Indonesia Conference Directory

Corresponding Author
Leli Deswindi

Institutions
ESQ Business School (STIMIK ESQ), Jakarta, Indonesia
s.aisyah[at]students.esqbs.ac.id
ESQ Business School (STIMIK ESQ), Jakarta, Indonesia
ldeswindi[at]esqbs.ac.id
ESQ Business School (STIMIK ESQ), Jakarta, Indonesia
danang.indrajaya[at]esqbs.ac.id

Abstract
Productivity means as a comparison between the results achieved (output) and the overall resources used (input). Work productivity is a process to produce or increase the results of goods and services as high as possible by utilizing resources as efficiently as possible. In this study, productivity will be measured through the impact of physical work environment, non-physical work environment and work motivation. The research method used is a quantitative method with a descriptive research approach and associative analysis. The number of samples in this study were 82 employees who were determined using simple random sampling technique with Slovin method. The data obtained are primary data through questionnaires and processed using statistical software. This study has fulfilled the instrument test and classic assumption test, namely: normality test, linearity test, multicollinearity test, and heteroscedasticity test. The description of statistics in the study shows that the physical work environment, non-physical work environment, work motivation and work productivity have homogeneous data. The results of the analysis in the study showed that there were positive and significant effects (1) physical work environment on work motivation, (2) non-physical work environment on work motivation, (3) work motivation on work productivity, (4) work motivation on work productivity, (5) work motivation as an intervening variable between physical work environment and work productivity, (6) work motivation as an intervening variable between non-physical work environment and work productivity. The results of the latest data processing showed results that did not significantly influence the non-physical work environment on work productivity.

Keywords
Physical work environment, non-physical work environment, work motivation, work productivity

Topic
Organizational Behavior

Link: https://ifory.id/abstract/VXgrvWFQfqZ8

Corresponding Author
Firdaus Rahmad Akbar

Institutions
Bina Nusantara University, Jakarta Indonesia
fra.dawuzz.drm[at]gmail.com
Kemristekdikti, Jakarta Indonesia
renwiinovian[at]gmail.com

Abstract
Employees certainly need individuals who can complement each other with good cooperation between employees, subsystems and organizations to increase knowledge. Knowledge Sharing is a way to maintain the integration needs in the distribution of knowledge in organizations. This is in line with the vision and mission of the Inspectorate General of the Ministry of Research, Technology and Higher Education namely in realizing a prosperous and fair society in every field of development, in realizing Knowledge Sharing in disseminating the vision and mission of the Inspectorate General so as to create integration among Inspectorate General staff general public. The data type of research used in this study is a descriptive study with a qualitative method that is in the form of interviews. The speakers in this study were four auditors in each inspector general and four subdivisions. Case study of this study at the Inspectorate General of the Ministry of Research, Technology and Higher Education.

Keywords
Knowledge Management, Activity Based Knowledge Management, Core Knowledge, Knowledge Management Organization

Topic
Organizational Behavior

Link: https://ifory.id/abstract/Lz7CJaxUDdTG

Corresponding Author
Lohana Juariyah

Institutions
Universitas Negeri Malang, Malang Indonesia
lohana[at]um.ac.id

Abstract
Employees- commitment is an important issue in organization, especially in business, since employees who commit to the organization show better performance, lower in intention to leave and increase productivity. There are some antecedents found related with employees- commitment; job satisfaction and perceived organizational support (POS). This study tries to investigate the effect of POS to employees- performance through job satisfaction, since many studies found different research findings related with mediation effect of job satisfaction toward the effect of POS to employees- performance. By doing survey toward 98 employees of Gas Station with simple random sampling technique, only 66 returned the questionnaires. The collected data then analyzed with descriptive and path analysis technique. The results showed that job satisfaction is fully mediate the effect of POS to employees- commitment. Therefore, it is important for the organization to maintain job satisfaction condition of their employees and also organizational support programs, because those factors found to be direct or indirect influenced employees- commitment to the organization.

Keywords
Perceived Organizational Support, Empoyee Commitment, Job Satisfaction, Mediation Effect, Path Analysis

Topic
Organizational Behavior

Link: https://ifory.id/abstract/W67rRftbLvau

Corresponding Author
Eva Hotnaidah Saragih

Institutions
a Sekolah Tinggi Manajemen PPM, Jakarta and Indonesia
deniaputri77[at]gmail.com
b Sekolah Tinggi Manajemen PPM, Jakarta and Indonesia
evasaragih67[at]gmail.com
c Sekolah Tinggi Manajemen PPM, Jakarta and Indonesia
riza.ary[at]gmail.com

Abstract
The purpose of this research is to find out the influence of work environment on the performance of millennial employees in one of the Republic of Indonesias state ministry offices. Methods of this research is quantitative with a hypothetical testings using SPSS. The population and study sample are all employees who working in companies with minimum one year work tenure that fall into the millennial age category according to Howe and Strauss (2000). Data was collected using a questionnaire that was built based on the concept of work environment according to Sedarmayanti (2011) and employee loyalty according to Saydam (2011). There are 23 statements in the questionnaire with responses using 5 Likert scales. From the results of descriptive analysis, the average score of respondents perception was 4.10 for work environment and 4.13 for loyalty of millennial employees. All average perception score is found higher than 80% of the highest value of the Likert scale used (4,00 from 5 level Likert scale). From the hypothesis test results obtained: work enviroment has a significantly positive effect on the loyalty of millennial employees with a t count of 7.903 and a significance of 0.000. Hypothesis was accepted. Theoretically, the findings from the results of this study have implications to support and complement the results of previous studies. In practical management, the findings from the results of this study have implications: companies need to ensure the availability of work environment factors that have proven to have significant effects on employee loyalty. The work environment factors referred to primarily are the physical work environment (lighting, temperature, layout, and supporting equipment) and non-physical (cooperative relationships, professional colleagues, and bosses that are easily found). From the research results, there are a number of proposals for further research: although the influence of work environment was found to be significant, the coefficient of determination was only 36.7%. It needs to be further investigated for other influential factors which are 63.3%.

Keywords
work environment, loyalty, millennial employee

Topic
Organizational Behavior

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

Corresponding Author
ARUNDHATHI CHANDRAN

Institutions
TATA INSTITUTE OF SCIAL SCIENCES,MUMBAI,INDIA
arundhathichandran[at]gmail.com

Abstract
The changing work employment is indicating dynamic nature of employees as well as competition. In the globalized era, the workplace is more diverse in terms of culture, language, age and nationality. The organization needs employees with more dedication and with good interpersonal skills. Workplace bullying is a barrier to form a good interpersonal skills and performance. It is considered as continuous mistreatment towards targeted individual or a group, which causes different emotional, personal and work related problems. Based on the existing literature review, researcher understood there is a growing evidence to carry out the research on understanding experience of workplace bullying among entry level employees in Indian IT sector. This research is aimed to understand the perspective of workplace bullying from the person who experienced bullying. The location of the study was Karnataka, Kerala, Delhi, and Tamil Nadu. The researcher followed purposive sampling technique to collect data from employees. The sample size of the study is 15 Nos. The data were collected from entry level employees who is having minimum of 6 month of experience in currently working organisation. Phenomenological approach is used for understanding the experience. Primary and secondary data were used for this research. Interview method was used for collecting the data from participants. Data was analysed using Atals Ti and manually. From the research analysis, it is found that there are three stages for workplace bullying such as Invasion stage, Tolerance stage and Surviving stage which is followed by eleven themes. The antecedents of workplace bullying identified as Job demands, Lack of leadership responsibilities, Interpersonal conflicts, Preconception, Behaviour experienced from perpetrator. The result shows that there are different types of bullying among entry level employees such as Belittling, System bullying, Behaviour of victims, Mechanism partiality based on seniority. The consequences of bullying identified in three categories such as emotional, personal and work related and finally the data shows different coping mechanism used by employee who experienced bullying.

Keywords
Workplace bullying, Antecedents, consequences, coping mechanisms, Entry level IT employees)

Topic
Organizational Behavior

Link: https://ifory.id/abstract/FZQhae8uvWnT

Corresponding Author
Peter Samuel Oloi

Institutions
PPM School of Management, Jakarta, Indonesia
peter.loin[at]gmail.com

Abstract
Start-up is a firm which operates the business under five years through technology, internet, and so on as its product or process. In Indonesia, the amount growth of start-up significantly has been increasing year by year since 2012 from hundreds to thousands. It is also projected that the amount of Indonesian start-up will highly increase until 2020 which is up to ten thousands. This amount growth happens because the internet user is high among Indonesian citizen which is up to two hundred millions. Additionally, the use of internet was reported that will increase every year. Innovation is an important thing to be done in order to succeed since start-up is classified as a new comer to do the business. Besides, start-up commonly has a little resource in both financial and non-financial. Moreover, the risk of failure also can occur because of the business rivalry and other business environment changes. These circumstances force the employees to perform not only innovative working behavior, but also resilience since it can affect their mental, physic, and emotion in their work. The correlation between both variables is existed through literature study relating to them. Nevertheless, there is no research which correlates these variables so far. This research aim to determine whether there is a correlation between resilience and innovative working behavior. As a quantitative study, the methodology used is questionnaire which has collected data from 56 employees working in Indonesian start-up. The result of Pearson Product Moment shows that resilience has a positive and significant correlation with innovative working behavior (r = .572, p < 0.01). The more resilient employees to show, the more often employees perform innovative working behavior. Thus, start-up will get advantage if they can hire or develop their employees with innovative working behavior and resilience.

Keywords
Indonesian Start-Up, Innovative Working Behavior, Resilience

Topic
Organizational Behavior

Link: https://ifory.id/abstract/a8c7AD2FKBPt