Indonesia Conference Directory

Corresponding Author
Winona Almira

Institutions
Airlangga University

Abstract
A Smart City concept is recognized as one of the effective ways to overcome the complexity of urban problems. With the development of digital and information technology, including the utilization of big data and internet, Smart City is considered capable of overcoming social, economic and environmental issues more accurately and efficiently, resulting in a better quality of life. Indonesia government has launched several programs to encourage Smart City implementation as one of sustainable urban planning. In its implementation, the concept of Smart Cities requires involvement and connection between the components of technology, government, and society. Smart City must be inhabited by city residents who are socially engaged with technology and always participate in public activities. Smart People become an important element which support social and human capital. Unfortunately, some cities still has problems with community in city corners who still not technologically literate. To fill this problem gap, we propose a gamification model based on mobile application that can digitally engage and motivate people towards success Smart City. This innovation will not only give benefits for growing Smart People, but also Smart Economy. Our experimental results may be used by government as a guideline in the development of sustainable cities in Indonesia.

Keywords
smart city, human resource development, information technology

Topic
Human Resource Development

Link: https://ifory.id/abstract/DvkPXHNZ4A3Y

Corresponding Author
ADINDA NELLA WISUDAYANTI

Institutions
Fakultas Ilmu Sosial dan Politik Universitas Airlangga

Abstract
This paper explains the government efforts to realize sustainable cities, creating a productive city environment by increasing quality human resources through increasing public interest in reading. However, based on the study of "Most Littered Nation In The World" by Central Connecticut State University, reading interest in Indonesian society was ranked 60th out of 61 countries. Surabaya in 2014 declared itself as a city of literacy, namely the ability to read and write. In fact, reading interest and literacy culture in Surabaya are low. Government efforts to increase public reading interest through libraries are effective ways. The Surabaya City Government set the Archives and Library Agency as the manager of the expression park library to increase public reading interest. This research is a descriptive research, qualitative approach. The results of the study showed that the park expression library had a good role in increasing the publics interest in reading to create sustainable cities. There are obstacles in carrying out this role, there is no catalog of books, the book collection is incomplete, the coverage of the socialization activities is not extensive.*CoresspondingAuthor

Keywords
Reading Interest; Library; Sustainable City

Topic
Human Resource Development

Link: https://ifory.id/abstract/tQTWNYU2AMuV

Corresponding Author
Nan Hlaing Hlaing Myint

Institutions
a) Human Resources Development
Postgraduate School
Universitas Airlangga
Jl.Airlangga NO 4-6, Surabaya, Indonesia
*jessicayangyoudi[at]gmail.com

b) Human Resources Development
Postgraduate School
Universitas Airlangga
Jl.Airlangga NO 4-6, Surabaya, Indonesia
moepwint125[at]gmail.com

c) Human Resources Development
Postgraduate School
Universitas Airlangga
Jl.Airlangga NO 4-6, Surabaya, Indonesia
obednh843[at]gmail.com

Abstract
Foreign Investments are overwhelming and important factors of Southeast Asia countries- blooming economy. As enormous amount of foreign investments is entering in miscellaneous industries, foreign workers become to contribute significant part of the workforce. Despite of its internal conflict, Myanmar is still attracting many investors from different countries with an untouched market, cheap labors and boastful resources. Hence, foreign investments are entering land slide into the country-s young and growing economy. Nonetheless, Myanmar is not ready to encounter massive investment due to economic policy uncertainty, lack of suitable infrastructures, skilled labors and well-trained labors. As for the influx of foreign investment, those companies have begun to bring foreign workers from different places and hired them temporary in local brunches as they are skillful and well-experienced; the driving force of processing the new departments and branches and to help in training and guiding the local employees with the processes of the company. This paper aimed at measuring the level of job satisfaction among foreign workers in Myanmar. Quantitative approach was used in this research paper. Simple random sampling technique was used to select respondents from employees of different organizations and companies and later prepared questionnaires were distributed among them for data collection process. The research findings indicate that the general foreign workers in Myanmar were satisfied with the related conditions on their job environment.

Keywords
Job satisfaction; Foreign investment; Foreign workers, Policy

Topic
Human Resource Development

Link: https://ifory.id/abstract/zZJ2u3TMwk4x

Corresponding Author
May Moe Pwint Phyu

Institutions
a)Yadanabon University, Mandalay, Mandalay Division, Myanmar
*moepwint125[at]gmail.com
b)Yadanabon University, Mandalay, Mandalay Division, Myanmar
zinlinphyu1395[at]gmail.com
c)Yadanabon University, Mandalay, Mandalay Division, Myanmar
yangyoudi359867[at]gmail.com

Abstract
The issue of gender has been playing a significant role in a wide range of career-related attitudes, behaviours and outcomes including career outcomes, perception from other people, occupational health, work attitudes, career experiences and career choices. The purpose of this study is to investigate how gender has been influencing the career choices of youths in case of Myanmar. In this research paper, a qualitative approach is used. This approach needs to be the design of the choice when a straight forward description of a phenomenon is desired. In this research paper, purposive sampling was used to select 20 informants from Myanmar. The result of the study shows that women are more likely to choose careers like teacher, doctor, nurse, and other careers related to social works while men are offered more various choices of careers in fields such as engineering, IT, business and science. Myanmar women are discouraged to choose careers such as engineering, politics, police and military which are considered male dominated and limited in choice of career compared to men no matter what their interest is. Moreover, men tend to gain higher status and pay than women. Myanmar society needs to develop a more flexible, modern mind-set in the issue of gender and remove the limitations of options and achievements that prevent women to pursue their dream career.

Keywords
Keywords: gender, career development, career choices, Myanmar

Topic
Human Resource Development

Link: https://ifory.id/abstract/DL26Wmfy9M7h

Corresponding Author
Zin Lin Phyu

Institutions
Student of Master Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia
e-mail: zin.lin.phyu-2018[at]pasca.unair.ac.id

Abstract
The self-administered questionnaire contained the short version of the Social, Attitudinal, Familial and Environmental Acculturative Stress Scale was used to determine the acculturative stress among international postgraduate university students. The instrument measures four aspects of acculturative stress, including social, attitudinal, family and environment. It contained 21 items in Likert 5-point response format. The sample consisted of 30 (15 males and 15 females) students studying in Universitas Airlangga (UNAIR) stress level among different gender and age groups were measured using t-test. Results indicated that the top two sources of acculturative stress were: environment and attitude. However, there was no significant different of acculturative stress between genders and different age groups. The findings from this study provided some knowledge and understanding of the sources of stress among international postgraduate university students which are crucial for implementing stress reduction strategies, because stress may reduce motivation and decrease in academic performance

Keywords
Personality Development, International Students, Stress level

Topic
Human Resource Development

Link: https://ifory.id/abstract/fQJuRBEVTnr2

Corresponding Author
Siti Jamilatus Sholihah

Institutions
a) Master Study Program of Human Resource Development, Postgraduate School of Universitas Airlangga Campus B, Jl. Airlangga No. 4-6, Surabaya
*siti.jamilatus-16[at]pasca.unair.ac.id
b)Department of Management. Faculty of Economy and Business, Universitas Airlangga Campus B, Airlangga No. 4, Surabaya, Indonesia
c) Department of Public Administration. Faculty of Social Science and Political Science, Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
d) Doctoral Program of Human Resource Development, Postgraduate School of Universitas Airlangga Campus B, Jl. Airlangga No. 4-6, Surabaya, Indonesia

Abstract
Housing was a primary need that had very important for the community. According to data from the Central Statistics Agency in 2015, the macro backlog / shortage of houses in Indonesia was around 13.5 million units. The wider property business competition had led to the need for a marketing strategy that could keep its business developing. Salesperson had a big influence in winning market competition. As the spearhead of the salesperson the company must had expertise, special skills and superior performance. This study aimed to analyze housing marketing mix strategies in order to improved the performance of the salesperson in the Berkarya Jaya Selamanya Company through a certained pattern of mechanisms. This research method used a qualitative approached with case study design to revealed the analysis of housing marketing mix strategies to improved salespersons- performance. The results of this study concluded that the implementation of the housing marketing mix strategy carried out by Berkarya Jaya Selamanya Company was mainly related to 4P (product, price, place, and promotion) combined with 5P (plan, pattern, position, perspective, and play) were right and running good to improving the performance of the salesperson. By implementing such a marketing mix strategy effectively, the company could been created customer satisfaction which becomes one of the trigger factors for increasing the performance of the salesperson.

Keywords
Marketing, Marketing Mix, Marketing Mix Strategy, Performance, Salespersons- Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/qDdUK23HFGeX

Corresponding Author
Erick Fajar Subhekti

Institutions
Student of Master Program Study of Human Resource Development, Postgraduate School of Universitas Airlangga, Jl. Airlangga No. 4-6, Surabaya, Indonesia
e-mail : erick.fajar.subhekti-2018[at]pasca.unair.ac.id

Abstract
This study aims to find out how the methods and procedures for the recruitment and selection of employees at the Bima branch of fast food companies in meeting the needs of Human Resources in the company. The author uses descriptive research methods with a qualitative approach. The technique of determining informants in this study used a purposive sampling technique consisting of assistant managers, shift leaders, crew, host, and stock control as informants. Library research and field research are data collection techniques used in this study, while the technique of checking the validity of the data consists of credibility, transferability, dependence and certainty. The data analysis techniques of this study consisted of data reduction, data presentation, then drawing conclusions.The results of this study are companies using closed recruitment methods, the source of recruitment is divided into two, namely internal and external companies, the stages of recruitment consist of checking, coordination, posting announcements, allowance for applicants, calling applicants. Then the selection method for prospective employees used is the Scientific selection method which is a development of non-scientific selection and, the selection procedure applied to the crew consists of administrative tests, psychological tests, interview tests and announcement of employee acceptance. While the selection procedure for staff consists of administrative tests, psychological tests, interview tests, training (for three months), trials (for three months), and graduation announcements.

Keywords
Methods, Procedures, Recruitment, Selection.

Topic
Human Resource Development

Link: https://ifory.id/abstract/DzAFEv34KYWf

Corresponding Author
YULI ISMIATI

Institutions
a) Master Program of Human Resource Development. Postgraduate School of Universitas Airlangga. Jl. Airlangga No. 4-6, Surabaya, Indonesia
*yuli.ismiati-2018[at]pasca.unair.ac.id
b) Faculty of Psychology of Universitas Airlangga. Jl. Airlangga No. 4, Surabaya, Indonesia

Abstract
The purpose of this study was to finding out and describing the behavioural ethics for building the integrity of nurses in the Hospital Surabaya. This study used a qualitative approach with descriptive analytical study method where in obtaining as much data as possible had done through various techniques arranged systematically to found perfect data collection of research results. The informant selection technique used purposive sampling. Data collection techniques used were participatory observation, indepth interviews, and documentation. The data analysis technique used is the triangulation method. The results of this study were that the integrity of a nurse was not just a term that refers to the behavioural ethics possessed, but furthermore, integrity signified the level of universal moral understanding and accountable rationally. Behavioral ethics for building nurse integrity in the Hospital of ABC could be seen because nurse integrity was a compass that directed the behavioral ethics of nurse so as to provided an overall picture of a personal person which had part of the process of getting better. Nurses were said to have integrity if their actions were in accordance with the values, beliefs and principles they held accompanied by behavioral ethics based on nursing ethics.

Keywords
Ethics, Behavior, Behavioral Ethics, Integrity, Nurse Integrity

Topic
Human Resource Development

Link: https://ifory.id/abstract/f7LN6Txuq2r9

Corresponding Author
Salmatian Safiuddin

Institutions
a) Universitas Airlangga, Surabaya, Indonesia
*salmatian.safiuddin-2018[at]fib.unair.ac.id
b) IAIN Kendari, Kendari, Indonesia

Abstract
Creative English Society (CES) is a non-profit organization focusing on English improvement of its members located in three cities of Southeast Sulawesi; CES Kendari, CES Bau-Bau, and CES Kolaka Timur. This qualitative research aims to analyse the role of Creative English Society in improving English skill of the youths to secure a master scholarship to pursue higher education inland and abroad. The researchers obtained the data by administering the open-ended questionnaire and in-depth interview to 20 members of CES. The in-depth interview was undertaken after coding the questionnaire results. The results indicate that the members of CES showed significant improvement of their English skill. They could use English in active communications either in formal or non-formal interaction. The interview results spell out five methods (presentation, discussion, role-play, debate, and grammar learning) creating a better opportunity for the members to get scholarship and youths- exchange program. It is evident that some of the members have continued their higher education inland and abroad, and participated in cross-cultural understanding through youth exchange program.

Keywords
Human Development; Youth; Organization; English Club

Topic
Human Resource Development

Link: https://ifory.id/abstract/MQKyaZ7nL8fr

Corresponding Author
Syarifa Hanoum

Institutions
Department of Business Management, Institut Teknologi Sepuluh Nopember, Surabaya, Indonesia

Abstract
This article presents the development of human resources (HR) performance measurement of a state-owned enterprise (SOE) in Indonesia. Whilst the SOE has faced a fluctuated financial performance in recent years, the HR experts are believed to play a crucial role as a whistle blower in observing enterprise culture and behaviour, which may require corrections either on upper or lower levels. Unfortunately in the SOE under study, how effective the HR division has played every HR function has not been evaluated yet. This study aims to formulate an integrated HR Scorecard by cascading the SOEs strategy and SOE-s Balanced Scorecard. Besides, stakeholder expectations of the HR division are also taken into account in the scorecard. As a result, ten HR strategic objectives are defined and categorised into the four perspectives of the Balanced Scorecard approach. Once the new HR scorecard is put in place, we run the first trial by assessing the performance of HR Division in 2018 by using traffic light system. The assessment reveals there are five out of ten HR key performance indicators have not been able to reach the target (fall into the red zone). An action plan is formulated for each underperformed key performance indicator to increase its performance in the next period.

Keywords
Human resources, Scorecard, Performance measurement, State-owned Enterprise

Topic
Human Resource Development

Link: https://ifory.id/abstract/4TFxvDtZH9Yb

Corresponding Author
Hendro Susanto

Institutions
Faculty Of Pascasarjana, Airlangga University

Abstract
New mutations and positions received by employees in the Surabaya City government basically provide a challenge related to the development of knowledge and personality. The development of character to be able to adjust to the environment and new tasks. In addition, the development can be used to find out what kind of personality fits, including how the evaluation process. The method used is a qualitative method, using two data collection techniques, namely observation and in-depth interviews. The results of the study show that employees who are transferred and have positions in their own problematic side adjustments in the service environment, some forms of constraints can be minimized through forms of formal and informal development.

Keywords
mutations, new positions, adaptations, personality development

Topic
Human Resource Development

Link: https://ifory.id/abstract/eQpUvVbW7ufw

Corresponding Author
LANTRI VIDYA PURA

Institutions
Fakultas Ilmu Sosial dan Politik Universitas Airlangga

Abstract
Public services concerning the life of a very wide in nation and state In the Decree of the Minister of Administrative Reform. 63 / KEP / M.PAN / 7/2003. Responding to the principles of public services such as accountability and transparency, the government began to develop E-Government in carrying out its governmental affairs as mandated by Presidential Instruction No. 03 Year 2003. Surabaya City Government developed its newest application to realize Go To Cyber City and Smart City in Surabaya City in the field of Innovation Government and Electronic Government. One type of public service in Surabaya City is Media Center located at Surabaya City Communication and Informatics Office to handle public complaints by launching the latest electronic-based application named E-Wadul Based on Mayor Decree No.188.45 / 59.436.1.2 / 2015 The team of complaints / A community complaint (TPKPM) is a team that gets the Surabaya Mayors Decree to become a representative of each SKPD in tackling existing community grievances. This application was inaugurated on May 31, 2016 which coincided with HJKS (anniversary of Surabaya) to 723. E-Wadul service is an innovation provided by the Government of Surabaya City to facilitate the public in complaining about all complaints related to the Government of Surabaya. Based on this, it is necessary to describe how the Implementation of E-Wadul Service in Surabaya City Communications and Informatics Department. Indicators that update the successful implementation of this electronic goverment by OBrien (2005) are: Executive management support, End user involvement / end user role, Clarity of need statement, Mature and precise planning, Realistic / realistic expectations. Descriptive with qualitative approach. Data collection techniques in this study through interviews, observation, and documentation. Data analysis techniques are data collection, data reduction, data presentation, conclusion or data verification. The results show that the implementation of E-Wadul service is good enough although there are still shortcomings in the field of service, other than that not all the people of Surabaya can access the application, but the Office of Communications and Informatics continue to improve the service both in the field of service and field of connection Internet

Keywords
Public Service; Implementation; Electronic Government

Topic
Human Resource Development

Link: https://ifory.id/abstract/a8NjgkVHLPhu

Corresponding Author
Ayu Yuni Afifah

Institutions
a) Faculty of Economics and Business, Airlangga University
Jalan Airlangga 4-6, Surabaya 60115, Indonesia
*ayu.yuni.afifah-2017[at]feb.unair.ac.id
b) Faculty of Psychology, Airlangga University
Jalan Airlangga 4-6, Surabaya 60115, Indonesia

Abstract
The acceleration of industrial digitalization in many sectors was believed to be one of the factors driving the emergence of startup companies in Indonesia and presenting Indonesia as the top five countries with the highest number of startups in the world. Indonesia startups growth was inseparable from the role of the millennial generation as initiators and implementers, especially urban millennials. Millennials are known as a tech-savvy generation but also claimed to be less engaged and entitled at work, for them happiness in the workplace was very important. They did not hesitate to leave the company that did not make them happy. This research aimed to study the effect of fun and mindfulness at work on employee engagement through employee happiness. This study involved 100 urban millennials working in Indonesian startup companies as respondents. This study used SmartPLS 3.2.8 as an analysis tool. This study suggests that fun has a significant effect on employee engagement and fully mediated by employee happiness while mindfulness significantly affecting employee happiness but not to employee engagement. This research provides insights for companies, especially startups, how to maintain millennials at work.

Keywords
Startup; Urban Millennials; Fun; Mindfulness; Employee Happiness; Employee Engagement

Topic
Human Resource Development

Link: https://ifory.id/abstract/kUAxjuwc674V

Corresponding Author
Erna Setijaninrum

Institutions
Universitas Airlangga

Abstract
Indonesia has become the country of aging population, because the number of the elderly is more than 7 percent. Based on data from the 2013 Basic Health Research, the five most common diseases suffered by the elderly in Indonesia are hypertension, arthritis, stroke, pulmonary and diabetes. To overcome this problem, the Government of Indonesia created a Chronic Disease Management Program (Prolanis) carried out in the community health service. This study want to see how the elderly capacity development, and the factors that influence its success. The research location was in the community health center namely Medokan Ayu of Surabaya represent the big city, the Sumbersari of Jember represent the middle city, and the Pandian of Sumenep represent the small city. The results of this study shows three things, first, all stages of capacity building had carried out well. Second, community participation in Medokan Ayu and Sumbersari is in the degree of citizen power category with the position of the community as a partnership. Whereas in Pandian is in the tokenism category with the position of community as information. Third, there is a very high level affective and normative commitment of officers in the Pandian. The conclusion is that there are differences factors that influence the success of elderly capacity development through Prolanis among in the big city, medium city, and small city. The success in the big city and middle city is more influenced by the active participation of the community. While the success in the small city is more influenced by the strong commitment of the officer of community health center.

Keywords
Capacity development, Prolanis Program, elderly

Topic
Human Resource Development

Link: https://ifory.id/abstract/FMnz7h3a4JGu

Corresponding Author
Rahma Gautami

Institutions
a) Student Master of Public Policy, Airlangga University, City of Surabaya, Indonesia
*rahmagautami[at]yahoo.com
b) Lecturer of Public Administration Program, Airlangga University, City of Surabaya, Indonesia
*gitadi.supramudyo[at]fisip.unair.ac.id

Abstract
This research is based on reality that Regional Staffing Body (BKD) in staffing area was less optimum in providing service to civil servant causing a need to improve apparatus resource quality to make professional apparatus. It is evidenced by inequality staffing in almost all Regional Apparatus Task Force (SKPD) in Nganjuk Regency. Therefore, this research tried to answer question of how does Regional Staffing Body performance in Nganjuk Regency in PNS (Civil Servant) transfer in Nganjuk Regency. Theoretically, this problem was explained using performance theory perspective by Sedarmayanti about performance measurement instrument that include work performance, skill, behavior and leadership. Research method used was qualitative descriptive by determining key informant performed through purposive in the data collection process. Data were collected from ten informants consisting of four informants from sub-division of mutation/transfer and six informants from civil servant who ever been transferred in 2011-2012. Research result indicated that employee Regional Staffing Body of Nganjuk Regency in implementing mutation policies Civil Servant Transfer in Nganjuk Regency not good enough has been by influence for element subjective factor and politic/power factor in implementing. Beside there is analyze position corresponding performance, map position, and a list of employee vacancies and staffing not appropriate of educational backgrounds.

Keywords
Performance; Mutation; Civil Servant

Topic
Human Resource Development

Link: https://ifory.id/abstract/MbuRXAJ4gU2w

Corresponding Author
Rahma Gautami

Institutions
a) Student Master of Public Policy, Airlangga University, City of Surabaya, Indonesia
*rahmagautami[at]yahoo.com
b) Lecturer of Public Administration Program, Airlangga University, City of Surabaya, Indonesia
*gitadi.supramudyo[at]fisip.unair.ac.id

Abstract
This research is based on reality that Regional Staffing Body (BKD) in staffing area was less optimum in providing service to civil servant causing a need to improve apparatus resource quality to make professional apparatus. It is evidenced by inequality staffing in almost all Regional Apparatus Task Force (SKPD) in Nganjuk Regency. Therefore, this research tried to answer question of how does Regional Staffing Body performance in Nganjuk Regency in PNS (Civil Servant) transfer in Nganjuk Regency. Theoretically, this problem was explained using performance theory perspective by Sedarmayanti about performance measurement instrument that include work performance, skill, behavior and leadership. Research method used was qualitative descriptive by determining key informant performed through purposive in the data collection process. Data were collected from ten informants consisting of four informants from sub-division of mutation/transfer and six informants from civil servant who ever been transferred in 2011-2012. Research result indicated that employee Regional Staffing Body of Nganjuk Regency in implementing mutation policies Civil Servant Transfer in Nganjuk Regency not good enough has been by influence for element subjective factor and politic/power factor in implementing. Beside there is analyze position corresponding performance, map position, and a list of employee vacancies and staffing not appropriate of educational backgrounds.

Keywords
Performance; Mutation; Civil Servant

Topic
Human Resource Development

Link: https://ifory.id/abstract/bZ8u7atUdYNg

Corresponding Author
Annisa Alfa Setyawan

Institutions
a) Faculty Economic and Business, Management Department, Airlangga University
b) Faculty Economic and Business, Management Department, Airlangga University

Abstract
The study examined the relationship between empowering leadership and career success with job crafting as mediating variable. The research spread the questionnaire surveying a sample of 200 full-time employees from a set of hospitality organization. Result from partial least square that empowering leadership was positively associated with both subjective and objective career success. Job crafting resulted in higher levels of career success. Together, the findings highlight the role of empowering leadership and job crafting to facilitate career success employees, consistent using both self-report and significant other ratings of empowering leadership

Keywords
Empowering leadership; job crafting; career success

Topic
Human Resource Development

Link: https://ifory.id/abstract/pxHrDcRCPdwv

Corresponding Author
Arida Susilawardhani

Institutions
(a) Masters Program in Human Resource Development
Airlangga University Postgraduate School
arida.dyah.susilawardhani-2018[at]pasca.unair.ac.id
(b) Faculty of Psychology, Airlangga University
suryanto[at]psikologi.unair.ac.id

Abstract
This study aims to (1) study the young generation entrepreneurial personality model in the era of industrial revolution 4.0, (2) to increase the personality of entrepreneurship in the younger generation, (3) to increase entrepreneurial awareness about the improvement of technology in the era of industrial revolution 4.0. Entrepreneurial personality is a need for achievement, locus of control, interest in ambiguity, self-confidence, creativity or creativity, a tendency to take risks and independence or freedom (Bezzina, 2010). This study uses a qualitative method. The subjects in this study were young entrepreneurs in the era of industrial revolution 4.0. Data retrieval is done by interviewing the personality model of young entrepreneurs in the industrial revolution era 4.0, the data analysis technique used is a case study. The results of this study consisted of the entrepreneur personality model as follows: the subject must have the character of needs for achievement, locus of control, tolerance for ambiguity, self-confidence, creativity or innovation, high-risk prospects and independence, after meetings, all subjects has a personality model of this entrepreneur in running and advancing his business, then the younger generation needs help and training on entrepreneurship that follows the standards of industrial revolution 4.0, which then has technological competencies that can be used in young generation applications. Suggestions for this research are expected for all young entrepreneurs in the future so that they have a model of entrepreneurial trust in themselves and can be applied in the business being developed.

Keywords
entrepreneurship, young generation, revolution industry 4.0

Topic
Human Resource Development

Link: https://ifory.id/abstract/YCKcbRDguT8B

Corresponding Author
Tri Siwi Agustina

Institutions
Postgraduate School of Universitas Airlangga

Abstract
MSME managers are currently obliged to understand about disruption. Understanding disruption is not an exception. Instead, it is a requirement to exist in todays global arena. Related to this, entrepreneurial orientation is considerably necessary to improve the performance and to ensure the sustainability of their business. In MSMEs, leadership has a strong influence on entrepreneurial orientation and company performance. Transformational leadership is a relevant style to develop the performance of MSMEs in a rapid environment that requires adaptation (Matzler et al, 2008). This research aims to find out about 1) the influence of the entrepreneurial orientation on the performance of MSMEs assisted by the Surabaya City Trade Office, with the limitations of MSME performance; 2) knowing the moderating effect of transformational leadership on the influence of entrepreneurship on the performance of MSMEs under the guidance of the Surabaya City Trade Office with the limitations of MSME innovation performance. The sampling method is purposive sampling, with the provisions of several requirements. The sample in this study is the owner of the MSMEs in the processing sectors, namely food, garment and handicraft in the assistance of the Surabaya Ministry of Commerce in 2017 with a total of 50 respondents. The process of collecting data is conducted by giving questionnaires and interviews. To test the hypothesis, the data in this study is processed with Partial Least Square (PLS). The result shows that the Entrepreneurial Orientation proved to result in the innovation performance of MSMEs fostered by the Surabaya Ministry of Commerce. The next result shows that from 6 aspects of transformational leadership behavior, there are only four of them (Facilitating the Acceptance of Group Goals, Providing the Right Role Model, Setting High Expectations, Demonstrating Supporting Behavior) which have strong effects on improving organizational performance. Two other aspects of leadership behaviors, namely Articulating Vision and Offering Intellectual Stimulation were proven to weaken the influence of entrepreneurial orientation on the innovation performance of MSME Assisted by the Surabaya City Trade Office.

Keywords
Transformational Behavioral Leadership, Entrepreneurial Orientation, MSME Innovation Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/R6cxNHp47b2F

Corresponding Author
Mira Widiarani

Institutions
The Ministry of State Secretariat

Abstract
In this study we explore the differences in work values of generation X and Y in The Ministry of State Secretariat as one of public institutions in Indonesia and find out the dominant work values from both generations. This research used a qualitative content analysis method with open ended questionnaire. Respondents of this research were 115 employees as representatives from 9 units, consisted of 58 generation X (50%) and 57 generation Y (50%). Work values dimensions of "Instrumental value", "cognitive value", "social value" and "prestige value" (Lyons, 2010) were most commonly found in the field. The result of this research also showed that mostly both generations performed instrumental work values meanwhile the least work value that were performed was prestige work value. The instrumental work value mostly performed by generation X with "supervisor" category (i.e.‘supportive supervisor-), and generation Y performed "training" category (i.e. ‘the opportunity for education and training-). Cognitive work with category "advancement" was dominant from both generations, especially for generation Y (i.e. ‘promotion-). The social work value with "co-worker" category was dominant from both generations, mostly generation Y (i.e. team work). Prestige work value with "impact" category (i.e. ‘involving in activities that support organizational performance-) was dominant from both generations, especially for generation X. Our result also suggest that differences in work values were strongly influenced by the culture, so the finding are different from those in several other countries.

Keywords
Content analysis; Generation X; Generation Y; Ministry of State Secretariat; work values

Topic
Human Resource Development

Link: https://ifory.id/abstract/3WKdkFfYNEha

Corresponding Author
Ratna Ayuningtiyas

Institutions
Magister of public Policy Airlangga University, jalan Airlangga Nomor 4-6, Surabaya 60115 Indonesia.
ratna.ayuningtiyas-2017[at]fisip.unair.ac.id, antun.mardiyanta[at]fisip.unair.ac.id, bintoro.wardiyanto[at]fisip.unair.ac.id

Abstract
National Medium Term Development Plan 2015-2019 mandate 85% inspectorate must in level 3, but now from 476 Inspectorate in Indonesia, 93% inspectorates are in level 1 (initial) and just 7% inspectorate are in level 2 (infrastructure). This study aims to understand the human resource management process carried out by inspectorate of Gianyar Regency to achieve capabilities level 3. Human resource management is one of the important elements in Internal Audit Capability Model (IACM) that used as a reference in determining the level of Inspectorate. This study uses a descriptive qualitative research method, through interviews, observation, literature review, and secondary data. The conclusion of this study are the Internal Government Supervisory of Gianyar Regency has identified and recruited competent human resources, so that supervisory activities carried out by competent auditors. In addition, Inspectorate of Gianyar Regency also carried out a professional development for auditors to improve their professional capabilities continuously. However, the coordination of the internal auditor needs to be created, so that supervision activities always synchronizes by considering the owned human resources.

Keywords
Internal Audit Capability Model, Human Resource Management, Internal Government Supervisory Capability

Topic
Human Resource Development

Link: https://ifory.id/abstract/Cr3nHEU7vMta

Corresponding Author
Widayanti Ishak

Institutions
Postgraduate School, Universitas Airlangga
Jalan Airlangga 4 - 6, Surabaya 60115, Indonesia
*widayanti.ishak-2018[at]pasca.unair.ac.id

Abstract
Self assessment system in regional tax collection gives freedom to taxpayers to calculate themselves and report their taxes to local governments. The tax officer can supervise to test taxpayer compliance. One of the procedures for controlling taxpayers who are not obedient in the city of Surabaya is attaching cross-label stickers to provide a deterrent effect to taxpayers. The purpose of this study was to assess the effect of enforcement measures in the form of attaching stickers to restaurant taxpayer compliance in the city of Surabaya. This research uses qualitative research methods to study the effect of sticker attachment on taxpayer compliance. This research was conducted at The Surabaya Municipal Department of Finance management and Tax. Informants from this study included 10 tax officers in the The Surabaya Municipal Department of Finance management and Tax and several restaurant taxpayers who had been affixed with stickers. From the data that has been obtained and carried out the analysis, it is found that the results are quite significant that controlling restaurant taxes through sticker attachment is very influential on taxpayer compliance in an effort to increase regional income from the restaurant tax sector.

Keywords
Tax; Compliance; Self assessment system; Regional income; Behaviour

Topic
Human Resource Development

Link: https://ifory.id/abstract/fpMKeRkFDuwv

Corresponding Author
Didik Prasetyo

Institutions
(a) Human Resource Development, Post Graduate School, Airlangga University
(b) Human Resource Development, Post Graduate School, Airlangga University
(c) Faculty of phycology, Airlangga University

Abstract
Nowadays, workers around the globe are facing changes in work organisation and labour relations in which it is stimulated by various factors such as frustration, conflicts, unclear directions, conflicting roles, too many tasks, not enough resources, and high pressures. Those factors influence numerous behaviour toward workers including warden. The present study aims to examine the impact or work pressure toward job performance of warden in Surabaya prison. Qualitative method using interview is used as method of the present study. The data obtained were analysed using interpretative phenomenological analysis to elaborate the impact of work pressure toward job performance of warden in prison of Surabaya. The present study concludes that work pressure influences the job performance of warden in prison of Surabaya. Furthermore, the present study shows that work pressure creates numerous issues for warden in prison Surabaya such as absenteeism, reduced motivation, decreased satisfaction and creativity

Keywords
work pressure, job performance, motivation

Topic
Human Resource Development

Link: https://ifory.id/abstract/92TGaPmtc7du

Corresponding Author
HENOCH WILIANTO HARTONO

Institutions
a) Doctoral Program of Human Resource Development, Postgraduate School of Universitas Airlangga, Campus B. Jl. Airlangga No. 4-6, Surabaya, Indonesia: e-mail:
*henoch.wilianto.hartono-2016[at]pasca.unair.ac.id
b) Department of Sociology, Faculty of Social Science and Political Science, Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia
c) Department of Sociology, Faculty of Social Science and Political Science, Universitas Airlangga, Campus B. Jl. Dharmawangsa Dalam, Surabaya, Indonesia

Abstract
Poverty reduction consisted of various elements, including elements of government, society, business, and other stakeholders in poverty reduction. Addressing the problem of poverty could not be done by the Government itself. All layers and elements of society should be involved. One important element or component of society in poverty alleviation was Faith Based Organization such as the Inter-Church Deliberation Institute of Surabaya. The purpose of this study was to analyzing and explaining the activities and practices of servant leadership in the Inter-Church Deliberation Institute of Surabaya. The design of this study used a qualitative approach with an exploratory method. By the informant selection technique was purposive sampling. More data collection techniques in participant observation, indepth interviews and documentation. The results of this study explained that transformative and innovative servant leadership had not just to maintained and remained loyality to the social conscience and the organization of the Inter-Church Deliberation Institute of Surabaya but also to developed together with its members had done the best service for the social community to reducing poverty through AGIL schemes (adaptation, goal attainment, integration, and latency).

Keywords
Leadership, Leader, Servant Leadership, Servant Leader, Poverty

Topic
Human Resource Development

Link: https://ifory.id/abstract/u2pMNYAgxCUt

Corresponding Author
Munasri

Institutions
Postgraduate School ,Universitas Airlangga ,Surabaya, Indonesia
Email: munasri.s.h-2018[at]pasca.unair.ac.id

Abstract
The purpose of this research is to know the role of policewomen in carrying out the duties as patron, protector and the attendant of the society. This research uses qualitative method. The subject of this research is the figure of policewomen who work on the society that filled with challanges. Policewomen is a career women who have great responsibility related to the duties from the the country. Data do with the interview. The toughest challenge is when a policewomen got the same thing with the other police but still have a social and cultural burden as a woman. The character of policewomen who is considered to have had the feminine personality highly favorable the police in solving the case of crime. An increased in the career of policewomen who has the same job with policeman strongly supports the struggle for gender equality. Moreover police greatly helped by the presence of policewomen who do their job everyday, so it can formed the police that has professionalism, modern and trustworthy.

Keywords
Gender equality,Increasing career,Personality

Topic
Human Resource Development

Link: https://ifory.id/abstract/mA8EqFwJcVxR

Corresponding Author
Rudy Yuliyanto Kurniawan

Institutions
University of Indonesia

Abstract
Employee engagement is a relatively new concept and popular in human resource development. According to Bakker and Demerouti (2008), employees who are engage will work hard with positive thoughts, accomplishing their work faster than others. When employees are engage, they will automatically improve their performance in line with the goals of the company. Agencies that have engaged employees will get various benefits. Markos and Sridevi (2010) declared that employee engagement could affect employee retention, productivity, profitability, loyalty, and safety. Employee Engagement according to Kahn (1990) was utilizing organizational members in accordance with the role of their work by expressing themselves physically, cognitively, emotionally and mentally. In the 2015-2018, employee performance database indicated that there were employees of the Ministry of Finance who had poor and bad performance. This phenomenon explains that low performance indicates that employees did not have engagement with the company. Performance is the result of work in the quality and quantity achieved by an employee, in accordance with the responsibilities given. Furthermore, the researcher identified approaches that were considered to affect Employee Engagement, there are job characteristics, HR management practices, relationships between leader and member, and individual characteristics.This study will examine employee engagement in Secretariat General-Ministry of Finance. The purpose of this study is to understand the phenomena that occur in these organizations and help provide references for organizations in designing strategies to increase employee engagement.

Keywords
Job characteristics; HR management practices; leader-member exchange; individual characteristics; employee engagement

Topic
Human Resource Development

Link: https://ifory.id/abstract/YPHRcaDAKJWr

Corresponding Author
Obed NAHAYO

Institutions
a) University of Rwanda-College of Business and Economics
KK 737 Street, Gikondo, Kigali, P.O.BOX 1514 Kigali-Rwanda
*obednh843[at]gmail.com

b) Faculty of Psychology
Universitas Airlangga
Jl.Airlagga 4-6, Surabaya 60286, Indonesia
suryanto[at]psikologi.unair.ac.id

Abstract
Language barriers occur during self-confidence building process while trying to use a new language. This qualitative research was conducted to foreigners who have got constraints in language adaptation during their living in Indonesia. The purpose of this research was to show how and when language barriers can hinder self-confidence building process which also affects personality development and individual improved performance. Purposive sampling was used to select 15 informants living in Surabaya. The research answers the following questions: How can language become a challenge to self-confidence building? What is the relationship between language and performance? The research results show that when there is a challenge during self-confidence building, personality development also suffers, which finally causes poor performance. Language barrier is one of the main challenges during self-confidence building process, where fear, anxiety, underestimation, negative thinking and feelings were mainly stated as obstacles during communication as a way of self-confidence building that later hinders personality development and performance among individuals. Everyone is a candidate to language change, environment change and culture change, that-s why the researcher recommends that in order to overcome language barriers and have effective self-confidence building process, people need to have positive thinking, self-concept, believe in their ability and be keen to learn.

Keywords
Language, Challenges, Self-confidence, Personality Development, Improved Performance

Topic
Human Resource Development

Link: https://ifory.id/abstract/EqhvbjzunKdQ

Corresponding Author
Novialita Hermaniawati

Institutions
Progam Studi Magister Sains Hukum dan Pembangunan Sekolah Pascasarjana
Universitas Airlangga
Kampus B jl. Airlangga no. 4-6 Surabaya,60286
Telp. (031)5041566
fax (031)
Email : novialita.hermaniwati-2017[at]pasca.unair.ac.id

Abstract
Issuance of PP no. 49 of 2018 concerning PPPK management (Government Employees with Work Agreement) is one of the implementing rules of Law No.5 of 2014 concerning the State Civil Apparatus. In this rule the opportunity for the selection and appointment of various professional circles including honorary workers who have exceeded the age of civil servant applicants is wide open with the status of Government Employees with Employment Agreements. Therefore, this study examines the legal analysis of honorary teacher protection against the issuance of PP No. 49 of 2018. The results of this study are PP no. 49 of 2018 concerning management of Government Employees with an Employment Agreement is not intended for teachers with irregular status and honorary teaching staff but for prospective honorary employees

Keywords
legal protection, honorary teachers, PPPK

Topic
Human Resource Development

Link: https://ifory.id/abstract/4ycdq7mRhHQW

Corresponding Author
Wimo adi nugroho Setiyanto

Institutions
Program Studi Magister Sains Hukum dan Pembangunan Sekolah Pascasarjana Universitas Airlangga
Kampus B. Jl. Airlangga No. 4-6, Surabaya 60286, telp. (031) 5041566 / fax. (031)
Email: wimo.nugroho-2017[at]pasca.unair.ac.id

Abstract
Legal Construction has become an important aspect in implementing in local government institutions. Related to the implementation, human resources are needed as supporters. Contract workers/Outsourcing are one of the human resources in carrying out operations in a local government institutions. Associated with the assistance needed from human resources through the acceptance process using existing rules. In this sociolegal study, researchers examined the legal construction used in relation to contract workers/outsourcing in the local government. The results of this study indicate that there is still no right provision in terms of contract workers, so the law related to the contract workers is uncertain. Some employee rights do not remain covered or unprotected.

Keywords
Legal Construction, Contract Workers/Outsourcing, Local Government Institutions

Topic
Human Resource Development

Link: https://ifory.id/abstract/HREZarbGJnm2

Corresponding Author
Yande Prayoga

Institutions
a) Magister Profesi Psikologi, Universitas Airlangga. Kampus B UNAIR - Jl. Airlangga 4-6, Surabaya, Indonesia

*yande.prayoga-2015[at]psikologi.unair.ac.id

Abstract
The foundation is one of the non profit organizations that has charitable and social goals. The characteristics of the organization can influence employee motivation in interpreting their work. This study aims to explore the meaning of the work of employees who work in Non-Profit Organizations. This study used a qualitative approach to one of the HIV / AIDS foundations in Surabaya. This research is an case study using semi-structured interviews involving two informants and determined purposively sampling. This study uses thematic analysis by Boyatzis (1998) with data driven, using the theory of the meaning of work Harpaz and Meshoulam (2004). The results of this study indicate that the two subjects have fulfilled the meaning of work in the form of calling. Both subjects interpreted the work to produce financial and career benefits, but looked more at work as a means to meet their needs as human beings.

Keywords
meaning of work, non-profit organization, foundation, employee

Topic
Human Resource Development

Link: https://ifory.id/abstract/ZrAKTvRxu64Q