Indonesia Conference Directory

Corresponding Author
Fahmi Rizal Kuswala

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

Abstract
The age and motivation of employees influence their performance in the company. Both age and motivation are explained to take a consideration to the employees- performance in aspect of mindset. Furthermore, this present study is purposed to investigate the effect of age and motivation on employee performance in a company. The study was conducted to twelve employees in one of the private companies in Indonesia. The descriptive qualitative method was used with observations, questionnaires and interviews as the instruments for the data collection. The result showed that age and motivation influence the performance of employees in companies, especially in terms of mindset and mobility. Therefore, this study is expected to develop the knowledge of the influence of age and motivation on employee performance in a company especially in Indonesia context.

Keywords
Age; Motivation; Performance

Topic
Organizational Behavior, Leadership and Human Resources Management

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

Corresponding Author
Reni Nuraenu

Institutions
1Faculty of Communication and Business, Telkom University, Bandung 40257, Indonesia
2Graduate School of Business, Universiti Sains Malaysia, 11800 USM Pulau Pinang, Malaysia 3Communication Science, Universiti Sains Malaysia, 11800 USM Pulau Pinang, Malaysia

Abstract
The growth of Indonesian mass media shows a significant number, the increasing number of journalists in Indonesia follows it. Journalists as the spearhead of the mass media must have a good performance in order to compete with other media. Journalist-s job performance is a significant determinant of mass media quality. Journalist-s job performance consists of task performance and contextual performance. The contextual factors of journalists such as management support is important factor in the competition of mass media in order to generate news and strategies in obtaining advertising and increase journalists job performance. This study using SmartPLS 3.0 to examine the importance of performance-matrix analysis (IPMA) from antecedents of external variable factors as endogenous variables. Search data using questionnaires to local newspaper journalists who gathering news in politics and government newsdesk. In conclusion, it is known that management support to improve Indonesian Journalist Job Performance.

Keywords
Journalist, management support

Topic
Organizational Behavior, Leadership and Human Resources Management

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

Corresponding Author
Nandang Djunaedi

Institutions
Universitas Winaya Mukti, Bandung. Indonesia

Abstract
This report aims to understand the influance of motivation on Officer performance at PT Arsel Medical Technology, Know effects of climate work against on Officer performance at PT Arsel Medical Technology, Know the influance motivation and a work climate together against on Officer performance at PT Arsel Medical Technology. Research Methode used in this research are descriptive method and causality method, the investigation type is causality and the time horizont is cross-sectional. Based on the research , that the motivation work influences on officer performance at PT Arsel Medical Technology. There are a few things to be considered by the company, that the system compensation as transportation allowance, the holiday, allowance, overtime rewards and incentives in value does not satisfy the desires of employees. Is one of the compensation system to motivate employees to realize the purpose of a company that has been set. In general compensation given in return for behavior work or work performance a person or group. Compensation system connecting of the incentives and performance is not seniority or the number working hours. Climate work will have an influence on officer performance. Climate work was a sufficient consideration in order to increase the motivation work. Climate work associated with performance and compensation, be accepted that climate work and performance will interact. When working climate will step up their commitment of the company is a good performance, while the working poor will to behavior to the company. And the influence of motivation and performance, influences climate work but if viewed as partial, it turns out that the more dominant influence the employee performance, so the company is expected to be more repair work, motivation in order of the employee performance high

Keywords
Motivation, Climate Work and Officer Performance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/MVURgjYtA397

Corresponding Author
Ilham Gumelar

Institutions
a) Sekolah Pascasarjana, Universitas Pendidikan Indonesia
Jl.Dr. Setiabudhi No.229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia
*Ilhamgum99[at]gmail.com
b) Sekolah Pascasarjana, Universitas Pendidikan Indonesia
Jl.Dr. Setiabudhi No.229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia

Abstract
Employee Performance still become primary problem that can be researched in 2019, because many of firm still face employee performance problem, employee performance still become attention because performance is core of human resource management, in this research problem that faced by company many of employee who work together with other employee from the outside, the consequences make the job wasn,t finished on right time. Employee performance problem will be overcomed by the formula from Keith Davis Theory that become differences from another research, employee performance problem can-t be ignored because the problem will disturb the work system through destruction movement and the firm suppose to has concern and consistent to overcome employee performance problem. The Research has purpose to find, (1) describe of Organizational Climate, (2) describe of Ability, (3) Describe of Company Employee Performance. (4) Organizational Climate effect to Employee Performance (5) Ability effect to Employee Performance (6) organizational Climate and Ability effect to employee performance. The Research use descriptive and verificative method with explanatory survey. The result of research shows the describe of Organizational Climate is conducive and describe of Ability is good, and describe of Employee Performance is high Employee Performance is influeced by Organizational Climate and Ability. Based of the research is suggested to give support more real for the employee. For ability suggested to increase training intentition. and for employee performance suggested to increase the discipline for time and give punishment for employee who break the rules.

Keywords
Organizational Climate, Ability, Employee Performance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/pHhdNkDWabZ3

Corresponding Author
MASHARYONO MASHARYONO

Institutions
Universitas Pendidikan Indonesia

Abstract
Employees satisfaction is considered as one of the most important elements of a successful organization. The organization must find out how to make their employees satisfied with their job. Problems regarding the achievement of job satisfaction that has not been optimal are experienced by employees in a corporate and commercial division at Regional Bank X. The lower job satisfaction of Regional Bank X employees is characterized by the increased employee-s turnover. One of the efforts to improve the job satisfaction of employees in a corporate and commercial division at Regional Bank X is to increase their organizational commitment. The study uses descriptive and verification analysis while the method of the study is an explanatory survey. The number of samples taken was 40 respondents, and the study uses a simple linear regression analysis study. The findings of the study show that the description of the organizational commitment is in a high category, the description of the job satisfaction is in a high category, especially in worker relationships dimension, and then, organizational commitment has an influence on job satisfaction by 57.4%. If an increase in organizational commitment to employees is carried out, then job satisfaction will increase.

Keywords
Organizational Commitment, Job Satisfaction, Employee-s Turnover, Bank

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/Ygv3wGX8Cuam

Corresponding Author
Herni Suryani

Institutions
Universitas Winaya Mukti

Abstract
The purpose of this research is to analyze the influence of talent management and motivation on the performance of batik artisans in Trusmi Batik Centre Cirebon. In the era of globalization where environmental conditions change rapidly and competition is high, the existence of machinery, capital, and other supporting facilities do not directly bring the organization to have a competitive advantage. Strong organizational excellence in the long term will be realized if the organization is able to produce the needed talent. Talent is a distinguishing factor in performance, meaning that people who have superior talent will contribute more to the organization. Therefore these talents must be managed properly so that the organization or company becomes an organization that has sustainable development and distinctive competence. The batik industry, especially handmade (written) batik, in the Trusmi Batik Center Cirebon is a very high value cultural property and needs to be preserved, especially after Indonesian batik is designated as a world heritage. The existence of handmade batik is very influenced by the craftsmen who are talented people in their fields. Therefore these talents must be managed because successful organization depends on their ability to steadily develop the talents without stopping. Managing the best people in the company is the key to winning competition in the future, because the real warfare will be on the quality of the talents from one organization to another organization. It will be started with identifying the existing problems in the Trusmi Batik Center. The method used is a library study and collecting secondary data through field surveys using interview techniques, and use 72 respondence. The results of the study which are in the form of data on the influence of talent management on motivation and its implications to the performance are expected to be an input for the development of Trusmi Batik especially related to the application of management. This research use the quantitative method by conducting a survey using questionnaires to decision makers in Batik Trusmi. The survey research data are processed using path analysis to elaborate the research hypothesis.

Keywords
Talent management, motivation, performance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/z9BgnuLFv2f4

Corresponding Author
Umi Zuraida

Institutions
a) Universitas Pendidikan Indonesia, Bandung, Indonesia
b) Sekolah Bisnis dan Manajemen, Institut Teknologi
Bandung, Indonesia
Email : umi.zuraida[at]upi.edu

Abstract
To improve the quality of the university in order to become a World Class University (WCU), Indonesia has changed several State Uni-versities to become autonomous public university (PTN-BH). Using the concept of human capital management that treats employees as assets rather than cost, it will be a revolutionary way of managing employees. This is because human capital is a concept related to the value added of people to organizations. This paper is a literature review that later will be followed up in empirical research. Using Ulrichs theory (1997 ) is expected to be known the role of HCM in increasing PTN-BH performance .

Keywords
World Class University (WCU), Autonomous Public University (PTN-BH), Human Capital Management (HCM), Performance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/v2FjVnDqz8He

Corresponding Author
Deden Komar Priatna

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

Abstract
The performance of members of an organization is needed to support organizational performance. The performance of employees at the Development Planning Board of West Java Province will affect the performance of this government agency. The purpose of this study was to find out how much the role of organizational culture, motivation, and training in order to improve the performance of employees in the Regional Development Planning Board of West Java Province, both simultaneously and partially. The method used in this study is descriptive and verification method. The source of data in this study were employees of the Bappeda of West Java Province. Primary data was collected by using questionnaires and interviews with BAPPEDA West Java Province employees. Secondary data is collected by tracing documents that are relevant to the problem under study. The results of descriptive data analysis on research variables, showed that organizational culture, motivation, training, and employee performance at the BAPPEDA of West Java Province were in the good category. Organizational culture, motivation, and training have a significant role in order to improve employee performance, which is equal to 72.2%. Motivational variables have a more dominant role in order to improve the performance of employees of the Bappeda in West Java Province because they have the highest beta value, 37.1%

Keywords
Organizational Culture, Motivation, Training, Performance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/HAv6jrJqDayK

Corresponding Author
Ryana Andari Purba

Institutions
Universitas Indonesia

Abstract
Various studies have suggested that the most common factor forming employee innovative behavior is leadership style. However, studies that examine the influence of leadership styles on employee innovative behavior in diverse cultural contexts are still rarely discussed. Various studies suggested that Paternalistic Leadership is the most effective leadership style applied in countries with collectivist culture such as Indonesia. On the other hand, studies from Western culture criticize Paternalistic Leadership as a form of dictatorship wrapped in kindness and is believed to make employees depressed. Nevertheless, various studies from Asian countries have also denied this by suggesting that this kind of leadership will have a positive impact on employee innovative behavior. This study aims to examine the influence of Paternalistic Leadership on Innovative Behavior in Indonesia-s digital-based companies. Research data taken from 332 people who work in digital-based companies in Indonesia. Data analysis was performed using Linear Regression and General Linear Model (GLM). The results of the study indicate that Paternalistic Leadership has a significant impact on Employee Innovative Behavior.

Keywords
Innovative Behavior, Paternalistic Leadership, Indonesia Digital-Based Companies

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/kDqmEPrzcv2M

Corresponding Author
Muhammad Fadil

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

Abstract
Some previous studies have proposed the limitations and inability to provide support of women leadership by comparing it to men authority. Meanwhile, this study would like to show that women leadership allows support for the improvement of employees performance. This current research is a qualitative study. Literature review is implemented to collect and analyze the results of previous studies. Research is conducted by survey in a private high school in Bandung managed by a women principal. Literature review showed that women leadership in educational organization implies effective (honest, open, impressive advocacy skill) and flexible (informal approach, campaigning diversity and democracy) communication that develops the employees creativity and expression and leads to the formation of social harmony and unity among the employees, and also a conducive working environment. Hence, this study concludes that women have the ability to lead and women leadership may improve the employees performance in educational organization.

Keywords
women leadership, employees performance

Topic
Organizational Behavior, Leadership and Human Resources Management

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

Corresponding Author
Romat Saragih

Institutions
School of Communication & Business, Telkom University, Bandung, Indonesia
School of Economic & Business, Telkom University, Bandung, Indonesia

Abstract
This study analyzes the relationship between intrinsic motivation, job satisfaction, and turnover intention in the textile organization. High employee turnover rates can harm the organization that they have to replace the departing employee. This replacement will need cost, time, and effort. In the end, it will impact on organization performance. The textile industry faces an enormous amount of turnover due to low entry and exit barriers for employees. We distributed 200 questionnaires to the human resources department and get 150 useable responses. We examined the mediation of job satisfaction in the relationship between intrinsic motivation and turnover intention using the Macro Process and SPSS. The results showed that intrinsic motivation and job satisfaction had a significant and negative effect on turnover intention. While intrinsic motivation positively affecting job satisfaction. The result from the mediation analysis found that job satisfaction mediates the relationship between the intrinsic motivation and turnover intention variables. Thus, an organization needs to improve motivation and job satisfaction levels. Another important thing is an organization also needs to watch the labor market to make sure that their offer can match the competitor so their employees will not be attracted by competitors.

Keywords
Intrinsic Motivation, Job Satisfaction, Turnover Intention

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/Vhtn6TxAHdGL

Corresponding Author
Rofi Rofaida

Institutions
Universitas Pendidikan Indonesia

Abstract
The purpose of this study is to identify problems related to the capacity of human resources in SMEs in the geopark region of Belitung and recommend strategies to increase the capacity of human resources. Geopark tourism development is a development priority in Belitung district. The declaration of the Belitung geopark as a national geopark is a very important momentum to improve the value chain performance from upstream to downstream from the process of providing tourism in the geopark. Increasing human resource capacity becomes very important because it is an unlimited asset of the organization and can be a competitive advantage. The sampling technique was purposive sampling. The sample size is determined by the snow ball method. The data collection methods were in-depth interviews, questionnaires, literature study, and Focus Group Discussion. The data were analyzed using resources based view and descriptive analysis. The result of this study shows that SMEs at geopark Belitung need human resources capacity development. The priority areas are change in mind set from business actors from mining businesses to service businesses and increasing expertise in the production process

Keywords
value chain performance; human resources capacity development;competitive advantage

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/ZYJg8nHjbtVU

Corresponding Author
Meinyda Fachrani

Institutions
(ab) Faculty of Economics and Business, University of Indonesia

Abstract
Workplace health and safety are important issues that should not be understated for employees especially who work on high-risk working environment, including ground handling activities. In recent years, much attention has been paid to the safety climate and its roles in improving employees- compliance behavior towards safety. However, there are still a limited number of studies regarding safety climate on ground handling activities. This study applied the concept of safety climate to understand how its dimensions impact the employees- safety compliance behavior. This research employed surveys as the main data collection method and involved 238 respondents from PT X who operated the ground handling equipment in the airport-s apron area. The researcher tested the hypothesis at the dimensions level using Smart PLS. The results showed that safety supervision, management commitment, and safety training were the predictors of safety compliance.

Keywords
Safety climate; Safety behavior; Safety compliance

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/wPFUng9EtqfA

Corresponding Author
Gianti Gunawan

Institutions
Universitas Padjadjaran

Abstract
Regarding the WHO plan on 2020 to eradicate polio globally, Indonesia is one of the countries that supports this, with program called polio eradication. Life science company in Indonesia revealed that the companys profit had decreased significantly because of the program. In order to survive in a competitive environment, the company must be able to follow the pattern of change. Organizational culture naturally depends on the market situation and needs to adapt to it in order to survive or to maintain its competitive position. Due to organizational culture change in life science company brings about problems in balancing in work and family life of the employee. This work life balance concept has not yet received special attention in Indonesia. Research from Dr. Ajay Kumar Singh and Ms. Amanjot shows the relationship between work life balance and subjective well being. Employee with higher subjective well being tend to be more productive in the work place and also predicted organizational performance. This study examines employee-s work life balance and subjective well being of 146 employees at a life science company in Indonesia. We used the work life balance questionnaire from Fisher (2009). Subjective well being measures compiled by Ed Diener and Robert Biswas-Diener (2009). This measuring instrument has two parts, namely the Satisfaction With Life Scale (SWLS) to see the degree of overall life satisfaction, and Scale of Positive and Negative Experience (SPANE) to see how often respondents experience positive or negative feelings. Result correlation between work life balance and subjective well being are low (0.240). Demographic characteristics also did not impact work life balance and subjective well being of respondents. Future research should provide a greater understanding regarding how subjective well being is related to others dependent variable, such as person organization fit, because employees will be more interested in organizations that have the same value, belief, and so instead, especially in Indonesia. Research in Indonesia show that person organization fit has strong correlation with subjective well being, same result as research by Park, Monnot, Jacob & Wagner (2011). The higher alignment of values, goals, needs, and personality of the individual with the organization, the higher subjective well being of employees.

Keywords
Work life balance, Subjective well being, Indonesia

Topic
Organizational Behavior, Leadership and Human Resources Management

Link: https://ifory.id/abstract/uUBxw4Kc8AJ6