ABSTRAKPenelitian ini bertujuan untuk mengetahui: 1) hubungan antara persepsi dukungan organisasi dan dukungan sosial keluarga dengan etos kerja, 2) hubungan persepsi dukungan organisasi dengan etos kerja, 3) hubungan dukungan sosial keluarga dengan etos kerja. Sampel penelitian ini berjumlah 61 orang anggota kepolisian. Pengambilan sampel dalam penelitian ini menggunakan cluster random sampling. Penelitian ini menggunakan metode kuantitatif. Analisis data penelitian dilakukan menggunakan analisis regresi ganda. Hasil penelitian ini menunjukkan nilai F(61)=27.420, df=2, nilai p=.000, R=.697, yang berarti terdapat hubungan positif yang signifikan antara persepsi dukungan organisasi dan dukungan sosial keluarga dengan etos kerja. Secara parsial, terdapat hubungan positif yang signifikan antara persepsi dukungan organisasi dengan etos kerja (rx|y= 0,410; p=0,001) dan terdapat hubungan positif yang signifikan antara dukungan sosial keluarga dengan etos kerja (rx|y= 0,334; p=0,009). Nilai R2 dalam penelitian ini menunjukkan bahwa persepsi dukungan organisasi dan dukungan sosial keluarga secara bersama-sama memberikan sumbangan efektif sebesar 48,6% terhadap etos kerja.Kata kunci: dukungan sosial keluarga, etos kerja, persepsi dukungan organisasi ABSTRACTThis study aims to identify: 1) relation between perceived organizational support and family social support with work ethos, 2) relation between perceived organizational support with work ethos 3) relation between family social support with work ethos. This study was conducted on 61 active police department officers, selected by using cluster random sampling method. This study was using quantitative approach. Data analysis used multiple regression analysis technique. Result shows the score of F(61)=27.420, df=2, p=.000, R=.697, which means that there is a significant, positive correlation between perceived organizational support and family social support with work ethos. Partially, there is a significant, positive correlation between perceived organizational support with work ethos (rx|y= 0,410; p=0,001 < 0,05) and also between family social support with work ethos (rx|y= 0,334; p=0,009 < 0,05). R2 score shows that both perceived organizational support and family social support give effective contribution until 48,6% to work ethos. Keywords: family social support, perceived organizational support, work ethos
<p class="8AbstrakBahasaIndonesia">Adanya peningkatan jumlah penumpang pesawat memicu persaingan antar maskapai penerbangan dalam menciptakan dan mempertahankan loyalitas pelanggan. Loyalitas pelanggan dapat dipengaruhi oleh berbagai faktor, diantaranya adalah kualitas layanan dan emotional branding. Oleh karena itu, penelitian ini dilakukan untuk: (1) mengetahui adanya hubungan antara kualitas layanan dan emotional branding dengan loyalitas pelanggan; (2) mengetahui adanya hubungan antara kualitas layanan dengan loyalitas pelanggan; dan (3) mengetahui adanya hubungan antara emotional branding dengan loyalitas pelanggan maskapai penerbangan. Sampel yang digunakan pada penelitian ini berjumlah 69 orang yang dipilih berdasarkan simple random sampling. Adapun instrumen penelitian yang digunakan adalah skala loyalitas pelanggan, skala kualitas layanan, dan skala emotional branding. Berdasarkan hasil analisis regresi yang dilakukan, diketahui bahwa terdapat hubungan yang signifikan antara kualitas layanan dan emotional branding dengan loyalitas pelanggan maskapai penerbangan (p=0,000; p<0,05). Tingkat hubungan antara ketiga variabel tersebut tergolong sedang (r=0,537) dengan sumbangan efektif sebesar 28,8%. Selain itu, penelitian ini membuktikan bahwa tidak terdapat hubungan secara parsial antara kualitas layanan dengan loyalitas pelanggan maskapai penerbangan (p=0,111; p>0,05) dan emotional branding dengan loyalitas pelanggan maskapai penerbangan (p=0,172; p>0,05). Dengan demikian, perusahaan perlu menyediakan layanan yang berkualitas dan emotional branding secara bersama-sama agar penumpang mendapatkan kepuasan secara fisik dan psikis.</p>
Lecturers have a significant influence on the process of quality development in higher education institutions, namely in fulfilling the targets of national education (enhancing intellectual capacity of the nation and developing civilized people). They can contribute to higher education institutions provided that they maintain effective efforts (in terms of quantity and direction), good attitudes, motivation to work and are supported by their institutions. Hence, it is crucial for lecturers to recognize their responsibility and performance, as well as measure their efforts according to the indicator of success. One way to improve organizational performance is by identifying the extent of lecturers' work engagement. Several studies have examined such components of work engagement as self-efficacy, optimism, hope and resilience. The present study aims to consider several psychological constructs related to self-efficacy, optimism, hope, and resilience which influence work engagement, using a mediator variable of perceived organizational support on lecturers of public higher education institutions in Surakarta. Samples include 393 lecturers of Universitas Sebelas Maret Surakarta. Data were analyzed using Structural Equation Modeling (SEM) with the application of Lisrel 8.70 program. The analysis results indicate that 1) the model is considered fit, 2) there is a significant influence of self-efficacy, optimism, hope and resilience on lecturers' work engagement, and 3) perceived organization support is a good mediator to connect the variables.
<p align="center"> </p><p><strong><em>ABSTRACT: </em></strong><em>The company currently recognizes two types of workforce generations based on age, namely generation X and generation Y. Both generations have different characteristics, one of them is job embeddedness. Job embeddedness rate was found the highest in an organization with collectivism. An organizational culture that is developed in various companies in Indonesia is the collectivism culture, one of them is in PLTD Siantan, Kalimantan Barat.This study aims to (1) find out the differences in the tendency of job embeddedness on generation X and generation Y employees in terms of collectivism culture, (2) find out the differences of job embeddedness tendency in generation X and generation Y employees; (3) find out the differences of collectivism culture on generation X employees and generation Y in PLTD Siantan, Kalimantan Barat.This study uses 69 samples of PLTD Siantan employees. The instruments used are job embeddedness scale and collectivism culture scale. The anava result shows that there is a difference in the tendency of job embeddedness in employees of generation X and generation Y in terms of collectivism culture of PLTD Siantan, Kalimantan Barat. The result shows that there is a difference of job embeddedness on generation X employees and generation Y employees. There are also cultural differences collectivism in generation X employees and generation Y employees. This means that hypothesis 1, hypothesis 2, and hypothesis 3 are accepted.</em><strong><em></em></strong></p><p><strong><em>Keywords:</em></strong><em>job embeddedness,</em><em> collectivism culture,generation X and generation</em></p><p align="center"> </p><p><strong>ABSTRAK: </strong>Perusahaan saat ini mengenal dua jenis generasi tenaga kerja berdasarkan rentang usia, yaitu generasi X dan generasi Y. Kedua generasi tersebut memiliki perbedaan karakteristik, salah satunya adalah job embeddedness. Tingkat job embeddedness ditemui paling tinggi pada organisasi dengan budaya kolektivisme. Budaya organisasi yang berkembang di berbagai perusahaan di Indonesia adalah budaya kolektivisme, salah satunya adalah PLTD Siantan, Kalimantan Barat. Penelitian ini bertujuan untuk (1) mengetahui perbedaan kecenderungan job embeddedness pada karyawan generasi X dan Y ditinjau dari budaya kolektivisme, (2) Mengetahui perbedaan kecenderungan job embeddedness pada karyawan generasi X dan Y, (3) Mengetahui perbedaan budaya kolektivisme pada karyawan generasi X dan Y PLTD Siantan, Kalimantan Barat. Penelitian ini menggunakan seluruh anggota populasi sebanyak 69 karyawan PLT Siantan. Instrumen yang digunakan adalah skala job embeddedness, dan budaya kolektivisme. Berdasarkan hasil anava, menunjukkan perbedaan kecenderungan job embeddedness pada karyawan generasi X dan generasi Y ditinjau dari budaya kolektivisme PLTD Siantan, Kalimantan Barat. Berdasarkan hasil analisis perbedaan rerata menunjukkan perbedaan job embeddedness pada karyawan generasi X dan karyawan generasi Y. Selain itu, terdapat juga perbedaan budaya kolektivisme pada karyawan generasi X dan karyawan generasi Y. Hal ini menjelaskan bahwa hipotesis penelitian 1, 2, dan 3 diterima.<strong></strong></p><p>Kata kunci: job embeddedness, budaya kolektivisme, generasi X dan Y</p>
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
customersupport@researchsolutions.com
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.