DETAIL KOLEKSI

Pengaruh trust in leader dan work satisfaction terhadap organizational commitment dengan work engagement sebagai variabel mediasi


Oleh : Shinta Anisah Mahdiyani

Info Katalog

Nomor Panggil : 122012011063

Subyek : Human capital - management;Job satisfaction

Penerbit : FEB - Usakti

Kota Terbit : Jakarta

Tahun Terbit : 2023

Pembimbing 1 : Andreas Wahyu Gunawan Putra

Kata Kunci : trust in leader, work satisfaction, work engagement, organizational commitment

Status Posting : Published

Status : Lengkap


File Repositori
No. Nama File Hal. Link
1. 2023_TS_MMJ_122012011063_Halaman-Judul.pdf 13
2. 2023_TS_MMJ_122012011063_Lembar-Pengesahan.pdf 15
3. 2023_TS_MMJ_122012011063_Bab-1_Pendahuluan.pdf 10
4. 2023_TS_MMJ_122012011063_Bab-2_Landasan-teori.pdf 22
5. 2023_TS_MMJ_122012011063_Bab-3_Metodologi-Penelitian.pdf 22
6. 2023_TS_MMJ_122012011063_Bab-4_Analisis-dan-Pembahasan.pdf 19
7. 2023_TS_MMJ_122012011063_Bab-5_kesimpulan.pdf 4
8. 2023_TS_MMJ_122012011063_Daftar-Pustaka.pdf 5
9. 2023_TS_MMJ_122012011063_Lampiran.pdf 11

P Penelitian ini bertujuan untuk menguji pengaruh Trust in Leader dan WorkSatisfaction terhadap Organizational Commitment dengan Work Engagementsebagai variabel mediasi. Populasi dalam penelitian ini adalah karyawan staffmarketing kredit di perbankan wilayah Jabodetabek. Teknik pengambilan sampelmenggunakan sensus sebanyak 100 responden. Analisis data menggunakan metodepersamaan model struktural berbasis varian dengan pendekatan partial least squaremenggunakan aplikasi SmartPLS versi 3.2.1.Hasil penelitian menunjukkan bahwa Trust in Leader dan Work Satisfactionberpengaruh terhadap Organizational Commitment. Sedangkan Work Engagementtidak berpengaruh terhadap Organizational Commitment. Hasil penelitian jugamenunjukkan bahwa ada pengaruh Trust in Leader terhadap Work Engagement,Work Satisfaction berpengaruh terhadap Work Engagement. Penelitian ini jugamembuktikan bahwa Work Engagement tidak mampu memediasi pengaruh Trustin Leader dan Work Satisfaction terhadap Organizational Commitment.Implikasi manajerial dari penelitian ini adalah pertama, untuk meningkatkan Trustin Leader sebaiknya pimpinan mempertimbangkan usulan dan saran dari bawahan.Kedua, untuk meningkatkan Work Satisfaction sebaiknya karyawan ditempatkansesuai dengan latar belakang pendidikan, pengalaman kerja, dan komptensi daripekerja tersebut. Ketiga, untuk meningkatkan Work Engagement sebaiknya ide darikaryawan untuk kemajuan perusahaan dapat dipertimbangkan agar karyawanmerasa dilibatkan dalam organisasinya. Terakhir, untuk meningkatkanOrganizational Commitment pada karyawan perbankan, perusahaanmempertahankan karyawan dengan memberikan kepastian jenjang karir diperusahaan tersebut.

T This study aims to examine the effect of trust in leaders and Work Satisfaction onOrganizational Commitment with Work Engagement as a mediating variable. Thepopulation in this study were marketing credit’s staff employees in Jabodetabekarea. The method of determining the sample using a census are 100 respondents.Data analysis using variant-based structural model equation method with partialleast square approach using the SmartPLS version 3.2.1 application.The results showed that the direct influence of Trust in Leader and WorkSatisfaction had an effect on Organizational Commitment. Meanwhile, WorkEngagement has no effect on Organizational Commitment. The results of the studyalso show that there is an effect of Trust in Leader on Work Engagement, WorkSatisfaction has an effect on Work Engagement. This research also proves thatWork Engagement is not able to mediate the effect of Trust in Leader and WorkSatisfaction on Organizational Commitment.The managerial implications of this research are first, to increase Trust in Leaders,leaders should consider suggestions and suggestions from subordinates. Second, toincrease job satisfaction, employees should be placed according to the educationalbackground, work experience, and competency of the worker. Third, to improveWork Engagement, ideas from employees should be considered so that the progressof the company can be considered so that employees feel involved in theirorganization. Finally, to increase Organizational Commitment in employeebanking, companies retain employees by providing certainty about careerdescriptions in the company.

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