Indonesia Conference Directory

Corresponding Author
Lenny Christina Nawangsari

Institutions
Postgraduate; Mercubuana University

Abstract
Different types of organizations have implemented different quality management concepts, including Six Sigma. Although many important jobs related to Six Sigma have been documented, there are still some questions about applying these concepts in various organizations. At present, limited research has been carried out on the Human Sigma approach. Human Sigma was developed as a new management approach for measuring and managing human systems in companies. Human Sigma is a contemporary management approach to measuring and managing human systems in business. This study aims to determine the level of involvement of employees and customers in organizations related to service quality for business efficiency in event management. The research design used is quantitative with the approach of exploration and analysis of Human Sigma. The results of this study indicate the importance of increasing business performance by increasing the value of customer and employee involvement in order to build organizational loyalty and customer satisfaction. Based on the results of the study, a draft strategy was used using IFE, EFE and SWOT to improve organizational performance.

Keywords
Human sigma, Event management, Business Service Quality

Topic
Human Resource Management

Link: https://ifory.id/abstract/JhpK9uBF2dgc

Corresponding Author
Nico Alexander Vizano

Institutions
Fakultas Ekonomi dan Bisnis, Universitas Mercu Buana Jakarta

Abstract
This study aims to examine and analyze the impact of human capital investment, leadership and strategic orientation on company performance. The research method used in this research is descriptive method. The object of this study is all employees of PT Plaza Indonesia Realty, Tbk with a population of 77 people. The sampling technique used a sample saturated with a sample size of 77 people. The approach used in this research is Structural Equation Model (SEM) with Smart-PLS analysis. The results of this study showed that human capital has positive and insignificant effect on performance. Leadership positively and insignificant to performance. Orientation Strategy has positive and insignificant effect on performance.

Keywords
Human Capital, Human Capital Investment, Leadership, Strategic Orientation, Strategy, Corporate Performance, Performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/pcGZn2JumVw8

Corresponding Author
Abdul Gani

Institutions
Universitas Mercu Buana

Abstract
This study aims to determine the effect of skills, knowledge and attitudes on the performance of UPTP I Ministry of Trade. The method used in this research is descriptive method. The object of this research is business actors capable of being served by UPTP I Ministry of Trade with a population of 135 people. The method used to determine the number of samples using Slovin formula with a sample of 101 people. The data analysis method used is statistical analysis in the form of multiple linear regression test using IBM Statistical Package for Social Science (SPSS) version 20. The results of this study indicate that the skills have a positive and significant impact on the performance of UPTP I Ministry of Trade, knowledge have a positive and significant impact on the performance of UPTP I Ministry of Trade and attitudes have a positive and significant impact on the performance of UPTP I Ministry of Trade

Keywords
Skills, Knowledge, Attitude, Performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/FZR4AwcBNLhE

Corresponding Author
Yusti Fatmaningdyah

Institutions
Faculty of Administration, Universitas Indonesia

Abstract
This research aims to describe the implementation of disciplinary punishment and placement returning of civil servants involved in narcotics and drug abuse and also the obstacles faced. The author takes the example of DKI Jakarta provincial civil servants and the Ministry of Law and Human Rights. Using a post-positivist approach, the author analyzes how the process and procedures are implemented in the provision of disciplinary penalties and placement returning of civil servants with drugs abuse cases. The results in the implementation of disciplinary punishment are carried out centrally. The absence of special legislation that underlies the civil servants involved in drugs causes many of the guesswork done by staffing official (in bahasa said PPK) and authorized official in Bahasa said PyB) with Indonesian Constitutions Number 5 of 2014, Government Regulation number 53 of 2010 and Government Regulation Number 11 of 2017. The results obtained are that both the process and procedure have not gone well, because the provision of disciplinary punishment that should have run parallel with the passage of criminal law in fact awaits a decision that has permanent legal force from the local district court. Placement returning for civil servants who have finished running legal sentences that remain under two years which are returned to the agency, do not yet have clear rules for what placement model to use. It is important for the government to make specific regulations for any violations of discipline, especially narcotics and drug abuse and re-placement if necessary.

Keywords
Diciplinary punishment, placement returning, procedure, process, civil servant, drug abuse.

Topic
Human Resource Management

Link: https://ifory.id/abstract/yd4cLgQu7xfA

Corresponding Author
Mochamad Soelton

Institutions
Mugiono, Universitas Brawijaya
Bayu Hatmo Purwoko, Universitas Brawijaya
Mochamad Soelton, Universitas Mercu Buana
Rizkiyana Yuvita, Universitas Mercu Buana

Abstract
ABSTRACT: This study was to determine the effect of self efficacy, job involvement, burnout on stress of work nurses of International Hospitals at Jakarta. The object of this research is nurses who work at International Hospitals. This study was conducted on 129 respondents using a quantitative descriptive approach. The results of this study show that the workload variable has a significant negative effect on stress of work, job involvement has a significant positive effect on stress of work and burnout has a significant positive effect on stress of work. 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 self efficacy, job involvement and burnout variables on stress of work at International Hospitals.

Keywords
Self efficacy, job involvement, burnout, stress of work

Topic
Human Resource Management

Link: https://ifory.id/abstract/bzdFVE3a26xN

Corresponding Author
Yan Zefrial

Institutions
a. Employee Analyst, Bureau of Employment, Ministry of Health
Jalan Rasuna Said, Kuningan Jakarta Selatan, DKI Jakarta
b. Lector, Public Health Faculty Universitas Indonesia

Abstract
Performance of health workers is still the issue in efforts to improve health services, World Health Organization (WHO) suggested to improve the health workers performance to overcome this issues. One of the important effort is the improvement of work motivation. This study aims to see the relationship between intrinsic and extrinsic motivation on the performance of nurses at Sultan Agung Semarang Islamic Hospital. This research was conducted by taking samples from 234 respondents using questionnaire, and the data analyzed with factor analysis and structural equation modeling. The Result showed intrinsic motivation has a relationship with the performance of nurses at Sultan Agung Semarang Islamic Hospital, while extrinsic motivation doesnt. Responsibility, work itself and worship are the most influence factors. There is a varied relationship among sex, and group of ages on work motivation. Conclusion, the Improvement of performance program can be done by increasing intrinsic motivation including the motivation of worship. Variations in motivational approach must be done with attention to individual character difference.

Keywords
motivation, performance, nurse, hospital, worship, sem

Topic
Human Resource Management

Link: https://ifory.id/abstract/YtEXaLdr6GUp

Corresponding Author
Mochamad Soelton

Institutions
Mochamad Soelton, Universitas Mercu Buana
Noermijati, Universitas Brawijaya
Bambang Wahyudiono, Universitas Brawijaya
Dina Amalia, Universitas Mercu Buana

Abstract
ABSTRACT: This study was to determine the effect of job insecurity and self esteem on work stress with religiosity as an intervening variable for non-permanent employees BLU Lemigas. The object of this research is non-permanent employees of BLU Lemigas. This study was conducted on 58 respondent using a quantitative descriptive approach. The results of this study show that Job Insecurity variables has a significant positive effect on employment stress of non-permanent employees of Lemigas BLU, Self esteem has a significant negative effect on work stress of non-permanent employees BLU Lemigas, Job Insecurity has a significant positive effect on non-permanent employee religions BLU Lemigas, Self Esteem has a positive effect significant effect on the religiosity of non-permanent employees BLU Lemigas, Religiosity has a significant positive effect on the work stress of non-permanent employees BLU Lemigas. The approach used in this study is the Structural Equation Model (SEM) with a Smart-PLS analysis tool. Therefore the results of this study state that there is a joint effect between job insecurity and self esteem variables on work stress with religiosity as an intervening variable in non-permanent employees of Lemigas BLU.

Keywords
job insecurity, self esteem, work stress, religiosity

Topic
Human Resource Management

Link: https://ifory.id/abstract/fahm26Gw93bc

Corresponding Author
Arasy Fahrullah

Institutions
Universitas Negeri Surabaya, Faculty of Economics, Department of Economics (a)
arasyfahrullah[at]gmail.com(*)
Universitas Negeri Surabaya, Faculty of Economics, Department of Management (b)

Abstract
At present, the world is entering the era of the industrial revolution 4.0. or the fourth world industrial revolution where technology has become the basis of human life. Everything becomes infinite and unlimited due to the development of the internet and digital technology. This era has influenced many aspects of life both in the economic, political, cultural, artistic, and even to the world of education. To cope with knowledge and competence challenges related to new technologies and processes of Industry 4.0 new strategic approaches for holistic human resource management are needed in manufacturing companies. Due to the continuous automation of simple manufacturing processes, the number of workspaces with a high level of complexity will increase, which results in the need of high level of education of the staff. The vision of Industry 4.0 will be bring not only new approaches but also the methodologies and technologies, which will have to be introduced into companies. The transition to such a sophisticated production will not be possible immediately. The main reasons are high financial costs and the lack of qualified employees. The challenge is to qualify employees to shift their capacities to workspaces with more complex processes and ensure the retention of jobs in changing working environments. A strategic approach for employee qualification is described in this contribution.

Keywords
Industry 4.0, Human Resources Management, Strategic Approach

Topic
Human resource Management

Link: https://ifory.id/abstract/M2fTJ6b4REBp

Corresponding Author
franciscus xaverius wahyu arif wibawa

Institutions
Bina Nusantara University

Abstract
The purpose of this study is to investigate how Work Engagement and Work Environment affect the turnover of employees in IT companies with a sample of programmers. By using Resource Conservation theory as a theoretical framework, this study contributes to existing research by examining the relationship between Work Engagement (ie Vigour, Dedication and Absorbtion) and Work Environmnent moderated by Work Family Conflict. Descriptive analysis and correlation will be conducted using SPSS. Then, to test the hypothesis above, Partial Least Square Structural Equation Modeling (PLS-SEM) analysis is used using SMARTPLS. From the results of the study indicated to have significant influence on TurnOver Intension from the three variables studied, they are Work Environment, Work-Engagement and Work-Family Conflict, only Work Engagement has significant influence on TurnOver Intension, and it is negative. This means that the higher the employees Work Engagement, the lower the TurnOver level in the company that becomes the object of study.

Keywords
work engagement; work environment, work-Family conflict; Turnover Intention, IT Company

Topic
Human Resource Management

Link: https://ifory.id/abstract/2BEvtjWLcV3U

Corresponding Author
Didin Hikmah Perkasa

Institutions
Institut Teknologi & Bisnis Kalbis

Abstract
This research was conducted to determine the effect of emotional intelligence, servant leadership and organizational commitment on organizational citizenship behavior. The object of this study was the staff of the South Tangerang City Education and Culture Office. The population of staff of the South Tangerang City Education and Culture Office is 90 employees. The sampling technique used is a saturated sample, ie all employees are sampled and with quantitative research methods. The analytical method used in this study is statistical analysis of multiple linear regression tests. The results showed that partially and together (simultaneous), emotional intelligence variables, servant leadership and organizational commitment influenced organizational citizenship behavior in the South Tangerang City Education and Culture Office.

Keywords
Emotional intelligence, Servant leadership, Organizational Citizenship Behavior

Topic
Human Resource Management

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

Corresponding Author
saepudin saepudin

Institutions
aAttahiriyah Islamic University at Jakarta 10110 Indonesia
bLaa Roiba National Islamic Religion Institution at Bogor, 16111 Indonesia

Abstract
The study aims to determine and analyze the effect of ethic leaders, organization commitmen on of the academic competence of University Lecturers in Indonesia in the facing The Era of Indutrial Revolution 4.0. The method used in this research is using survey This study use quantitative research method with survey technique to respond the test hypotheses that have been formulated. The respondents are 150 lecturers, the sampling technique used was sampling purposive technique. The questionnaire of ethic leader, organization commitmen and academic competence were validated with the product moment correlation formula, while reliability was measured by the Alpha Cronbach formula. Hypothesis testing using path analysis (Path Analysis). The research result of the study found that: (1) there is the effect of direct ethic leaders on the lecturers academic competence, (2) there is the effect of direct organization commitmen on the lecturers academic competence, and (3) there is the effect of direct ethic leaders on the organization commitmen. Implications of research efforts to improve the lecturers academic competence of the University at Bogor in Indonesia in the facing the era Indutrial Revolution 4.0, the effectiveness of ethic leaders must be increased, the organization commitmen.

Keywords
Ethic Leaders, Organization Commitmen, Academic Competence, Indutrial Revolution 4.0

Topic
Human Resource Management

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

Corresponding Author
Sheila Galih Oktariza

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

Abstract
Indonesia will experience a demographic bonus in the period between 2020-2030 that will only occur once in the history of a nations journey. At that time, the age of the labor force reached around 70 percent. The millennial generation is the major productive age population in this era. The millennial generation, who has extreme fun and social values, makes organizations consider to introduce fun at work to retain employees. The phenomenon of war for talent makes the need to reduce employee turnover intention increasingly important. This study also focuses on organizational citizenship behavior (OCB), which contribute to organizational effectiveness. This study examines and explains how fun at work could influence turnover intention and OCB with affective commitment as a mediating variable. This study was conducted on 316 millennial employees in the digital creative industry. The respondents completed a questionnaire to assess elements of fun at work, turnover intention, OCB, and affective commitment. Structural Equation Modeling (SEM) analysis method is used to show the causal relationships between these variables. We found that fun at work was negatively and directly related to turnover intention and positively and directly related to OCB. In addition, having fun at work are also more likely to increase millennials- affective commitment in organizations, and consequently, bring a more significant impact on reducing turnover intention and increasing OCB. This study provides evidence that implementing fun at work can help organizations manage millennial employee turnover rates. Creating a fun and comfortable work environment can also encourage them to give their best performance through OCB. To the best of our knowledge, research that explores the impact of fun at work in the digital creative industry is still very limited. Currently the industry is making a significant contribution to the national economy and millennial generation plays an important role in it.

Keywords
Affective Commitment; Fun at Work; Millennial Generation; Organizational Citizenship Behavior; Turnover Intention

Topic
Human Resource Management

Link: https://ifory.id/abstract/aNjgdXMA4rke

Corresponding Author
Agri Wista Pratiwi

Institutions
Universitas Indonesia

Abstract
Turnover is a major issue for organizations, including public sector organizations. The purpose of this study is to investigate the effect of human resource practices on turnover intention and to examine the mediating effect of burnout on the relationship between the human resource management practices and auditor turnover in XYZ institution. Prior HRM practices-employee turnover studies mostly have been from the HR manager-s point of view. This study takes a different approach and examines this relationship from an employee-s point of view. Internet-based questionnaires were used to collect the data from 200 auditors working in a government institution as external auditors. Data analysis was conducted on the Structural Equation Model (SEM) using path analysis and LISREL 8.8 application with the presence of the mediation effect. The study found not only that the HRM practices lower employee turnover intention but also-this relationship is partially mediated by burnout. The results of this study are not only supported that organizations should focus on employee perceptions of the organizations- HRM practices but also indicated that human resources should go beyond establishing policies and procedures to provide an employee-friendly work environment.

Keywords
turnover intention; human resource management practices; burnout

Topic
Human Resource Management

Link: https://ifory.id/abstract/9BRhwGD38uH4

Corresponding Author
Anny Zahara

Institutions
lampung university

Abstract
Human resources is a most valuable asset owned by an agency, organization or enterprise, for its existence is crucial to the companys dynamic mobilization. RSUD Bandar Negara Husada is a hospital owned by the Provincial Government of Lampung as an institution which has an area of work in all districts / cities in Lampung Province,The need for monitoring in carrying out the work and the time to do the planning so as to produce the desired performance as well as good service. Achievement can be seen from the decline in several months.This study aims to determine the effect of an individuals ability to performance and workload on the performance and work environment against which applied to RSUD Bandar Negara Husada in influencing the performance of employees, this research analyzed using multiple linear regression analysis, The data used in this study were obtained from 145 respondents employee RSUD Bandar Negara Husada, The results support the hypothesis that the workload does not affect the performance of employees, while the ability of the individual and the work environment positive effect on employee performance.

Keywords
Individual skills, working pressure and environtment towards worker-s performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/LuF8KbePgUEN

Corresponding Author
Tubagus Hkualizaman

Institutions
Universitas Negeri Jakarta

Abstract
This study examined the effects of leadership, organizational culture, compensation, and motivation on organizational commitment on civil servants in Cilegon Citygovernment. The study also investigates the indirect relationships among leadership styles, organizational culture, and compensation on organizational commitment through motivation. The study was conducted using a questionnaire with a sample size of 71 civil servants in Cilegon City government. The analytical method used is to use a test instrument that includes the validity and reliability test, linearity test, regression analysis, path analysis, t test, F test, test the coefficient of determination and correlation analysis. The results showed that the positive and significant effect of leadership, organizational culture, compensation, and motivation on organizational commitment. Leadership, organizational culture, and compensation positive and significant impact on motivation. The results of sobel test is no indirect relationships among leadership styles, organizational culture, and compensation on organizational commitment through motivation. Practical implications this study would help managers and policy-makers in the Cilegon City government to develop a better understanding of leadership, organizational culture, compensation, and motivation and their influence on organizational commitment.

Keywords
leadership, organizational culture, compensation, motivation, organizational commitment, civil servants

Topic
Human Resource Management

Link: https://ifory.id/abstract/674DFQ8qaZpP

Corresponding Author
Rochman Hidayat

Institutions
a) Magister of Human Resources Management
Faculty of economic & Business, Lambung Mangkurat University, Banjarmasin
Jl. Brig. Gen. H. Hasan Basry, Banjarmasin, 70123
*hidayat.rochman[at]gmail.com
b) Faculty of economic & Business, Lambung Mangkurat University, Banjarmasin
Jl. Brig. Gen. H. Hasan Basry, Banjarmasin, 70123

Abstract
This research aims to analyze the effect of perceived work value, perceived work environment and pay satisfaction on turnover intention. The research can be considered as an explanatory causality study. The population in this study was 328 permanent employees at the staff level who were born in 1980-2000. Stratified random sampling was used as sampling technique in this research. The sample size is 180 employee which distributed by proportional sampling. Descriptive statistic and multiple regression are used as data analysis technique. T- Test is used to test the hypothesis at 95% confidence level. Research concluded that there were a negative significant partial effect of perceived work value, perceived work environment and pay satisfaction on turnover intention.

Keywords
perceived, work value, work environment, pay satisfaction, turnover intention

Topic
Human resource Management

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

Corresponding Author
MARHAENI DIAH SOEPARNINGTIAS

Institutions
CIVIL SERVICE AGENCY

Abstract
Leadership power is used as an effort to influence subordinates based on established decisions, in order to achieve the organizations vision through the innovations it builds. This study is intended to empirically determine the influence of power on decision-making by the leadership of the Civil Service Agency. Quantitative approaches are used in research with survey-causal methods. The target population specified is the State Personnel Agency. Sampling was carried out by proportional random sampling techniques of supervisory officials totaling 80 people. Data is captured through a questionnaire, using a rating scale with a distribution of scores between 1 and 5. The results of the study indicate that power has a significant effect on decision making. This means that the power that is carried out properly will affect the way leadership decisions are made starting with identification, classification and verification. Decision making is an effort to solve problems through the selection of alternative solutions that exist. The results of this study are expected to be implemented and further developed by the leadership of the Civil Service Agency Agency, especially supervisory officials.

Keywords
Keywords: Power, Decision Making

Topic
Human Resource Management

Link: https://ifory.id/abstract/NfUFgAuH6zwq

Corresponding Author
Mochamad Soelton

Institutions

Andesna Nanda, Universitas Brawijaya
Mochamad Soelton, Universits Mercu Buana
Sita Luiza, Universitas Mercu Buana

Abstract
ABSRACT; This research aims to examine and analyze the effect of psychological work environment and workload on turnover intentions with job stress as an intervening variable for employees of PT EDI Indonesia. The method used in this research is descriptive method. The objects of this research are 80 employees of PT EDI Indonesia. The approach used in this research is Structural Equation Model (SEM) analysis tool Smart-PLS. The results showed psychological work environment has negative and significant effect on job stress. Workload that has positive and significant effect on job stress. Psychological work environment has negative and significant effect on turnover intention. Workload has positive and significant effect on turnover intention. Job stress has positive and significant effect on turnover intention. Job Stress has positive and significant effect on turnover intention.

Keywords
Psychological Work Environment, Workload, Job Stress, Turnover Intention

Topic
Human Resource Management

Link: https://ifory.id/abstract/unV4ryeThJBv

Corresponding Author
Mochamad Soelton

Institutions
Mochamad Soelton, Universitas Mercu Buana
Ratyuhono Linggarnusantra Putra, Unversitas Brawijaya
Putri Ayu Lestari, Universitas Mercu Buana

Abstract
ABSTRACT; This research aims to examine and analyze the effect of role conflict, burnout, job stress, and Turnover Intention on employees of PT. EDI Indonesia. The method being used for this research is descriptive method. The objects of this research are 80 employees of PT. EDI Indonesia. The approach being used for this research is Structural Equation Model (SEM) analysis tool Smart-PLS 3.0. The results showed role conflict has positive and significant effect on employee-s job stress. Burnout has positive and significant effect on Job Stress. Burnout has positive and significant effect on turnover intention. Role conflict has positive and significant effect on turnover intention. Job stress has positive and significant effect on turnover intention.

Keywords
Role Conflict, Burnout, Job stress, Turnover Intention.

Topic
Human Resource Management

Link: https://ifory.id/abstract/fm3KDLF4zjTn

Corresponding Author
Dewi Noviyanti Sari

Institutions
a) Magister of Management, Faculty of Economics and Business, Universitas Indonesia,
Jl. Salemba Raya 4, Jakarta 10430, Indonesia
*dewinoviyantisari2[at]gmail.com
b) Department of Management, Faculty of Economic and Business, Universitas Indonesia, Depok 16424, Indonesia
putri.mega71[at]ui.ac.id

Abstract
The objective of this research is to examine the influence of role overload on organizational citizenship behavior of National Standardization Agency (BSN) employees, mediated by emotional exhaustion and investigate the influence of supervisor autonomy support as a moderating variable on the relationship between role overload and emotional exhaustion. The proposed model is built based on the Conservation of Resource theory and the theory of Self-Determination. All of the participants in this study were permanents employees of BSN. Data were collected using an online survey, and all analyses were carried out using SPSS and SEM-PLS. Based on the study of 212 employees from BSN, the results provide support for a hypothetical model that determines the correlation among all variables. The role overload was found to have an indirect and negative effect on OCB through emotional exhaustion, and supervisor autonomy support was found to buffer the negative relationship between role overload and emotional exhaustion, and indirectly to organizational citizenship behavior. These findings may help us to understand the intervening variable that may explain the negative relationship between organizational citizenship behavior and challenge stressors. Furthermore, this findings provide information about managerial practices at government agencies to reduce the negative effects of excessive workloads.

Keywords
Emotional exhaustion; organizational citizenship behavior; role overload; supervisor autonomy support.

Topic
Human Resource Management

Link: https://ifory.id/abstract/XLbcK26GCHtv

Corresponding Author
JOKO TRIRAHARJO

Institutions
Doctoral Management Mercu Buana University

Abstract
The Indonesian Ministry of Energy and Mineral Resources (ESDM) stated that the realization of Indonesian coal production in 2018 amounted to 548.58 million tons. Of this amount, 320 million tons are produced by coal mining companies listed on the Indonesia Stock Exchange. Among these coal mining companies, there are large performance gaps between each other, both in terms of financial performance and production achievement. Their performance is hypothesized to be influenced by leadership style. The purpose of this study was to analyze the influence of servant leadership and breakthrough leadership on organizational performance with employee motivation as an intervening variable in coal mining companies listed on the Indonesia Stock Exchange. Respondents from this study were 12 coal mining companies listed on the IDX in Indonesia. The type of research used is quantitative methods. The research respondents were 113 people in the position of supervisors to directors. Data were analyzed using the Structural Equation Model (SEM - AMOS). The Result of the Study that Servant Leadership and Breakthrough Leadership has an effect on employee motivation but not significant. Servant Leadership has an effect on organizational performance but Breakthrough Leadership has not an effect on organizational performance. The employee motivation has a significant effect on organizational performance but it is not mediating of the servant leadership and breakthrough leadership on organizational performance.

Keywords
Servant Leadership, Breakthrough Leadership, Employee Motivation, Organizational Performance.

Topic
Human Resource Management

Link: https://ifory.id/abstract/CZEnk7mR8KLF

Corresponding Author
Zulfitri Zulfitri Zulfitri

Institutions
Universitas Mercu Buana

Abstract
Objective: Human resources working in an organization definitely want an increase in their career. A growing career is often associated with the future of employees even though it has not guaranteed a success. Career development has an impact on employee performance, because career development is a formal approach carried out by the company with the aim of ensuring employees in the company with the qualifications and abilities and experience right when needed Methodology: The impact of influencing factors has been studied and tested empirically using exploratory factor analysis. Quantitative data has been collected using questionnaires distributed to 125 respondents and who returned 101 respondents using convenience sampling techniques. The research hypothesis was tested using a multiple regression analysis tool. Findings: From the research it was found that talent management had no significant effect on employee career development, while work discipline and performance appraisal had a significant effect on career development Research limitations / implications - Findings from this study can be used as human resource management strategies such as career development is a process of improving individual work skills achieved in order to achieve the desired career Originality: Originality can be seen from the fact that this research is one of several studies that focuses on employee career development in an agency

Keywords
talent management, work discipline, performance assessment, career development

Topic
Human Resource Management

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

Corresponding Author
Ashariana Yahya

Institutions
Universitas Pejuang Republik Indonesia (UPRI) Makassar

Abstract
The issue in this research is not optimal competence of staff at the Department of Education and Culture of Makassar allegedly because it is still not optimal in education and technical training followed by an employee and therefore contributes to the personnel competence of Department of Education and Culture in Makassar, South Sulawesi Province. The purpose of this research is to obtain the amount of influence of education and technical training to apparatuses of the Education and Culture Agency, Makassar, as well as gaining new concept of education and technical training, and also employees competence. The research method used is quantitative method with a descriptive study. The research population was all employees of the Department of Education and Culture in Makassar who have attended technical training related to his field of work. Data analysis technique used is the path analysis to clarify the effect of direct and indirect effect of each variable. The dependent variable in this research is the variable of education and technical training, and the independent variables are the employees competence. The research result shows that technical education and training a significant effect on employee competence. The results show that the statistical calculations, technical education and training simultaneously and partially influence the apparatus of Education and Culture of Makassar as well as the influence of other factors that were not examined. Thus, to enhance the competence of personnel required technical education and training effective and in accordance with the needs of the employee task/jobs. The findings of this research is to develop a concept that the success of education and technical training through understanding, content, learning aids, practicable, feedback, interaction and coordinated, when recruiting employees to follow technical training is done with the needs assessment system.

Keywords
Education and Training of Technical, and Apparatus Competence.

Topic
Human Resource Management

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

Corresponding Author
Angrian Permana

Institutions
Doctoral student of Mercu Buana University

Abstract
The purpose of this study was to know the effect of training on employee performance of PT Pinus Merah Abadi Rangkasbitung Branch, to know the effect of career development on employee performance of PT Pinus Merah Abadi Rangkasbitung Branch, and to know the effect of training and career development together on employees performance of PT. Pinus Merah Abadi Rangkasbitung Branch. This research method used quantitative methods with multiple regression models. The populations of this study were 40 employees and the samples used in this study were all employees. The results showed that training had an effect on employees performance, career development had an effect on employee performance, also training and career development had an effect on employee performance together

Keywords
Training, Career Development, Employee Performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/MjJ8Daw2eTt6

Corresponding Author
saepudin saepudin

Institutions
a) Doctoral Candidate, Study Program of Human Resource Management, Universitas Negeri Jakarta.
ahmadmangga99[at]gmail.com
Street of Rawamangun Muka RT.11/RW.14. Rawamangun, Pulo Gadung Jakarta Timur.
burhanuddin.tola[at]unj.ac.id
b) Lecturer of Study Program of Human Resource Management, Universitas Negeri Jakarta
sutanto45[at]yahoo.com
Street of Rawamangun Muka RT.11/RW.14. Rawamangun, Pulo Gadung Jakarta Timur.
b) Lecturer of Study Program of Human Resource Management, Universitas Negeri Jakarta
Street of Rawamangun Muka RT.11/RW.14. Rawamangun, Pulo Gadung Jakarta Timur.

Abstract
The study aims to determine and analyze the effect of transformational leaders, academic culture on of the work stress of University Lecturers in Indonesia. This study use quantitative research method with survey technique to respond the test hypotheses that have been formulated. The respondents are 150 lecturers, the sampling technique used was cluster random sampling technique. The instrument of transformational leader, academic lecture and work stress were validated with the product moment correlation, while reliability was measured by the Alpha Cronbach. Hypothesis testing using path analysis. The results of data analysis using path analysis, showed that, (1) there is the effect of direct transformational leaders on the lecturers work stress, (2) there is the effect of direct academic culture on the lecturers work stress, and (3) there is the effect of direct transformational leaders on the lecturers academic culture. Implications of research efforts to bring down the lecturers work stress, the effectiveness of transformational leaders must be increased, the improve the effectivity of academic culture.

Keywords
Transformational Leaders, Academic culture, Work Stress

Topic
Human Resource Management

Link: https://ifory.id/abstract/L6uqwpnCVFxU

Corresponding Author
Prasasti Dewaning Lestari

Institutions
a) Human Resource, Master of Management, University of Indonesia, Jl. Salemba Raya,Jakarta Pusat, Daerah Khusus Ibukota Jakarta 10430, Indonesia
*prasastidlestari[at]gmail.com
b) Human Resource, Master of Management, University of Indonesia, Jl. Salemba Raya,Jakarta Pusat, Daerah Khusus Ibukota Jakarta 10430, Indonesia
*aryana.satrya[at]gmail.com

Abstract
Problem Statement: Creativity and innovation are factors that can determine organization performance, especially in the creative industry. Employee time pressures due to high workloads is a problem that is common in the creative industry. Based on previous studies, work autonomy has known to have effects on creativity. Nowadays, plenty of company provides autonomy as a way for employees to work optimally by providing freedom in controlling their time and way of working. Purpose: This article studies the effect of work autonomy on innovative work behavior on employees working in the creative industries, especially the application and game developer sectors in Indonesia. This article will explore: (1) the correlation between work autonomy on innovative work behavior (2) the role of work autonomy on innovative work behavior, and (3) the effect of flow as a mediator in the linkage of work autonomy to innovative work behavior. Approach: Researchers analyzed the correlation of work autonomy, flow, and innovative work behavior variables with a quantitative approach in a survey. The statistical analysis technique applied is multiple regression to see the direct and indirect effects between variables. Work autonomy survey is measured from aspects of work method autonomy, work schedule autonomy, and work criteria autonomy. Flow variable measurement tool uses WOLF that measures absorption, enjoyment, and intrinsic motivation while Innovative work behavior measures aspects of ideas generation and implementation. The measuring instruments used have been adapted and translated into Indonesian. The participants in this study were workers (n=150) in the application and game developer sectors of creative industry in Indonesia. SPSS was used to analyze the quantitative data including descriptive statistics, reliabilities, validities, and multiple regression. Findings: There is a significant correlation between each variable based on the statistical results. The results indicate that work autonomy and flow have a positive correlation with innovative work behavior statistically. In addition, flow is known to have a role as a mediator in the connection between work autonomy and innovative work behavior. Conclusion: Establishing a suitable job design can stimulate employees to show optimal performance and generate innovative work behavior. One job design which applied in companies widely today is by giving autonomy. The employees control and flexibility, in fact, contribute to their performance. This is because work autonomy can increase employee-s level of absorption, enjoyment, and motivation that affects innovative work behavior as manifestations of creativity.

Keywords
creativity;creative industry;flow;innovative work behavior;work autonomy;quantitative

Topic
Human Resource Management

Link: https://ifory.id/abstract/7PfYKur42zdC

Corresponding Author
saepudin saepudin

Institutions
a) Doctoral Candidate of Study Program of Human Resources Management, Universitas Negeri Jakarta, Indonesia Universitas Negeri Jakarta.
Street of Rawamangun Muka, East Jakarta
b) Lecturer of Study Program of Human Resources Management, Universitas Negeri Jakarta, Indonesia Universitas Negeri Jakarta.
Street of Rawamangun Muka, East Jakarta
b) Lecturer of Study Program of Human Resources Management, Universitas Negeri Jakarta, Indonesia Universitas Negeri Jakarta.
Street of Rawamangun Muka, East Jakarta
b) National Islamic Religion Institution of Laa Roiba Bogor
Street of Karadenan No. 41 Sukahati, Cibinong Bogor Jawa Barat
b) National Islamic Religion Institution of Laa Roiba Bogor
Street of Karadenan No. 41 Sukahati, Cibinong Bogor Jawa Barat

Abstract
The study aims to determine and analyze the effect of work ethic on of the professional competence of University Lecturers in Indonesia in the facing of Digital 4.0. This study use quantitative research method with survey technique to respond the test hypotheses that have been formulated. The respondents are 105 lecturers, the sampling technique used was sampling purposive technique. The questionnaire of work ethic and professional competence were validated with the product moment correlation, while reliability was measured by the Alpha Cronbach. Hypothesis testing using path analysis (Path Analysis). The research result of the study found that there is a direct positive influence of work ethic on the lecturers professional competence. Implications of research efforts to improve the lecturers professional competence of the University in Jakarta in Era Digital 4.0, the work ethic must be increased.

Keywords
Work Ethic, Professional Competence, Era Digital 4.0

Topic
Human Resource Management

Link: https://ifory.id/abstract/ebAH8d7MKY62

Corresponding Author
Agung Satmoko

Institutions
FEB UPNV Yogyakarta

Abstract
The management must allocate working capital on a level which could maximize the wealth of the and marginal benefits of working capital in the firm. The company with flexible financing when facing a negative shock could avoid financing difficulties, and could provide funds for investing purposes when the shareholders and cash allocation strategy which balanced the cost opportunity to invest arose. Working capital management is reinforced by investment policies, debt policies, stable macroeconomic conditions and an appropriate diversification strategy. Good working capital management will increase company value. The purpose of this paper is to explain the effect of working capital management on firm value and to analyze moderate factor investment, debt, macroeconomics.

Keywords
working capital, firm value, investment policy, debt policy, macroeconomics.

Topic
Human resource Management

Link: https://ifory.id/abstract/U69u378BCXmK

Corresponding Author
Putiri Bhuana Katili

Institutions
Universitas Negri Jakarta

Abstract
Employee Engagement is an importance strategy on increasing company performance. The aims of this research is to elucidate influences of leadership styles, training and work life balance to the employee engagement; also influence of employee engagement to the employee performance. To achieve this aim, the data was collected from 223 employees using questionnaire as instrument of research. The collected data was analysed using SPSS and Structural Equation Modeling. This research conducted in the company which provide transportation and material handling service in the steel industry. From this research can be concluded that work life balance have most significance influence to employee engagement, and employee engagement have strong influence to the employee performance.

Keywords
Performance; Engagement; Leadership Styles; Training; Work Life Balance

Topic
Human Resource Management

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

Corresponding Author
Yunda Desilia

Institutions
BINUS University
Jl. Hang Lekir I No.6, RT.4/RW.6, Senayan, Kby. Baru, Kota Jakarta Selatan, Daerah Khusus Ibukota Jakarta 10271
Telepon: (021) 7202222

Abstract
Savings and Loan Cooperative have an important role to play in accelerating Indonesia s economic growth. But, Saving and loan cooperative in Indonesia in down trend. KSP Sinar Mandiri Sejahtera is one of savings and loan cooperative in Banyuwangi City that has decrease performance . The purpose of this study is to find out factors that influence level of employee s satisfaction at KSP Sinar Mandiri Sejahtera and its effects on employee performance. The study employed a quantitative methodology. Data was collected through a self-administered survey questionnaire. The questionnaire is adopted from a previous validated survey. A sample of 55 staff, which is all employee at KSP Sinar Mandiri Sejahtera. SEM-PLS is used for data analysis statistically. It is concluded form study that facets such as working environment, compensation, and job characteristic affect the employee s satisfaction which leads to increased performance. The findings of the paper emphasize the need for management to improve working environment, compensation, and job characteristic to boost employee performance.

Keywords
working environment; compensation; job characteristic; job satisfaction; job performance ; savings and loan cooperative

Topic
Human Resource Management

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