Nowadays the internet has brought drastic and significant changes in all aspects, especially in the dynamics of business development. With online ads carried out by Tiket.com, it is expected that brand image of its services will also increase. Along with increasing brand image after seeing promotions from online advertisements conducted by Tiket.com with the promos that have been provided, it makes tourists want to make purchase decision on Tiket.com. The effectiveness of online advertising is an important factor to support the image of a brand which can lead to purchasing decisions on a product or service. The research method used is quantitative with structural equational model techniques analysis using SmartPLS 2.0 software. The study results showed that contribution of Advertising Effectiveness directly influenced Brand Image was 81,22%. The remaining 18,78% was influenced by other factors that cannot be explained in study. Then contribution of Advertising Effectiveness and Brand Image simultaneously influenced Online Purchasing Decision was 87,59%. The remaining 12,41% was influenced by other factors that cannot be explained in study. It can be concluded that Brand Image has roled as mediator between Advertising Effectiveness and Online Purchasing Decision, because indirect influence was greater than direct influence.

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Companies in Indonesia are facing more challenging business and the high intensity of competition between the players.To cope with the competition, company need to prepare their resources well. The high demand and fierce competition in all industry make the company difficult to find a good people. The scarcity of human resources required the company to maintain the people who already work for them.Employers want their employees to have a strong commitment towards the job and organization. This research will identify the job satisfaction and the work-family conflict experienced by the employees and analyze whether they have an effect towards the organization commitment. We distribute the questionnaire in an online method for two weeks and we have 79 respondents from several industries. The descriptive analysis and multiple regressions conducted to analyze the findings. The research showed the level of work-family conflict experience by employeesare average, the job satisfaction level is quite high, and the organization commitment is at low level. We also found that the relation between work-family conflict and job satisfaction with employee commitment is relatively weak (R = 0,412). Also the contribution from both independent variables is only 0,169 (16,9%). Simultaneously, the organization commitment affected by the work -family conflict and job satisfaction. Partially, only job satisfaction which significantly affect the organization commitment.Keywords: work-family conflict, job satisfaction, employee commitment, multiple regressions Abstrak Perusahaan-perusahaan di Indonesia sedang menghadapi tantangan bisnis yang lebih dan tingginya intensitas kompetitif di antara pelaku bisnis. Untuk mengatasi kompetisi tersebut, perusahaan dipandang perlu untuk menyiapkan sumberdaya yang dimiliki dengan baik. Tingginya permintaan dan sengitnya kompetisi di seluruh industri telah membuat perusahaan kesulitan untuk menemukan kandidat karyawan yang tepat/baik. Kelangkaan sumberdaya ini mengharuskan perusahaan untuk menjaga dan memelihara karyawan yang ada dan telah berkontribusi untuk perusahaan. Di sisi lain, perusahaan menginginkan karyawan mereka berkomitmen kuat terhadap pekerjaan dan organisasi/perusahaan. Penelitian ini mengidentifikasi kepuasan kerja dan konflik kerja-keluarga yang dialami karyawan dan menganalisa apakah kedua variabel tersebut berpengaruh pada komitmen organisasi. Kami mendistribusikan kuesioner dengan metode daring selama dua minggu dan memperoleh 79 responden dari beberapa industri. Analisis deskriptif dan regresi berganda digunakan untuk menganalisa temuan. Hasil menunjukkan bahwa level konflik kerja-keluarga yang dialami karyawan adalah rata-rata, level kepuasan kerjanya tinggi, dan komitmen organisasi pada level rendah. Kami juga menemukan hubungan antara konflik kerjakeluarga dan kepuasan kerja dengan komitmen karyawan relatif lemah (R = 0,412). Demikian pula, kontribusi kedua variabel independen hanya sebesar 0,169 (16,9%). Secara

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