance ABSTRAK Penelitian ini mengkaji pengaruh dari Good Corporate Governance (GCG) terhadap kinerja karyawan PT Pos Indonesia (Persero) Tuban, Jawa Timur. GCG diukur dari segi keadilan, transparansi, akuntabilitas dan tanggung jawab. Lima hipotesis diformulasikan terkait dengan tujuan penelitian ini. Penelitian ini menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan menggunakan kuesioner, dari 64 kuesioner yang dibagikan, 64 kuesioner dikembalikan dengan tingkat tanggapan 100%. Untuk menguji hipotesis, analisis regresi dilakukan dengan menggunakan SPSS versi 17.00. Sebelum pengujian hipotesis, dilakukan pengujian uji validitas, reliabilitas dan asumsi klasik regresi. Penelitian ini menunjukkan bahwa GCG (yaitu fairness, transparancy, accountability dan responsibility) memiliki pengaruh positif terhadap kinerja karyawan. Kata Kunci : Good Corporate Governance, Fairness, Transparancy, Accountability, Responsibility dan Kinerja Karyawan

INDIVIDUAL RELIGIOSITY AND ITS IMPACT ON AFFECTIVE COMMITMENT IN SHARIA BANKING SECTOR: RELIGIOSITY SUPPORT AS A MEDIATOR VARIABLE Cahyo Dwi Safitri; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 61, No 4 (2018): AGUSTUS
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Tujuan penelitian ini adalah untuk mengetahui pengaruh religiusitas individu terhadap komitmen afektif yang dimediasi oleh dukungan religiusitas. Data dikumpulkan dengan menyebarkan 90 kuesioner pada dua bank syariah di Malang, Indonesia dan 74 kuesioner digunakan sebagai sampel. Analisis jalur digunakan untuk menguji model secara statistik. pengukuran variabel dukungan religiusitas penelitian ini dikembangkan oleh peneliti dalam penelitian terpisah. Analisis faktor digunakan untuk menguji validitas masing-masing indikator variabel dukungan religiusitas. Hasil penelitian ini menunjukkan bahwa: 1) religiusitas individu memiliki dampak yang signifikan terhadap dukungan religiusitas dan komitmen afektif; 2) dukungan religiusitas memiliki dampak yang signifikan terhadap komitmen afektif; dan 3) dukungan religiusitas bertindak sebagai variabel mediator antara religiusitas individu dan komitmen afektif. Kata Kunci: Religiusitas Individu, Dukungan Religiusitas, Akomodasi Religius, dan Komitmen Afektif ABSTRACT The objectives of this research are to investigate the effect of individual religiosity on affective commitment which mediated by religiosity support. Data were collected by distributing 90 questionnaires on two sharia banks in Malang, Indonesia and 74 questionnaires were used as the sample. Path analysis was used to statistically test the model. The measurement of religiosity support variable of this research was developed by researcher in a separate research. Factor analysis was used to test the validity of each indicator of religiosity support variable. The results of this research revealed that: 1) individual religiosity has a significant impact on religiosity support and affective commitment; 2) religiosity support has a significant impact on affective commitment; and 3) religiosity support mediated the relationship between individual religiosity and affective commitment. Keywords: Individual Religiosity, Religiosity Support, Religious Accommodation, and Affective Commitment

THE EFFECT OF FAMILY-SUPPORTIVE SUPERVISORY BEHAVIOR (FSSB) ON EMPLOYEE ENGAGEMENT THROUGH WORK INTERFERENCE WITH FAMILY (WIF) AND FAMILY INTERFERENCE WITH WORK (FIW) (Study on Nurse of RS Tentara Tk. IV Wirasakti Kupang City) Antonius Ewaldo Primus Pareira; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 60, No 3 (2018): JULI
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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Penelitian ini dilakukan untuk melihat pengaruh langsug dari family-supportive supervisory behavior (FSSB) terhadap work interference with family (WIF), family interference with work (FIW) dan employee engagement. Selain itu juga untuk melihat pengaruh tidak langsung dari family-supportive supervisory behavior (FSSB) terhadap employee engagement melalui work interference with family (WIF) dan family interference with work (FIW). Tіpe penelіtіan іnі adalah explanatory reѕearch dengan pendekatan kuantіtatіf menggunakan analіѕіѕ jalur. Haѕіl penelitian menunjukan (1) famіly-ѕupportіve ѕupervіѕory behavіor (FЅЅB) berpengaruh signifikan terhadap work іnterference wіth famіly (WІF) (2) famіly-ѕupportіve ѕupervіѕory behavіor (FЅЅB) berpengaruh signifikan terhadap famіly іnterference wіth work (FІW) (3) famіly-ѕupportіve ѕupervіѕory behavіor (FЅЅB) berpengaruh signifikan terhadap employee engagement (4) famіly-ѕupportіve ѕupervіѕory behavіor (FЅЅB) tidak berpengaruh signifkan terhadap employee engagement melaluі work іnterference wіth famіly (WІF) (5) famіly-ѕupportіve ѕupervіѕory behavіor (FЅЅB) berpengaruh signifikan terhadap employee engagement melaluі famіly іnterference wіth work (FІW). Kаtа Kuncі: Famіly-Ѕupportіve Ѕupervіѕory Behavіor (FЅЅB), Work Іnterference wіth Famіly (WIF), Famіly Іnterference wіth Work (FІW), Employee Engagement. ABSTRACT This research was conducted to observe the direct effect of family-supportive supervisory behavior (FSSB) on work interference with family (WIF), family interference with work (FIW) and employee engagement. Moreover to observe the indirect effect of family-supportive supervisory behavior (FSSB) on employee engagement through work interference with family (WIF) and family interference with work (FIW). This research is an explanatory research with quantitative approach used path analysis method. The result shows that (1) family-supportive supervisory behavior (FSSB) has significant effect on work interference with family (WIF) (2) family-supportive supervisory behavior (FSSB) has significant effect on family interference with work (FIW) (3) family-supportive supervisory behavior (FSSB) has significant effect on employee engagement (4) family-supportive supervisory behavior (FSSB) has not significant effect on employee engagement through work interference with family (WIF) (5) family-supportive supervisory behavior (FSSB) has significant effect on employee engagement through family interference with work (FIW). Kеywords: Family-Supportive Supervisory Behavior (FSSB), Work Interference with Family (WIF), Family Interference with Work (FIW), Employee Engagement.

PERCEIVED ORGANIZATIONAL SUPPORT DAN PENGARUHNYA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN JOB SATISFACTION SEBAGAI VARIABEL INTERVENING (Studi pada Karyawan Jawa Timur Park 1) Lailiy Anisatul Maula; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 50, No 4 (2017): SEPTEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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The aim of this research is to analyze the influence of perceived organizational support (POS) on organizational citizenship behavior (OCB) mediated by job satisfaction. The respondents of this research were 174 employees of Jawa Timur Park 1. To test the hypotheses a hierarchical regression analysis was conducted using SPSS version 21. The result showed that 1) there was a positive effect of perceived organizational support on job satisfaction 2) there was a positive effect of perceived organizational support on organizational citizenship behavior 3) there was a positive effect of job satisfaction on organizational citizenship behavior. In addition, 4) job satisfaction was confirmed as a mediating variable on the effect of perceived organizational support on organizational citizenship behavior in Jawa Timur Park 1. Keywords: Perceived Organizational Support, Job Satisfaction, Organizational Citizenship Behavior. ABSTRAK Tujuan penelitian ini adalah untuk menganalisis pengaruh perceived organizational support (POS) terhadap organizational citizenship behavior (OCB) yang dimediasi oleh job satisfaction. Responden dalam penelitian ini adalah 174 karyawan Jawa Timur Park 1. Untuk menguji hipotesis menggunakan hierarchial regression analysis dengan bantuan SPSS versi 21. Hasil penelitian ini menunjukkan bahwa: 1) terdapat pengaruh positif perceived organizational support terhadap job satisfaction2) terdapat pengaruh positif perceived organizational support terhadap organizational citizenship behavior, 3) terdapat pengaruh positif job satisfaction terhadap organizational citizenship behavior. Selain itu 4) job satisfaction terbukti sebagai variabel mediasi pada pengaruh perceived organizational support terhadap organizational citizenship behavior di Jawa Timur Park 1. Kata Kunci: Perceived Organizational Support, Job Satisfaction, Organizational Citizenship Behavior.

PENGARUH SELF EFFICACY TERHADAP IN-ROLE PERFORMANCE KARYAWAN DENGAN MOTIVASI KERJA SEBAGAI VARIABEL MODERATOR (Studi pada Karyawan Bank Central Asia KCU Borrobudur Malang) Dwi Sugmawati; 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 self efficacy on employees in-role performance with job motivation as the moderation variable. This is an explanatory research with quantitative approach. The variables of this research are self efficacy, employees in-role performance, and job motivation. Sample size of this research was 45 employees of Bank Central Asia KCU Borobudur Malang. Data is collected directly from respondents using a questionnaire research instruments. To test the hypotheses, a moderation regression analysis was conducted using SPPS version 21. The result showed that : (1) there was a positive and significant effect of self efficacy (X) on employees in-role performance (Y); (2) job motivation (Z) has a insignificant effect on employees in-role performance (Y); (3) there are an interaction effect between self efficacy (X) with job motivation (Z) as a moderation variable on employees in-role performance (Y) in Bank Central Asia KCU Borobudur Malang. Kеywords: Self Efficacy, Employees In-role Performance, Job Motivation АBSTRАK Penelitian ini bertujuan untuk menganalisis pengaruh self efficacy terhadap in-role performance karyawan dengan motivasi kerja sebagai variabel moderator. Jenis penelitian ini adalah penelitian penjelasan (explanatory research) dengan pendekatan kuantitatif. Variabel dalam penelitian ini meliputi self efficacy, In-role Performance karyawan, dan motivasi kerja. Ukuran sampel penelitian ini adalah 45 karyawan Bank Central Asia KCU Borobudur Malang. Data diperoleh langsung dari responden dengan instrumen penelitian menggunakan kuesioner. Untuk menguji hipotesis menggunakan moderation regression analysis dengan bantuan SPSS versi 21. Hasil penelitian ini menunjukkan bahwa : (1) terdapat pengaruh positif dan signifikan self efficacy (X) terhadap In-role Performance karyawan (Y); (2) motivasi kerja (Z) mempunyai pengaruh secara tidak signifikan terhadap In-role Performance karyawan (Y); (3) terdapat pengaruh antara interaksi self efficacy (X) dengan motivasi kerja (Z) sebagai variabel moderator terhadap In-role Performance karyawan (Y) di Bank Central Asia KCU Borobudur Malang. Kаtа Kunci: Self Efficacy, In-role Performance Karyawan, dan Motivasi Kerja.

Pengaruh Dukungan Supervisor Terhadap Work Family Conflict Wike Wike; Endah Setyowati; Tri Wulida Afrianty; Tulus Sabrina
Wacana Journal of Social and Humanity Studies Vol. 19 No. 2 (2016)
Publisher : Sekolah Pascasarjana Universitas Brawijaya

Penelitian empiris di bidang work family conflict (konflik antara kerja dan keluarga) menunjukkan bahwa work family conflict memiliki dampak yang negatif terhadap individu, keluarga dan organisasi. Penelitian mengenai dampak dukungan organisasi (work life balance policies dan FSSB) terhadap karyawan sampai saat ini didominasi oleh penelitian di konteks western countries. Disebabkan adanya perbedaan sosial dan kultural, hasil penelitian yang terkait dengan topik pekerjaan dan keluarga yang dilakukan dalam konteks tersebut mungkin saja tidak berlaku di negara non-western (termasuk di Indonesia). Sehingga tujuan dari penelitian ini adalah untuk menguji pengaruh dukungan supervisor yang suportif terhadap keluarga (family supporrtive supervisor behaviour/FSSB) terhadap tingkat konflik antara pekerjaan dan keluarga dalam konteks Indonesia. Populasi penelitian ini adalah tenaga pengajar (dosen) wanita (berkeluarga) di lingkungan Universitas Brawijaya, Malang. Konteks universitas/perguruan tinggi dipilih dengan alasan adanya peningkatan yang signifikan mengenai jumlah tenaga pengajar wanita di perguruan tinggi di Indonesia yang menyebabkan isu work family conflict merupakan salah satu isu yang penting di lingkungan perguruan tinggi di Indonesia. Disamping itu, tenaga pengajar di perguruan tinggi memiliki beban kerja yang relatif tinggi sehingga merupakan konteks yang relevan untuk meneliti work family conflict, namun penelitian dalam konteks ini masih terbatas.Â

Pengaruh Family Supportive Supervisor Behavior terhadap Kepuasan Kerja melalui Work Life Balance dan Employee Engagement Jundah Ayu Permatasari; Umar Nimran; Tri Wulida Afrianty
Matrik : Jurnal Manajemen, Strategi Bisnis dan Kewirausahaan Volume 14 Nomor 1 Tahun 2020
Publisher : Universitas Udayana

Penelitian ini bertujuan untuk menjelaskan pengaruh family supportive supervisor behavior (FSSB) terhadap work life balance (WLB), employee engagement dan kepuasan kerja pada perawat yang berstatus telah berkeluarga dan menjalani pekerjaan dengan sistem shift. Penelitian ini melibatkan 101 perawat RSUD Dr. Saiful Anwar Malang yang berada pada instalasi rawat inap (IRNA 1 dan IRNA 2) untuk menanggapi kuesioner. Teknik analisis data yang digunakan dalam penelitian ini adalah analisis statistik deskriptif dan teknik analisis jalur (path analysis) menggunakan SPSS 16.0. Temuan dalam penelitian ini menunjukkan bahwa FSSB tidak berpengaruh signifikan terhadap WLB, namun FSSB berpengaruh signifikan terhadap employee engagement dan kepuasan kerja

ANALISIS PELATIHAN DAN PENGEMBANGAN SUMBER DAYA MANUSIA DI FEMALE DAILY NETWORK Rizky Vizzya; Tri Wulida Afrianty
Jurnal Administrasi Bisnis Vol 50, No 6 (2017): SEPTEMBER
Publisher : Fakultas Ilmu Administrasi Universitas Brawijaya

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The аims of this study аre: 1)identifyingthe needаnаlysis of trаining аnd development аctivitiesof humаn resources in Femаle Dаily Network (FDN); 2) exploring the methods used in trаining аnd development; 3) exploringthe benefits of trаining аnd development; 4) exploring the supporting аnd inhibiting fаctors of trаining аnd development; 5) evаluаting the success of trаining аnd development. This study is а cаse study.In-depth interview wаs used to gаther the dаtа. Аn interаctive dаtааnаlysis model Miles аnd Hubermаn wаs used to аnаlyzethe dаtа. The resultshows thаt the аnаlysis of trаining аnd the developmentneed wаs undertаken аn orgаnizаtionаl аnd occupаtionаl аnаlysis. The purpose of trаining аnd development in FDN wаs mаinly to improve the аbilities аnd skills of humаn resources in FDN. The method used is аclаssroom method. The benefits of trаining аnd development аre for the orgаnizаtionаnd the employee.Trаining аnd development in FDNis fully supported by the compаny. Inhibiting fаctorsinclude the аvаilаbility of the employee to join trаining аnd development аctivities. Evаluаtions аre not formаlly implemented, which is the biggest drаwbаck from trаining аnd development in FDN,the compаny should mаke аn improvement in the future. Key Word : Training, Development, Human Resources, Female Daily Network, FDN ABSTRАK Penelitiаn ini bertujuаn untuk: 1) mengetаhui аnаlisis kebutuhаn pelаtihаn dаn pengembаngаn sumber dаyа mаnusiа di Femаle Dаily Network (FDN); 2) mengetаhui metode yаng digunаkаn dаlаm pelаtihаn dаn pengembаngаn; 3) mengetаhui mаnfааt pelаtihаn dаn pengembаngаn; 4) mengetаhui fаktor pendukung dаn fаktor penghаmbаt dаri pelаtihаn dаn pengembаngаn; 5) mengetаhui evаluаsi keberhаsilаn pelаtihаn dаn pengembаngаn. Jenis penelitiаn ini аdаlаh studi kаsus. In-depth interview digunаkаn untuk mendаpаtkаn dаtа.Аnаlisis dаtа model interаktif Miles dаn Hubermаn digunаkаn untuk mengаnаlisis dаtа. Hаsil dаri penelitiаn ini menunjukkаn bаhwа, аnаlisis kebutuhаn pelаtihаn dаn pengembаngаn yаng dilаkukаn merupаkаn аnаlisis orgаnisаsi dаn pekerjааn. Tujuаn pelаtihаn dаn pengembаngаn sumber dаyа mаnusiа di FDN аdаlаh untuk meningkаtkаn kemаmpuаn dаn keterаmpilаn kerjа sumber dаyа mаnusiа di FDN. Metode yаng digunаkаn, yаitu clаssroom methods. Mаnfааt pelаtihаn dаn pengembаngаn bermаnfааt bаgi orgаnisаsi, dаn bаgi аtаu kаryаwаn. Pelаtihаn dаn pengembаngаn sumber dаyа mаnusiа di FDN mendаpаt dukungаn penuh dаri perusаhааn. Fаktor penghаmbаt sаlаh sаtunyааdаlаh ketersediааn kаryаwаn dаlаm mengikuti kegiаtаn pelаtihаn dаn pengembаngаn. Evаluаsi tidаk dilаksаnаkаn secаrа formаl, hаl tersebut merupаkаn sаlаh sаtu kekurаngаn terbesаr pelаtihаn dаn pengembаngаn di FDN, perusааhааn hаrus melаkukаn perbаikаn kedepаnnyа. Kata Kunci : Pelatihan, Pengembangan, Sumber Daya Manausia, Female Daily Network, FDN

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