Indonesia Conference Directory

Corresponding Author
ARI AKHMAD KOESDINAR

Institutions
a) Magister Manajemen Teknologi, Institut Teknologi Sepuluh November, Jl. Cokroaminoto No.12A, DR Sutomo, Kec Tegal Sari, Kota Surabaya, Jawa Timur 60264
*arie.akhmad[at]gmail.com

Abstract
Account receivables are one of the problems faced by companies that provide postpaid or payment at the end of the period. PT PLN (Persero) Pasuruan Customer Service Managing Unit (UP3) is one of the sixteen units that have quite high arrears in the East Java Distribution Main Unit (UID). With a composition of 53% postpaid subscribers from over 900,000 registered customers, accounts receivable that issued every month reach 293 billion Rupiah. Of that value, more than 4.5 billion Rupiah is receivable arrears. Several improvements have been made by PT PLN (Persero) to increase the accounts receivable turnover ratio, such as socialization, cooperation with local governments, installation of banners and others. However, these efforts have not yet gotten optimal results. One other effort that gets pretty good results is by collaborating with third parties through billing officers. From the data obtained, several customer service units have gotten quite good results, but five of the nine customer service units in UP3 Pasuruan have not had satisfactory results. This is because the officers bear too heavy workloads. The research uses the NASA-Task Load Index (TLX) and Rating Scale Mental Effort (RSME) method to measure the mental workload of an officer. Objective research methods are also conducted through Stopwatch Time Study to measure the needs of standard time and calculate Full Time Equivalent (FTE), so that the optimal number of officers can be determined. The results found that the billing personnel had a considerable workload, so the required transfer and the addition of the number of billing officers in some service units.

Keywords
Workload; NASA-TLX; RSME; FTE; Billing Officer

Topic
Human Resource Management

Link: https://ifory.id/abstract/eBvAJuKd8Lk7

Corresponding Author
Ferryal Abadi

Institutions
Institut Teknologi dan Bisnis Kalbis

Abstract
Abstract-This study was conducted to examine the effect of job training, compensation and engagement to the effectiveness of work at insurance company. Sample used non probability sampling. As for the population in this study are employees of insurance company and the results of the sample used 50. This study uses multiple linear regression method, the test is done by Test F and Test t. Data processing is done by using program SPSS . The result of the analysis shows that job training, compensation and engagement have significant influence to the effectiveness of employees work either simultaneously or partially.

Keywords
Job Training, Compensation, Engagement, Job Effectiveness

Topic
Human Resource Management

Link: https://ifory.id/abstract/6bnQD9wNJT7m

Corresponding Author
Muhammad Raynaldi

Institutions
Master of Management, University of Indonesia, Jl. Salemba Raya, RW.5, Kenari, Kec. Senen, Kota Jakarta Pusat, Daerah Khusus Ibukota Jakarta 10430, Indonesia. *muhammad.raynaldi[at]ui.ac.id
*m.raynaldi12[at]yahoo.com

Abstract
There are still plenty of rooms for the manufacturing industry in Indonesia to potentially grow and develop, despite that the current condition in the industrial revolution 4.0 era is more advantageous to the service industry. However, the industrial challenge regarding manpower turnover is still unavoidable until now, especially in the manufacturing sector, which mostly hires temporary workers. The consequence of industrial revolution 4.0 disruption has also given a significant contribution to replace manpower with automated machine technology. As many factor-related had been raised to analyze the root cause of intentional turnover issues, this study examines the correlation analysis of job satisfaction (including nine different dimensions), as an independent variable, and employee turnover intention using work-life enrichment as the mediating variable in PT Excel Metal Industry. Local survey on 133 production operators are collected as respondents to test the proposed conceptual model, classify to only Casting, Machining, and Finishing department. Under limited scopes and manufacturing circumstances, this study provides comprehensive statistical analysis, which determines the correlation among all variables using the linear regression method using SPSS software. More importantly, results are delivered to test the hypothesis in the proposed conceptual model. Based on the research, we found that both job satisfaction and work-life enrichment are inversely correlated to employee turnover intention. The result shows the significance regression values of 0.000 and 0.030 between both job satisfaction and work-life enrichment. The coefficient regression values were -0.146 for job satisfaction and -0.190 for work-life enrichment. The data is normally distributed for each variable based on the Kolmogorov-Smirnov test of normality. Furthermore, we found a linear correlation to turnover intentions for both variables. Job satisfaction contributes around 0.635, while work-life enrichment contributes around 0.302 in deviation for linearity test. Finally, theoretical analysis, practical implication, and management recommendations are discussed. Recommendations for further study are also added.

Keywords
Manufacturing; Job Satisfaction; Work-Life Enrichment; Turnover Intention; Regression Analysis.

Topic
Human Resource Management

Link: https://ifory.id/abstract/vACJGY4h7Pnx

Corresponding Author
Ima Oktaviana Simanjuntak

Institutions
a) Magister of Management, Faculty of Economic and Business, Universitas Indonesia. Jakarta. 10430, Indonesia
*imaos1805[at]gmail.com
b) Department of Management, Faculty of Economic and Business, Universitas Indonesia. Depok. 16424, Indonesia
putri.mega71[at]ui.ac.id

Abstract
This research analyzes work-family balance as a mediator of the relationship between social support from multiple domain (supervisor support, co-worker support, partner support) and job satisfaction on offshore workers. This research uses quantitative methods employing self-administered survey. A total of 230 respondents filled out the questionnaire, both online and offline. The analysis involves the Structural Equation Modeling (SEM) method. The findings show that work-family balance has a mediating role in two sources of social supports (supervisor support and partner support). This result indicates that increasing work-family balance is due to social support received by offshore workers that affects job satisfaction. Work-family balance does not provide significant effect on co-worker support and job satisfaction; however, there is a positive correlation. The mediating role of work-family balance occurs most effectively in the relationship between partner support and job satisfaction. The research contributes to the understanding of the work family-balance as an intervening variable to solve job satisfaction problem of offshore workers, especially in Indonesia because only a few researches has been done on this topic.

Keywords
work-family balance, supervisor support, co-worker support, partner support, job satisfaction, offshore worker

Topic
Human Resource Management

Link: https://ifory.id/abstract/VFaP4g82LChT

Corresponding Author
syaiful hifni

Institutions
ULM

Abstract
This research was conducted to know, the effect of contingent factors, such: audit opinion, audit findings, audit follow-up on the. and the Regional Government Implementation Report (LPPD) towards the level of corruption of the provincial government in Indonesia. The population as universe of this research are governments cross country who has mandate to enhance good governance. Population target of this research are 34 Provinces in Indonesia, which can be used the data intended for research are 32 Provinces witih 62 sampel. This research is an associative quantitative study to explain the effect of contingent factors of 4 variables independent on dependent variable by using a statistical test the regression model with classical assumption uses the SPSS program. The results of this study indicate that audit opinion, audit findings, follow-up on audit results, do not affect towards the level of corruption in Provincial governments in Indonesia. Meanwhile, for empirical fact, the Local Government Implementation Report (LGIP) show, has a positive effect on the level of corruption in the provincial government in Indonesia. This proves that the Provincial government which obtained the Fair Without Exception opinion, with audit findings and follow-up audits by the Supreme Audit Board (BPK) did not contribute to the level of corruption of the provincial government in Indonesia. This is identified even though the performance of the provincial government is good does not mean the level of corruption is decreasing. As additional finding, corruption is a form of human failure type because it violates the rules, as part of fraud that can be identified, be identified still as culture.Therefore it requires combating corruption with ethical intelligence (reactive intelligence with values). As human development manner for the controlling basis of Individuals influence on the environment of planning and implementation that more remain certain for integrity culture. It depend on contingent factors, such as, culture (power distance and individualism for ethical intelligence link with organizational intelligence) that as are trigger corruption (appear as artifact-culture) that been discussed.

Keywords
This research was conducted to know, the effect of contingent factors, such: audit opinion, audit findings, audit follow-up on the. and the Regional Government Implementation Report (LPPD) towards the level of corruption of the provincial government in Indonesia. The population as universe of this research are governments cross country who has mandate to enhance good governance. Population target of this research are 34 Provinces in Indonesia, which can be used the data intended for research are 32 Provinces witih 62 sampel. This research is an associative quantitative study to explain the effect of contingent factors of 4 variables independent on dependent variable by using a statistical test the regression model with classical assumption uses the SPSS program. The results of this study indicate that audit opinion, audit findings, follow-up on audit results, do not affect towards the level of corruption in Provincial governments in Indonesia. Meanwhile, for empirical fact, the Local Government Implementation Report (LGIP) show, has a positive effect on the level of corruption in the provincial government in Indonesia. This proves that the Provincial government which obtained the Fair Without Exception opinion, with audit findings and follow-up audits by the Supreme Audit Board (BPK) did not contribute to the level of corruption of the provincial government in Indonesia. This is identified even though the performance of the provincial government is good does not mean the level of corruption is decreasing. As additional finding, corruption is a form of human failure type because it violates the rules, as part of fraud that can be identified, be identified still as culture.Therefore it requires combating corruption with ethical intelligence (reactive intelligence with values). As human development manner for the controlling basis of Individuals influence on the environment of planning and implementation that more remain certain for integrity culture. It depend on contingent factors, such as, culture (power distance and individualism for ethical intelligence link with organizational intelligence) that as are trigger corruption (appear as artifact-culture) that been discussed.

Topic
Human resource Management

Link: https://ifory.id/abstract/vUCp9jEFm3Gh

Corresponding Author
Norida Abdullah

Institutions
1,3 Pusat Bahasa dan Pembangunan Insan, Universiti Teknikal Malaysia Melaka
2 Pusat Pendidikan dan Kesejahteraan Komuniti, Fakulti Pendidikan, Universiti Kebangsaan Malaysia
4 Jabatan Kenegaraan dan Pengajian Ketamadunan, Kolej Universiti Islam Selangor

Abstract
Based on the issues related with the graduating students- soft-skills, this study aims to focuses on developing a career decision-making competency model (SAO model) for effective career development among graduating students in Malaysia. This study focuses on examined the relationship among Self-Knowledge, Educational and Occupational Exploration, and Career Planning in order to develop SAO model among graduating students. The sample size for this study consists of graduating students from technical and non-technical universities that involved 1655 students. All the questionnaires been tested for their validity and reliability. Confirmatory Factor Analysis AMOS been used to obtain the best-fit measurement models from the variables. Structural Equation Modelling used to test the hypotheses. The finding show that there are significant relationship between these three variables. The finding from testing invariance of structural model showed a validation model of Self (self-knowledge), Action (occupational exploration), and Outcome (career decision-making). A career decision-making competency model for students- employability was developed. The finding from this study can benefit students, researchers, and policy makers in the education field.

Keywords
career decision-making, self-knowledge, occupational exploration

Topic
Human Resource Management

Link: https://ifory.id/abstract/ZbtWAFqx9Hc3

Corresponding Author
Innayatussolihah -

Institutions
FEB, Indonesia University

Abstract
Employee-s commitment is the core of company-s sustainability and their relationship influences the contributions of employees performance. This study examine the impacts of organisational support and supervisor support on the affective commitment and organisational identification of millennial employees. Data were gathered from a sample of 330 millennial employees via online and offline survey then analysed using structural equation modelling. Organisational support and supervisor support were found to influence employee affective commitment both directly and indirectly via organisational identification. Furthermore, organisational identification was found to partially mediate the relationship between the organization supervisor support and affective commitment. Such results are in-line with the assumptions of the organizational sustainability: organization supervisor support can be considered as a primary preventive intervention that increases employee belongingness and encourage them to commit.

Keywords
Affective commitment; organisational identification; perceived organisational support; perceived supervisor support

Topic
Human Resource Management

Link: https://ifory.id/abstract/kp89JxYMZrBQ

Corresponding Author
Hadi Oetomo

Institutions
a*;b,c,d, Faculty of Economics and Business, UPN Veterans Yogyakarta Yogyakarta
Corresponding email address: titik.kusmantini[at]upnyk.ac.id

Abstract
This research aims to review the theoretical study of contingency theory and the concept of entrepreneurship in the context of submitting research prepositions about antecedent factors and the consequences of management patterns of eco-village tourism. Observations are planned to be carried out using a sample of 11 tourist villages in Bantul Regency and data collection is carried out by in-depth interview techniques with 25 research participants including community leaders, business people and government officials who manage Small and Medium Enterprises (SME). More detailed this paper explores the external and internal environmental factors that have a significant influence on the managerial pattern of eco-friendly tourism villages. Managerial pattern dimensions include the intensity of innovation, pro-active behavior and business agility are also predicted to determine the success of the management of environmentally friendly tourism villages.

Keywords
Managerial Pattern, Eco-Village Tourism, External and internal environment, The success of eco-village tourism, Bantul Regency.

Topic
Human resource Management

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

Corresponding Author
Suprapto Suprapto Suprapto

Institutions
Mercu Buana University Jakarta

Abstract
One alternative to solving the problem of unemployment in a country is an entrepreneurial program. Entrepreneurship, at present, is an important concern in developing economic growth. Entrepreneurship is expected to be able to provide employment opportunities, various consumer needs, services, and can foster prosperity. The aim of the study was to analyze the influence of entrepreneurial knowledge, family environment and income expectations on student Entrepreneurship intentions. The object of the research was students at the Mercu Buana University in Jakarta. This study was conducted on 196 respondents. The method of collecting data uses a survey method with a closed questionnaire. Data processing is done by Statistical Package for the Social Sciences (SPSS). The results showed that entrepreneurial knowledge and income expectations had a positive and significant effect on the intention of student entrepreneurship. While the family environment does not affect the intention of student entrepreneurship.

Keywords
Entrepreneurial Knowledge, Family Environment, Income Expectation, Entrepreneurship Intention

Topic
Human Resource Management

Link: https://ifory.id/abstract/23YX64J7qb8c

Corresponding Author
Mochamad Soelton

Institutions
Dian Faqihdien Suzabar, Universitas Brawijaya
Mochamad Soelton, Universitas Mercu Buana
Muhamad Umar, Universitas Mercu Buana
Jaka Triwulan, Universitas Mercu Buana

Abstract
Abstract: This research aims to know the influence of work stress, workload and time demands of work to turnover intention in Banking Industry. The object for this research is employee at teller and front office banking. This research was done to 75 respondents by using quantitative descriptive approach. This data analysis which is used is statistic analysis in the form of double linear regression test. The results of this research shows that either simultaneously or partially, the variable of work stress, workload and time demands of work to turnover intention in Banking Industry. It has been proven from the result of (f) simoultant test and the result of (t) partial shows significant point of three independent variables that supports hipothesys. There fore, the accepted assumption is, there is influence between work stress, workload and time demands of work to turnover intention in Banking Industry.

Keywords
work stress, workload, time demands of work, turnover intention

Topic
Human Resource Management

Link: https://ifory.id/abstract/YVdGC9f4vgDX

Corresponding Author
Ryani Dhyan Parashakti

Institutions
Universitas Mercubuana Jakarta

Abstract
The purpose of this research is to identify the influence of incentive and work motivation on the employee performance at one of the BPJS office in Jakarta. Questionnaires release with probability sample in order to obtain a sample of 95 employees. Using multiple regress analysis, researcher found that the incentive and work motivation provide a positive and significant influence of employee performance.

Keywords
employee-s performance; incentive; work motivation; BPJS office

Topic
Human Resource Management

Link: https://ifory.id/abstract/tCpYz42xUD7V

Corresponding Author
NIDYA AYU ARINA

Institutions
Universitas Airlangga

Abstract
Managing risk perceptions of employees working at Safety Critical Organization (SCO) is important. One of the things that can be managed by the company is to assign a leader or agent who has the appropriate leadership style to reduce the level of stress to the risk of his subordinates so that a safe climate at work emerges. This study wants to see whether there is a relationship between transactional, transformational, and authentic leadership styles to risk perception through climate safety as an intervening variable in the sample of workers in the construction sector. Managerial implications on the results of this study are to manage risk perceptions and give rise to a safety culture in working with organizations of this type are expected to adopt a leadership style that is proven to be able to have the strongest influence on the safety climate and risk perception. the study was conducted on 238 construction workers in Surabaya Indonesia.

Keywords
Leadership Style, Risk Perception, Safety Climate, Safety Culture, Safety Critical Organization (SCO)

Topic
Human Resource Management

Link: https://ifory.id/abstract/6Dv9q3wyVmWg

Corresponding Author
Lisnatiawati Lisnatiawati

Institutions
Universitas Mercu Buana

Abstract
Human Resources (HR) is the main component of an organization that becomes a planning and active actor in every activity of the organization. This has triggered the company to improve the performance of its employees. This research aims to identify the influence of working environment and working motivation for employee performance on human resources Indonesia Stock Exchange. The sampling technique using Slovin found 150 respondents with the type of simple random sampling. Data analysed using multiple linier regression analysis. The results are working environment and working motivation has partially and also simultaneous effect significant positive on employee performance.

Keywords
Employee performance, working environment, working motivation, human resources, stock exchange.

Topic
Human Resource Management

Link: https://ifory.id/abstract/6WFHcuvpxBge

Corresponding Author
Simon Sumanjoyo Hutagalung

Institutions
Universitas Lampung

Abstract
Individual performance of employee on organization is needed. Among the many factors that affect performance, leadership and motivation factor is most considered factors. Performance into the public spotlight no doubt at this time is the performance of public employees. One is the performance of employee family planning officer (PLKB) in institution of coordination in family planning and empower women (BKKB-PP) Bandar Lampung. Formulation of the problem in this research is: "How much influence of the leadership and motivation on the performance of PLKB in BKKB-PP Bandar Lampung?" This type of research is explanatory research using quantitative methods. Data collection techniques used is questionnaires and documentation. Data processing techniques used is editing, coding and tabulation. Data analysis technique used is correlation, regression and hypothesis testing. From the results obtained, r count is greater than the r table, be it leadership variables (0.459> 0.3903) and motivation variable (0.671> 0.3903). That is, there is a positive relationship between leadership and motivation on the performance of PLKB, therefore, the better leadership and motivation, it will be as good as the performance of employees. The value of the coefficient of regression obtained in the variable influence of leadership and motivation on the performance of PLKB Bandar Lampung is equal to 0,682 or 68,2% and was the strong category.

Keywords
Leadership, Motivation, Performance, Local Government

Topic
Human Resource Management

Link: https://ifory.id/abstract/Ypbf4Twde3HJ

Corresponding Author
Eri Marlapa

Institutions
Universitas Mercu Buana
Jakarta, Indonesia
eri.marlapa[at]mercubuana.ac.id

Abstract
This study aimed to analyze the influence of leadership, oversight, and sanctions (punishment) against labor discipline of employees of PT. Kharisma Berkah Intikarsa in Bekasi, West Java. The study design used in this research is the design that describes the relationship between the explanatory variables and assessment of all the indicators in each variable and to determine cause and effect between several variables or several strategies developed in management. This research was conducted at PT. Kharisma Berkah Intikarsa in Bekasi. The research data is primary data collected from questionnaires by 100 employees were selected by simple random sampling. The analytical tool used is multiple linear regression. The results showed that the variables of leadership, supervision, sanctions (punishment) has positive influence on work discipline. Decisive leadership that could be accepted by all employees, supervision and sanctions (punishment) which is applied consistently will improve employee discipline.

Keywords
Keywords: Leadership, Supervision, Sanctions, Work Discipline

Topic
Human Resource Management

Link: https://ifory.id/abstract/PM9HEQKNtRBw

Corresponding Author
Parwoto Parwoto

Institutions
a) Magister Management Program, Universitas Mercu Buana
Jalan Meruya Selatan, Jakarta, Indonesia
*parwoto.parwoto[at]mercubuana.ac.id
b) Magister Management Program, Universitas Mercu Buana
Jalan Meruya Selatan, Jakarta, Indonesia

Abstract
This research aims to analyze the effect of employee engagement and reward for career development and its implications on employee motivation at Center for Policy Analysis and Harmonization (Pushaka), Secretariat General of The Ministry of Finance of The Republic of Indonesia. Data was collected using questionnaires given to 120 respondents. Sample of research uses saturated samples, so the research is population research. Data was analyzed with structural equation model and processed with LISREL software. Research has found that (1) employee engagement has a positive significant impact on career development (2) reward has a positive significant impact on career development (3) employee engagement has a positive significant impact on employee motivation (4) reward has a positive significant impact on employee motivation (5) career development has a positive significant impact on employee motivation. The implications of these findings are further elaborated.

Keywords
Employee engagement; Reward; Career development; Employee motivation

Topic
Human Resource Management

Link: https://ifory.id/abstract/cQvAxu9y4zUW

Corresponding Author
Tine Yuliantini

Institutions
Universitas Mercu Buana Jakarta Indonesia

Abstract
The purpose of research is for identified the effects of leadership style, communication effectiveness, and intrinsic motivation on employee performance at one of the government office in Jakarta. Questionnaires release with saturation sample from 100 employees. Data analysis method using multiple linear regression. Researchers found that the physical environment, competence, verbal communication has influence on employee-s performance.

Keywords
physical environment, competence, verbal communication, and employee-s performance, government office

Topic
Human Resource Management

Link: https://ifory.id/abstract/2qrzf3xmjgYR

Corresponding Author
ARIS SETIYANI

Institutions
Mercu Buana University

Abstract
The environment in the world of work is currently influenced by the large number of millennials that are beginning to arrive. This millennial generation has behavior that is different from the previous generation. The generation that likes freedom, and is very familiar with this technology is difficult to predict whether he will feel at home in the company or he will quickly move to find a company he likes. The purpose of this research is to see the effect of compensation, communication and employer branding on employee engagement. In this study the author also wants to find out the effects of the three on increasing employee motivation. and whether the employees motivation has a mediator effect between the three variables with employee engagement. Respondents in this study were the generation of millennial Y with a total of 285 samples taken from most of the islands of Java in Indonesia.The results of this study found that compensation, communication dan employer branding have an influence on both employee motivation and employee engagement. Motivation of employees can also function as a mediator of all three variables towards employee engagement. The results of this study, will be very useful for human resource management in making a strategy to deal with millennials who began arriving in the workforce. These results recommend a priority scale that must be developed so that it can maintain the millennial generation. It is hoped that with retain, the generation will be better involved in achieving organizational goals. A strong organization, with a millennial generation team that engages with the company will make the organization win a sustainable business

Keywords
Sustainability Business; Compensations; Communications; Employer Branding; Employee Motivation; Employee Engagement; Millenials Generations; SEM; AMOS

Topic
Human Resource Management

Link: https://ifory.id/abstract/3DLwCJHU9Ekm

Corresponding Author
Lutfi Adin Affandi

Institutions
Universitas Negeri Jakarta

Abstract
The presence of personnel in units, especially in carrying out basic tasks, is in the military. Absence without permission, or called desertion, is considered illegal, which is one of the crimes regulated by law. Esprit de corps is the unit spirit which functions as a member of the unit. Esprit de corps was built since the recruitment process. Leadership plays an important role in maintaining esprit de coprs unit strength. The units adherence to its members is expected to be able to suppress the intention of deserting unit members. This quantitative study aims to empirically determine what factors directly influence member desertion intentions. By using the Structural Equation Modeling (SEM) estimation technique on 300 respondents who are Navy soldiers, the results show that esprit de corps is the most significant variable to reduce desertion intentions. Indicators of more unit values provide the most powerful influence in explaining esprit de corps. Leadership is also like that but not as strong as esprit de corps. Whats interesting is the influence of leadership is very strong against esprit de corps. Attention to members through direct communication is a very strong indicator of leadership in increasing unit esprit de corps.

Keywords
Leadership, Esprit de Corps, Desertion Intentions, Recruitment.

Topic
Human Resource Management

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

Corresponding Author
Mochamad Soelton

Institutions

Mochamad Soelton, Universitas Mercu Buana
Suryo Kuncoro, Universitas Brawijaya
Devy Hardianti, Universitas Mercu Buana
Jumadi, Universitas Mercu Buana

Abstract
ABSTRACT: This study was to determine the effect of workload, work family conflict, work life balance on burnout of employees of PT. Graha Planet Nusantara Tangerang. The object of this research is employees who work at PT. Graha Planet Nusantara Tangerang. This study was conducted on 83 respondents using a quantitative descriptive approach. The results of this study show that the workload variable has a significant positive effect on burnout, work family conflict has a significant positive effect on burnout and work life balance has a significant negative effect on burnout. The approach used in this study is the Structural Equation Model (SEM) with a Smart-PLS analysis tool. Therefore the results of this research test state that there is a joint effect between workload, work family conflict and work life balance variables on burnout at PT. Graha Planet Nusantara Tangerang.

Keywords
Work Load, Work Family Conflict, Work Life Balance, Burnout

Topic
Human Resource Management

Link: https://ifory.id/abstract/qMh7GBJY8pwf

Corresponding Author
Mochamad Rizki Sadikin

Institutions
Universitas Negeri Jakarta

Abstract
Engagement is generally accessed with human resource management indicators through compensation or motivation. This narrower criterion for accessing engagement is how university management improves lecturers engagement. The aims of this study is to find out effective management, and work culture, affect lectures Engagement in Universitas Mercu Buana Jakarta. For this purpose, 220 lectures were selected with purposive random sampling. The tool of this study is a researcher-made questionnaire containing 108 questions and is scored on Likert scale. Data was collected after completion of questionnaire by samples. In order to find out the results, path analysis calculation model is used with emphasis on lecturer engagement and it was concluded that the impact of effective management, and work culture toward employee engagement is positive in the level of 5% error.

Keywords
E-Learning, Engagement, Management Effectiveness, Work Culture

Topic
Human Resource Management

Link: https://ifory.id/abstract/cMh9uwtd3vnj

Corresponding Author
Eka Winda Silitonga

Institutions
Universitas Indonesia

Abstract
Abstract - Indonesia is conducting a process of bureaucratic reform with a target of dynamic governance in 2025 that stress high employee performances. To escalate public services, the government needs to improve the performance of the state civil apparatus. Several factors that can affect the performance of civil servants are motivation, the role of leaders and work engagement. This study uses public service motivation variables to measure the motivation of civil servants, while the role of leaders is seen based on the authentic leadership style of leadership. The method used in this research is a quantitative approach. The survey instrument was a structured questionnaire of a 6-point Likert scale. The sample consist of 276 civil servants in one of the central government agencies. The results of this study found that public service motivation, authentic leadership and work engagement directly influence employee performance and work engagement mediates the relationship between public service motivation and authentic leadership with employee performance. It is concluded, to produce better employee performance, government institutions need to encourage the formation of employee motivation in work, improve leadership skills and build the work environment that enhance the work engagement.

Keywords
Employee performance, Public service motivation, Authentic leadership, Work engagement.

Topic
Human Resource Management

Link: https://ifory.id/abstract/ngXczKw79mLv

Corresponding Author
Gerry Suryosukmono

Institutions
a.) Department of Management, Faculty of Economics and Business, University of Bengkulu
Jalan WR. Supratman Kandang Limun Bengkulu 38371, Indonesia
*wily8373[at]gmail.com
b.) Department of Management, Faculty of Economics and Business, University of Bengkulu
Jalan WR. Supratman Kandang Limun Bengkulu 38371, Indonesia
*lizar_alfansi[at]unib.ac.id
c.) Department of Management, Faculty of Economics and Business, University of Bengkulu
Jalan WR. Supratman Kandang Limun Bengkulu 38371, Indonesia
*swidodo[at]unib.ac.id
d.) Department of Management, Faculty of Economics and Business, University of Bengkulu
Jalan WR. Supratman Kandang Limun Bengkulu 38371, Indonesia
*pareke[at]unib.ac.id
e.) Department of Management, Faculty of Economics and Business, University of Bengkulu
Jalan WR. Supratman Kandang Limun Bengkulu 38371, Indonesia
*gerrysuryo[at]unib.ac.id

Abstract
During this time, the competency framework for the Government Internal Oversight Apparatus (APIP) has no clear theoretical foundation concerning supervisory performance or the personality of the officers. Holistic personality theory is seen to be able to build a competency and personality relationship framework so that it can be selected from the beginning in which personality is capable of producing the best performance for the implementation of the APIP task. Based on these considerations, the purpose of this study, in general, is to analyze the various relationships between personality and cognitive, emotional, and social competencies in predicting the performance of regional inspectorate APIP supervisors following holistic personality theory. The survey was conducted on 180 respondents in 11 inspectorates in Bengkulu province to examine the relationship between variables. Respondents consisted of 123 auditors and 57 local government supervisors. This study examines the variables of personality extroversion, neurotic, conscientiousness, openness, agreeableness, cognitive competence, emotional, social, generic, and supervisor performance. The relationship between these variables was examined using the structural equation model and the Sobel test. Model development is carried out by analyzing four new personality types: average personality, calm, selfish, and role models. This study found a significant relationship between personality and cognitive competence, between cognitive competence with generic competence, and between generic competence and supervisor performance. The results of the study also indicate that cognitive competence can mediate the relationship of personality to generic competencies, and generic competencies mediate the relationship between cognitive competence and supervisor performance. Furthermore, it was found that personality role model that has a positive effect on employee cognitive competence. The results of this study suggest that organizations improve generic competence. The organizations also need to carry out activities that can support cognitive competencies such as specialized training and plan training to improve the personality of the employee.

Keywords
Cognitive competency; supervisor performance; extroversion personality; openness personality; emotional competency

Topic
Human Resource Management

Link: https://ifory.id/abstract/JeEqNzMT62ZV

Corresponding Author
Enni Iriani

Institutions
THE CENTRE OF TRAINING AND DEVELOPMENT AND COMPETENCY MAPPING FOR PUBLIC SERVICE APPARATUS (CTDCMPSA)

JALAN KIARAPAYUNG KM 4.7 JATINANGOR SUMEDANG

Abstract
In the roadmap of Indonesian Bureaucratic Reformation Agendas, one of the goals to be realized in 2025 is the professionalism of the Public Service Apparatus (PSA). The millennium generation of PSA (Gen Y) is expected to play bigger and better role in the realization of the goal than its parents, the baby boomer generation. Accordingly, the first is challenged to boost their capacities and qualities as fast as possible in spite of the limited budget available for their development. This will be possible if the Gen Y is capable of doing Self-Directed Learning (SDL). In regards to that, this paper discusses the Gen Y perspective of their ability in carrying out of SDL. It aims to identify both challenges and resolution to be faced by both the Government Institutions responsible for training and educating PSA in Indonesia and their parent organization. The discussion is based on a survey conducted on the millennial generation of Indonesian Public Service working in several central and local governments.

Keywords
Self Directed Learning; Corporate University; Human Resource Management.

Topic
Human Resource Management

Link: https://ifory.id/abstract/9eMF2CjkEHdW

Corresponding Author
Agus Arijanto

Institutions
1. Senior Lecturer of Economic and Business Faculty, Universitas Mercu Buana Jakarta and the student of Doctoral of Management Science in Univeritas Jenderal Soedirman Purwokerto Central Java
2. Senior Lecturer of The Institute of Transportation and Logistics of Trisakti Jakarta and the student of Doctoral of Management Science in Univeritas Jenderal Soedirman Purwokerto Central Java
3. The Chairman of Postgraduate of Doctor of Management Science, Universitas Jenderal Soedirman Purwokerto Central Java.
4. Doctor Senior Lecturer and The Chairman of the Management Department of the Faculty of Economics and Business, Universitas Jenderal Soedirman Purwokerto Central Java

Abstract
This study aims to determine the effect of job insecurity, work stress and work environment on turnover intention. The object of this research is employees of the company of supplier security system in Indonesia. The sampling technique used in this study is the sample saturated with the total sample population of 82 respondents and the data analysis used is the statistical analysis of multiple linear regression tests. The results showed that the variable job insecurity had a positive and significant effect on turnover intention, work stress had a positive and significant effect on turnover intention, and the work environment had a positive and significant effect on turnover intention.

Keywords
Job insecurity, Work stress, Work environment and Turnover intention.

Topic
Human Resource Management

Link: https://ifory.id/abstract/ujpk4neKmtqV

Corresponding Author
Mochamad Soelton

Institutions
Mochamad Soelton, Universitas Mercu Buana
Heru Prasetyo, Universitas Brawijaya
Preti Amaelia, Universitas Mercu Buana

Abstract
ABSTRACT: This study was to determine the effect of job insecurity, work stress, work family conflict on burnout of employees of PT. Granada Audio Indonesia. The object of this research is employees who work at PT. Granada Audio Indonesia. This study was conducted on 40 respondents using a quantitative descriptive approach. The results of this study show that the job insecurity variable has a significant positive effect on burnout, work stress has a significant positive effect on burnout and work family conflict has a significant positive effect on burnout. The approach used in this study is the Structural Equation Model (SEM) with a Smart-PLS analysis tool. Therefore the results of this research test state that there is a joint effect between job insecurity, work stress and work family conflict variables on burnout at PT. Granada Audio Indonesia.

Keywords
Job Insecurity, Work Stress, Work Family Conflict, Burnout

Topic
Human Resource Management

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

Corresponding Author
Nova Wijayanti

Institutions
a) Universitas Indonesia
b) Universitas Indonesia

Abstract
Using Human Factor Analysis and Classification System (HFACS), this research aims to know how external environment, organizational influence, unsafe supervisor, and precondition of unsafe acts contribute to unsafe acts (human error) in aircraft maintenance, and the relationship between each factor using PLS-SEM to conduct exploratory research. Study case in Garuda Indonesia Aircraft Maintenance proved that precondition of unsafe acts is the most contributing factor for human error in maintenance. Therefor the company should address more attention in precondition of unsafe acts.

Keywords
Aircraft Maintenance; Human Factor; HFACS; unsafe acts; PLS-SEM

Topic
Human Resource Management

Link: https://ifory.id/abstract/7TctBmZ3nGRw

Corresponding Author
Sabar Gunawan

Institutions
a. Unitomo University Surabaya/STIA LAN Bandung/ Maranatha Christian University Bandung
b. STIA LAN Bandung
c. Maranatha Christian University Bandung

Abstract
This research aims to determine the influence of leadership style and organizational commitment on employee performance at the Wirasakti Kupang Hospital, both simultaneously and partially. In this regard, researchers try to identify variables that affect their performance. The method used is primary data, which is a research instrument sheet in the form of a questionnaire distributed to 52 employees at the Wirasakti Kupang Hospital using probability sampling techniques. the results of calculations and descriptive analysis, it was found that the leadership style possessed by Wirasakti Kupang Hospital was in the good category, the organizational commitment of employees of Wirasakti Kupang Hospital was in the high category and the performance of employees of the Wirasakti Kupang Hospital was in the high category. The results of the research and hypothesis testing carried out showed that leadership style and organizational commitment had a positive effect, or simultaneous direction of employee performance in kupang entrepreneurial hospitals. Partially, leadership style has a positive or unidirectional influence on employee performance at Wirasakti Kupang Hospital and Organizational commitment has a positive or direct influence on employee performance at Wirasakti Kupang Hospital.

Keywords
Leadership Style, Organizational Commitment, Performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/9akYVdnNGtrw

Corresponding Author
Fauzia Seftyandra Seftyandra

Institutions
University of Indonesia

Abstract
This paper aims to identify and classify the key practice indicators of effectiveness teams in project-based teams, with the intention of gaining a greater insight into how they influence team outcomes. As we all know, effective teamwork is very important in every organization. This paper was conducted with a systematic literature review to identify a set of indicators that affect team effectiveness on research into human research management and project management literature. The methodology that applied was generating data from observation of the previous studies to draw a specific conclusion. This paper has resulted in 18 key indicators of effectiveness being identified from the literature, which together form the basis for transforming the project-based team into an effective team. Although there is an element of interdependence between some of the indicators, for the purpose of determining key indicators, it is important to consider them independently because each indicator represents key practices to team effectiveness. It is hoped that the proposed framework will make a contribution by providing the necessary groundwork for further research and development in this area. This paper identifies issues to be faced in adopting a strategy to the project-based team in an organization. There is a diversity of current thinking on effective teamwork in a projects based team. This study achieves that while recognizing a complex system of interdependence between some indicators, it further extends the team effectiveness literature by providing deeper insights into the importance of exercising and improving teamwork. The research implications are discussed in this review.

Keywords
Effectiveness, Teamwork, Project-based, Teams, Key Indicators

Topic
Human Resource Management

Link: https://ifory.id/abstract/u9jhWyfYxdtn

Corresponding Author
Dafied Anggara Putra

Institutions
Faculty of Business and Technology Management, Sepuluh Nopember Institute of Technology

Abstract
Resource allocation is the process of assigning resources to complete the tasks of a project. It is often project managers find some resources are over allocated so they cannot complete the work according to the timeline. Using existing historical project data, it can be used to extract similarity scenarios using regression analysis model. Then, the optimal or near-optimal solutions visible and adopted to allocate human resources in the project. This analysis shows the important role of project managers in determining the optimal allocation of resources in an software development project. The result solution expected to contribute the performance improvement of software development projects and can also be adopted by other companies that have similar needs. Eventually the solution expected to increase the competitive advantage for the organization.

Keywords
human resource allocation, project management, regression analysis, software development

Topic
Human Resource Management

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