DETAIL KOLEKSI

Pengaruh perceived organizational support terhadap employee creativity melalui job stress dan work engagement pada karyawan asuransi pt “x” di Jakarta Pusat


Oleh : Wendy Prawira

Info Katalog

Nomor Panggil : 022001802004

Penerbit : FEB - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2022

Pembimbing 1 : Beta Oki Baliartati

Subyek : Personnel management

Kata Kunci : perceived organizational support, work engagement, job stress, employee creativity.


File Repositori
No. Nama File Ukuran (KB) Status
1. 2022_TA_SMJ_022001802004_Halaman-Judul.pdf 807.21
2. 2022_TA_SMJ_022001802004_Lembar-Pengesahan.pdf 675.72
3. 2022_TA_SMJ_022001802004_Bab-1-Pendahuluan.pdf 632.49
4. 2022_TA_SMJ_022001802004_Bab-2-Landasan-Teori.pdf 587.96
5. 2022_TA_SMJ_022001802004_Bab-3-Metode-Penelitian.pdf 852.49
6. 2022_TA_SMJ_022001802004_Bab-4-Analisis-dan-Pembahasan.pdf 751.25
7. 2022_TA_SMJ_022001802004_Bab-5-Kesimpulan.pdf 621.99
8. 2022_TA_SMJ_022001802004_Daftar-Pustaka.pdf 795.54
9. 2022_TA_SMJ_022001802004_Lampiran.pdf 1168.34

P Penelitian ini bertujuan untuk menganalisis pengaruh dari Perceived Organizational Support terhadap Employee Creativity yang dimediasi Work Engagement dan Job Stress. Penelitian ini dilakukan pada karyawan perusahaan asuransi PT “X” di Jakarta Pusat, dimana sampel yang digunakan adalah 200 responden dengan tekhnik sampling, menggunakan random sampling. Metode analisis yang digunakan adalah Structural Equation Modeliing (SEM). Hasil penelitian menunjukan bahwa tidak terdapat pengaruh positif Perceived Organizational Support terhadap Employee Creativity, terdapat pengaruh positif Perceived Organizational Support terhadap Work Engagement, terdapat pengaruh negatif Perceived Organizational Support terhadap Job Stress, terdapat pengaruh pengaruh positif work engagement terhadap Employee Creativity, terdapat pengaruh Perceived Organizational Support terhadap Employee Creativity yang dimediasi oleh Work Engagement. Hasil penelitian juga menunjukan Job stress tidak memiliki pengaruh terhadap Employee Creativity, Job Stress tidak dapat memediasi pengaruh dari Perceived Organizational Support terhadap Employee Creativity. Implikasi manajerial yang dapat diberikan kepada manajer HRD lebih memperhatikan prestasi individu, untuk meningkatkan semangat karyawan di pagi hari, maka perusahaan perlu memberikan insentif untuk kedatangan karyawan yang tepat waktu, karyawan lebih diberikan kebebasan untuk mengatur produktifitas kerjanya, dan perusahaan perlu mendorong kreativitas dari karyawan dengan cara memberikan kebebasan lebih besar dalam bekerja dan menyelesaikan pekerjaan sesuai dengan metode dan cara setiap karyawan.

T This study aims to analyze the effect of Perceived Organizational Support on Employee Creativity mediated by Work Engagement and Job Stress. This research was conducted on employees of the insurance company PT "X" in Central Jakarta, where the sample used was 200 respondents with a sampling technique, using random sampling. The analytical method used is Structural Equation Modeling (SEM). The results show that there is no positive influence of Perceived Organizational Support on Employee Creativity, there is a positive influence of Perceived Organizational Support on Work Engagement, there is a negative influence of Perceived Organizational Support on Job Stress, there is a positive influence of work engagement on Employee Creativity, there is an influence of Perceived Organizational Support on Employee Creativity mediated by Work engagement. The results also show that Job Stress has no effect on Employee Creativity, Job Stress cannot mediate the effect of Perceived Organizational Support on Employee Creativity. The managerial implications that can be given to HRD managers pay more attention to individual achievements, to increase employee morale in the morning, the company needs to provide incentives for the arrival of employees on time, employees are given more freedom to manage their work productivity, and companies need to encourage creativity from employees by how to provide greater freedom in working and completing work according to the methods and ways of each employee.

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