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<![CDATA[ KEPEMIMPINAN TRANSFORMASIONAL PADA KOMITMEN ORGANISASIONAL; PEMBERDAYAAN PSIKOLOGIS SEBAGAI VARIABEL PEMEDIASIAN ]]>
<![CDATA[Widjajani, Susi]]>
<![CDATA[ Jurnal Analisis Bisnis Ekonomi Vol 9 No 1 (2011): Volume 9, Nomor 1, April 2011 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Magelang ]]>
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<![CDATA[Tujuan penelitian ini adalah untuk menguji hubungan antara kepemimpinan transformasional dan komitmen organisasi (afektif, normatif, dan komitmen keberlanjutan), pemberdayaan, psikologis sebagai variabel mediasi. Variabel dalam penelitian ini diukur melalui survei terhadap 193 karyawan produksi perusahaan garmen DIY dan Banten. Model Persamaan Struktural (SEM) digunakan untuk memeriksa pengaruh dari kepemimpinan transformasional terhadap komitmen organisasi. Hasil penelitian menunjukkan bahwa model estimasi dalam penelitian ini dapat diterima didasarkan pada indeks good fit. Hubungan struktural menunjukkan bahwa kepemimpinan transformasional secara signifikan berhubungan dengan afektif dan komitmen normatif, tetapi tidak ada hubungan yang signifikan dengan komitmen keberlanjutan. Hal ini juga menunjukkan bahwa pemberdayaan psikologis sebagian dimediasi oleh hubungan antara kepemimpinan transformasional dan komitmen afektif dan komitmen normatif. Selain itu, penelitian ini menemukan bahwa pemberdayaan psikologis tidak dimediasi oleh hubungan antara kepemimpinan transformasional dan komitmenkeberlanjutan.]]>
<![CDATA[ MODERASI GENDER PADA HUBUNGAN ANTARA ORGANIZATONAL CITIZENSHIP BEHAVIOUR DENGAN WORK- FAMILY CONFLICT, ROLE OVERLOAD, DAN JOB SETRESS ]]>
<![CDATA[Widjajani, Susi]]>;
<![CDATA[Kurniati, Yuli]]>
<![CDATA[ Jurnal Analisis Bisnis Ekonomi Vol 8 No 2 (2010): Volume 8, Nomor 2, Oktober 2010 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Magelang ]]>
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<![CDATA[The purpose of this research is to examine the relationship between Organizational Citizenship Behaviour (OCB) leaadership and Work-Family Conflict (WFC), Role Overload, Job Setress, with gender as a moderating variable.
Variables in this research were measured via a survey of 132 couples employee and have child in the Yogyakarta. Hierarchical Regression Analysis were used to examine the effect of OCB on WFC, Role Overload, and Job Setress.
Results showed that higher levels of OCB are associated with levels of emplyee role overload, job setress, and WFC. The findings also suggest that the relationship between OCB and WFC is moderated by gender, such that the relationship is stronger among woman than among man. Finally, the results have an important implication to managers in designing job.]]>
<![CDATA[MENGUJI MODEL HUBUNGAN ANTARA ORGANIZATION-BASED SELF ESTEEM TERHADAP ORGANIZATONAL CITIZENSHIP BEHAVIOR; SELF EFFICACY SEBAGAI VARIABEL PEMEDIASIAN ]]>
<![CDATA[Widjajani, Susi]]>;
<![CDATA[Wiyono, Joko]]>;
<![CDATA[Romadoni, Mia Rahma]]>
<![CDATA[ Optimum: Jurnal Ekonomi dan Pembangunan Vol 4, No 2 (2014) ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Ahmad Dahlan ]]>
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DOI: 10.12928/optimum.v4i2.7837
<![CDATA[Organizational behavior is a refl ection of the attitudes and behaviors of employees who believed based on the perception of the individual to improve their performance. The purpose of study will describe the infl uence of organization-based self-esteem (OBSE) on organizational citizenship behavior (OCB) mediated self effi cacy. The research was quantitative methode and to collect data using instruments measuring instrument adapted from self-effi cacy (Bandura, 1997), OBSE (Pierce, Gardner, Cummings, & Dunham, 1989, 1993) and OCB (Williams & Anderson, 1991). Samples of the research were hospital employees, group D both medical and nonmedical employees in the region of Yogyakarta Province. Results of the factor analysis with SEM using AMOS version 18, describes relationship OBSE on OCB both directly and mediated by self-effi cacy in the work environment within the scope of the valueattitude- behavior.]]>
<![CDATA[MEDIASI KEPUASAN KERJA PADA HUBUNGAN ANTARA STRES KERJA DAN KEPUASAN HIDUP KARYAWAN PERUSAHAAN PERMINYAKAN ]]>
<![CDATA[Widjajani, Susi]]>;
<![CDATA[Handayani, Pika]]>
<![CDATA[ Optimum: Jurnal Ekonomi dan Pembangunan Vol 3, No 1 (2013) ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Ahmad Dahlan ]]>
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DOI: 10.12928/optimum.v3i1.7842
<![CDATA[This study to determine (1) whether the job stress has a significant influence on life satisfaction (2) whether the job stress has a significant influence on job satisfaction (3) whether the job satisfaction has a significant influence on life satisfaction and (4) whether the job satisfaction mediates the relationship between job stress and life satisfaction.The object of this study is PT. Chevron Pacific Indonesia, located in Riau Rumbai. In this study, the population are employees office at PT. Chevron Pacific Indonesia, Riau Rumbai. Kinds of data which werw collected, consist of primary data and secondary data. This study uses purposive sampling techniques with 204 respondents. Data analysis was done by using path Analysis with the help of software, SPSS 18.0, for windows. The results obtained are as follows: There is no relation between job stress on life satisfaction, between job stress and job satisfaction, and indirect relation on job stress and life satisfaction through the mediation of job satisfaction.]]>
<![CDATA[TEKANAN DAN DUKUNGAN SEBAGAI ANTESEDEN WORK-FAMILY CONFLICT; STUDI PADA PEGAWAI BERSEKOLAH DI WILAYAH DIY ]]>
<![CDATA[Widjajani, Susi]]>
<![CDATA[ Jurnal Analisis Bisnis Ekonomi Vol 7 No 2 (2009): Volume 7, Nomor 2, Oktober 2009 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Magelang ]]>
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<![CDATA[The purpose of this research is to examine the relationship between job stress, job support, family support, and family stress , with work-family conflict. Variabel in this research were measured via survey of 226 student Magister Management on the University in the DIY. Multiple Regression Analysis were used to examine the effect to antecedent of work-family conflict. Result showed in this research that job stress, family support, and family stress significantly related to work-family conflict, but no significantly related with family support. . Finally, these results have an important implication to managers in scheme work-family orient.]]>
<![CDATA[Organizational Justice And Organizational Citizenship Behavior: The Mediating Effect Of Work Satisfaction ]]>
<![CDATA[Widjajani, Susi]]>
<![CDATA[ Jurnal Analisis Bisnis Ekonomi Vol 19 No 1 (2021) ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Magelang ]]>
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DOI: 10.31603/bisnisekonomi.v19i1.3843
<![CDATA[This study aims to examine the mediating role of job satisfaction on the effect of organizational justice on organizational citizenship behavior (OCB). The population of this study is the village apparatus in the Village Government in Padureso District, Kebumen Regency with a total of 94 people. The sampling technique uses census techniques in which all members of the population are sampled. Data analysis was performed using Path Analysis. The research instrument used in this study was a questionnaire, which was adopted from several previous studies and had tested its validity and reliability. The results showed that the organizational justice variable had a significant positive effect on job satisfaction, job satisfaction had a significant positive effect on OCB, organizational justice had no significant effect on OCB, but job satisfaction mediated the effect of organizational justice on OCB.]]>
<![CDATA[MEDIASI LINGKUNGAN KERJA PADA PENGARUH KOMPETENSI TERHADAP KINERJA PEMBATIK DI ERA REVOLUSI INDUSTRI 4.0 ]]>
<![CDATA[Susi Widjajani]]>;
<![CDATA[Fitri Rahmawati]]>
<![CDATA[ SEGMEN Jurnal Manajemen dan Bisnis Vol 16, No 2 (2020): SEGMEN Jurnal Manajemen dan Bisnis ]]>
Publisher : <![CDATA[FE Program Studi Manajemen ]]>
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DOI: 10.37729/sjmb.v16i2.6160
<![CDATA[This study aims to examine the role of mediation in the work environment on the effect of competence on performance. The population of this study were all UMKM batik makers in Lendah, Kulon Progo Regency with a total of 60 people. The sampling technique uses census techniques where all members of the population are sampled. Data analysis was performed using Hierarchical Regression Analysis. The research instrument used in this study was a questionnaire, which was adopted from several previous studies and had tested its validity and reliability. The results show that the competency variable has a significant positive effect on performance and work environment, the work environment has a significant positive effect on performance, and the work environment partially mediates on the effect of competence on performance.Key word: Competence, Performance, Work Environment]]>
<![CDATA[KOMITMEN ORGANISASIONAL PADA KEPUASAN KERJA DI ERA NEW NORMAL: PERAN ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (Studi pada Karyawan Mexolie Hotel and Convention Centre Kebumen) ]]>
<![CDATA[Ridwan Baraba]]>;
<![CDATA[Susi Widjajani]]>
<![CDATA[ SEGMEN Jurnal Manajemen dan Bisnis Vol 17, No 3 (2021): SEGMEN Jurnal Manajemen dan Bisnis ]]>
Publisher : <![CDATA[FE Program Studi Manajemen ]]>
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DOI: 10.37729/sjmb.v17i3.7441
<![CDATA[Pandemi Virus Covid 19 yang melanda Indonesia membawa dampak perubahan yang besar dalam berbagai sektor tidak terkecuali dalam sektor pariwisata terutama perhotelan. Sehingga terjadi perubahan pola kerja bagi karyawan hotel yang dinamain New Normal. Penelitian ini bertujuan untuk menguji pengaruh peran mediasi Organizational Citizenship Behaviour (OCB) terhadap hubungan antara komitmen organisasional dan kepuasan kerja. Populasi dalam penelitian ini adalah semua karyawan Mexolie Hotel and Convention Center Kebumen. Teknik pengumpulan sampel yang digunakan adalah sampel sebanyak 72 orang karyawan. Pengumpulan data menggunakan kuesioner dengan menggunakan pilihan jawaban Likert Scale yang telah diujicobakan dan telah memenuhi syarat Validitas dan Reliabilitas. Alat analisis yang digunakan adalah uji mediasi dengan metode Baron dan Kenny. Hasil penelitian diperoleh bahwa semua hipotesis penelitian ini terbukti, yaitu komitmen organisasional berpengaruh positif terhadap kepuasan kerja, komitmen organisasional berpengaruh positif terhadap OCB, OCB berpengaruh positif terhadap kepuasan kerja, dan namun OCB tidak memediasi hubungan komitmen organisasional terhadap kepuasan kerja.Kata kunci : komitmen organisasional, OCB dan kepuasan kerja]]>
<![CDATA[WORK SATISFACTION MEDIATION ON THE EFFECTS OF ORGANIZATIONAL SUPPORT TOWARDS ORGANIZATIONAL CITIZENSHIP BEHAVIOR ]]>
<![CDATA[Khoridatun Nisa]]>;
<![CDATA[Susi Widjajani]]>;
<![CDATA[Budiyanto Budiyanto]]>
<![CDATA[ Manajemen Bisnis Vol. 9 No. 1 (2019): April ]]>
Publisher : <![CDATA[Universitas muhammadiyah malang ]]>
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DOI: 10.22219/jmb.v9i1.9434
<![CDATA[ Organizational citizenship behavior can be influenced by many factors, including perception of organizational support and job satisfaction. Perception of organizational support and job satisfaction are two things that are interrelated and can affect organizational citizenship behavior. This study aims to examine the effect of organizational support perception on organizational citizenship behavior, perception of organizational support for job satisfaction, job satisfaction on organizational citizenship behavior, as well as the influence of perception of organizational support for organizational citizenship behavior through job satisfaction as a mediating variable. The population in this study were employees of regional companies in Kebumen Regency. The sample of this study was taken using a purposive sampling technique with the criteria of employees who had a minimum work period of 1 year and had senior high school/ equivalent education at least 99. The data collection used a questionnaire with alternative answers options using the Likert scale method, each of which had already been tested and met the validity and reliability requirements. This study tested the hypothesis using regression analysis. The results of data analysis show that there is a positive and significant influence of perception of organizational support towards organizational citizenship behavior; perception of organizational support towards job satisfaction; job satisfaction towards organizational citizenship behavior; and perception of organizational support towards organizational citizenship behavior through job satisfaction as the mediating variables. ]]>
<![CDATA[Pengaruh Karakteristik Personal dan Karakteristik Pekerjaan terhadap Komitmen Organisasional Perawat ]]>
<![CDATA[Wiwit Ekayanti]]>;
<![CDATA[Susi Widjajani]]>;
<![CDATA[Budiyanto Budiyanto]]>
<![CDATA[ Jurnal Maksipreneur Vol 8, No 2 (2019) ]]>
Publisher : <![CDATA[Universitas Proklamasi 45 Yogyakarta ]]>
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DOI: 10.30588/jmp.v8i2.415
<![CDATA[This study aims to examine the effect of personal characteristics and job characteristics on organizational commitment of hospital nurses. Employee organiza-tional commitment can be influenced by many factors, including personal charac-teristics and job characteristics. They are the factors form the initial organizational commitment that can affect the ups and downs of employee organizational commitment. The population in this study were hospital nurses in Gombong, Indonesia and the sample of this study was 75 respondents taken by a simple random sampling technique. The data collection technique in this study used a questionnaire with a Likert scale. The main instrument used to obtain data is arranged systematically containing several statements given to respondents who have met the requirements for validity and reliabi-lity. Data analysis used multiple linear regression and the hypothesis testing analysis applied partial significance test. The results showed a positive and significant influence of personal characteristics and job characteristics partially on organizational commit-ment. The implications of the results of this study can be applied in hospitals to build the commitment of nurses through job characteristics and personal characteristics. Further research should use other independent variables outside of this study with a larger number of respondents.]]>
