Explore the evidence.
Understand the reach.

Turnover intention is an employee's desire to move to another agency or stop working on their own volition or voluntarily from the organization where they work for certain reasons. Turnover intention behavior has a negative impact on the smooth operation of the organization, so it is necessary to study the factors that influence it and efforts to prevent it. This study aims to examine the effect of workplace well-being and workplace incivility on turnover intention, as well as to examine the role of job embeddedness in moderating the relationship between the two independent variables with the above dependent on employees of the Ministry of Agriculture vertical agency in Manokwari. This study uses a quantitative approach involving 121 respondents. Data analysis using Partial Least Square (PLS) with the help of SmartPLS 3.0 software. The results showed that; (1) workplace well-being has a negative and significant effect on turnover intention, (2) workplace incivility has a positive and significant effect on turnover intention, (3) job embeddedness significantly plays a role in moderating the relationship between workplace well-being and turnover intention, and (4) Job embeddedness plays a significant role in moderating the relationship between workplace incivility and turnover intention. To prevent turnover intention behavior in employees of the Ministry of Agriculture's vertical agency in Manokwari, it is suggested that the level of job embeddedness should always be maintained and improved for all employees of the Ministry of Agriculture's vertical agency in Manokwari.

This study explores the relationship between organizational commitment and specific aspects of green human resources management to organizational citizenship behaviour. In its implementation, it explores green human resources management at the Ministry of Environment and Forestry as an institution directly related to macro and micro environmental conservation. This study uses quantitative methods, using SEM-PLS. The results of this study: (1) There is no significant effect of the Green Organizational Culture construct on Organizational Commitment. (2) The Green Organizational Culture construct has no significant effect on Organizational Citizenship Behavior. (3) Green Transformational Leadership construct has no significant effect on Organizational Commitment. (4) Green Transformational Leadership constructs have no significant effect on Organizational Commitment. (5) There is a significant effect of the Job Satisfaction construct on Organizational Commitment. (6) There is no significant effect of the Job Satisfaction construct on Organizational Citizenship Behavior. (7) The Organizational commitment construct has no significant effect on Organizational Citizenship Behavior. (8) The Green Transformational Leadership construct has no significant effect on Organizational Citizenship Behavior. (9) There is no significant effect of Job Satisfaction constructs on Organizational Citizenship Behavior through Organizational Commitment. (10) Green Organization Culture constructs have no significant effect on Organizational Citizenship Behavior through Organizational Commitment.

The purpose of this study is to examine and analyze the influence of workplace happiness and innovative work behavior on job satisfaction mediated by work engagement on employees of a private university in Tenggarong, East Kalimantan during the Covid-19 pandemic. This research is quantitative with a sample of 100 people taken through proportional stratified random sampling. The data analysis technique used is descriptive statistical analysis and structural equation modeling (SEM). The conclusion of this study is that there is a positive influence between workplace happiness and innovative work behavior on job satisfaction, there is a positive influence between workplace happiness and work engagement, there is a positive influence between work engagement and job satisfaction, and there is a positive influence between workplace happiness on job satisfaction mediated by work engagement.  

This study aims to examine and understand the influence of psychological capital on employee turnover intention through the mediating role of organizational commitment and work-life balance on Generation Z and millennial employees in Bandung, West Java. The data used in this study are primary and secondary data obtained from the employees of the companies and the company data. This study uses the census method as a sampling technique, with a number of samples of 100 respondents. The data is collected by distributing questionnaires and carrying out observations in the company. The data is further processed using Structural Equation Modeling with the Partial Least Square method. The results of this study indicate that psychological capital has a significant influence on employee turnover intention, organizational commitment, and work-life balance. Furthermore, organizational commitment and work-life balance are found to have a direct negative influence on turnover intention. Both of these variables also act as mediators in the relationship between psychological capital and turnover intention.

This study aims to examine and analyse the effect of green transformational leadership and green attitude on green organisational citizenship behaviour mediated by emotional intelligence. This research was conducted at Batik Warna Alam SMES in Klaten, Central Java, with 118 respondents. Analysis of the data used is the quantitative method of Structural Equation Modelling (SEM) SMART-Partial Least Square (PLS) Software. This study indicates that: (1) There is a positive and significant effect between green transformational leadership on emotional intelligence. (2) there is a positive and significant effect between green attitude to green attitude (3) there is a positive and significant effect between emotional intelligence on green organisational citizenship behaviour. (4) there is a positive and significant effect between green transformational leadership on green organisational citizenship behaviour (5) there is a positive and significant effect between green attitude and green organisational citizenship behaviour (6) there is a positive and significant effect between green transformational leadership on green organisational citizenship behaviour mediated by emotional intelligence (7) there is a positive and significant effect between green attitude and green organisational citizenship behaviour mediated by emotional intelligence at Batik Warna Alam SMEs in Klaten, Central Java.

Paternalistic leadership is reported to have a favourable correlation with employee organisational commitment. This commitment is provided in exchange for the paternalistic leaders' care, attention, and protection of employees in both professional and personal contexts. Nonetheless, numerous further research have identified a negative tendency in this association. This research employed a Systematic Literature Review (SLR) utilising PRISMA as the principal procedure, identifying 16 articles published from 2014 to July 2024 that investigate the correlation between paternalistic leadership and organisational commitment. This relationship is delineated through two frameworks: firstly, paternalistic leadership induces varying degrees of employee organisational commitment; secondly, organisational commitment serves as a mediator between paternalistic leadership and other variables. From these two schemes, it is evident that (i) a positive correlation exists between benevolence and moral leadership and organisational commitment, albeit with variations in the types of commitment elicited by these leadership dimensions; (ii) authoritarian leadership elicits a negative reaction towards two forms of organisational commitment (affective and normative) among employees, while inducing a marginally positive response towards continuance commitment; and (iii) organisational commitment as a mediator exhibits a "inconclusive" effect.

A hospital is a non- profit health service organization profit oriented, and own various specifications, specifically related with human resources. In this context, hospitals are often mentioned as an organization that is intensive in human resources, this is because it is in a hospital there are various professions and types of work that have specifications and tasks different principal. Apart from that, hospitals are also known as solid organizations regulations and intensive technology and science. Technology and science intensive knowledge because there is technology and sophisticated medical equipment as well the rapid development of science as a result of education and study in in House Sick. Congested regulations because in House Sick there is Lots regulation and terms service Which must obeyed by all over element Which There is At home Sick. This research aims to investigate influencing factors OCB to nurses at Samarinda Medika Citra Hospital. This research uses OCB as a dependent variable which influences Organizational Justice, Job involvement and Organizational Commitment as mediating variables. This research is categorized as explanatory research. The respondents in this study were nurses at Samarinda Medika Citra Hospital who had worked for more than 2 years and determining the sample size in this study used a saturated sample technique with a total sample of 172 respondents. The data collection method uses a questionnaire, and the data is analyzed using SEM-PLS. The findings from this research show that organizational justice, job involvement and organizational commitment have significant effects on OCB. Organizational Commitment also plays a role in mediating the relationship between organizational justice and work engagement hope OCB.

This study contributes to our understanding of employee behavior in governmental organizations. This paper aims to demonstrate the effects of organizational culture, transformational leadership, and work motivation on organizational citizenship behavior (OCB). This paper also aims to conduct a literature evaluation on the OCB of the public sector, using VOSviewer to acquire a visual representation of the research's progress. The VOSviewer for visualizing research progress adds value by providing a clear and intuitive representation of the scholarly landscape. Visualizing connections and clusters among documents can facilitate the identification of key themes and research directions. The study searched the Scopus database using the keywords "organizational citizenship behavior public sector," resulting in the discovery of 85 relevant documents. The study analyzed documents published between 2019 and 2023. Afterward, the study selected 25 documents with the highest rankings as references using Publish or Perish. Supplementary documents were discovered through Google Scholar and Proquest. In comparison to other studies, this research is more diverse in the variables, providing integrated information in the public sector. Consequently, this research remains pertinent. Nevertheless, the amount of study conducted on OCB in the public sector has been limited. Therefore, there is a potential for further investigation in this field. The main findings of the study demonstrate that (i) underscore the relevance of promoting a positive organizational culture, fostering transformational leadership, and enhancing work motivation to encourage OCB among public sector employees and finally (ii) the results of this study indicate that influential factors have a positive impact significantly on the OCB in the public sector.

The increasingly rapid development of education in Indonesia requires strong involvement and engagement of lecturers, including in West Java. In reality, there are still some lecturers who have low involvement and engagement in education at their universities. This study examines the influence of proactive personality and emotional regulation on employee engagement, by considering the moderation of religiosity in this relationship pattern. expertise and knowledge in their field make them not focus on developing the quality of the campus they hold. The population of this study were Muslim lecturers who taught at universities in Bandung City, selected using the purposive sampling method, with 100 respondents. The data obtained was processed using Structural Equation Modeling with Partial Least Square (SEM-PLS). The results of this study show that employee engagement can be influenced by proactive personality and emotional regulation, and this influence is stronger when the lecturer's level of religiosity is high. These findings provide important insights for understanding factors that influence employee engagement in academic contexts.

This study examines the relationship between person-job fit and employee engagement with mediator meaningful work of regional bank employees in Indonesia. A survey questionnaire was administered to employees in bank regions across different departments, with 205 respondents comprising 164 men, 80%, and 41 women, or 20%. Statistical techniques with a partial least square structural equation model (PLS-SEM 3.3.3) will be used to analyze the relationships and test the mediation effect of Meaningful Work on the relationships between Person Job Fit and Work Engagement. The study's findings demonstrated that Job Person Fit, which is the suitability of self-value with each job given, employees understanding the goals to be achieved in their work, and demand-abilities fit, including knowledge, skills, and personalities, were responsible for specific variations in work-related outcomes. Work engagement can be directly impacted by Job-person fit and indirectly by Meaningful work. Understanding these linkages may help employers design jobs and responsibilities that better fit their workforce's skills, preferences, and values, eventually resulting in a happier and more engaged workforce.