Articles
<![CDATA[Apakah Work-Life Balance dan Komitmen Afektif Memediasi Praktik Sumber Daya Manusia terhadap Kinerja UMK? ]]>
<![CDATA[Putri Mega Desiana]]>;
<![CDATA[Ramitha Janira Cindi]]>
<![CDATA[ Jurnal Manajemen dan Usahawan Indonesia Vol 43, No 2 (2020): Jurnal Manajemen dan Usahawan Indonesia ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis, Universitas Indonesia ]]>
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<![CDATA[Usaha Mikro Kecil (UMK) memiliki peran penting dalam pertumbuhan dan perkembangan kualitas masyarakat di Indonesia, terutama dalam hal ekonomi. Penelitian ini bertujuan untuk mengetahui peran mediasi work-life balance dan komitmen afektif terhadap praktik sumber daya manusia dan dampaknya kepada kinerja UMK. Tidak hanya organisasi besar, organisasi kecil pun memiliki praktik SDM, meskipun masih sangat sederhana, yang dapat berpengaruh terhadap kinerjanya. Selama ini work-life balance dan komitmen afektif banyak diteliti di organisasi besar dan dianggap memiliki peran penting dalam rangka peningkatan kinerja organisasi, namun bagaimana peran work-life balance dalam meningkatkan kinerja di usaha kecil belum banyak dikaji. Sebanyak 134 UMK yang berada di Jabodetabek menjadi responden dalam penelitian ini, dan analisis dilakukan dengan menggunakan structural equation modeling. Penelitian ini menghasilkan temuan yang menarik, work-life balance yang biasanya memiliki pengaruh positif ternyata berpengaruh negatif dan signifikan terhadap kinerja UMK. Hal ini diduga karena untuk terus memastikan kegiatan operasional berjalan lancar dan kinerja organisasi meningkat, maka pemilik UMK harus terus memantau organisasi, sehingga waktu yang dihabiskan di tempat kerja akan semakin banyak.]]>
<![CDATA[Peran Mediasi Job Satisfaction Terhadap Public Service Motivation (PSM) Dan Organizational Citizenship Behaviour (OCB) ]]>
<![CDATA[Anna Zahroh Uswatun Chasanah]]>;
<![CDATA[Putri Mega Desiana]]>
<![CDATA[ JRB-Jurnal Riset Bisnis Vol 1 No 2 (2018): April ]]>
Publisher : <![CDATA[Fakultas Ekonomi Dan Bisnis Universitas Pancasila ]]>
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<![CDATA[This research discusses the influence of public service motivation (PSM) and job satisfaction towards organizational citizenship behavior (OCB) in South Jakarta Municipal Administration Office. Improving public services is a priority of the government as an effort to fulfill people's wishes. The Government proclaimed bureaucratic reforms to improve the performance of the state civil apparatus. Performance of employees associated with the motivation, job satisfaction in order to provide more services to the community. This study was conducted on 108 respondents from the total population of 131 employees, with the aim to know the influence of public service motivation (PSM) and job satisfaction towards organizational citizenship behavior (OCB). The collected data is then processed using SPSS application version 22.0. The results showed that public service motivation has a direct effect on job satisfaction, as well as an effect on organizational citizenship behavior. The increasing of public service motivation (PSM) is increasing the employee's job satisfaction, and with the increase of public service motivation (PSM) also job satisfaction has an effect on improving organizational citizenship behavior (OCB), besides this research also found that public service motivation can influence directly to organizational citizenship behavior (OCB) even without mediation by job satisfaction. These results can help other organizations with similar characteristics to the South Jakarta Land Office in identifying strategies that can be done to improve organizational citizenship behavior (OCB).]]>
<![CDATA[Peran Mediasi Ethical Behavior pada Pengembangan Organizational Citizenship Behaviors Auditor Publik ]]>
<![CDATA[Elaine Violche Acanthus]]>;
<![CDATA[Putri Mega Desiana]]>
<![CDATA[ Journal of Government and Politics (JGOP) Vol 4, No 1 (2022): JULI ]]>
Publisher : <![CDATA[UNIVERSITAS MUHAMMADIYAH MATARAM ]]>
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DOI: 10.31764/jgop.v4i1.5362
<![CDATA[Auditor publik diharapkan untuk meningkatkan kualitas layanan dan bekerja melampaui apa yang ditugaskan serta lebih altruistik dibandingkan auditor di sektor swasta. Selain peraturan, auditor juga memiliki kode etik, etika profesi dan pertimbangan professional. Oleh karena itu, disarankan agar organizational citizenship behaviors (OCB) para auditor didorong melalui organizational justice, affective commitment dan affective commitment untuk memastikan akuntabilitas laporan audit. Oleh karena itu, penelitian ini bertujuan untuk menentukan hubungan antar variable-variabel tersebut, serta melihat peran mediasi dari ethical behavior terhadap pembentukan OCB. Penelitian ini melihat bahwa etika merupakan atribusi positif yang harus dimiliki oleh auditor selain kompetensi profesional. Responden penelitan adalah 305 orang auditor dari Badan Pemeriksa Keuangan Republik Indonesia, dan data diolah menggunakan structural equation modelling (SEM). Berbeda dengan penelitian sebelumnya, penelitian ini menunjukkan bahwa organizational justice dan affective commitment tidak berpengaruh positif terhadap OCB melainkan harus dimediasi oleh affective commitment. Karakteristik auditor mempengaruhi peran penting affective commitment sebagai mediator untuk meningkatkan pengembangan OCB pada auditor public. Hasil ini menunjukkan bahwa selain kompetensi professional, affective commitment merupakan persyaratan utama bagi seorang auditor]]>
<![CDATA[Mediasi Psychological Capital dan Work Engagement terhadap Pengaruh Kecerdasan Emosional pada Kinerja Pegawai Negeri Sipil ]]>
<![CDATA[Irna Windu Prasetyani]]>;
<![CDATA[Putri Mega Desiana]]>
<![CDATA[ Publikauma : Jurnal Administrasi Publik Universitas Medan Area Vol. 10 No. 2 (2022): PUBLIKAUMA, DESEMBER 2022 ]]>
Publisher : <![CDATA[Universitas Medan Area ]]>
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DOI: 10.31289/publika.v10i2.8212
<![CDATA[Peningkatan kinerja pegawai merupakan tantangan bagi organisasi dengan berbagai faktor yang mempengaruhinya. Penelitian terdahulu menunjukkan pengaruh kecerdasan emosional terhadap kinerja karyawan dengan beberapa variabel yang memediasi. Hasil pengukuran kecerdasan emosional Pegawai Negeri Sipil di Direktorat Jenderal Kesehatan Masyarakat Kementerian Kesehatan tahun 2020 menunjukkan sebagian besar pegawai berada pada tingkat rentan. Hasil penilaian Sistem Akuntabilitas Kinerja Instansi Pemerintah (SAKIP) menunjukkan penurunan kinerja organisasi yang signifikan dari tahun 2019-2021. Tujuan dari penelitian ini adalah untuk mengetahui apakah kecerdasan emosional berpengaruh langsung terhadap kinerja Pegawai Negeri Sipil di Direktorat Jenderal Kesehatan Masyarakat, dan apakah psychological capital dan work engagement memediasi kecerdasan emosional terhadap kinerja Pegawai Negeri Sipil di lingkungan Direktorat Jenderal Kesehatan Masyarakat. Responden dari penelitian ini adalah Pegawai Negeri Sipil di Direktorat Jenderal Kesehatan Masyarakat sebanyak 254 orang. Jenis penelitian ini adalah deskriptif dengan pendekatan kuantitatif. Data dikumpulkan melalui kuesioner penelitian, kemudian dilanjutkan dengan analisis data menggunakan Structural Equation Model (SEM) dengan perangkat lunak Lisrel. Penelitian menunjukkan bahwa kecerdasan emosional berpengaruh positif dan signifikan terhadap kinerja Pegawai Negeri Sipil. Psychological capital dan work engagement juga terbukti memediasi pengaruh kecerdasan emosional terhadap kinerja Pegawai Negeri Sipil. Penelitian ini diharapkan mampu memberikan implikasi mendalam untuk studi di masa depan terkait kecerdasan emosional dan kinerja pegawai. Penelitian ini diharapkan pula dapat menjadi masukan bagi instansi yang bermanfaat sebagai salah satu bahan pertimbangan dalam menentukan kebijakan bagi kemajuan instansi, serta suatu hari dapat membantu memecahkan masalah kinerja pegawai baik di sektor publik maupun swasta.]]>
<![CDATA[Pengaruh Work from Home terhadap Work Engagement pada Karyawan yang Memiliki Anak: Peran Mediasi Work-life Balance dan Work Stress ]]>
<![CDATA[Asya Anaya]]>;
<![CDATA[Putri Mega Desiana]]>
<![CDATA[ Jurnal Manajemen dan Organisasi Vol. 14 No. 1 (2023): Jurnal Manajemen dan Organisasi ]]>
Publisher : <![CDATA[IPB University ]]>
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DOI: 10.29244/jmo.v14i1.42430
<![CDATA[This study aims to investigate and determine the effect of work from home on work engagement in Greater Jakarta for employees who have children during the COVID-19 pandemic. This study also tested work stress and work-life balance variables as mediating variables using a structural equation modeling (SEM) approach. The data used was obtained through a cross-sectional survey of 213 respondents who met the criteria, namely domiciled in Greater Jakarta, are employees who formally work in companies in Greater Jakarta, have or are currently working from home and have children. The results of this study indicate that work from home has a negative effect on the work engagement of employees who have children in Greater Jakarta during the pandemic. Furthermore, work-life balance mediates the effect between work from home and work engagement partially and is competitive. In addition, work stress does not mediate the effect between work from home and work engagement. However, in this study work stress has a negative effect on work-life balance so that the effect of work stress on work engagement can be through work-life balance. This research contributes to managerial implications that can be applied by organizations, managers, individuals and other interested parties related to the concept of work from home, work-life balance, work stress, and work engagement during the COVID-19 pandemic in Indonesia, especially in Greater Jakarta.]]>
<![CDATA[The Mediating Effect of Sleep Quality and Burnout Toward Work Engagement among Healthcare Worker ]]>
<![CDATA[Ahmad Naufal Darydzaky]]>;
<![CDATA[Putri Mega Desiana]]>
<![CDATA[ Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan) Vol. 16 No. 1 (2023) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v16i1.41036
<![CDATA[Objective: This study examines the interrelationship among job stress, work engagement, sleep quality, and burnout on JD-R Model. Moreover, this study also analyzes the mediating effect of sleep quality and burnout, which is usually a dependent variable. Methods: This study was conducted on 236 healthcare workers from various hospitals in Indonesia. The data were collected from an online survey using a 4-Point Likert scale, which was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM). Findings: The results show that job stress is positively associated with work engagement and burnout. Sleep quality mediates job stress toward work engagement and burnout. Burnout mediates the relationship between job stress and sleep quality. This study also found that job stress was not associated with sleep quality. Originality/Value: Many studies are competing to understand the emergence and process of burnout and work engagement. This research is heading in a different direction and focuses on exploring and analyzing the variables of burnout, job stress, sleep quality, and work engagement and their interrelationship. Practical/Policy implication: Given the results, this study recommends that healthcare workers be aware of their oath and live a healthy lifestyle. In addition, health institutions could conduct a job analysis and create HR policies that imply productivity and fairness. ]]>
<![CDATA[The Effect of Public Service Motivation, Meaningful Work and Work Engagement on Employee Performance in The Public Sector ]]>
<![CDATA[Erwis Ade Juliana Nababan]]>;
<![CDATA[Putri Mega Desiana]]>
<![CDATA[ Jurnal Inovasi Bisnis dan Kewirausahaan Vol 5 No 1 (2023): Business Innovation and Entrepreneurship Journal (February) ]]>
Publisher : <![CDATA[Entrepreneurship Faculty, Universitas Garut ]]>
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DOI: 10.35899/biej.v5i1.427
<![CDATA[Employees are the key to organizational success that play a significant role in organizational performance, where higher individual employee performance is the basis for higher organizational performance. There are several factors that affect the performance of employees in the public sector, and in this research the analyzed factors that affect employee performance are public service motivation, meaningful work and work engagement. The research method used is a quantitative approach, with a total of 209 employees working at the Inspectorate General of the Ministry of Health. Then the data was processed using SPSS and Structural Equation Modeling (SEM) LISREL 8.8. The results show that public service motivation, meaningful work and work engagement have a positive and significant effect on employee performance, and there is a role for work engagement that mediates the effect of public service motivation and meaningful work on employee performance.]]>
<![CDATA[Flexible Working Arrangements and Work-Family Culture Effects on Job Satisfaction: The Mediation Role of Work-Family Conflicts among Female Employees ]]>
<![CDATA[Nadya Alsyifa Mawira Aura]]>;
<![CDATA[Putri Mega Desiana]]>
<![CDATA[ Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan) Vol. 16 No. 2 (2023) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v16i2.45960
<![CDATA[Objective: This study examines the relationship between flexible working arrangements and work-family culture by the mediating role of work-family conflict on the job satisfaction of female employees. Methods: This study was conducted on 295 female workers in Information and Communication Technology (ICT) service companies. The data were collected from an online survey using a 6-Point Likert scale following a non-probability sampling method with a purposive sampling technique which was a sampling method based on specific predetermined standards. The data was analyzed using Lisrel 8.80 through Structural Equation Modelling (SEM). Findings: The results indicate that flexible working arrangements positively and significantly impact work-family conflict and job satisfaction. Additionally, Work-Family Culture has a negative and significant impact on Work-Family Conflict but a positive and significant impact on Job Satisfaction. Meanwhile, Work-family conflict significantly and negatively affects job satisfaction. Another finding is that the relationship between flexible working arrangements and job satisfaction and the impact of work-family culture can be partially mediated by work-family conflict. Originality/Value: Research on work-family variables tends to be mostly studied in the United States and Anglo Countries (U.K., Australia). However, research on this subject in Asia is limited, despite the fact that female employees in this region experience work-family conflicts more frequently. To fill this gap, this study was conducted in Indonesia, Southeast Asia. The findings of this research may also be relevant to other Asian countries that share similar characteristics. Practical/Policy implication: The company's human resources management should implement a family-friendly work culture (WFC) by encouraging and respecting employees' integration of work and family life to prevent and minimize conflict between work and family roles or called Work-Family Conflict (WFCON) during Flexible Working Arrangements (FWA).]]>
<![CDATA[Pengaruh Kepemimpinan Autentik Terhadap Kinerja Karyawan Melalui Peran Mediasi Work Engagement dan Komitmen Afektif ]]>
<![CDATA[Erikson Turnip]]>;
<![CDATA[Putri Mega Desiana]]>
<![CDATA[ Syntax Literate Jurnal Ilmiah Indonesia ]]>
Publisher : <![CDATA[Syntax Corporation ]]>
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DOI: 10.36418/syntax-literate.v7i10.13030
<![CDATA[Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan autentik terhadap kinerja karyawan serta menguji peran mediasi work engagement dan komitmen afektif dalam hubungan tersebut. Penelitian ini menggunakan metode survei dengan mengumpulkan data dari 358 responden karyawan di PT Bank Pembangunan Daerah Papua melalui kuesioner yang telah disesuaikan dan dianalisis menggunakan SEM (Structural Equation Modelling). Hasil penelitian menunjukkan bahwa kepemimpinan autentik tidak berpengaruh signifikan terhadap kinerja karyawan, tetapi work engagement dan komitmen afektif ditemukan memediasi pengaruh kepemimpinan autentik terhadap kinerja karyawan. Peran mediasi ini menjadi sangat penting karena tanpa adanya mediasi work engagement dan komitmen afektif, kepemimpinan autentik tidak akan meningkatkan kinerja karyawan. Berdasarkan hasil pengaruh total, work engagement mentransmisikan pengaruh kepemimpinan autentik terhadap kinerja karyawan lebih besar dibandingkan dengan komitmen afektif.]]>
<![CDATA[Apakah Work-Life Balance dan Komitmen Afektif Memediasi Praktik Sumber Daya Manusia terhadap Kinerja UMK? ]]>
<![CDATA[Desiana, Putri Mega]]>;
<![CDATA[Cindi, Ramitha Janira]]>
<![CDATA[ Jurnal Manajemen dan Usahawan Indonesia Vol. 43, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[Micro and Small Enterprises (MSEs) have an integral role in Indonesian society's growth and development, especially in the economic sector. This study aims to determine the mediating role of work-life balance and affective commitment to human resource practices and its impact on the performance of MSEs. Similar to large organizations, small organizations also implement HR practices, although they are still very simple, affecting the organization's performance. So far, work-life balance and affective commitment have been widely studied in large organizations and are considered essential in improving organizational performance. However, the role of work-life balance in improving small businesses' performance has not been widely studied. This study was conducted with a total of 134 respondents from MSEs in Jabodetabek. The analysis was carried out using structural equation modeling. Some interesting findings were found, the work-life balance, which usually has a positive effect turns out to have a negative and significant effect on the performance of MSEs. The reason is presumably because MSEs owners must do constant monitoring to continue smooth operational activities and increase organizational performance; hence the time spent in the workplace was increased.]]>
