EFEK MODERASI DUKUNGAN ORGANISASI DAN MEDIASI WORK-LIFE BALANCE PADA PENGARUH PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA (STUDI KASUS KARYAWAN WANITA DI PT BANK CENTRAL ASIA, Tbk.)

James, A; Purba, Sylvia Diana

doi:10.25170/jm.v14i1.797

Cited by 3 publications

(3 citation statements)

References 1 publication

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“…Perusahaan yang peka terhadap isu ketimpangan gender ini berupaya untuk mengatasi isu tersebut. Perusahaan memberikan kesempatan luas dan juga keadilan kepada perempuan untuk mengembangkan karir mereka (James & Purba, 2017). Melalui forum komite sosial kesetaraan gender perempuan upaya untuk menyetarakan gender di lingkungan kerja yang juga masih belum sempurna.…”

Section: Pembagian Pekerjaan Berdasarkan Jenis Kelaminunclassified

Peran Pembentukan Komite Sosial Kesetaraan Gender Perempuan dalam Isu Stereotip

Wardhani

Maulina²

2022

jist

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The issue of gender inequality in the work environment such as gender stereotypes often occurs, one of which is at PT. Perkebunan Nusantara IV Bah Butong Tea Business Unit, where the workers were completely unaware of this action. This gender inequality arises because companies operating in industries or factories where the dominant workforce is male, thus causing gender inequality to be avoided. Employees must be able to balance position and power like male employees in every part of the job. In this study, the researcher uses a qualitative approach where Sugiyono (2016: 9) argues that qualitative research methods are used to examine proportional objects and the role of researchers as the main instrument in the research conducted. Gender inequality in the world of work does not see the position in the agency. Gender inequality cannot be overcome only by relying on position, work competence, or physical strength. The women's gender equality social committee was formed in order to provide impetus for change and address these issues. The company provides broad opportunities and fairness for women to develop their careers. Through the women's gender equality social committee forum, efforts for gender equality in the work environment continue to maximize and provide full support for the careers of female employees.

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Section: Pembagian Pekerjaan Berdasarkan Jenis Kelaminunclassified

Peran Pembentukan Komite Sosial Kesetaraan Gender Perempuan dalam Isu Stereotip

Wardhani

Maulina²

2022

jist

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“…According to Rhoades & Eisenberger (2002), POS includes trustworthy, reliable organizations that show members' interest and welfare. According to James and Purba (2017), it is stated that three factors influence perceptions of organizational support, namely fair work procedures, support from supervisors, and rewards and working conditions. According to Woo & Chelladurai (2012), POS is divided into three dimensions: support from colleagues, supervisors, and the organization itself.…”

Section: Perceived Organizational Supportmentioning

confidence: 99%

The Effect of Green Human Resource Management on Performance with Green Lifestyle Moderation and Perceived Organizational Support

Nathania

Sandroto

2022

Review of Management and Entrepreneurship

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The purpose of this study was to analyze the effect of green hu- man resources management on employee performance with a green lifestyle and perceived organizational support moderation on employees in Jakarta and Tangerang companies. This study uses a convenience sampling method with a sample of 228 respondents in Jakarta and Tangerang. The analytical method used is moderated multiple regression analysis, which is processed through SPSS version 25. Questionnaires that are applied as research in- struments are green human resource management, green lifestyle, perceived organizational support, and employee performance. The results of this study indicate that green HRM has a significant effect on employee performance. Perceived organizational support and green lifestyle are proven to moder- ate the influence of green HRM on employee performance. Keywords: green human resource management, green lifestyle, perceived organizational support, and employee performance

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“…Previous research has stated that employee retention strategies are very important to achieve organizational performance and sustainability in the future (Arasanmi & Krishna, 2019;Celep & Yilmazturk, 2012;Darmika & Sriathi, 2019;James & Purba, 2017;Leeman & Reynolds, 2012). Sri Harini, Hamidah, Muchlis R. Luddin and Hapzi Ali in their research on private university lecturers in Bogor concluded that turnover intention is influenced by the variables of work life balance, job satisfaction, work engagement, and organizational commitment (Harini et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Factors Affecting Employee Retention through Perceived Organizational Support (Survey of Auditor Employees at the BPKP Office)

Sumardi

Ali

Buchdadi

2021

JAFM

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Factors that influence employee retention through perceived organizational support is an article to prove whether perceived organizational support is proven to mediate Career Development Practices, Employee Retention, Organizational Justice on employee retention. This research approach uses the SEM-PLS data analysis method. The findings of this study are: 1) Career Development has a positive effect on Employee Retention through Perceived Organizational Support; 2) Organizational Justice has a positive effect on Employee Retention through Perceived Organizational Support; 3) Trust in Organization has a positive effect on Employee Retention through Perceived Organizational Support.

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EFEK MODERASI DUKUNGAN ORGANISASI DAN MEDIASI WORK-LIFE BALANCE PADA PENGARUH PENGEMBANGAN KARIR TERHADAP KEPUASAN KERJA (STUDI KASUS KARYAWAN WANITA DI PT BANK CENTRAL ASIA, Tbk.)

Cited by 3 publications

References 1 publication

Peran Pembentukan Komite Sosial Kesetaraan Gender Perempuan dalam Isu Stereotip

Peran Pembentukan Komite Sosial Kesetaraan Gender Perempuan dalam Isu Stereotip

The Effect of Green Human Resource Management on Performance with Green Lifestyle Moderation and Perceived Organizational Support

Factors Affecting Employee Retention through Perceived Organizational Support (Survey of Auditor Employees at the BPKP Office)

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