Indonesia Conference Directory

Corresponding Author
Deden Komar Priatna

Institutions
(a)*Universitas Winaya Mukti
(a)Universitas Winaya Mukti

Abstract
There are indications of low employees Bank Rakyat Indonesia Subang Branch Office which is relatively low, this is seen from the many complaints and lack of enthusiasm in carrying out their duties, which has an impact on service to the Customer . The low performance of employees is allegedly caused by the low work motivation that is owned is also thought to be caused by a leadership role that does not encourage officers to work well, this is seen from the creation of conditions that are less comfortable for employees in the work environment. The purpose of this study is to describe leadership, work motivation , performance and test the influence of leadership and work motivation on employee performance. The method used is descriptive survey method and explanatory survey. The type of investigation in this study is causality. Unit of analysis of employees of Bank Rakyat Indonesia Subang Branch Office with the population as many as 35 employees. Time horizon in this study is cross sectional and the analytical method used is frequency distribution and path analysis . Based on the results of research and discussion, it can be found that leadership is good enough, employees have work motivation and high performance, leadership and work motivation influence the performance of employees at Bank Rakyat Indonesia Subang Branch Office . But if viewed partially, it turns out that dominant leadership influences performance rather than work motivation , therefore leadership is a priority in improving employee performance .

Keywords
Leadership, Work Motivation, Performance

Topic
Organizational Behavior, Leadership and Human Resources Management

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

Corresponding Author
Andri Irawan

Institutions
a) Universitas Pendidikan Indonesia
Jl. Dr. Setiabudi No. 229 Bandung 40154 Indonesia
andriirawan[at]upi.edu
b) Universitas Pendidikan Indonesia
Jl. Dr. Setiabudi No. 229 Bandung 40154 Indonesia
eshasenen[at]upi.edu

Abstract
SMEs current existence becomes one aspect that is accounted for in economic stability. SME Food and beverage is one type of business that experienced rapid growth. The purpose of this research is to measure the influence of leadership and cultural involvement in the operational excellence of SME Food and beverage in Bandung district. The population in this research is the owner of SME food and beverage, while samples taken as much as 100 SMES food and beverage. The sampling method is nonprobality sampling by means of an aksidental sampling. The analysis tools used are multiple regression analyses. Data processing is done with the help of SPSS analysis tools. The results showed that leadership did not influence the operational excellence while cultural involvement has a significant influence on the operational excellence of SME Food and beverage

Keywords
leadership, cultural involvement, operational excellence

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/LxHWJeYN7A9F

Corresponding Author
Neneng Sofiyanti

Institutions
Universitas Singaperbangsa Karawang
Jl. Ronggowaluyo Telukjambe Timur Karawang 41361

a) maudyamalia[at]gmail.com
b) sofianz2909[at]gmail.com
c) made.santoso[at]staff.unsika.ac.id

Abstract
This study aims to find out, explain, and analyze an organizational culture, work motivation and employee engagement in one plastic manufacturing company in Karawang. This tries to reveal how much is: (1) the correlation between organizational culture and work motivation, (2) the partial influence of organizational culture and work motivation on employee engagement, (3) the simultaneous influence of organizational culture and work motivation on employee engagement. This study uses a descriptive verification approach. The samples are taken form 248 respondents, who are employees of one plastic manufacturing company in Karawang by using the Proportionate Stratified Random Sampling method. The data analyses used in this study are validity test, reliability test, normality test, path analysis, and hypothesis test. The results of the study show that organizational culture and work motivation have a strong correlation, which is equal to 67.8%. Organizational culture has a direct influence of 13.9% and indirect influence of 14.4%, then partially organizational culture has an influence of 28.3% on employee engagement. While work motivation has a direct influence of 32% and an indirect influence of 14.4%, work motivation has a partial influence of 46.4% on employee engagement. Collectively, organizational culture and work motivation have an influence of 74.7% on employee engagement, while the remaining 25.3% is influenced by other variables which are not examined in this study. It is discovered that work motivation is more dominant that organizational culture in terms of influencing employee engagement. It is then suggested that this plastic manufacturing company pay more attention to organizational culture and work motivation, and improve them at the same time, in order to improve employee engagement to the company.

Keywords
Organizational Culture; Work Motivation; Employee Engagement

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/XLu2fqMDZGzj

Corresponding Author
Emeralda Aryuni

Institutions
a) Faculty of Economics and Business, Universitas Indonesia
b) Faculty of Economics and Business, Universitas Indonesia

Abstract
t has been argued that socialization tactics would create high commitment, which in turn would enhance productivity and reduce turnover. Therefore, organizations of various sizes and types are willing to invest in organizational policies and practices that can encourage employees commitment. Start-up companies become the context in this study because they have received considerable attention in recent decade. Moreover, they are considered as a new driving force for economic growth in the world and including developing countries like Indonesia. This study examines influence of socialization tactics on newcomers commitment. Data were collected from 188 new employees of start-up companies around Jakarta. Consistent with previous studies, socialization tactics influence newcomer-s commitment through their POS and job embeddedness. Eventually, this study shows the importance of socialization tactics towards commitment and contributes to the development of start-up companies, particularly in the field of human resources.

Keywords
Socialization Tactics; Socialization Tactics POS; Job Embeddedness; Commitment; Start-up

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/WTYk4cuEbtFV

Corresponding Author
Alfi Nura

Institutions
UPI

Abstract
The company is currently facing the era of industrial revolution 4.0, where one influence is that the labor market is open to other countries in the world. The hiject talent phenomenon results in highly talented employees in a company being captured and given more attractive offers and facilities by competing companies. Psychological Contract is one way to create attractiveness and retain talent so that you dont move to another company, or even to other countries in the world. Research on this uses a quantitative type of survey approach, with research subjects in the form of talents at the Telkomsigma Group. The object of this study relates to the characteristics of the psychological contract variables and attracting and retaining talent variables. The population of this study is all the workforce that has talents that is equal to 347 people. Data analysis used structural equation model Structural Equation Modeling (SEM) with AMOS program. The results show that there is a positive relationship between the psychological contract and attracting and retaining talent of 0.565 with a t value of 6.251, which means that there is a significant relationship between the psychological contract and attracting and retaining talent.

Keywords
Talent, Attracting and retaining talent, psychological contract

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/hbRqCEZjcB62

Corresponding Author
Arif Prasetio

Institutions
Telkom University

Abstract
High employee resignation rate can harm the company. The loss of an accomplished employee will cause the company to lose valuable assets, consumers, and spend a high cost of recruiting back. This research will test the direct and indirect influence of work motivation and the affective commitment to the employees intention to resign. Research is conducted against employees from various industrial backgrounds in West Java and Jakarta. The number of questionnaires were deployed by 350 and obtained 200 pieces filled and usable. To measure the indirect influence of use of line analysis with SPSS. The results showed that the motivation of work had no significant influence on the intention of resigning. While the affective commitments influence significant negatives towards the intention to withdraw. Thus the motivation of work cannot be used to predict the intention of the employee to withdraw. Companies should identify other aspects that could make employees to not have the desire to move work. On the other hand employees who have emotional bonds have a tendency to last longer. Therefore, corporate policies and programs can be directed to actions that may arouse employees emotional bonds to the organization

Keywords
Intrinsic motivation, affective commitment, turnover intention

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/YczNyCgG9LDk

Corresponding Author
Ahmad Firdaus

Institutions
Universitas Pendidikan Indonesia

Abstract
The aims of this study were to see the effect of organizational commitment on employee performance directly or indirectly with knowledge sharing as a mediating variable. This study was conducted in a survey of employees who worked for several multi finance service companies in Jambi City. The number of samples used as analysis unit in this study are 61 employees. The results of this study indicate that organizational commitment can have a direct or indirect effect on employee performance, knowledge sharing has a direct effect on employee performance, knowledge sharing can be a mediating variable between organizational commitment and employee performance.

Keywords
Organizational Commitment; Knowledge Sharing; Employee Performance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/8PnbZMXaBF9G

Corresponding Author
Teten Mohamad Sapril Mubarok

Institutions
Universitas Garut, Indonesia, Jalan Jati No. 42 B Tarogong Garut, Indonesia

Abstract
Abstract. At the present time many family businesses grew rapidly, otherwise some of them went bankrupt. This case was interested to observe specifically related to how leadership style implemented in that business to response the occurred current condition. The study examined how importance leadership style of the family business owner toward the business sustainability. The explanatory survey method was used to collect the data. The samples were the most developed family business and the businesses failed to survive and compete in Garut which were observed directly. The result showed that leadership style of the business family owner and the business progression had significant and positive relation. In term implication, the study could be applied by the business owner to determine proper leadership style to keep the improvement and the sustainability of the business.

Keywords
Business Owner, Leadership style, Business performance.

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/QnGN6tFMYzJe

Corresponding Author
SYAMSUL HADI SENEN

Institutions
Universitas Pendidikan Indonesia

Abstract
The era of bureaucratic reform is now carried out in various government agencies. Therefore, the role of OCB is considered vital, especially in the government sector. Problems about the achievement of OCB that have not been optimal are experienced by National Civil Service Agency (BKN) at Regional III Bandung. One of the efforts to increase the OCB of BKN employees at Regional Office III Bandung was by repairing LMX. This study employs descriptive and verification analysis, while the method of the study is an explanatory survey of 108 respondents. The analysis of the study uses simple linear regression. The finding reveals that the picture of LMX is in a very high category. Then, the picture of OCB is in a very high category as well, especial-ly in the courtesy dimension, and LMX give an effect on OCB which is about 71.5%. If an employees behav-ior is grounded on OCBs behavior, then the organizations performance will better and improve.

Keywords
LMX, OCB, Civil Servants

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/43DXdnUhZp2t

Corresponding Author
Eva Julianti

Institutions
Faculty of Economics and Business University of Indonesia

Abstract
Creativity has been a discussion as creative performance being one of the most important matters in creative industry. Companies tries to improve their creativity as it is a necessity especially for those who enggaged in this industry. Despite the pro cons of reward effectiveness, many companies put reward as their tools to enhanced their employees performance. This study focused on the influence of both instrinsic and extrinsic motivation on the creative performance of news television company employees. Creative self efficacy and reward importance placed as the moderating variable of extrinsic motivation or rewards. Result found that these two variables positively moderated the influence of reward for creative performance, meanwhile intrinsic motivation highly influence individual creative performance. This analysis enriches previous research which conclude that the moderation of creative self efficacy only occurs on employees who have high creative self efficacy ( Malik et al., 2015). The study was conducted on 202 employees of 7 news television companies in Indonesia who worked not just a journalist, but also supporting role such as business operation and business strategic.

Keywords
rewards; creative performance; intrinsic motivation; creative self efficacy; news television

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/aBtuJQFCrDK3

Corresponding Author
Gianti Gunawan

Institutions
Universitas Padjadjaran
Universitas Persada Indonesia YAI

Abstract
The purpose of this study is to know how the work ethic and its dimensions on the MSMEs in West Java can support the efforts to face MEA and what factors can contribute the work ethic of MSMEs in West Java to face MEA. The research method used is quantitative method, with cross sectional design approach in labor force in West Java (age range 15-64 years) especially perpetrators of MSME of shoe centers in Bandung city. The instrument used in this study is work ethic from Millers theory (2002). Consists of seven dimensions; Self reliance, morality / ethics, leisure, hard work, centrality of work, wasted time, and delay of gratification. This instrument consists of 24 items. The score of reliability is 0.860 and categorize to quite high reliability. Category of work ethic devided into 4 category; high,quite higy, quite low, and low/ Sample size of this study is 102 respondents from 14 shoe centers in Bandung city, consisting of owner, employees, and craftmen. The results of this research indicate that, the perpetrators of MSME have a work ethic with high category as much as 43 (42%) respondents with details of 7 people owner, 30 employees and 6 craftsmen. The perpetrators of MSME are dominated by quite high category as many as 59 respondents (58%) with 7 persons, 38 employees and 6 craftsmen. The majority of respondents are in the high category on the dimensions of morality / ethics, hardwork, and wasted time. Meanwhile, for other dimensions, the majority are in quite high category, are self reliance, leisure, centrality of work, and delay of gratification. In addition, there is also a different test of demographic data to see the relationship between demography and work ethic. Demographic data obtained, internal factors that affect the work ethic is the age and the length of work.

Keywords
Work Ethic, MSME, Sentra Shoes, West Java, MEA

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/mTn6bwQK94Zx

Corresponding Author
Nandan Limakrisna

Institutions
a) Universitas Jayabaya Jakarta, Indonesia
b*) Universiats Persada Indonesia YAI Jakarta and Universitas Winaya Mukti Bandung, Indonesia

Abstract
Manufacturing indistries have done bureaucratic reform, wrong one element set back is resources issues improve our mankind. So the importance of human resources factors it makes company management doing improvement human resources in the area. All restructuring the management be done to improve of employee performance. The purpose of this research is building the model of commitment organization and employee performance. This research took samples from 171 employees. The kind of research in writing this is descriptive and association causal relationships. Data processing used namely by SPSS ver 5 pm. Research instruments consisting of engineering data analysis and the hypothesis. The results of the study states that contribution competence, leadership and commitment to explain employee performance is of 81.6 %. And explained that competence, leadership and commitment awarded to an employee together or simultaneous had links and real impact of the performance of employees .

Keywords
Competence, leadership, commitment, performance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/vj4ktDeufAJH

Corresponding Author
Chairul Hakim

Institutions
Indonesia University of Education

Abstract
This study investigates the postulated relationship between organizational culture and SMEs performance. The necessity of the assessment of this relationship is driven on the basis of the past literature. For the present inquiry, using the survey method a total number of 265 questionnaires. The population was drawn using stratified random sampling technique. The Smart-PLS 3.0 was used for data analysis due to its increasing popularity in presenting authentic calculations. The reporting of the results is based on Smart-PLS standards that is followed by two-step approach: first the assessment of reliability and validity is conducted using measurement model and secondly assessment of hypothesed relationship is done using structural model. This study underlines that organizational culture has significant relationship with SMEs performance In the last section the insights on future research are provided.

Keywords
SME-s Performance; Organizational Culture;

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/YDRK93nJ4zqv

Corresponding Author
Rio Aurachman

Institutions
a) Telkom University
Jalan Telekomunikasi Nomor 1, Bandung 40257
*rioaurachman[at]telkomuniversity.ac.id
b) Institut Teknologi Telkom Surabaya
Jl. Gayungan PTT 17-19 Kota Surabaya 60235
c) IT Telkom Purwokerto
Jalan D.I. Panjaitan 128 Purwokerto

Abstract
One of the processes in the performance management system is the goal setting and target settingt. There are several studies that examine the development of performance management systems and goal settings. The results of the research converged on the conclusions about the importance of employee participation in target setting. On the other hand, organizations need competitive targets to keep growing. Through, 23 FGDs, with 69 respondents as well as simulations to determine the target of 400 performance indicators, we obtain a summary of several potential problems and challenges in determining performance targets. This study can provide insights about the risks that institutions will face in determining the best performance targets both for employees and the institution.

Keywords
: Goal Setting, Performance Management System, Good University Governance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/UAfXgd9zPZua

Corresponding Author
Mochamad Vrans Romi

Institutions
Universitas Jenderal Achmad Yani

Abstract
This study aims to re-design problems related to job analysis that took place at the University of Jenderal Achmad Yani, with the workload still not optimal. In terms of carrying out the vision and mission of the institution did not experience such changes resulting in the strategy used also did not experience change. The reason for the many obscurity of the analysis of work arrangements in the institution is that all parts carry out various additional jobs that are not related to their duties and obligations. So that it has an impact on the emergence of increased workload from job desc that has been determined with the competencies possessed by each education staff. This study is intended to redesign the design of the position analysis at the managerial level of the university, Jendera Achmad Yani. The approach that will be used in this study is a qualitative approach based on a case study. The analysis technique used is 3 stages, namely organizing various related data, grouping data based on categories, themes and answer patterns, then testing the assumptions or problems that exist on the data. The results of this study in the formulation of the vision, mission, objectives, and strategies of the Institution for further analysis of the formulation were revealed to be Job Descriptions and Job Specifications from all available at the education staff at the University of Jendera Achmad Yani. Job Description and Job Specifications are expected to contribute to the achievement of the institutions vision, mission, goals and strategies.

Keywords
Re-design, Job Analysis

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/tTyDh98KMcAP

Corresponding Author
Madis Saralita

Institutions
Universitas Indonesia

Abstract
Nowadays, the success of an organization depends heavily on employees- productivity which can be influenced by employees- health conditions. Generally, either an organization or individual need hospital for health services. This has an impact on the growth of hospitals which continues to increase, so that competition in the health industry will be even higher. Therefore health industry stakeholders require to continue improving their services, either through improved facilities or improvements from the employees- side. Based on research, turnover intention is one of many problems which must be solved by health industry stakeholders. Many factors can influence turnover intention, i.e. workplace spirituality, perceived organizational support, and organizational commitment. The purpose of this study was to know the effects of these factors on turnover intention mediated by organizational commitment. A total of 235 employees from private hospital in Jakarta participated as respondents. Data obtained through questionnaires and then analyzed using SEM. The results showed that organizational commitment was positively influenced by perceived organizational support and workplace spirituality. Furthermore, workplace spirituality and organizational commitment negatively affected turnover intention. Organizational commitment can mediate the relationship between workplace spirituality and turnover intention.

Keywords
Workplace spirituality; Perceived organizational support; Organizational commitment, Turnover intention, Hospital

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/EZG8veKafywY

Corresponding Author
Tetep Tetep

Institutions
Institut Pendidikan Indonesia (1)
Universitas Garut (2)
Universitas Galuh (3)

Abstract
Social capital is a social networks concept that can develop one-s life capacities. Framed under a case study research, this study analyzed social capital factors in relation to entrepreneurial motivation for undergraduate students in East Preanger, West Java, Indonesia. This study used a quantitative approach with multiple regression analysis. The results showed that the norms and values in communication and human network systems had a significant effect on the undergraduate students- entrepreneurial motivation in East Preanger, West Java, Indonesia. Better social capital provides the impetus to increase and develop entrepreneurial motivation. The capacity to support today-s entrepreneurial motivation is the development online social capital.

Keywords
Social Capital, entrepreneurial motivation

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/nhD98YqERvxF

Corresponding Author
Ardika Sulaeman

Institutions
a)Post Graduate Program, Faculty of Economics and Business Universitas Padjadjaran Bandung
b) Faculty of Economics and Business Universitas Padjadjaran Bandung
c) Faculty of Economics and Business Universitas Padjadjaran Bandung
d) Faculty of Economics and Business Universitas Padjadjaran Bandung

Abstract
Soybean-based MSMEs in West Java are businesses that are proven to be able to survive in the long term with very large and ever-increasing consumer needs, pressure from customers and the public relating to product quality and safety.This often threatens business sustainability. It is necessary to have mutually beneficial cooperation between soybean-based MSMEs and stakeholders. It is expected to be able to overcome these problems. Thus, this study aims to determine the level of engagement with stakeholders, the achievement of business sustainability and to know the influence of stakeholder engagement on business sustainability. This research was conducted with a survey of 156 soybean-based MSMEs in West Java by distributing valid and reliable questionnaires. The results of this study state that engagement with stakeholders with suppliers, customers, communities and the government has taken place and contribute to improve the sustainability business of MSMEs.

Keywords
business, sustainability, stakeholder, engagement, building

Topic
Organizational Behavior, Leadership and Human Resources Management

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

Corresponding Author
Cindy Dwi Yuliandi

Institutions
a) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl. Dr. Setiabudhi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia
*cindydwiyuliandi[at]upi.edu
b) Sekolah Pascasarjana, , Universitas Pendidikan Indonesia Jl. Dr. Setiabudhi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia
eengahman[at]upi.edu

Abstract
The level of occupational safety and health (K3) employees is urgently needed when employees carry out work activities. Especially for employees working in work environments that have a high risk of safety and health, because occupational safety in a company is not only inflicted by a system that has been implemented by a company but an awareness of each individual to avoid work accidents. This research aims to find out how the application of K3 at Balai Inseminasi Buatan (BIB) in Lembang. The descriptive analysis technique is carried out descriptively by comparing the results of the research on the implementation of the application of K3 with theories obtained from literature study. The results showed that the functions and benefits of the implementation of K3 cover all aspects stated in the theory. Likewise, with the K3 implementation steps, BIB carries out all stages of its application completely.

Keywords
Occupational safety and health; employees; work environment

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/8ZQbr9EHV3fC

Corresponding Author
Astari Kurniawati

Institutions
Psychology Faculty, University of Indonesia

Abstract
In this new era, business developed rapidly to build a sustain productivity and quality which bringing a significant change to all industries. Human resources as the main role in the organization need to be commited of the changes to achieve an excel result. The commitment of the organization member can be built and managed by the leader who has high impact and powerful authority. It can be implemented through the exact leadership style. The leader can apply transformational leadership as one of the leadership style which significantly bring a positive impact to the relationship between the leader and the team member. This study is aims to examine the correlation between transformational leadership and commitment to change of organization member during the rapid change environment in the multi-national company. The level of transformational leadership and commitment to change measured by valid psychological instrument, support by secondary data, interviewed result and analyzed with inferential statistic. The result of this study indicate the correlation between transformational leadership and commitment to change is significantly proven. The leader who applied transformational leadership style correctly have team members who are highly commited to the change.

Keywords
Leadership, transformational leadership, commitment to change

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/b8qgB6eCKFcU

Corresponding Author
feby febrian

Institutions
Economic and Business Faculty
Winaya Mukti University

Abstract
The main problem in this study is the performance of employees in the foreign affairs department of the Department of Industry and Trade in West Java, allegedly caused by organizational communication between each unit or part that has not run optimally as expected. The research method used in this research is explanatory survey, where the population is all employees of the Department of Industry and Trade of West Java Province in the Foreign Affairs section, amounting to 30 people who were also sampled in this study. In this case the communication variable is downward as the independent variable and the employees performance as the Dependent variable. The results of the study found that the results of the downward communication analysis showed a significant effect on performance. This study shows that the communication variable down influences the performance of the employees of the foreign affairs department of the Department of Industry and Trade of West Java Province, meaning that communication downward contributes quite significantly in improving the performance of employees in the foreign sector of the Office of Industry and Trade of West Java Province. Organizational communication that is built through the characteristics of communication down, gives a positive and significant influence on the performance of employees in the field of foreign affairs, Department of Industry and Trade, West Java Province. The characteristics of communication down that give effect are instructions from superiors to subordinates and direction to tasks assigned to subordinates. While the characteristics of performance are working conditions, workload and field of expertise. The researcher can conclude that the downward communication in the foreign affairs department of the Department of Industry and Trade of West Java Province makes one of the most important variables and must be carried out as well as possible by the Head of Foreign Affairs so that the performance of employees in the Foreign Affairs Section runs effectively.

Keywords
Downward Communication and Performance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/LkCu2MVKJRdc

Corresponding Author
Rahayu Sri Purnami

Institutions
a) Universitas Pendidikan Indonesia
Jl Dr Setiabudi no 229 Bandung 40154 Indonesia
rahayusripurnami[at]upi.edu

b) Universitas Pendidikan Indonesia
Jl Dr Setiabudi no 229 Bandung 40154 Indonesia
eshasenen[at]upi.edu

Abstract
The digital marketing industry is filled with millennial generations. Characteristics of the millennial generation are less loyal, needy, entitled, more casual, and many are not fully engaged in work. Companies that have employees who are fully engaged are a key to achieving a difficult competitive advantage for counterfeit competitors. The purpose of this study was to determine the effect of individual spirituality on employee engagement in the digital marketing industry employees. This research is an explanatory study which aims to explain the relationship between two or more symptoms or variables. The sample in this study were digital marketing industry employees in Bandung. The results of processing data using the SPSS statistical tool show individual spirituality influences employee engagement in the digital marketing industry employees. Individual spirituality makes a person have meaning in his work, meaningfulness in work, safety and availability so that employees are increasingly involved, satisfied, and enthusiastic about the work done.

Keywords
employee engagement, individual spirituality, digital marketing, millennial generation

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/UpD8JLdhfc3k

Corresponding Author
Fahmi Jahidah Islamy

Institutions
Sekolah Tinggi Ilmu Ekonomi Indonesia Membangun (STIE INABA)

Abstract
This research aims to understand the effect of organizational structure on knowledge sharing. there are three criteria for organizational structures that support the implementation of knowledge sharing: participative decision making, ease of information flow and cross-functional teams. This research is intended to contribute to academic institutions in improving knowledge sharing. The sample in this study amounted to 119 lecturers at state universities in Bandung by using probability sampling techniques. The analysis technique used is multiple linear regression. The variables studied are organizational structure (participative decision-making, ease of in-formation flow and cross-functional teams) and knowledge sharing. The research findings indicate that organizational structure is positively significant related to knowledge sharing.

Keywords
Knowledge sharing, organizational structure, participative decision-making, ease of information flow and cross-functional teams

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/taZNdUw4rHhD

Corresponding Author
Dara Herdiyati Novianjani

Institutions
(a,c) Educational Management Department, Universitas Negeri Jakarta, Indonesia
(b) Environmental Education Department, Universitas Negeri Jakarta, Indonesia

Abstract
The teachers Citizenship behavior is one of the most important behaviors for achieving school goals, can be influenced by the factors of leadership and procedural justice felt by the teacher in the school. Therefore, this research to find out whether there is a direct effect of school leadership and procedural justice on citizenship behavior. A causal survey used by selecting 125 teachers in Kecamatan Duren Sawit, East Jakarta by using Simple Random Sampling (SRS). There were three instruments developed to measure citizenship behavior (32 items) with reliability of 0.916, school leadership (43 items) with reliability of 0.961, and procedural justice (26 items) with reliability of 0.944. Data were analyzed using regression, correlation, and path analysis. The results showed that leadership and procedural justice directly and significantly affected the teachers citizenship behavior. But procedural justice cannot be regarded as mediating the best variable between leadership and citizenship behavior.

Keywords
School leadership; procedural jusctice; citizenship behavior; management

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/XpWyRQZcB2hC

Corresponding Author
Alfian Sulthoni

Institutions
Faculty of Bussines and Management, Universitas Indonesia
Gd. MMUI Jl. Salemba Raya 4 Jakarta 10430

*alfiansulthoni[at]gmail.com

Abstract
The 21st century global market demands highly skilled workforce who are intellectually active, creative, innovative and capable of critical thinking. Therefore, this study examines the factors determining employee creative and innovative undertakings at work in power generation company with a focus on transformational leadership and organizational culture. The study adopted survey design and simple and moderated regression analyses to test three hypotheses. Data were collected from 158 (143 males and 15 females) randomly selected staff at PT PJB UP Muara Tawar aged between 25 and 50 years. Employees completed questionnaires consisting of validated scales of employee creativity and innovation, transformational leadership and organizational culture in the study. It was concluded that transformational leadership (t:7,768 & sig: 0,00) and appropriate organizational culture (t:3,635 & sig:0,00) are important factors in facilitating employee creativity and innovation at PT PJB UP Muara Tawar. It was recommended that companies can facilitate employee creativity and innovation by promoting and investing in transformational leadership training of their managerial staff as well as instituting enabling innovative organisational culture.

Keywords
Employee creativity, innovation, transformational leadership and organisational culture

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/8ZefJkT9xtm4

Corresponding Author
Dellia Mila Vernia

Institutions
a) Universitas Pendidikan Indonesia
Jl. Dr. Setiabudi No 229 Bandung 40154 Indonesia

b) Universitas Pendidikan Indonesia
Jl. Dr. Setiabudi No 229 Bandung 40154 Indonesia

Abstract
Abstract Work life balance is the ability to balance the demands of work and personal and family needs. Now for millennial, one of the important concerns in finding a new job is the creation of a work life balance. Every human resource has an important role and is the companys main asset that functions as a driving factor for every activity in a company. In carrying out its activities, a company needs good management for its employees. The conflict that occurs between work and personal life of employees can increase stress, which in turn can give a negative influence on the company, because if employees have work stress will cause a decrease in employee performance and employee job satisfaction. The population is on start up company employees. The data collection technique of this study uses questionnaires and interviews. Processing data in this study using the help of SPSS statistical tools. The results of the study show that employee work life balance in a company is very important, because work life balance is closely related to work stress and employee job satisfaction.

Keywords
Keywords: Work life balance, job satisfaction, work stress

Topic
Organizational Behavior, Leadership and Human Resources Management

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

Corresponding Author
Febria Angelina Lebang

Institutions
Faculty of Economics and Business, Indonesia University
Jl. Prof. Dr. Sumitro Djojohadikusumo, Depok 16424, Indonesia

Abstract
The number of corruption cases in Indonesia that have been revealed from year to year has added to the work-load of employees to take action on the cases to completion to restore financial state losses resulting from these acts of corruption. The job characteristic that requires employees to be available at all times has also affected the balancing of two domains: work and non-work, especially employees who work in the office of deputy for enforcement. This research aims to examine the relationship between work-life balance and work stress on turnover intention and the effect of job satisfaction in mediating relationships between these variables among employees of Deputy for Enforcement of Anti-Corruption Institution in Indonesia. This research was conducted using quantitative method through the distribution of questionnaires. An amount of 218 respondents were obtained as a sample of a population of 427 specialist and administrative employees. Hypotheses were tested with structural equation modeling (SEM) using Amos 23. The results found that there were positive influences on the relationships between work stress and turnover intention, both directly and in-directly through the mediation of job satisfaction. The results also revealed that there was no direct effect on work-life balance and turnover intention relationship, but indirect effect was found through the mediation of job satisfaction.

Keywords
Work-life balance; work stress; job satisfaction; turnover intention

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/A9jxKpkTwzGU

Corresponding Author
Nandan Limakrisna

Institutions
a) Institut Teknologi Bandung
b*) Universitas Persada Indonesia YAI Jakarta and Universitas Winaya Mukti Bandung

Abstract
Gamification especially board game is one of method that popularly used in education world. However, the study that measure effectiveness of board game as apparatus for learning and changing attitude and behavior is still limited. Therefore, the researcher conducted this research to prove whether the board game can achieve certain level of attitude toward teamwork and the components of attitude toward teamwork which is affect, behavior, and cognition. This research designed to measure the effectiveness of board game by comparing the pretest and post test result in experimental research methods by involving 49 participants. Then, the results of comparison showed that gamification especially board game effectively gives a positive significant improvement on attitude toward teamwork and attitude components.

Keywords
Effectiveness, Attitude, Team Work

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/Lk37weBCmYnq

Corresponding Author
Sheny Yulianty

Institutions
Universitas Pendidikan Indonesia
Jl Dr. Setiabudi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia
*shenyyulianty37[at]upi.edu

Abstract
In the industry 4.0 era, digitalization is increasing rapidly, including the provider company. In order to improve their performance, some of the company start to commit human resource efficiency through technology, it will threaten the existence of human capital as a company asset. Therefore, this research was conducted to see the extent of human capital, which is measured through competency, product knowledge and employee motivation in improving organizational performance. The method used in this research is literature review that comes from some journals about human capital, after the data has been collected, the testing of the causality between these variables will be done through the lisrel program. The results explain the efforts in maintaining the existence of human capital in the industry 4.0 era, so that it can be concluded theoretically that the quality of human capital has a positive effect to the organizational performance.

Keywords
Human capital, organizational performance, digital, competency, product knowledge, employee motivation

Topic
Organizational Behavior, Leadership and Human Resources Management

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

Corresponding Author
Lukmanul Hakim

Institutions
Magister Manajemen, Universitas Indonesia
Jalan Salemba Raya 3 Jakarta Pusat

Abstract
This study is in the form of business coaching which carried out in the SMEs JEE Ballroom Group & Exhibitor. There are some disadvantages to the management of human resources that currently exist. The objective of the implementation of this business coaching is to develop the process of human resources which causes employee performance is not as expected. This study will focus on the formulation of selection format, a compilation of job description, and compilation of performance appraisal system. It is expected that this business coaching can help the JEE Ballroom Group & Exhibitor in improving its performance.

Keywords
Business Coaching; Penilaian Kinerja (Performance Appraisal); Selection; Uraian Pekerjaan.

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/8F3MDQkemLZN