<p>The number of work accidents in production employees is high. One reason is the lack of compliance of employees with workplace safety rules. The necessary aspects that can improve workplace safety are safety climate and safety motivation. The purpose of this study was to examine the effect of safety climate on safety behavior both directly and indirectly mediated by safety motivation. Three scales were used in this study, namely the safety behavior scale, the safety climate scale, and the safety motivation scale. The Cronbach’s Alpha coefficients were 0.898, 0.922, and 0.896. The respondents were 78 employees in the production, processing, and quality assurance section. Data were analyzed using regression analysis. The result showed the direct effect (β = 0.272) and the indirect effect of safety climate on safety behavior (β = 0.281). The effect of climate safety on safety behavior was partially mediated by safety motivation.</p>

This research aims to explain the impact of organizational culture and perceived organizational support on employee engagement. This research uses a quantitative approach. Data collection is conducted through a survey of 131 employees of PT. Terminal Petikemas Surabaya. Sampling techniues in this study used incidental sampling. Analysis of research data was conducted using multiple linear regression analysis techniques. The results showed that organizational culture and Perceived Organizational Support both partially and simultaneously could increase employee engagement. Employee behavior that demonstrated high engagement could be seen from a passion for work (vigor), high dedication to work (dedication), and was able to exert its concentration to stay focused on completing tasks (absorption). The results of the study also showed that the level of employee absorption to the job, in this case exerting concentration, remained focused on the completion of the task that was the responsibility (absorption) was more dominant than the employee aspect other engagement apps. In addition, the role of organizational culture to improve employee engagement was also quite large compared to increasing employee engagement. The researchers thus recommend that HR managers should evaluate the effectiveness of organizational culture implementation and perceived organizational support to increase employee engagement at PT. Terminal Petikemas Surabaya.

Sumber daya manusia merupakan aset paling berharga dalam perusahaan, tanpa manusia maka sumberdaya perusahaan tidak akan dapat menghasilkan laba atau menambah nilainya sendiri. Tujuan penelitian ini adalah untuk untuk mengetahui pengaruh disiplin kerja dan lingkungan kerja secara bersama – sama terhadap kinerja karyawan. Sampel dalam penelitian ini berjumlah 65 responden yang merupakan karyawan produksi  pada PT.X. Teknik sampling yang digunakan adalah  sampling jenuh. Penelitian menggunakan 3 (tiga) skala, yaitu disiplin kerja, lingkungan kerja, dan kinerja karyawan. Pendekatan yang digunakan adalah kuantitatif dengan metode survey  dan menggunakan uji regresi linier berganda. Hasil uji regresi menunjukkan bahwa Disiplin kerja dan lingkungan kerja secara bersama – sama memiliki pengaruh yang signifikan terhadap kinerja karyawan pada PT.X dengan sumbangan persentase sebesar 40.1%.

Di kapal, Anak Buah Kapal (ABK) sering mengalami banyak tekanan pekerjaan yang terkadang berdampak pada burnout. Penelitian ini bertujuan untuk mengetahui: (1) hubungan stres kerja dengan burnout pada ABK KRI "X" TNI-AL Surabaya (2) hubungan kepribadian dengan burnout pada ABK KRI "X" TNI-AL Surabaya. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Pengumpulan data menggunakan skala stres kerja yang terdiri dari 24 aitem, skala kepribadian yang terdiri dari 30 aitem, dan skala burnout yang terdiri dari 20 aitem. Jumlah subjek pada penelitian ini 72 orang dan merupakan ABK di KRI "X" TNI-AL Surabaya. Teknik analisis dengan menggunakan Korelasi Karl Pearson. Hasil penelitian menunjukkan bahwa hipotesis pertama diterima. Terdapat hubungan positif yang signifikan antara stres kerja dengan burnout sebesar 0,935. Pengujian hipotesis kedua dilakukan dengan menguji satu persatu dari kelima dimensi kepribadian big five dengan burnout. Hasilnya menunjukkan bahwa terdapat hubungan positif antara kepribadian neurotism dengan burnout sebesar 0,626 ; serta adanya hubungan negatif antara kepribadian openness dengan burn out sebesar -0,904, hubungan negatif antara conscientiousness dengan burn out sebesar -0,904, hubungan negatif antara agreeableness dengan burn out sebesar -0,875 dan hubungan negatif antara extraversion dengan burnout sebesar -0,780.

Research is one of the activities found on catalogues of higher education which is the basis for evaluating the performance of certain higher education. The problem of lecturer productivity in carrying out research is considered near to the ground. Less motivation is indicated as one of the factors leads minimum research productivity. The motivation of lecturers in carrying out research is shaped by two factors, namely hygiene factors and motivational factors. The former is a factor given by institution for the employee satisfaction or it is best known as external factors. The latter is a person's psychological need to carry out the possible work and it is called as internal factors. The purpose of this study is to find out the description of hygiene factors and motivation factors that underlie lecturers in carrying out the research, so that a development plan can be prepared to increase the motivation of lecturers in conducting a research. There were 45 Medical Faculty lecturers of Hang Tuah University in Surabaya who were involved in this current research. Confirmatory factor analysis was employed in this study in which the percentage of descriptive analysis was as well as recruited. The results have shown that the motivation of lecturers in conducting the research are determined through the hygiene factors and motivational factors. The hygiene factors cover some areas, such as the existence of adequate quality supervision, sufficient salary, and demands of a requiring research. Meanwhile, the motivation factors embody the responsibility of the job, recognition, and self-development interest. Moreover, it is likely said that both hygiene and motivational factors create enthusiasm in conducting a research. There are also several new factors found in this research, namely the motivational policies, the development of personal competence, and rewarding and recognition environment.