Peran Kepemimpinan Transformasional dan Kepuasan Kerja Terhadap Niat untuk Tinggal dengan Keterikatan Kerja sebagai Mediasi

Niat untuk tinggal di dalam perusahaan dipengaruhi oleh beberapa faktor diantaranya kepemimpinan transformasional dan kepuasan kerja. Kepemimpinan yang baik dan ada nya kepuasan karyawan akan meningkatkan keinginan untuk tinggal didalam perusahaan, dan hal tersebut akan diperkuat dengan adanya keterikatan terhadap pekerjaan. Penelitian ini untuk mengetahui pengaruh kepemimpinan transformasional dan kepuasan kerja yang dimediasi oleh keterikatan kerja terhadap niat untuk tinggal. Penelitian menggunakan pendekatan kuantitatif dengan sampel karyawan PT. AW Indonesia di Cikarang sebanyak 55 orang. Analisis menggunakan model struktural diolah software SMARTPLS 3.0. Hasil penelitian ini terdapat pengaruh tidak langsung antara variabel Kepemimpinan Transformasional, Kepuasan Kerja, Keterikatan kerja terhadap Niat untuk Tinggal. The intention to stay in the company is influenced by several factors including transformational leadership and job satisfaction. Good leadership and employee satisfaction will increase the desire to stay in the company, and it will be strengthened by an attachment to the job. This research is to find out the effect of transformational leadership and job satisfaction mediated by work attachment to the intention to stay. The research used a quantitative approach with a sample of 55 employees of PT AW Indonesia in Cikarang. Analysis using structural models processed SMARTPLS 3.0 software. The results of this study have an indirect influence between the variables of Transformational Leadership, Job Satisfaction, Work Attachment to the Intention to Stay.

The Influence of Psychological Capital and Workplace Well-Being on Work Engagement of Bank Employees

The challenge comes from increasingly fierce business competition and increasingly varied customer demands for products and services. Therefore, apart from capital and technology, banks also need the support of reliable human resources. The purpose of this study was to determine empirically whether there was any influence between psychological capital and workplace well-being on the work engagement of employees at the Bank. This study involved 134 respondents. The results obtained indicate that the empirical model obtained is in accordance with the theoretical model that was built. The variables of psychological capital and workplace wellbeing together influence work attachment to Bank employees. Keywords: Psychological Capital, Workplace Well-Being, Work Engagement.

Structural Model of Work-Life Balance Effect on Nurse Work Engagement

Introduction: High job demands can cause problems for nurses, increased stress levels, burnout, and even turnover which results in decreased performance. Conditions of work-life balance that are not aligned may reduce work attachments. Objectives: to examine the structural model of the effect of work-life balance on work engagement. Methods: The research participants were 120 nurses, diploma graduates or nurses who were actively working in the field of nursing and living with their families. Data were obtained by using the UWES-9 questionnaire and the Industrial Society's Work-Life. Data processing used the Structural Equation Modelling (SEM) method, namely testing the measurement model with Confirmatory Factor Analysis (CFA) and testing the structural model with SEM methods with the LISREL 8.8.0 program. Results: The structural model produces a work-life balance of 8 valid items, 3 valid items to the vigor dimension, 3 valid items dedication dimension and 2 valid items absorption dimensions. Work-life balance as a predictor has an effect on work attachment but is still weak (γ = 0.29; sig; R2 = 8%). The work-life of nurses is not yet balanced and it is proven that nurses find it difficult to find time to relax, and maintain relationships with friends and relatives. Nurses perceive their work as very meaningful and it is proven by their strong dedication. Conclusions: The structural model has a fit model, that work-life balance is still weak and has not been able to influence work engagement. Nurses work because of their strong dedication to their work.

Topics in National Anthems

<p><em>National anthems are occasionally quoted, mostly based on anecdotal evidence or arguments, to be correlated with societal features. The present study aims to identify the pervasive topics in national anthems, and then to establish whether connections may be established between these topics and some basic societal features. Upon examination of ~200 anthems, such recurring themes were identified: ancestry/past, beauty, build/work, country name, courage, democracy, enemy, ethnicity, family, man, woman, fight, flag/colours, forever/never, future, geographical references, glory, independence/freedom, joy/happiness, home/mother/father-land, law/governance, leader, love, loyalty, peace, poverty/wealth, pride, religion, revolution, sacred, sacrifice, salvation, sorrow, treason, tyrant/chains, unity, win/victory. The number of topics, as well as their bias (e.g., towards identity, or towards fight, or towards general well-being), vary widely between anthems; groups of anthems may be identified based on these tendencies. Moreover, the number of topics, their bias, and/or the date of adoption can be proven to correlate to some extent to more general societal features such as date of adoption, age of country, gross domestic product (GDP) per capita, Gini coefficient, size of armed forces, inequality, inequality-adjusted human development index, and a number of parameters from the World Values Survey (WVS) database (related to religion, gender equality, attitude towards other nationalities/races, attitude towards work, attachment to democratic values etc). This set of data and the herein identified correlations may offer grounds for further, more detailed exploration of a variety of correlations between societal features and official narratives, starting with the national anthems as prime example.</em></p><p><br /><em></em></p>

The Effect of Mediation Work Engagement to Procedural Justice and Organizational Learning on the Innovative Behavior

The purpose of this study was to determine the effect of procedural fairness and organization learning on innovative behavior through work engagement. The population in this study were all batik craftsmen in Semarang City IKM Batik, totaling 165 people. Based on this population 117 respondents were taken by proportional random sampling technique. Data collection in this study used a questionnaire, observation and interviews. The analytical method used is SPSS IBM Statistics 25. The results of this study indicate that procedural justice has positive and significant influence on innovative behavior, organizational learning can have a positive and significant effect on innovative behavior and work engagement, work engagement can have a positive and significant effect on innovative behavior, then work engagement can mediate the positive influence of procedural justice and organizational learning on innovative behavior. The conclusion of this research is procedural fairness,organizational learning and work engagemEnt can increase innovative behavior. Furthermore work attachment can mediate the influence of procedural fairness and organization learning on innovative behavior. Suggestions for IKM batik management are to have emotional closeness such as the availability of leaders to listen to the complaints of employees, the existence of activities such as workshops and exhibitions on a regular basis to trigger increased knowledge so that it is easier to create new ideas.

The Relationship between Social Supports with Nursing Employee Attachment at Dr. R.M. Djoelham Hospital Binjai

This article deals with the relationship between social supports with nursing employee attachment at Dr. R.M. Djoelham Hospital Binjai. This study aims to see the relationship between two variables and in the process of data analysis. This study uses numerical data or numbers that are processed by methodology, after the results are obtained then described by outlining the conclusions based on the numbers with the statistical method. The results shows that there is a significant positive relationship between social support and work attachment. This result is proven by the correlation coefficient = 0.377; p = 0.000 means p <0.010 means that the higher the social support, the higher the attachment of work to nurses and vice versa, if social support is obtained low, then the attachment of nurses work is also low. Thus, the hypothesis that has been proposed in this research is accepted. Social support has an effect of 14.2% on work attachment known from the determinant coefficient = 14.2%. There are still 85.8% influence from other factors that affect work attachment, namely compensation, skills, optimism, self efficacy, and reciliency.

Preliminary Evidence on the Validity of the Brazilian Short Work Attachment Measure - SWAM Version

There is growing interest on the relationship between attachment and work- or career-related decisions. However, to this date, there are no scientific reports assessing adult attachment in work environment in Brazilian samples. This study aimed to adapt and collect psychometric evidence from the Short Work Attachment Measure for Brazilian Portuguese. A total of 450 adults (62.2% women; mean age = 23.8 years old) from a Southeastern state of Brazil participated in this research. Exploratory and confirmatory factorial procedures replicated the original version of the two-dimensional structure of the measure. The McDonald’s Omega accuracy indicators were higher than 0.78 for the instrument. Evidence of convergent validity was observed with a measure of attachment to romantic relationships and life satisfaction. We concluded that the Brazilian version of SWAM presents adequate psychometric properties

Who does not intend to retire? Mothers' opportunity costs and compensation at later ages in Europe

Research investigating the association between women's work–family trajectories and their retirement intentions is limited. Studies considering how different institutional conditions affect this association are even more limited. To fill this gap, we use the first three waves of the Survey of Health, Ageing and Retirement in Europe, 2004–2009, and apply two-level random effects models with country-level fixed effects to a sample of mothers aged 50–64 years. Our dependent variable is the intention to retire as early as possible. We found that the following two different mechanisms are associated with mothers' early retirement intentions: (a) strategies to compensate for opportunity costs and (b) work attachment. When all other factors are equal, mothers with a work career characterised by interruptions and part-time work intend to work longer than other mothers, indicating the need to compensate for lower lifelong earnings at older ages. Some compensatory strategies are also observed among mothers who are classified as ‘never married’, ‘divorced’ or ‘widowed’, who wish to continue their careers. In other cases, evidence supporting work attachment mechanisms is found; for instance, working when the youngest child is younger than six years predicts the intention to delay retirement. These results change according to the welfare regime, underlining the importance of family policies and pension benefits to counterbalance the effect of opportunity costs on mothers' earnings.