Indonesia Conference Directory

Corresponding Author
Beti Nurbaiti

Institutions
University Of Bhayangkara Jakarta Raya

Abstract
The purpose of this study is to look at the relationship between Empowerment (EMP) and Welfare (WELF) of migrant workers as street vendors in east flood canal (BKT) Jakarta. Street vendors in the urban informal sector are able to survive to improve their welfare through empowerment as a sub-dimension of social capital. Though the empowerment aspect is very important to improve the entrepreneurial ability of street vendors BKT. It is unfortunate that empowerment among street vendors is not yet optimal. This is concluded from the results by Lisrel from a survey of 300 street vendors as respondents, and is equipped with ANOVA analysis to see whether there are differences in the relationship between the Empowerment research variables and the profile data of the research respondents.

Keywords
Urban Informal Sector, Empowerment, Welfare, East Flood Canal

Topic
Human Resource Management

Link: https://ifory.id/abstract/AghDcJjnW68k

Corresponding Author
Datita Charinta Ginbreta

Institutions
a) Faculty of Economics and Business, Universitas Indonesia
Jalan Salemba Raya 4, Jakarta 10430, Indonesia
*datitaginting15[at]gmail.com
b) Department of Management, Faculty of Economic and Business, Universitas Indonesia, Depok 16424.
putri.mega71[at]ui.ac.id

Abstract
Currently, almost all companies from either huge or small companies have started implementing fun at work. For most of employees within the company, the fun at work was not the only one reason for them to survive at the company and increased organizational citizenship behavior, but to have co-worker or partner and supervisor who were able to encourage the employee to perform better would also be a powerful reason for them to keep surviving in the company. According to that consideration, this research aimed to analyze the impacts of fun at work and social support from the supervisor and co-worker to the organizational citizenship behavior, where the employee engagement became as the mediation variable. This study using samples from employers of PT Telkom Indonesia Regional II, samples taken by 341 respondents using Purposive Sampling and then analyzed through SPSS and SEM-LISREL. In sum, the research findings that were resulted from Structural Equation Model analysis showed that fun at work and social support in the company were able to deliver positive and significant impacts on organizational citizenship behavior and employee engagement mediated the relationship between fun at work and social support to organizational citizenship behavior. Implication and suggestion for further research also discussed.

Keywords
Fun at work; social support; employee engagement; organizational citizenship behavior.

Topic
Human Resource Management

Link: https://ifory.id/abstract/txUv2rgTRyaq

Corresponding Author
SETYO RIYANTO

Institutions
Master of Management Mercu Buana University, Jakarta

Abstract
This study aims to examine and analyze the influence of leadership, organizational culture, and organizational climate on employee-s job satisfaction at PT Garuda Indonesia (Persero) Tbk as a Case Study. The samples taken in this study were conducted using simple random sampling with the Slovin formula and there were 88 employees from 112 populations. The method of analysis in this study is multiple linear regression. The results of this study indicate that the leadership variables partially do not have a significant impact on employee-s job satisfaction. However, the independent variables: leadership, organizational culture, and organizational climate simultaneously have significant influence towards employee-s job satisfaction.

Keywords
leadership, organizational culture, organizational climate, employee-s job satisfaction

Topic
Human Resource Management

Link: https://ifory.id/abstract/qHFNyx6nML83

Corresponding Author
Yanto Ramli

Institutions
UNIVERSITAS MERCU BUANA

Abstract
Organizations today are facing the challenges of dynamic expectations for the organizational performance. The organizational productivity can only be achieved by efficient and effective employees. The purpose of this study is to analyze the impact of employees attitude, working environment and organizational commitment on job satisfaction to achieve the organizational performance. The data collection is done through distribution of questionnaire, where the population is consisted of employees from various sectors of profession in Jakarta, Indonesia. This is a descriptive and verification research, the descriptive methods is based on assessment analysis and the verification methods is based on quantitative analysis. The sample determination is done through Simple Random Sampling and the analysis technique is using Partial Least Square (PLS). The results show that working environment has the most significant influence on job satisfaction compared to organizational commitment that improves organizational performance. Beside working environment, organizational commitment also provides a significant influence of job satisfaction that can improve the organizational performance. Thus, to support the migration of the millennial generation, the organizations need to pay more attention and development to optimize the working environment in order to increase the employees- commitment to the organization and obtain a better organizations performance.

Keywords
Millennial Generation, Employee Attitudes, Working Environment, Organizational Commitment, Job Satisfaction, Organizational Performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/VQ8J9Fk3XBdq

Corresponding Author
Fairuz Awwal Fanhandaya

Institutions
Faculty of Economics and Business, University of Indonesia

Abstract
Early childhood education is an investment because at that age, around 50% of intelligence is built. Indonesia has early childhood education which is known as PAUD. Depok is a city that bordering directly with the capital city of Indonesia, and currently facing various urban problems, especially education. Teachers as educators are important for PAUD. The teachers must have high qualification, have knowledge about child development, and about PAUD education system. It can be seen from the level of teaching efficacy and job satisfaction of teachers. Variables which can increase job satisfaction are the school climate, social-emotional learning (SEL), and proactive personality mediated by teaching efficacy. The aim of this research is to examine the impact of the school climate, SEL and proactive personality on job satisfaction mediated by teaching efficacy. This quantitative research method uses the questionnaire to collect data. In order to prove the stated hypotheses, the structural equation model is used with a sample of 222 PAUD teachers in Depok. The result is the school climate, SEL, and proactive personality have a direct effect of job satisfaction. While teaching efficacy partially mediates effect of school climate, SEL, and proactive personality on job satisfaction.

Keywords
early childhood education, job satisfaction, teaching efficacy, school climate, SEL, proactive personality

Topic
Human Resource Management

Link: https://ifory.id/abstract/RnHqfYdeX2Lb

Corresponding Author
Luciana Rosaria Oktaviana

Institutions
a) Institut Teknologi Bandung, Jl. Ganesha No. 10, Bandung 40135, Indonesia
b) Faculty of School of Business and Management, Institut Teknologi Bandung, Indonesia

Abstract
Previously, cognitive intelligence is the most important criteria for employee selection because it can predict individual performance. Today, emotional intelligence (EI) is no less important, even it has bigger portion in predict performance. The matter is cognitive still dominates the education system in Indonesia, including ITB. From seven ITB User Surveys, ITB curriculum proportion of hard skill and soft skill always has the biggest gap between the needs and satisfaction while EI always in the top-5. This study is needed to know the influence of cognitive and emotional intelligence towards students- performance and what factors of emotional intelligence that most influencing the students- performance measured by CGPA, so it can be used as evaluation and insight for ITB and other educational institutions. This research sample are SBM ITB students. The data processed using multiple linear regression with SPSS program. The result of the analysis is that there is positive influence between emotional intelligence, emotional intelligence-s elements (self-awareness, social awareness, self-management, relationship management), and cognitive towards CGPA of SBM ITB students. Both emotional intelligence as a whole and emotional intelligence-s element individually has a higher influence on SBM ITB students- GPA than cognitive, and the most influencing element is self-management.

Keywords
Emotional Intelligence; Cognitive Intelligence; CGPA

Topic
Human Resource Management

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

Corresponding Author
Retno Pujiningsih

Institutions
Universitas Mercu Buana

Abstract
This study aims to examine and analyze the influence of Compensation, Competence, and Work Environment on Work Employee of civil servants of planning division at Ministry of Home Affair. The research data is questionnaires that calculated using Slovin formula with sample as many as 130 respondents. The method to analys in this research is multiple linear regression . The results of this research show that Compensation, Competence, and Work Environment simultaneously significant on Work Employee of civil servants of planning division at Ministry of Home Affair. partialy Compensation has positive and significant influence to Satisfaction Work, partialy Competence has positive and significant influence to Satisfaction Work, and partialy Work Environment Work has positive and significant to Satisfaction Work .

Keywords
Compensation, Competence, Environment Job, Satisfaction Work

Topic
Human Resource Management

Link: https://ifory.id/abstract/HrYC9kTn6Qj4

Corresponding Author
Anik Herminingsih

Institutions
Management Program of Economics and Business Faculty
Universitas Mercu Buana Jakarta

Abstract
This study aims to determine the effect of compensation, organizational culture, and working environment on employee performance. Respondents in this study are 107 employees of PT. Sinar Sentra Cipta. Data was collected directly from respondents using research instruments in the form of questionnaires and technical data analysis using SPSS Ver 24 software. The results of this study indicate that compensation has a positive effect on employee performance, organizational culture has a positive effect on employee performance, the work environment has a positive effect on employee performance. As well as compensation, organizational culture, and working environment simultaneously affect the employee performance. The most influential variable on the employee performance is compensation.

Keywords
Compensation, Organizational Culture, Work Environment, and Employee Performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/DcL63FVteYxP

Corresponding Author
Lukertina Sihombing

Institutions
Universitas Mercu Buana

Abstract
Competence is needed by employees in carrying out work. Human resources have a very important position considering that it is very much influenced by the quality of human resources that competencies and work environment need to be considered to improve employee performance. And this research was conducted with the aim to determine the effect in social organizations in Tangerang. Data was collected via survey questionnaire from related literature to 70 respondents. The data analyzed using structural equation modeling via Smart PLS. The results of the study showed that the competency had a significant positive effect on employee performance, the work environment had a significant positive effect on employee performance.

Keywords
Work Environment, Competence, employee performance, social care workers, social care foundation

Topic
Human Resource Management

Link: https://ifory.id/abstract/8GpN6x2UheAX

Corresponding Author
Refitra Kusumawardani

Institutions
University of Indonesia

Abstract
Environmental problems become fascinating issues to be studied more deeply, especially environmental problems that occur in Indonesia. The Indonesian ministry is also in the midst of building awareness for business people to compete in managing their business based on the concept of environmentally friendly (green) through an award event. One example of an award event conducted by the ministry is the Green Hotel Award. This research scrutinizes more in-depth the application of human resource management in hotels that won the Green Hotel Awards. The research is conducted through perceptions and green human resource management concepts related to employee commitment, employee ecological behavior, and environmental performance of the green hotel award-winning hotel

Keywords
green hotel award, hotel, green human resource management, ecological behavior, environmental performance, commitment, Borobudur

Topic
Human Resource Management

Link: https://ifory.id/abstract/wWYb2CtkxV9U

Corresponding Author
Janfry Sihite

Institutions
Universitas Mercu Buana, STP Trisakti, STP Trisakti

Abstract
Research conducted to measure the career prospects and the nature of work variable influence the social status of the college student in the tourism industry, namely the student of Tourism Trisakti, Indonesia. Research conducted by delivering the questionnaire to the internship students, a total of 74 respondents collected, further processed conducted using SmartPLS with bootstrapping resampling technique. The results findings show that two independent variables namely career prospects and also the nature of work in the tourism industry affects social status. Furthermore, career prospects influence bigger compare to the nature of works. Nevertheless, the nature of work variable strongly influence the career prospects, the findings show that the variable nature of work is indeed a linear relationship with the variable career prospects. Finally, this study show how the career prospects is closely connected with social status. The linearity and conformity between the nature of work with the career prospects showed that respondents confident and proud of the social status in the tourism industry.

Keywords
Social Status, Nature of Work, Career Prospect, Tourism, STP Trisakti

Topic
Human Resource Management

Link: https://ifory.id/abstract/JMxFucj9eLZr

Corresponding Author
Aulia Nurlaili Kusuma Wardani

Institutions
a) Student at Faculty of Economics and Business, Lampung University, Indonesia
*aulianurlaili761[at]gmail.com
b) Lecture in the Faculty of Economics and Business, Lampung University, Indonesia

Abstract
The concept of person-organization fit relationship with employee performance is very important because it is related to its role in achieving an organizations success. The suitability of organizational values with individuals is one of the main keys to maintaining and maintaining employee commitment that is needed in a competitive business environment. The purpose of this study was to determine the effect of person organization fit on employee performance and the indirect effect through organizational commitment at the Pringsewu College of Health. This research uses quantitative methods by distributing questionnaires in data collection. The sample of this study was taken from the results of a questionnaire of 120 employees. The analytical tool used is path analysis (path analysis). This research presents that all data are valid and reliable. The results of this study support four proposed hypotheses, namely, first, person organization fit has a positive and significant effect on employee performance. Second, person organization fit has a positive and significant effect on organizational commitment. Third, organizational commitment has a positive and significant effect on employee performance, and fourth, organizational commitment mediates the influence of Person Organization Fit on employee performance. Based on these findings the advice that can be given is the need to get attention related to the goals and values of employees and other employees, and the chairman, chairman of the Pringsewu College of Health in order to further enhance mutual understanding and cooperation in dealing with change. Involving employees in organizational matters, Giving freedom of opinion, and giving rewards to employees who excel, so employees feel ownership of the organization so that there is no turnover.

Keywords
Person Organization Fit, Employee Performance, Organizational Commitment

Topic
Human Resource Management

Link: https://ifory.id/abstract/WYZN6weHrzFv

Corresponding Author
Dyah Rachma Angraini

Institutions
University of Indonesia
Faculty of Business Management
Magister Management Program

Abstract
This study examines the relationship between self-efficacy and reduced audit quality practices (RAQP), including the moderating effect of burnout. Based on prior research self-efficacy has the potential to, directly and indirectly, reduce RAQP, and burnout may enhance the possibility of RAQP. The reduction effect in RAQP is hypothesized as a consequence of self-efficacy, serving as another source of influencing factors. A questionnaire consists of 24 items using seven points Likert scale was deployed to public auditors in Indonesia. The Structural Equation Modeling (SEM) was used to run the data from the 236 samples gathered. The findings provide the support that auditors burnout correlates to RAQP, and self-efficacy reduces the burnout and RAQP. Based on these findings, we suggest future research to investigate possible intervention strategies designed to counteract the effects of burnout towards audit quality by strengthening the auditors- self-efficacy that manifest in negative consequences to the individual and the firm.

Keywords
Self-efficacy, burnout, reduced audit quality practices

Topic
Human Resource Management

Link: https://ifory.id/abstract/P3QevKYbDCgB

Corresponding Author
Nefi Aris Ambar Asmara

Institutions
STIA - Lembaga Administrasi Negara Bandung
Lembaga Administrasi Negara
Jl. Hayam Wuruk No. 34-38, Kota Bandung, Indonesia
nefi.aris.ambar[at]gmail.com

Abstract
To analysis the needs a passions of professional job position in Local Government of Garut District, should have to consider on their employee itself. Its mean that their own needs should came from their passion on what professional position to full fill the job position in Local Government. According to the result there are 5 (five) job position has been identified on those professional job position. Such as: librarian, auditor, archives and agriculture. There more job professional or functional job positions, but it seems that still difficult to encourage civil servants in Local Government of Garut District, to found more those functional job positions. The finding analysis has been used with SWOT analysis. Some suggestion has been addressed to the Local Government of Garut District. There are: the Human Resource Management Institution (BKD), should taking more encourage and change to the Civil Servant as well as taking sustainable on analyzing what kind of professional job that able to full fill the local government level to get better public services.

Keywords
Job Position Professional and Needs; Human Resource Management; public services; Local Government Policy

Topic
Human Resource Management

Link: https://ifory.id/abstract/8MBedAU7y2kX

Corresponding Author
Listiani Listiani

Institutions
University Of Lampung

Abstract
The automotive industry in Indonesia is currently experiencing a very rapid increase. Transformational leadership with employee performance is the result of work by cultivating the ability to carry out its work functions, both in quantity by comparing work results to company standards, the embodiment of employee attitudes that have good work discipline will affect their performance. This study aims to determine the effect of transformational leadership on performance Automotive Industry employees in Bandar Lampung and know the effect of work discipline on the performance of Automotive Industry employees in Bandar Lampung, this study was analyzed using multiple linear regression. The data used in this study were obtained from 120 respondents of Automotive Industry employees in Bandar Lampung. The results of this study support the hypothesis that transformational leadership and work discipline have a positive effect on employee performance.

Keywords
Automotive Industry, Transformational Leadership, Work Discipline and Employee Performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/ze7jty8HMwRr

Corresponding Author
Rr. Woeri Vive Khananda

Institutions
1. The DKI Jakarta Provincial Government Employee
and the student of Doctoral of Management Science
in Universitas Jenderal Soedirman Purwokerto
Central Java
2. Senior Lecturer of The Indonesia Christian University
Toraja and the student of Doctoral of Management
Science in Universitas Jenderal Soedirman
Purwokerto Central Java

Abstract
Knowledge Sharing is very important in an organization to improve a performance. Knowledge Sharing is one of the most important processes in knowledge management. Leaders are needed to create and maintain a culture of knowledge that is shared by an organization, especially in small and medium micro enterprises. Knowledge Sharing in organizations, especially Micro, Small and Medium Enterprise, different from large businesses. Knowledge sharing for MSMEs is usually done informally while in Corporate Business it is done formally. Trust is very important in carrying out knowledge sharing in MSMEs. Transformational leadership is very important in influencing a knowledge sharing in MSME organizations. The study was conducted on MSME employees. The sample used in this research was 160 sample. This study used multiple regression methods. The results of the study showed that there was a significant relationship between transformational leadership and knowledge sharing and trust in knowledge sharing.

Keywords
Trust, Transformational Leadership, Knowledge Sharing

Topic
Human Resource Management

Link: https://ifory.id/abstract/C2jxuUznLVy7

Corresponding Author
Anik Herminingsih

Institutions
Management Program of Economics and Business Faculty
Universitas Mercu Buana Jakarta

Abstract
The research was conducted to analyze the influence of transformational leadership, organizational commitment and job insecurity on work performance of outsourcing employees. The research conducted to the total respondents of 80 employees of customer operations of PT. Indosat Tbk. Data were collected using questionnaire with Likert scale measurement. Data analyzed using multiple regression model and processed with spss 21. The result of the study shows that transformational leadership, organizational commitment and job insecurity significantly influence the employee performance both partially and individually. Transformational leadership and organizational commitment have positive effects on employee performance, but job insecurity has negative and significantly impact on employee performance.

Keywords
transformational leadership, organizational commitment, job insecurity, work performance

Topic
Human Resource Management

Link: https://ifory.id/abstract/qgDjf4dRNvpC

Corresponding Author
Burhanudin Amin

Institutions
Universitas Negeri Jakarta

Abstract
The purpose of the study is to analyze the influences of Transformational Leadership, Power Distance and Followership on the Capability of Officers Decision Making in Kostrad. The research method used is the survey method which is taken from 293 respondents and associative research explanations using the quantitative research. The writer uses path analysis as the data analysis techniques. The results of the study shows that (1) Transformational Leadership has a direct positive effect in Decision Making Capabilities, (2) Power Distance has a direct positive effect in Decision Making Capabilities, (3) Followership has a direct positive effect in Decision Making Capabilities, (4) Transformational leadership has a direct positive in Followership, (5) Power Distance has a direct positive effect in Followership, (6) Transformational leadership has a direct positive effect in Decision Making Capabilities that has a direct positive effect in Power Distance, (7) Transformational leadership is influential not through the Power Distance mediation variable, (8) Transformational leadership has a positive indirect effect in Decision Making Capabilities through mediation in Followership variables. (9) Power Distance has an indirect positive effect in Decision Making Capabilities through mediation in Followership variables.

Keywords
Transformational Leadership, Power Distance, Followership, Decision Making Ability of Kostrad Officers.

Topic
Human resource Management

Link: https://ifory.id/abstract/9xfmnqYGcA24

Corresponding Author
Levana Malik

Institutions
a) Student at Faculty Econimics and Business, Lampung University, Indonesia
*levanamalik[at]gmail.com
b) Lecture in the Faculty Econimics and Business, Lampung University, Indonesia

Abstract
Banking is a service industry that is demanded to provide maximum satisfaction for its customers. To achieve this desire, the performance of bank employees is something that is really needed in carrying out goals that are in accordance with the wishes of the bank and the customer. This study aims to determine the effect of work motivation and compensation on employee performance implemented by PT Bank Mandiri KC Bandar Lampung Malahayati in influencing the performance of its employees. This research was analyzed using simple linear regression analysis. The data used in this study uses primary data obtained from 154 respondents answers from PT Bank Mandiri KC Bandar Lampung Malahayati. The results of this study support the hypothesis that work motivation has a positive effect on employee performance and compensation has a positive effect on employee performance.

Keywords
Work Motivation, Compensation and Employee Performance.

Topic
Human Resource Management

Link: https://ifory.id/abstract/7EuefY8nDtyB

Corresponding Author
Faidal faidal

Institutions
Universitas Trunojoyo

Abstract
In the global competitiveness, theres a lot of economic agents who actively participate in the process of growth and development village. One of the program being intensively promoted by the Ministry of Home Affairs is BUMDesa, as the driving force of the village economics. This study aims to strengthen the models of tourist entrepreneur community in developing the potential of maritime tourism based on BUMDes. To analyze a customers views to the tourist attractions, this research used IPA method (Importance Performance Analysis), with an indicator of attraction, tourist attractions, facilities, attraction, culinary also institutional. Meanwhile, to find the level of interests or need (importance) of the community towards maritime tourism, will be analyzed with the descriptive quantitative methods. The results show that there are several factors supporting that can develop the maritime, namely the tourist attraction, infrastructure, community participation, institutions, investment opportunities, quality environment, resources protection, policy, and marketing. Based on that finding, the tourism development strategy could be focuses on the locally resources, including the tourism development planning, institutions, facilities and infrastructures, management cultivation, marketing, the role of the community, also research and development. To description the level of interest from stakeholders that must be fulfilled the tourism based BUMDes, that the traffic Regional Work Unit the role in the development of the tourism based BUMDes.

Keywords
Entrepreneurship, Tourism, Island, BUMDes, Importance Performance Analisis (IPA)

Topic
Human Resource Management

Link: https://ifory.id/abstract/8Gck3MKR7QdA

Corresponding Author
Naomi Anggie Agriva Sinambela

Institutions
a) Institut Teknologi Bandung, Jl. Ganesha No.10, Bandung 40132, Indonesia
b) Faculty of School of Business and Management, Institut Teknologi Bandung, Indonesia

Abstract
Employee is one of the most valuable capital in the organization since the organizational goals can be achieved by the existence of the employees. Nowadays organizations come across too many unpredictability challenges in the dynamic and complex business environment. Organizations are now working hard to increase employee commitment and loyalty in order to reduce turnover rates. Employee turnover is one of the most strenuous issues to face organizations since it generates big costs. The strongest signal of actual turnover is the intention of the employee to quit the organization. This research is conducted to explore the relationship of work-life imbalance on turnover intention among employees in Indonesia, with the role of transformational leadership as a moderating variable. The quantitative research method was selected and the questionnaire was used as the research instrument to collect the data. The respondents were employees ranging from 21-45 years old in Indonesia. The moderated regression analysis (MRA) disclosed a noteworthy result of this study, that the work-life imbalance practices will lead to higher turnover intention, and some aspects that affect the work-life imbalance are dissatisfaction, poor behavior/performances, and stress. Further, it was confirmed that this turnover intention among employees weakened after being moderated by transformational leadership.

Keywords
Work-life imbalance; transformational leadership; turnover intention

Topic
Human Resource Management

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

Corresponding Author
Budi Wijaya

Institutions
Departemen Manajemen Teknologi, Institut Teknologi Sepuluh Nopember, Surabaya

Abstract
The problem of turnover is experienced by many companies, including PT. WG. Head office of PT. WG has the highest rate of turnover among all locations of PT. WG. This study aims to determine the effect of job satisfaction, organizational commitment, and the relationship between leaders and the employees (Leader-Member Exchange - LMX) on employee turnover intention at the Head Office of PT. WG. It also aims to provide input to the management of PT. WG regarding things that need to be done to improve job satisfaction, organizational commitment, and LMX. This study uses a correlational method with primary data collected using a survey method in the form of a questionnaire. Collected data will be analyzed the suitability of the model with the hypothesis that has been proposed. Based on research that has been done, it was found that job satisfaction, organizational commitment, and LMX have a significant effect on turnover intention. Therefore PT. WG needs to pay attention to factors that influence job satisfaction and organizational commitment. In addition, leaders also need to pay attention to their relationships with subordinates. It is expected to reduce employee turnover intention at the Head Office of PT. WG.

Keywords
job satisfaction, organizational commitment, leader-member exchange, turnover intention

Topic
Human Resource Management

Link: https://ifory.id/abstract/7r48XdHhL9Zk

Corresponding Author
Visoline Ivaprilda Sinisuka

Institutions
a) Lampung University,
Jl. S. Brojonegoro No. 1 Bandar Lampung,
www.unila.ac.id
b) Master of Management
Faculty of Economics and Business, Lampung University, pascammfeb[at]gmail.com

Abstract
The company has a goal to meet market demand, increase competitiveness and improve performance. Achievement of these goals shows the results of the work owned by resources, especially from HR so that many companies implement HR management systems as a way to maximize the ability of employees to improve performance towards organizational optimization. One step in HR management is to make sure they are satisfied with their work. Job satisfaction as a positive or negative attitude towards work so that if an employee feels satisfied, he will contribute optimally. Job satisfaction is also assessed from the suitability of the work with the personality of the person who is doing it, so that in carrying out work rotation, the company needs to pay attention to this further. This research was conducted in the Wilayah Telkom Lampung with the achievement in 2018 of 90.27%. The percentage of employees experiencing job rotation during 2018 is 23% of total employees and the level of job satisfaction is 90% on work rotation. This is a concern even though employees are satisfied with work rotation, but 94% employee performance is only categorized as P3. The purpose of this study was to determine the effect of job rotation on performance, determine the effect of job rotation on job satisfaction, determine the effect of job satisfaction on performance and determine the role of job satisfaction as a mediator between job rotation on performance. The design of this study is causal research by seeking explanations in the form of a causal relationship between several variables. The analysis approach uses a quantitative data collection approach that examines the population with the method of collecting data using a questionnaire. Questionnaire measurement uses a Likert scale with 68 respondents. Analysis of data processing in this study uses multiple linear regression analysis to see the distribution of data, and in this study there are mediating variables that theoretically can affect the causal relationship between independent variables and dependent variables so that they are further processed using regression analysis of the Causal Step method and Product Coefficients.

Keywords
Job Rotation, Job Satisfaction, Performance, Causal Step, Product of Coefficient

Topic
Human Resource Management

Link: https://ifory.id/abstract/2Uke48jcTHK3

Corresponding Author
Triadi Murwanto

Institutions
Program Doctoral, Universitas Mercu Buana

Abstract
The current strategic environment in the world shows that there is a greater potential for intrastate conflict, especially in third world countries. The United Nations as a world body has held a UN Peacekeeping Mission as an instrument to create peace in countries which undergo multidimensional conflict. Indonesia has sent its personnel in the UN Peacekeeping Mission since 1957 through the sending of the 1st Garuda Contingent to the UNEF Mission in Sinai. At present Indonesia has sent a Garuda contingent in various UN Peacekeeping regions in the world. The involvement of TNI personnel in the UN Peacekeeping Mission has continued to increase from year to year. But the increase in the number of TNI personnel involved in the UN Peacekeeping Mission has not been accompanied by an increase in the number of middle / high ranked TNI officers who are able to hold strategic positions at the UN Peacekeeping Mission. This paper aims to convey a view on the career development of TNI Officers in the UN Peacekeeping Mission. This research uses qualitative methods through literature studies and interviews. The findings indicate the urgency of drafting the concept of career development for TNI Officers in the UN Peacekeeping Mission so that a concept of career development for TNI Officers in the UN Peacekeeping Mission should be drafted.

Keywords
Career development, TNI Officer, UN Peace Mission, Indonesia

Topic
Human Resource Management

Link: https://ifory.id/abstract/T4FYe7fzKyVB

Corresponding Author
Mochamad Rizki Sadikin

Institutions
Faculty of Economics and Business, Universitas Mercu Buana

Abstract
This research was conducted to analyze the Effect of Job Stress, Work Environment, and Job Satisfaction on Turnover Intention of Donut Company and Shops. The object was permanent employees at Donut Company and Shops in Jakarta area. It was conducted on sample of 115 respondents using a causal method. Therefore, the data were analyze with statistical analysis in the form of multiple regression tests. The results of this study indicated when in a simultaneously situation the variables of work stress, work environment and job satisfaction affect the turnover intention . Furthermore, partially tested shows all of the variables affected the turnover intention, while the work environment variable has negative effect on the turnover intention of Donut Company and Shops. This is evidenced from the results of the simultaneous test F (Test F) and the partial test results (t test) which support the hypothesis.

Keywords
Job Stress, Work Environment, Job Satisfaction and Turnover Intention.

Topic
Human Resource Management

Link: https://ifory.id/abstract/ePXT9uHEb8mW

Corresponding Author
Devies Citrasari Budiutami

Institutions
Universitas Indonesia

Abstract
Whistleblowing is believed to have an important role as a social control mechanism to reduce misconduct in the workplace. To prevent violations and abuse of authority in administrative and financial practices in government agencies, a good whistleblowing system needs to be developed. This research was conducted to investigate the relationship between ethical leadership and moral courage to whistleblowing intentions in government agencies. The result from a sample of 239 public sector employees support the premise that ethical leadership and moral courage affect whistleblowing intention. Further, ethical leadership is discovered has an indirect effect on whistleblowing intentions through moral courage. The results of this study are expected to provide input on improving whistleblowing systems in government agencies.

Keywords
ethical leadership, ethical climate, moral courage, whistleblowing

Topic
Human Resource Management

Link: https://ifory.id/abstract/XEPq4WvZNxDT