LIST OF MANAGEMENT – DOCTORAL DISERTATION TITLE
| NO | NAME | YEAR | TITLE | ABSTRACT |
| 1 | Rusli
7647110889 |
2019 | The Effect of Leadership Style, Welfare, and Work Climate on the Performance of Employees in Manado Religious Education and Training Center | The aim of this study is to observe and analyze the influence of: 1) Leadership Style, Welfare, and Work Climate on thePerformance of Employees. 2) Style of Leadership and Welfare on Work Climate. 3) Style of Leadership on the Welfareof ManadoReligious Education and Training Center. The method used in this research is path analysis by calculating program computer SPSS 22.00.The population of this study was 60 employees (N = 60), and all of these employees were sampled (n = 60) with an error rate of 5% (0.05). Data was collected based on questionnaire withLikert scale. The results of this study showed that there are direct contributions between: 1) Leadership Style, Welfare, and Work Climate on EmployeesPerformance. 2) Leadership Style and Welfare on Work Climate. 3) Leadership Style on Welfare.Overall,Leadership style, Welfare, and Work Climate have a positive and very strong influence on EmployeesPerformance. These results showed the importance of improving the quality of Leadership Styles, Welfare, and Work Climate to improve the Performance of Employees in Manado Religious Education and Training Center.
Keywords: Employees Performance,Leadership Style, Welfare, Work Climate,
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| 2 | Agustinus Priyowidodo
7647121213 |
2019 | The Effect of Organizational Culture, Leadership Style, and Job Stress on Employee Turnover Intention in Stella Maris Foundation Jakarta | This study aim at determine the effect of organizational culture, leadership style, and work stress on turnover intentions. The research used quantitative approach with survey method and path analysis applied in testing hypothesis. The study was conducted at Stella Maris Foundation Jakarta with a sample of 95 employees selected through simple random sampling. The research found: (1) there is negative direct effect of organizational culture on employee turnover intention, (2) there is positive direct effect of leadership style on employee turnover intention, (3) there is positive direct effect of job stress on employee turnover intention, (4) there is negative direct effect of organizational culture on job stress, (5) there is negative direct effect of leadership style on job stress, (6) there is positive direct effect of organizational culture on leadership style, (7) there is an indirect negative effect of organizational culture on turnover intentions through job stress, and (8) there is an indirect effect of leadership style on turnover intentions through work stress. Therefore, it can be concluded that the turnover intention is influenced by variables such as organizational culture, leadership style, and job stress.
Keywords: Turnover Intention,organizational culture, leadership style, job stress,
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| 3 | Anggiat Pardosi
7617158179 |
2019 | Influence of Supervision, Self Efficacy, Engagement and Job Satisfaction on Teacher Work Effectivity of Publicjunior High School Teachers in East Jakarta. | The purpose of this research is to study the influence of supervision, self efficacy, engagement and job satisfaction on teacher effectiveness of publicJunior High School teachers in Region 1 East Jakarta. This research uses quantitative approach with survey methods. The sample of this research is 230 Civil Servant (PNS) teachers of regrouping Junior high school teachers which is appointed randomly, fromThe results of this study indicate that: (1) supervision has a positive direct effect on effectivenes, (2) self efficacy has a positive direct effect on effectiveness, (3) engagement has a positive direct effect on effectivenes, (4) Job satisfactionhas a positive direct effect on effectivenes, and (5) supervision has a positive direct effect on self efficacy (6) supervision has a positive direct effect on enggement (7) supervision has a positive direct effect on Job satifaction.
Keywords: Supervision, Self efficacy, Engagement, Job Satisfaction, Effectiveness
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| 4 | Dewi Tridasawarsa
7647130189 |
2019 | The Effect of Management Effectiveness, Work Culture, Trust, and Engagement, on the Work Effectiveness of Pt Megapolitan Developments Tbk Employees
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This study aims to measure and analyze the effect of management effectiveness, work culture, trust, and engagement on the work effectiveness of employees of family-based property companies in Jakarta. Of the 193 homogeneous employee populations spread in Jakarta, Cinere, Bogor and Tangerang, the samples were based on Slovin and the simple random sampling technique was 130 people. This study uses a quantitative approach with linear regression analysis, single test, and path analysis. From the results of the study, it can be seen that: (1) management effectiveness, work culture, and trust have a positive and significant direct effect on work effectiveness, (2) effectiveness of management and work culture indirectly affect work effectiveness through trust, (3) engagement is not effect directly or indirectly on work effectiveness. Trust is the most influential variable component that is very significant in influencing the work effectiveness of employees in family companies that are still full of conflicts of interest. The conclusions obtained are that trust plays a very positive role in the work effectiveness of employees, especially in family companies. Employees will give high trust to management if management can carry out business practices that are transparent, objective and fair.
Keywords: Management effectiveness, Work culture, Trust, Engagement, Work effectiveness
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| 5 | Sudi Astono
7647130228
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2019 | Evaluation of Occupational Safety and Health Program in Occupational Disease Workers’ Protection, at The Ministry of Manpower Republic of Indonesia | The background of this study is a lack of occupational diseases (OD) workers’ protection as human capital asset as a important part of the occupational safety and health (OSH) program at Ministry of Manpower (MOM) Republic of Indonesia. The aims of this study are to identify of the quality and effectiveness of OSH program in the OD workers’ protection and the its results become a recommendation for improvement in the MOM Republic of Indonesian.The method of study is a qualitative approach of evaluation research using the Stake Countenance Evaluation Model through congruency and contingency analisis to identify quality and congruity between input (antecedents), process (transactions), and outcomes in order to the OD workers’ protection measures. The finding of this study show that outcome of occupational diseases workers’ protection still low because there are low of quality of input (antecedents) and low of process effectiveness (transactions). The main findings are that number of OD cover by work compensation only 25 cases/year, while occupational accident up to 107 cases/year, with the resul benefit of OSH program in OD health and social protection still very low (outcomes component); low of effort in OD finding and low of employment law enforcement (transaction component); lack of competencies of OSH human resources and inappropriate supporting of policy and regulation.
Keywords: evaluation, workers’ protection, occupational diseases, occupational safety and health.
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| 6 | Bambang Heru Sukmadi
7647168275 |
2019 | National Commitment of Soldiers in the Indonesian Army: A Research about the Effects of Leadership, Military Ethics, and Soldiers’ Motivation through a Causal Study | This study aims to analyze and find out the effect of leadership, military ethics, and the motivation of soldiers on the national commitment of the Indonesian Army soldiers. The study was conducted at the Signal Battalion in the Directorate of Signal of the Indonesian Army in Jakarta. The effect of leadership, ethics, and motivation on national commitment is studied in the perspective of organizational behavior using a quantitative approach. Data were obtained by survey method on 83 soldiers with the rank of noncommissioned and enlisted as respondents. Each respondent was asked to answer 100 survey questions. Respondents’ answers are quantified on a scale of one to five. Analysis of the data and test of the hypotheses of direct effects utilize Path Analysis techniques, while the test of the hypotheses of indirect effects utilizes the Sobel Test technique. The research found that (1) leadership has a positive direct effect on national commitment; (2) military ethics have a positive direct effect on national commitment; (3) soldier’s motivation has a positive direct effect on national commitment; (4) leadership has a positive direct effect on soldiers’ motivation; (5) military ethics has a positive direct effect on soldiers’ motivation; (6) leadership has a positive indirect effect on national commitment through the soldiers’ motivation; and (7) military ethics has a positive indirect effect on national commitment through the soldiers’ motivation. In addition, results were also obtained that the most influencing variable on national commitment is military ethics, the second is soldiers’ motivation, and the third is leadership. Keywords: National commitment, Leadership, Military ethics, Soldiers’ motivation, Indonesian Army
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| 7 | Ita Soegiarto
7647158001 |
2019 | Ransformation of Academy Into High School in Order to Improve Organizational Performance Agency Meteorology Climatology And Geophysics (Case Study At BMKG Official School)
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The purpose of this research was to determine the impact of organizational change from the Academy of Meteorology and Geophysics (Academy) to the School of Meteorology, Climatology and Geophysics (College) in order to improve the performance of the Meteorological, Climatological and Geophysical Agency (BMKG) as the BMKG official school. There are 4 sub-focus of this research, namely 1) Basic and Organizational Objectives 2) The process of organizational change. 3) Graduates’ results after organizational change and 4) efforts to maintain continuity in organizational change. This research uses a qualitative approach with a case study method and uses quota samples. The research population is the State Civil Apparatus (ASN) within the BMKG. Data obtained based on the results of observations, interviews, questionnaires, and then analyzed by triangulation. The results of this research indicate that change from Academy to College has a positive impact on organizational performance. The basis and purpose of the changes that occur are two factors, internal and external. Internally STMKG wants to improve graduates better than before and wants to be a center of excellence in MKG education. Externally the changes are based on: 1) increasingly rapid technological developments, 2) the demands of the community so that BMKG is able to answer problems to minimize casualties and losses due to disasters, and improve the competence of human resources. The stages of organizational change were reviewed through the Lewisins SMF model and also took into Kotter 8 steps models. The results of STMKG graduates with capable capabilities in mastering science and technology both in basic concepts and in practice are felt by the BMKG Technical Implementation Unit. And in maintaining the continuity of the changes that occur it needs to be cultivated “digital culture” in various activities on STMKG, comparative studies and increasing participation in seminars or competitions both nationally and internationally. The novelty of this study lies in the fact that there has never been any research in official schools with a technical background but according to the demands of the community graduates must also have a social entrepreneur spirit, the change model it’s my bilt that occurs at STMKG can be a reference for service schools in improving organizational performance.
Keywords: transformation, official school, performance
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| 8 | Labora Sitinjak
7647167790 |
2019 | The Evaluation Model of Context, Input, Process, Product, Outcomes. [CIPPO] of Indonesian Nurse Standard Competencies (INSC) for Industry 4.0 | This study aims to evaluate the implementation of the INSC and the method of evaluation of research using model: Context, Input, Process, Product, Outcomes. INSC current set of the year 2009, has not yet been evaluated for nearly 10 years, not to accommodate the new policy post 2009 and have not adapted new technology especially the industrial revolution 4.0. The results showed that: Aspects of the context of moderate value, determination and implementation of INSC in line with the expectations of the team’s constituents. There are linkages the purpose of the determination and implementation of INSC to the satisfaction of all stakeholders. Has not yet been adapted with the industrial revolution 4.0. Aspects of inputs include Human Resources with low-value, needs to be adapted, the industrial revolution 4.0. The budget and facilities with a value of moderate, planned and would be sure but still need efficiency as the impact of the use of the latest technology. Organizational structure involved with low-value, not to accommodate Regulation No. 90/2017 concerning the team compiling the INSC is the Power of Nursing Council Indonesia and need to be adapted the industrial revolution 4.0. Planning with moderate value, needs to be adapted planning industrial revolution 4.0. Design, stages and standard designation INSC with moderate value, still need to be adapted with the industrial revolution 4.0. Aspects of the process includes the setting, implementation and monitoring of the evaluation of the value of moderate, yet adapted the industrial revolution 4.0. Aspects of products with low value includes the availability of Component competencies of Nurses in health care institutions as well as the curriculum available in nursing education institutions are based on INSC and have not been adapted by the industrial Revolution 4.0. Aspects of the impact of low-value, satisfaction of stakeholders has not been optimal. Novelty model development implementation and evaluation renewable INSC against technology and current policies. Researchers recommend CIPPO renewable INSC and adapted with the industrial revolution 4.0.
Keywords: Evaluation, INSC, Renewable
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| 9 | Sugeng Subagyo
7647130229 |
2019 | The Effect of Leadership, Adversity Quotient, and Trust on Organizational Commitment of Pt Jaya Konstruksi Manggala Pratama Tbk | The purpose of this study was to describe and analyze the influence of corporate leadership, adversity quotient and trust on organizational commitment. This research used a quantitative approach, survey method with used path analysis in conducting research analysis. The sample of this research is the whole 204 staff in PT Jaya Konstruksi Manggala Pratama Tbk is done randomly. The results of the research showed that; (1) there is a direct positive influence leadership on organizational commitment; (2) there is a direct positive influence adversity quotient on organizational commitment; (3) there is a direct positive influence trust on organizational commitment; (4) there is a direct positive influence leadership towards the trust; (5) there is a direct positive influence adversity quotient towards the trust; (6) there is a direct positive influence to adversity quotient against leadership; (7) there is a indirect positive influence leadership on organizational commitment through adversity quotient; (8) there is a indirect positive influence leadership on organizational commitment through trust; and (9) there is a indirect positive influence adversity quotient on organizational commitment through trust. To improve organizational commitment, the need to enhance corporate leadership, adversity quotient and trust. The novelty value of some previous research with research done today is that research today is more looking at some variable variations such as leadership influences, adversity quotient, trust in commitment to organizations so that they see not only one variable. In addition, there are differences in terms of methods used, indicators of each variable, research locus, and the nature of the research object.
Keywords: Organizational commitment, Leadership, Adversity quotient, Trust
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| 10 | Eko Setijo Pudjiantoro
7647167437 |
2019 | Evaluation of Education And Training Programs
for Naval Officers Personnel Specialization in Educational Institution KODIKLATAL (A Research Evaluation of the Models CIPP and Kirkpatrick’s Models) |
The purpose of this study was to evaluate the education and training programs for naval officers personnel specialization, the focus of the research related to background, planning, implementation, results and implementation of education and training programs. This study used a qualitative approach with descriptive methods as well as an evaluation model of modification of the CIPP model and Kirkpatrick’s model, including: Context, Input, Process (Reaction and Learning), and Product (Behavior and Result). Data collection uses interviews, observation, documentation and questionnaires and data analysis is done qualitatively through the stages of data reduction, data presentation, and conclusion drawing. Based on research on the evaluation of educational programs and training naval officers personnel specialization obtained the following results (1) Background of the program (Context), the purpose of the program to support the development of human resources, especially for Navy officers who are professional; (2) Program planning stage (Inputs), the organizers need to fix some facilities that support the program, including: messing repairs; construction of practicum/laboratory facilities, improper replacement of alins/alongis, development of internet facilities; and construction of facilities and infrastructure; (3) Stage of program implementation (Process); consists of (a) Aspects of reaction, educational curriculum has been evaluated and the recruitment of teaching staff from outside the Indonesian navy needs to be improved; (b) Learning aspects; the organizer needs to encourage and motivate students to think creatively and innovatively; and (4) Result stage (Products); consists of: (a) Behavioral aspects; placement of students needs to be adjusted to their education; and (b) Outcome aspects; this research is very useful to improve innovation, motivation, creativity and performance for navy officers.
Keywords: Program Evaluation, Education and Training, CIPP and Kirkpatrick Evaluation Models, Naval Officers Personnel
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| 11 | Sigit Triyono
7647130225 |
2019 | The Evaluation of Human Resource Development Program in Indonesian Bible Society Foundation (LAI) | The objective of the research on the program of Human Resources Development (HRD) in the Indonesian Bible Society (IBS) is to evaluate the effectiveness of the application of the HRD program implementation, which includes the input phase, the process, and the outcome at the Indonesian Bible Society. This research is considered an evaluative research using Stake’s evaluation model framework called the Countennance Evaluation Model. This model was developed by Robert Stake with three evaluation components, namely: Antecedent (inputs), Transaction (process), and Outcome (results). The data collection was done using documentation studies, interviews, observations, and focus group discussions (FGD), as well, the data was combined into various data collection techniques, and then the data was examined for its credibility (triangulated). A qualitative data analysis were done through the data collection phase, the data reduction phase (making summaries, coding, exploring themes, creating clusters, creating partitions, writing memos), the data presentation phase, and the conclusion phase. The research concludes that in general the application of the HRD program in IBS has not been effective nor efficient. Generally, not all aspects of what’s being evaluated meets the standard criteria as stipulated. Not all evaluation criteria sufficiently nor accurately meets the program implementation. Not all aspects being evaluated has an equivalent relationship (congruency) between the expected intention (intent) with the actual fact that happens (observation). Based on a causal relationship (contingency) among the components, i.e. antecedent (input), transaction (process), and outcome (results), it is shown there exists an effective connection of the program implementation, where the antecedent component affects transaction and furthermore it affects outcome.
Keyword: Evaluation, Human Resources Development, Stake’s Countennance Model, Bible Society Foundation.
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| 12 | Nasir
7647167450 |
2019 | The Effect of Competence, Compensation, and Commitment
on Performance of Agricultural Extension Employee at Pandeglang District |
This study aims to analyzed the effect of competencies, compensation and commitment to the performance of agricultural extension employee in Pandeglang District, used quantitative research methods with survey techniques to respond to hypothesis tests that have been formulated. Respondents were 94 agricultural extension employee, the sampling technique used was simple random sampling technique and validated questionnaire with product moment correlation, while reliability is measured by Cronbach Alpha. Hypothesis testing used Path Analysis. The result of study found that: (1) there is a positive direct effect of competence on the performance of agricultural extension employee, (2) there is a positive direct effect of compensation on the performance of agricultural extension employee, (3) there is a positive direct effect of commitment on the performance of agricultural extension employee, (4) there is a positive direct effect of competence on commitment, (5) there is a positive direct effect of compensation on the commitment of agricultural extension employee, (6) there is a direct positive effect of competence on compensation, (7) there is a positive indirect effect of competence on the performance of agricultural extension employee through extension commitment variables, and (8) there is a positive indirect effect of compensation on the performance of agricultural extension employee through extension commitment variables, but accordance to the result of the Sobel test analysis its not an intervening variable. Compared to related research, the commitment variable were intervening variable, but in this research the commitment variable role as opposite, there is the novelty of this research. The implication of this research is to strengthen and improved the performance of agricultural extension employee in Pandeglang Regency, by increasing their competence, compensation and commitment. They must focus on Extension program and increase participation in technical training activities, such as internet use, mastering agricultural technology and machine tools, and presentation aids. The organization needs to prepared the support of two-wheeled operational vehicles and official uniform. In addition, the organization also needs to built a system or procedure to simplified the promotion process and class, improved the image of extension employee and achievement-based reward systems through rewards and punishment.
Keywords: Performance, Competence, Compensation, Commitment and Agricultural Extension Employee. |
| 13 | Hondor Saragih
7647158006 |
2021 | The Effect of Leader Member Exchange (Lmx), Perceived Overqualification, and Job Satisfaction on Turnover Intetion in The Indonesian Ministery of Defense | Early retirement is a problem within the TNI and the Ministry of Defense because it can lead to a decline in organizational performance and reduce public satisfaction. Steps are needed to reduce the rate of early retirement by addressing perceived overqualification and job satisfaction of TNI members working at the Ministry of Defense. This can be done through leadership intervention through the concept of leader-member exchange. Even so, there are research gaps and theoretical gaps in the effect of leader-member exchange and perceived overqualification on job satisfaction and intention to move jobs. The purpose of this dissertation is to produce and develop conceptual and empirical models related to leader-member exchange, perceived overqualification, job satisfaction, and intention to change jobs. The research was conducted on high ranking officers of colonel and lieutenant colonel at the Directorate General of Strahan, Ministry of Defense. A total of 157 people from a population of 169 were sampled in this study. The data analysis used the structural equation method with the Partial Least Square approach, assisted by SmartPLS software.It was found that leader-member exchange had a direct negative effect on perceived overqualification, a direct positive effect on job satisfaction, and a negative indirect effect on intention to change jobs through perceived overqualification. Perceived overqualification have a direct negative effect on job satisfaction and positive on the intention to move jobs. The resulting conceptual and empirical models show that the leader-member exchange is an antecedent to the perceived overqualification and intention to change jobs is a consequence of the perceived overqualification. Future research needs to study the determinants and other consequences of perceived overqualification. Civil-military organizations need to take into account perceived overqualification in their human resource development models.
Keywords: leader-member exchange, perceived overqualification, job satisfaction, intention to change jobs, civil-military organization
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| 14. | Raihan Anwar
7647101331 |
2021 | Appointment of Leader Position:Study on The Regional Government of Nusa Tenggara Barat | This study aims to develop a model for leadership appointment positions in the Regional Government of Nusa Tenggara Barat. Using multi case study method, data collection was carried out through observation, tracing and document analysis as well as in-depth interviews with informants consisting of two clusters (K-I and K-II). This research found that competence supports meritocracy, because the higher the competence, the better the meritocracy value. Meritocracy get the most dominant element, and political intervention has a negative role on employees and hinders the implementation of meritocracy, however, political functions in policy formulation and political control over the bureaucracy are needed. Local knowledge strengthens values of morality and integrity so as to fortify the unfair competition between civil servants and the discretion of regional heads. Talent management as urgent factor considering that more than half of the human resources are in a critical age. The study recommends developing a model for leadership appointment position with local knowledge and talent management elements that reinforce competence and meritocracy and inhibit political discretion towards superior performing leaders.
Keywords: leadership position, competence, meritocracy, discretion, local knowledge,
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| 15 | Sri Lestari
7647158015 |
2021 | Management of Manpower Lecturers at Islamic Universityas-Syafi’iyah Pondok Gede Bekasi(Hrm Study Case Study) | Human resource management is a way of managing the relationships and roles of human resources owned by individuals efficiently and effectively which can be used optimally so that the goals of an organization can be achieved. The vision of UIA is to make educational institutions that excel at national and international levels become a center for the development and practice of religion, science and technology as well as human resources in 2035. In this research, a qualitative case study method is used by explaining explain the cause and effect of an event). Data collection techniques (observation, interviews, videos, photos, data collection), data validity testing (data triangulation, method triangulation, and theory triangulation). Based on the results of interviews with core informants and supporting informants as many as 25 respondents, it can be concluded that the implementation of planning at UIA includes: having made a vision and mission for the next 5 years, there is a lecturer planning map, fulfilling the needs of lecturers identically, the inhibiting factors for planning include: a cost budget has not been made consistently, the use of IT has not been maximal.The implementation of UIA development includes: training, work shop, implementation of training tentatively, for lecturers who wish to continue their study at S.3 are given support and dispensation in the form of reducing the teaching load and being relieved of structural duties. The inhibiting factors for development include: a training cost budget for 1 year has not been made and proposing costs tentatively if needed and lack of socialization regarding training, lack of interest from lecturers to take part in training, due to implementation in conjunction with the lecturer teaching schedule. The implementation of supervision includes: monitoring is carried out periodically by the LPJM team by asking directly and redom to thetraining participants, the existence of SOPs on supervision made by UIA, inhibiting factors include: lack of control and approach from leaders to subordinates, lecturer welfare is still lacking, the use of technology has not been effective. The novelty inthis research is: there is a strong religious element and sincerity to worship Allah SWT who is the main supporter of the lecturers in realizing the vision and mission and still working at UIA. The basic assumptions of the Social Construction Theory are as follows: a) Reality is the result of a creative human creation through the power of social construction against the social world around him. b) The relationship between human thought and the social context in which it arises, is developed and institutionalized. c) Community life is continuously constructed. d) Distinguishes between reality and knowledge. Reality is defined as a quality contained in reality which is recognized as having an existence independent of our own will.
Keywords: HRM, Planning, Development, Supervision
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| 16 | R. Muh. Deddy Hanif Sardjito
7647130217 |
2021 | Implementation of Lean Six Sigma Insurance in Mega (Phenomenological Studies) | Lean Six Sigma (LSS) is a popular methodology for business process improvement that has an impact on improving organizational performance. Lean Six Sigma (LSS) aims to eliminate waste and defect so that it has an impact on improving quality, increasing quantity and saving time as well as having an impact on reducing costs. The purpose of this study is to see the experience of national general insurance company in Indonesia in implementing the Lean Six Sigma (LSS) Program in the 2013 – 2018 period. The Human Resources Department is the drafter and implementer of the Lean Six Sigma (LSS) program. In practice, the Project Leader in the Lean Six Sigma (LSS) Program comes from the Management Trainee (MT) Program. A phenomenological qualitative study was conducted on the parties involved in the process of implementing Lean Six Sigma (LSS). The new findings of this study are three themes and seventeen sub-themes, the use of a combination of change management theory, human resources management, lean six sigma implementation model and continuous improvement culture shaping model. This is the first study investigating how the implementation of the Lean Six Sigma Program (LSS) is carried out by a national general insurance company in Indonesia with the Department of Human Resources as the drafter and implementer.
Keywords: Lean Six Sigma, Qualitative, Phenomenology, Department Human Resources, General Insurance, National Company, Indonesia.
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| 17 | Teguh Rahayu Slamet
7647158043 |
2021 | The Effect of Leadership, Emotional Intelligence, Work Stress and Job Satisfaction Towards Organization Citizenship Behaviorguru Special Assistant (Gpk) in The First Inclusive Middle School of West Java Inclusion
http://repository.unj.ac.id/id/eprint/16133
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In an increasingly dynamic and competitive environment where organizations operate, organizational citizenship behavior (OCB) contributes to the effective functioning of the organization. OCB’s role as a special chaperone teacher (GPK) is important for inclusive education. Inclusive education is education that combines existing services, such as special schools with regular education, in an educational system or that provides a place for children with special needs (ABK) in mainstream schools. This study examines the influence of leadership, emotional intelligence, job stress and job satisfaction on the citizenship behavior of the organization. The research method is quantitative by using a questionnaire with a sample of 113 special assistance teachers in inclusion high schools in West Java. The results showed that the influence of leadership, emotional intelligence and job satisfaction is significant in the citizenship behavior of the organization, but the effect of job stress is negative and significant. Leadership, emotional intelligence have a positive and significant impact on job satisfaction, but the effect of job stress has a negative and significant impact. From the results of the sobel test, there is a relationship between leadership and positive emotional intelligence in the citizenship behavior of the organization through job satisfaction, but the effect of job stress is negatively shown in the behavior of citizenship of the organization through job satisfaction. This research has implications for helping GPK leaders and SMP Inclusi West Java policy makers develop a better understanding of leadership, emotional intelligence, job stress, job satisfaction, and their effects on civic behavior in the organization.
Keywords: Emotional intelligence, job satisfaction, job stress, leadership, organizational citizenship behavior, special companion teacher
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| 18 | Mukson
9917917053 |
2021 | And Study of Working Environmental Causality Entrepreneurial Orientation on The Performance of Msmes Through Organizational Commitment
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This research was conducted to analyze and develop theoretical frameworks which built with performance models that influenced by the working environment and entrepreneurial orientation by being mediated by the organization. This research uses quantitative approaches with Survey, using Questionnaire instruments.The population in this study was 6,708 SMEs owners in Brebes Regency, Central Java. The samples in this research were 377 respondents using Slovin equation. Sampling techniques using random sampling with proportional sampling. The statistical method that used to test the hypothesis in this researchis multivariate Structural Equation Modeling (SEM). The Software used to process the data and model testing is AMOS 23.0. Based on statistical testing results can be partially known that 1) the workingenvironment has a significant effect on MSME performance, 2) Entrepreneurshiporientation significantly affects SMEs performance. 3) Organizational commitments have a significant effect on SMEs performance. 4) The working environment significantly affectsthe organizational commitments. 5). Entrepreneurshiporientation is significant to the organizational commitments. 6) The working environment significantly affects the SME’s performance through organizational commitments. 7) Entrepreneurshiporientation has significant effect on SMEs ‘ performance through organizational commitments. The novelty in this study is empirically constructed model of organizational commitment proves significant as mediation of the work environment and entrepreneurial orientation to performance with the highest influence of the work environment and the orientation of authoritativeness to the commitment of the organization.
Keywords: SMEs performance, organizationalcommitment, work environment, entrepreneurshiporientation.
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| 19. | Moch Aly Taufiq
7647158027 |
2021 | The Effect of Work Responsibility, Emotional Intelligence and Leadership on The Quality of Expert Personnel Service of The DPR RI | This research was done to find outand analizethe effect of work responsibility, emotional intelligence, and leadership toward service quality of the parliament member’s expert staff. This research was done in term of service quality that was provided by the parliament member’s expert staff by using Quantitative Approach and Structural Equation Model (SEM). The sample of research was the parliament member’s expert staffs who were about 325 persons of total population that were about 1.725 persons. The empirical testing indicated that workresponsibility has positive direct effect towards service quality; emotional intelligence has positive direct effect towards service quality; leadership has positive direct effect towards service quality; work responsibility has positive direct effect towards leadership; emotional intelligence has positive direct effect towards leadershipand There is a positive indirect effect of Work Responsibility on Service Quality through Leadership, There is a positive indirect effect of Emotional Intelligence on Service Quality through Leadership.
Keywords: work responsibility, emotional intelligence, leadership, service quality.
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| 20 | Agung Surya Dwianto
7647157902 |
2021 | The Effect of Managerial Talented, Work Experience and Work Supervision on The Effectiveness of Job Rotationin Post Office Managers in Regional Iv Areas of Jakarta | Considering that the industry of PT Pos Indonesia engaged in, especially in the field of courier services, is currently getting tougher and fierce, so increasing the competence of its managers must be taken seriously. One of the ways that can be used by PT. Pos Indonesia, in order to build superior competence for its managers, is to hold a regular and periodic rotation program, taking into account the managerial talents of the manager, the manager’s work experience, and the work supervision that has been carried out by the manager, when leading a division. This study aims to analyze the directeffect of managerial talent, work experience and work supervision on job rotation. This study uses a quantitative approach with a survey method by providing a list of questions to the respondent. The procedure used in testing, data processing and model development is structural equation modeling (structural equation modeling). Data were analyzed using statistical software tools AMOS. This method is used to facilitate the discovery of the effect (causal) of exogenous variables on endogenous variables. This research was conducted without any treatment from the researcher. The population in this study were all post office managers at PT. Pos Indonesia -Regional IV Jakarta, totaling 160 people. The results of this study prove that there is a positive directeffect of managerial talent, work experience and work supervision on job rotation. There is a positive directeffect of managerial talenton work experience. There is a positive direct effect of work experience on work supervision.
Keywords: Managerial talent, work experience, work supervision, job rotation,PT. Pos Indonesia.
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| 21 | Caca Syahroni
7647130187 |
2021 | Evaluation of Education Dan Training Reform Leader Academy | Reform Leader Academy (RLA) Education and Training is one of the national strategic programs aimed at building the leadership character of bureaucratic reform. The purpose of this study was to evaluate the programs and outcomes of the RLA Training program organized by the ASN Technical and Socio-Cultural Competency Development Center (Pusbangkom TSK ASN) LAN so that they have recommendations for future training implementation. This study uses the CIPP Evaluation Model by incorporating the Kirkpatrick’s evaluation model elements. Based on the results of research using qualitative and descriptive quantitative methods involving Key-Persons Pusbangkom TSK ASN, teaching staff and participants of RLA Generation XVIII and XIX as research subjects. The result of the context evaluation is that the planning of the RLA training program has a strong legal basis and has an important urgency. From the input evaluation, RLA has been carried out well, starting from the carrying capacity of the curriculum, selection, schedule, teaching staff, budget and facilities. From the results of the evaluation process, the RLA has met the criteria of ‘Very Good’ and “Good” in almost all aspects of the assessment. Finally, from the product evaluation results, the RLA shows that the results achieved from the implementation of the RLA Training program have met the program objectives satisfactorily by achieving thecriteria of ‘Good’. These results indicate and conclude that the RLA training program has met the evaluation of the CIPP model.
Keywords: RLA; evaluation; CIPP model; Kirkpatrick model; bureaucracy reform.
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| 22 | Abdullatif Setiabudi
7647167429 |
2021 | The Evaluation Program of Scholarship at Ministry of Public Works And Housing in Indonesia | The research aimed is to evaluate the scholarship program of the official educational scholarship program in the Ministry of Public Works and Housing of Indonesia (MPWHI). The research employed the evaluation model of CIPP (Context, Input, Process, and Product) and the summative evaluation with a case study as a research methodology. The study involved 51 participants of scholarship alumni program (30 persons), the head department (6 persons), the manager of alumni (9 persons), the official of BPSDM (5 persons), and the head of BSNP (1 person). The data collection of interview, questioner of open-ended questions, focus group discussion, and document analysis were employed. Data analyzed used qualitative data analysis (Miles and Huberman, 1994) and were categorized based on the CIPP model’s evaluation and followed by the elaboration of themes. The result showed that in the Context aspect, the program’s background was designed to supply the professional employees’ need. However, the vision and mission of the program were not elaborate in the document program. Then, in the Input aspect initially in designing the program’s objectives, it revealed that these not planned detailed related to Human Resources Requirements and another resource available. The implementation is also different from Law No. 20/2003, where the professional education approach should implement official education. It appliedused the academic educational method but enriched by the material needed to the job requirements. Designing the program objectives should detail, comprehensive and strategic. The Process aspect, especially the learning method, applied accordingly the designed and achieved the needed competencies. The Recommendation Model of Scholarship’s for Human Resources Development promoted and consists of need analysis, program planning, implementation and evaluationof result and benefits. The Product aspect, especially the study’s competencies, has a significant contribution to enhancing the HRD within the MPWHI.
Keywords: Program Evaluation, CIPP Model, The Official Scholarship, and The Competencies of Human Resources.
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| 23 | Aries Sudiarso
7647157930 |
2021 | Program Evaluation List of Appraisal of Officer Personnel Serving Within the Indonesian Navy (A Dem and Kickpatrick Model Evaluative Research) | This study assesses the evaluation of the Personnel Assessment List to see whether there isdisrepancy ora mismatch and the impact of the program on behavior change and the results on moral decline after the implementation of the Personnel Assessment Program for Officers in charge of the Indonesian Navy (Dapen Persmil TNI AL).In general, thepurpose of this study is to describe the development of behavior of officers as Human capital (HC), especially in the officer appraisal program, to further evaluate, improve, find new program evaluation innovations by combining the discrepancy evaluation model (DEM) and the Kickpatrick Evaluation Model (Level 3). , Behavior and Level 4 Outcomes / Impacts) and find a dashboard of appraisals relevant to the development of the Officer behavior. Data collected using the method of observation, documentation andinterviews. The results of this study are (1) Design, showing incompatibility, legal basis for Decree Number: Skep / 879 / V / 2003 because it needs to be improved as a legal basis and objectives and targets. (2) Installation, shows the mismatch of work, coordination and monitoring / evaluation is ineffective, limited technology and lack of supervision guidance and there is no monitoring. (3) The process shows that the incompatibility with supporting factors in administrative work and very limited Waskat is an inhibiting factor, namely not having SOP, incompetence, lack of integrity, there is a direct relationship in assessment and lack of data collection. (4) The product shows a mismatch, that is, internally and externally the violation does not decrease (5) The internal and external benefits show that the career projection is less selective in behavior / behavior. (6) The impact of changes in moral behavior after participating in the program, namely integrity can reduce violations, but lack of attention results in high violations, the influence of the appraiser’s closeness creates a bias that is too soft and harsh, then the influence on officers who are judged there is no change in behavior of integrity and morality permanent. (7) The result of the change in behavior of internal parties states that it is successful, but from external parties it is not successful because the number of violations remains high moraleThe novelty of this research is to find a combined evaluation model of DEM and Kick Patrik, through the addition of the Behavior and Result Levels, to create (Dasbord) as a model for evaluating the development of officers’ behavior.
Keywords: Human Capital, Dapen Persmil TNI AL, Discrepancy EvalutionModel Provus, Kickpatrick Evaluation Model,
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| 24 | Ramon Zamora
7647140454 |
2021 | The Effect of Leadership Effectiveness, Training
Education and Career Development to The Performance of Lecturers At University of Riau Kepuluan Batam |
The research aims to analyze and find the Effect of Leadership Effectiveness, Training Education and Career Development on Lecturer Performance at the University of Riau Kepualauan Batam. The total population of the study was 166 lecturers and a sample of 117 people with the Profotionate random sampling technique. Research Hypothesis Testing Results show that: 1) There is a direct influence of leadership effectiveness on lecturer performance, 2) There is a direct effect of training education on lecturer performance, 3) there is a direct influence of
leadership effectiveness on career development, 4) There is a direct influence of training education on career development , 5) There is a direct influence of career development on lecturer performance, 6) There is a direct effect of leadership effectiveness on training education, 7) There is no positive effect of Leadership Effectiveness on lecturer performance through Career Development, 8) There is no positive effect of Training Education on lecturer performance through Career development. Keywords: Leadership Effectiveness, Training Education, Career Development and Lecturer Performance
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| 25 | Rizki Eka Putra
7647140455 |
2021 | The Influence of Empowering Human Resources, Good Governance, Monitoring and Evaluation to The Service Quality of Employees General Hospitals of Embung Fatimah Batam City | This research is aimed at determining the influence of empowering human resources, good governance, monitoring and evaluation, and service quality of the employees. This research applied quantitative approach with survey method. A path analysis was used toanalyze the collected data. The population that was analyzed in this research was all employees who taught at General Hospital of Embung Fatimah Batam City which was 602 people. Affordable population is an employee of Group III level of 189 people.Random sampling was conducted and selected impartially for a number of 129 people. The result of the research showed that the of the employees was directly affected by the empowering human resources, good governance and monitoring and evaluation of the employees. This research also discovered that the employees monitoring and evaluation was influenced by the empowering human resources and good governance. This research also discovered that the employees good governance was influenced by the empowering human resources. Based on those findings, it can be concluded that all changes occur on the service quality of the employees were influenced by the empowering human resources, good governance, and monitoring and evaluation. This service quality, good governance and monitoring and evaluation of the employees can be considered in the strategic planning of human resources development in public organization.
Keywords: service quality, empowering human resources, good governance, monitoring and evaluation.
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| 26 | Meldasari
7647158182 |
2021 | Implementation Model of Health Care Workers Placement Policy in Community Health Center of Banjarbaru City South Kalimantan | This study aims to analyze the implementation of the Indonesian Regulation of Minister of Health (RMH) Number 75 the year 2014, as the basis or policy to place health workers of Puskesmas (Community Health Center in Indonesia). Health workers have an important role to improve the quality of health services to the maximum. This is a qualitative research conducted in 6 Puskesmas in Banjarbaru City, South Kalimantan province in the year 2018. The research focused on the process of health workers placement: planning, recruitment, selection, placement, and empowerment. The method of study used the Provus’s Discrepancy Evaluation Model. The informants are the officials of the Health Office at Banjarbaru City, the officials of Puskesmas, and the community. Based on the definition of puskesmas, the priority of public health services prioritizes preventive action rather than curative, but the results show that the preventive function is still held by health workers who also carry out a curative function, so the implementation of prevention programs is not optimal. This is because in the planning of health human resources at puskesmas, the Banjarbaru City Health Office has not yet prepared a structural position for the Health Promotion personnel who carry out the function of prevention. So this research results in the following conclusions: in stage 1) there is a discrepancy between the policy standards regarding the Puskesmas (S) and the reality on the ground (Performance-P); so as to have an impact on stage 2) recruitment, there is a high level of discrepancies; also at stage 3) selection, there is a very high discrepancy; as well as at stage 4) placement, there is also a high level of discrepancies; and finally at stage 5) empowerment, there is a high level discrepancy or there are many gaps between (S) or standards in regulations against P or performance in the field.
Keywords: Policy Evaluation, Health Workers, HR Management, Puskesmas, Discrepancy Evaluation Model (DEM)
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| 27 | Reimond Hasangapan Mikkael
7647130220 |
2021 | Influence of Education and Competency Training, Organizational commitment to the innovative behavior of civil servant lecturers employed by the Higher Education Service Institute (Lldikti) Region IV West Java and Banten
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The purpose of this research is aimed at building basic theoretical and empirical: efforts to build education and training outcomes (DIKLAT), Competence, Organizational Commitment and Innovative Behavior. Methodology -The research methodology used in this study, the data analysis technique is Path Analysis, which is to determine whether there is a direct or indirect influence between variables in accordance with the causal model formed. The samples in this study were 134 lecturers of PNS DPk LLDIKTI Region IV West Java and Banten. Novelty -the novelty of this research by examining research conducted by previous researchers, in contributing new studies to research that is more emphasized on Innovative Behavior, especially for PNS DPk Lecturers with DIKLAT Independent Variable, Lecturer Competence, and Organizational Commitment. With the object of the research are the PNS DPk lecturers who take shelter in LLDIKTI Region IV West Java and Banten. Through this research, it is hoped that PNS LLDIKTI Region IV West Java and Banten PNS lecturers can increase innovation and be able to compete and synergize with Permanent Foundation Lecturers in terms of the tridharma of Higher Education. Research Design -This research design is a descriptive method with a survey using a questionnaire instrument. Research Technique -The sample collection technique used in this research is by means of a random and proportional sample (proportional random sample), which represents PNS Dpk lecturers who are in the LLDIKITI Region IV West Java and Banten environment. With the allowance for inaccuracy that can be tolerated (e) of 5%. The results of this study simultaneously examined the relationship between Education and Training, Competence, Organizational Commitmentand Innovative Behavior in Civil Servant Lecturers of DPk LLDIKTI Region IV West Java and Banten. The findings add weight to the recent emphasis on Lecturer Innovation-oriented approaches as the competitiveness of PNS DPk Lecturers to improve the Innovative Behavior of DPk PNS Lecturers.
Keyword: Education and Training, Competence, Organizational Commitment, Inovative Behavior
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| 28 | Koko Haryono
7647130205 |
2021 | The Effect of Organizational Culture Andempowerment Correlated to Work Engagement as an Intervening Variables Towards Tothe Quality of General Bureauservices Employeeat The Ministry of State Secretariat | empowerment correlated to work engagement as an intervening variable in relations to general bureau quality serviceability in term of directly nor indirectly, as well as considering the adjusted strategy to enhance serviceability quality. This research uses survey method in quantitative research. The sum of this research is depicted from staff members of General Affairs at The Indonesian Foreign Affairs of The Republic of Indonesia. It is denoted as N = 307 staffs using Slovin Theory obtained n = 76. The technique in analyzing data used SPSS and LISREL. In the result of the research revealed that (1) the culture of an organization has a direct impact towards the quality of a service, (2) empowerment gives a direct positive impact on service quality, (3) work bonding also gives a positive reaction on a quality of a service, (4) moreover, an organizational culture response a straight positive outcome on a network, (5) empowerment also give a straightforward outcome on work bondage, (6) culture of an organization also gives a direct impact on empowerment, (7) the culture of an organization through empowerment results a positive impact on service quality, (8) culture of an organizationthrough a work bondage gives a positive effect on service quality at General Bureauat Ministy of State Secretariat of The Republic of Indonesia. The novelty of this research is that it is known that the variable that directly affects service quality is the variable of organizational culture with a path coefficient of 0.322, that is, an increase in organizational culture will increase service quality. This study examines the quality of service and the factors that influence it from the variables of organizational culture, empowerment with work engagement as an intervention variable that has never been done before both in the sample, research location and the methods used by the researcher. The results showed that a significant model for improving the quality of employee services at the General Bureau was by improving organizational culture, empowerment with work engagement as an intervening variable.
Keywords: Organization Culture, Empowerment, Work Engagement and Service Quality.
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| 29 | Mohammad Fayruz
7647130208 |
2021 | The Effect of Transformational Leadership and Psychological Empowermentto Working Culture And Its’ Effect to Work Innovation of Telecommunication Infrastructure Contractor Companyi in Indonesia | Howadays the technology trend keeps on changing and the development disrupting variety of aspects of life and the business environment. The industry’s services and products change following the newest technology trends, therefore companies expected to make changes and continuous innovation to be able to compete and keeptheir existence. Innovation in the organization determined by internal and external factors. The acceleration of work innovation in an organization influenced by indicators such as working culture (Hogan & Coote, 2013; Lau & Ngo, 2004), transformational leadership (Gumusluoglu & Ilsev, 2009; Jung, Chow, & Wu, 2003), and psychological empowerment (Çekmecelioğlu & Özbağ, 2014; Uzunbacak 2015; 2015,). Thereby, the research was conduct with the purpose of confirming the effectivity of working culture, transformational leadership, and psychological empowerment significantly influence work innovation. The research involves 296 respondents of employees from contractor infrastructure telco company. Data processed using Lisrel and SPSS. The results showing all variables accepted, transformational leadership, and psychological empowerment are positive significantly influence work innovation with the mediation of working culture, transformational leadership, and psychological empowerment have a direct influence on innovation organization and transformational leadership, and psychological empowerment is positive significantly influence each other. |
| 30 | Andy Soenanta
7647130414 |
2021 | The Effect of Job Design, Job Satisfaction and Organizational Commitment on Employee Retention at PT. Suryamas Lumisindo Dwidaya
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The objective of this research is to analyzethe effect of the job design, job satisfaction and organizational commitment to employee’s retention in an Indonesian lighting company, which faced a high employee turnover in the last 5 years. Quantitative causative approach used in this research with survey method. The samples of this research were 204 employees selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The result of the research can be conclude that: 1) the job design, job satisfactionand organizational commitment had a positive direct effect on employee’s retention; 2) job design and job satisfaction had a positive direct effect on organizational commitment;3) job design and job satisfaction had an indirect effect to employee retention via organizational commitment.Therefore to improve employee’s retention, job design, job satisfaction and organizational commitment should be improved. Company did not see job design and organizational commitment as important factors, which resulted above 10% employee turnover every year. Knowledge about how to create a good job design is still limited both on practical and literature due to this common mistake understanding. This aspect open for further study.
Keywords: job design, job satisfaction, organization commitment, employee retention
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| 31 | Manahan Simorangkir
7647130467 |
2021 | Evaluation of the Implementation of Recruitment Policiesindonesian Navy Information Service’s Officer | The purpose of this research is to assess the extent of the personnel recruitment rules and procedures implementation—especially among those of officers‘ rank-strata—within the Indonesian Navy public affairs office The research process had taken place in the headquarter of Indonesian Navy through documentation, interview, observation, and questionnaire methods. The respondents of this research are47 officers of Dispenal and the key informans arethe head of the navy public affairs, Personnel Assistant of Navy chief of staff, the head of personnel administration affairs and the sub-heads of navy public affairs. The findings are as follows: (1) Need Aspect; the officers‘ recruitment in navy public affairs is a necessary program, (2) Problems aspect; along the process of recruitment there found the lacks the availability of candidates who possess the suitable qualification, (3) Purpose Aspect; the recruitment program has not been implemented to the most optimal state, (4) HR aspect; the presence of human resources is both qualitatively and quantitatively essential, (5) Budget aspect;the budget allocated for the recruitment program has been utilized effectively and efficiently, (6) Facility aspect; the navy public affairs facility—in the form of computer-network connectivity—has not been optimally integrated with the navy administration and personnel affairs and TNI Headquarter‘s Personnel affairs computer-network, (7) Recruitment readiness aspect; all administrative phases have been executed, (8) Recruitment mechanism aspect; the executed mechanism has been done in accordance with thewidely-accepted procedure within TNI, (9) Obstacle aspect; the lacks of communication among interested parties, (10) Administration standard aspect; the appointment of personnel within the organization must meet the minimum eligibility standard as provided in the initial administrative conditionality, (11) Competences standard aspect; it has been difficult lately to attract personnel who possess an educational background in public affairs.
Keywords: Evaluation of policy implementation, Recruitment, Indonesian Navy public affairs officers
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| 32 | Ari Anggarani Winadi Prasetyoning Tyas
7647167335 |
2021 | The Influence of Organizational Culture, Work Environment, Employee Competence on Employee Engagement Through Self Efficacy at BPSDM Ministry of Law and Human Rights RI
http://repository.unj.ac.id/id/eprint/12738
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The Human Resources Development Agency (BPSDM) of the Ministry of Law and Human Rights of the Republic of Indonesia is a supporting institution at the Ministry of Law and Human Rights that is tasked with developing human resources in the field of law and human rights. As a support unit for the main task of BPSDM, the Ministry of Law and Human Rights of the Republic of Indonesia improves the quality of the legal and human rights apparatus so that they are professional and have a high commitment to provide excellent service. This study aims to analyze the influence of Organizational Culture, Work Environment, employee competence on employee work engagement mediated by self-efficacy at the Human Resources Development Agency (BPSDM) of the Ministry of Law and Human Rights of the Republic of Indonesia. This study involved 221 respondents of BPSDM employees of the Ministry of Law and Human Rights of the Republic of Indonesia for Category III. Data analysis using LISREL Structural Equation Modeling. The results showed that organizational culture, work environment, employee competence hada direct no effect on employee work engagement, self-efficacy had a direct effect on employee work engagement. Organizational Culture, Work Environment and Employee Competence have a direct effect on self-efficacy. Organizational culture, work environment, employee competence have an indirect effect on employee work engagement mediated by self-efficacy. The implication of the results of this study is that BPSDM Ministry of Law and Human Rights of the Republic of Indonesia needs to develop attributes of organizational culture, work environment and employee competencies that can increase self-efficacy. This needs to be done considering that self-efficacy will affect the level of engagement of BPSDM employees of the Ministry of Law and Human Rights of the Republic of Indonesia.
Keywords: Employee Engagement; Self-Efficacy;Organizational Culture, Work Environment, Employee Competence
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| 33 | Funna Maulia
7647130412 |
2021 | Effect of Innovation, Transformational Leadership and Competency on Employee Performance (Case Study at the Indonesian Ministry of Law and Human Rights) | The purpose of this research is to analyze the influence of innovation, transformational leadership and competence with employee performance. In addition, to analyze whether competencies can mediate the relationship of innovation with employee performance and transformational leadership with employee performance to find employee performance models. Empirical hypotheses that have been tested using the SPSS format. Hypothesis testing was conducted using empirical data obtained from questionnaire answers on 150 employees with a population of 587 employees within the Ministry of Justice and Human Rights in units of the Legal and Human Rights Human Resources Development Agency,The West Papua Regional Office Unitand the Riau Regional Office Unit. Sampling technique used is proportional sampling. The research method used is quantitative approach, data analysis technique using descriptive statistical analysis and structural equation model analysis. The results of descriptive analysis of average numbers and perception indexes show indicators on variables that employees agree on the construction of indicators in each variable. After going through the normality test stage, linearity test and significance test, the results of the study showed that 7 (seven) hypotheses received: 1) Innovation has a positive direct effect on employee performance, 2) Transformational Leadership has a positive direct effect on Employee Performance,3) Competencies have a positive direct effect on Employee Performance, 4) Innovation has a positive direct effect on Competency, 5) Transformational Leadership has a positive direct effect on Competency, 6) Innovation has an indirect positive effect on Employee Performance through Competency , 7) Transformational Leadership has an indirectly positive effect on Employee Performance through Competency. There is empirical evidence of new findings that increased innovation can improve employee performance. Bureaucratic Organization of the Ministry of Justice and Human Rights which is transforming into a digital bureaucracy organization needs to pay attention to innovation factors in the organizational structure that support the creativity performance of employees which is the most influential indicator in improving employee performance.
Keywords: Innovation, Transformational Leadership, Competence, Employee Performance.
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| 34 | Dewi Andriani
7647111155 |
2021 | The Effect of the Awards System, Transformational Leadership Style, Communication, and Motivation on The Productivity of Lecturers Producing International Scientific Works in Private College | In accordance with the demands facing global challenges, lecturers are one of the important factors for creating competent university graduates, and the main role of colleges/universities is teaching, research and community service and directed to expand knowledge and open new avenues of science and technology. The purpose of this study is to analyze the factors that affect the productivity of lecturers producing international scientific article in Private Universities by using the Structural Equation Modeling. The data used are primary data by conducting surveys with a total of 310 respondents, and the analysis used includes validity, reliability, multiple linear regression, sobel tests, and hypothesis testing. The results showed that the positive direct effect of the Reward System, Transformational Leadership Style, Communication and Motivation on Lecturer Productivity. Furthermore, from the four exogenous variables, communication proved to be the most dominant influence on productivity, amounting to 5,132, and also the results of the study showed that the positive indirect effect through motivation was a moderating variable.
Keywords: Reward System, Transformational Leadership Style, Communication and Motivation, Lecturer, and Structural Equation Modeling |
| 35 | Marisa Permatasari
7647111168 |
2021 | The Effect of Transformational Leadership, Academic Culture, Self-Engagement on Professional Commitments of Private University Lectures in Jakarta | This study aims to analyze and generate the empirical and conceptual model for the influence of transformational leadership, academic culture, self – engagement on professional commitment of private university lecturer in Jakarta. This study contributes added values to the management field especially on professional commitment. A quantitative approach were used in the study with a survey method. The unit of analysis used in this study is B – accreditation private university in Jakarta with a population of 700 lecturers and a total of 212 were analyzed using Structural Equation Modeling (SEM) on IBM AMOS 23. The findings shown that there were three (3) hypotheses were rejected and five (5) hypotheses were accepted out of the proposed eight (8) hypotheses. The analysis discovered an empirical model of professional commitment enhancement, it emphasized on self – engagement on professional commitment, followed by transformational leadership on professional commitment, transformational leadership on academic culture, academic culture on self engagement and academic culture on professional commitment mediated by self – engagement.
Keywords: professional commitment, transformational leadership, academic culture, self – engagement.
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| 36 | Endang Setiawati
7647130426 |
2021 | The Effect of Competency, Learning Organization,
Decision Making Ability on Managers’ Performance of the Course And Training Institutions in Java |
This study aims to analyze the influence of competency, learning organization, and decision-making abilities on managers’ performance of course and training institutions in Java. This research is a quantitative study that uses the path analysis method. Respondents of this study were 377 managers of course and training institutions located in Java. The results of this study indicate that: 1) competency has positive direct effect on performance; 2) the learning organization has positive direct effect on performance; 3) decision making ability has positive direct effect on performance; 4) competency has positive direct effect on decision making ability; 5) learning organization has positive direct effect on decision making ability; 6) competency has positive indirect effect on performance through decision making ability; and 7) learning organization has positive direct effect on performance through decision-making ability. Furthermore, it can be stated that some factors such as competency, learning organization, and decision making ability should be concerned since they are important aspects in improving the managers of course and training institutions. Hence, it is necessary to improve the performance of managers’ performance course and training institution by strengthening competencies, enhancing the knowledge of learning organization and optimizing the implementation of learning organization, and increasing the ability of decision making continuously.
Keywords: Competency, Learning Organization, Decision-Making Ability, and Performance
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| 37 | Waris Marsisno
7647130439 |
2021 | The Effect of Lecturers’ Teaching Performance, Academic Achievement, and Students ‘Academic Motivation on Student’s Work Readiness
(Case Study at the Politeknik Statistika STIS) |
The purpose of this study was to examine and to analyze the direct and indirect effects of the variables of lecturer teaching performance, academic achievement, and academic motivation on work readiness of Politeknik Statistika STIS. The study was conducted using a quantitative approach based on data from 183 respondents who were randomly selected from 1123 third and fourth year students at the Politeknik Statistika STIS. Using path analysis, it was found that there was a direct effect of lecturer teaching performance, academic achievement, and academic motivation on student work readiness. In addition, it was also found that there was a mediating role of academic motivation on the relationship between lecturer teaching performance and academic achievement with job readiness. The implication of this finding is that to improve student work readiness, the teaching performance of lecturers, academic achievement, and academic motivation must also be improved.
Keywords: student work readiness, lecturer teaching performance, academic achievement, academic motivation.
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| 38 | Yuliana Ria Uli Sitanggang
7647130440 |
2021 | The Role of Mediation on The Use of Social Media in the Relationship Between Person-Organizational Fit and Transformational Leadership on Organizational Commitments In BPS
(Case Study of Supervisor Leadership Training Participants at Pusdiklat BPS) |
The purpose of this study is to examine and analyze the direct and indirect effects of the variables Personal-Organizational Suitability, Transformational Leadership, and Social Media Use on Organizational Commitment. The study was conducted using a quantitative approach to 156 respondents who were randomly selected from 250 supervisory leadership training participants from 2019 to 2020. Data processing was carried out using SPSS. Based on the results of the path analysis, it was found that Person-Organization Fit, Transformational Leadership and Social Media Use had a direct effect on Organizational Commitment. In addition, Person-Organizational Fit and Transformational Leadership had a direct effect on Social Media Use. The mediating role of the use of social media is also seen in the relationship between person-organization fit and organizational commitment, while the relationship between transformational leadership and organizational commitment is not mediated by the use of social media. To increase Organizational Commitment, it is necessary to increase Person-Organization Fit, Transformational Leadership, and Use of Social Media.
Keywords: organizational commitment, person-organization fit, transformational leadership, the use of social media.
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| 39 | Zulvia Khalid
7647167462 |
2021 | Organizational Agility:
The Effect of Entrepreneurial Leadership, Organizational Culture, and Organizational Learning on (Study at Small Industrial Village Jakarta Timur, DKI Jakarta Province) |
This objective of this study is to analyze and determine the effect of entrepreneurial
leadership, organizational culture and organizational learning on organizational agility of employees in Small and Medium Enterprises (SMEs) in Small Industrial Village, East Jakarta. This research used a quantitative approach in the perspective of organizational behavior according to the rules of the logico hypothetico verificative. Two hundred employees at SMEs in Industrial Village Jakarta Timur, DKI Jakarta were selected as the sample using purposive sampling techniques. The data were collected through the survey method using questionnaires quantified into a scale of likert one to five. Analysis of the data and hypothesis testing were done by using Structural Equation Modeling (SEM). The research findings show that (1) entrepreneurial leadership has a direct positive effect on employee organizational agility, (2) organizational culture has a direct positive effect on employee organizational agility, (3) organizational learning has a direct positive effect on employee organizational agility, (4) Leadership entrepreneurship has a direct positive effect on organizational culture, (5) entrepreneurial leadership has a direct positive effect on organizational learning, (6) organizational culture has a direct positive effect on organizational learning, (7) entrepreneurial leadership has a positive effect on employee organizational agility through organizational culture, (8) Entrepreneurial leadership has a positive effect on employee organizational agility through organizational learning. It was also found that organizational learning has the strongest effect on organizational agility. The findings of this study can provide guidelines for SME entrepreneurs in determining the efforts and policies for increasing employees’organizational agility.
Keywords: organizational agility, entrepreneurial leadership, organizational culture, organizational learning, small and medium enterprises (SMEs)
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| 40 | D. Sujono
7647168387 |
2021 | The Influence of Transformational Leadership, Personality and Organizational Justice on Work Involvement and Implications in The Organizational
Citizenship Behavior Survey of Head of Bimba-Aiueo Unit in DKI Jakarta Province |
The purpose of this study is to produce a conceptual and empirical model of the direct influence of transformational leadership, personality, organizational justice and work engagement on organizational citizenship behavior, and the direct influence of transformational leadership, personality and organizational justice on work engagement. In addition, the study also examined the indirect effect of transformational leadership, personality, and organizational justice on organizational citizenship behavior by mediating work engagement. This research uses a quantitative approach, with a sample of 140 heads of biMBA-AIUEO units in DKI Jakarta Province. Research instrument for data collection in the form of a questionnaire with a Likert scale format to measure attitudes, perceptions and
opinions. Whereas data analysis uses Linear Structural Relationship (LISREL) oftware 8.8. The results of this study proved to be fit and significant for all causal influences, both direct and indirect, and even work involvement had the greatest influence on OCB. This confirms the meaning that work involvement is very important and vital for OCB improvement. The recommended recommendation is for work involvement, the head of the biMBA-AIUEO unit in DKI Jakarta Province should be intensified, because it is proven to have a positive impact on his OCB. Intensification efforts can be made through supporting the improvement of transnational leadership, personality and organizational justice, as well as motivational and persuasive leadership, by referring to work engagement attributes such as: happy working in biMBA, work in biMBA obtains professional recognition, work is important for price himself, many take advantage of education to complete work in biMBA.
Keywords: organizational citizenship behavior, transformational leadership, personality, organizational justice, work involvement
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| 41 | Titi Kurnia Fitriati
9917917005
|
2021 | The Effect of Dynamic Capabilities, Knowledge Management and Entrepreneurial Orientation on Smes Performance: Innovation as Mediation | The purpose of this study was to analyze the effect of dynamic capabilities, knowledge management and entrepreneurial orientation with SMEs performance. In addition to analyzing whether innovation can mediate the relationship between dynamic capabilities and SMEs performance, knowledge management with SMEs performance and entrepreneurial orientation with SMEs performance. Empirical hypotheses that have been tested using AMOS software. Hypothesis testing is done using empirical data obtained from the results of questionnaire answers from three hundred and fifty respondents are the SMEs owners from all Bekasi City SMEs clusters consisting of food and beverage cluster, fashion, ornamental fish, accessories, leather crafts, border crafts, doll crafts, furniture, batik in Bekasi City. Data obtained directly through interviews, questionnaires and monitoring data. The sampling technique used is simple random sampling. Descriptive statistical analysis of the average number and the index of perception shows that the perception of SMEs in each construct is classified as inclined to agree (3,480). The results of the full structural equation model analysis show that the overall acceptable model meets the requirements based on a goodness of fit index. The causality hypothesis developed and tested using the critical ratio test in the AMOS program obtained significant results in that all hypotheses were tested / accepted.
This study produces the following conclusions: (1) there is a positive direct effect of dynamic capabilities on innovation, (2) there is a positive direct effect of knowledge management on innovation, (3) there is a positive direct effect of entrepreneurial orientation on innovation, (4) there is a positive direct effect dynamic capabilities on SMEs performance, (5) there is a positive direct effect of knowledge management on SMEs performance, (6) there is a positive direct effect of entrepreneurial orientation on SMEs performance, (7) there is a positive direct effect of innovation on SMEs performance, (8) there is no positive direct dynamic capabilities on SMEs performance through innovation as mediation, (9) there is a positive indirect effect of knowledge management on SMEs performance through innovation as mediation, (10) there is a positive indirect effect of entrepreneurial orientation on SMEs performance through innovation as mediation. Novelty is a model of improving SMEs performance, especially profitability influenced by dynamic capabilities through sensing capabilities, knowledge management through internalization, entrepreneurial orientation through taking risks and innovation as mediation through marketing innovation.
Keywords: Dynamic Capabilities, Knowledge Management, Entrepreneurial Orientation, Innovation and SMEs Performance
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| 42 |
Widya Parimita 9917917052 |
2021 | Antesedents of Organizational Commitments to Creative Industry Employees: Study on Individual Factors and Organizational Factors | This study aims to analize the antecedents of organizational commitment in creative industry employees with the study of individual factors (psychological capital, work engagement, meaning of work) and organizational factors (ethical leadership and internal communication). The research design used is quantitative research with a causality approach which aims to examine the influence of exogenous variables (ethical leadership and internal communication) on endogenous variables (psychological capital, work engagement, meaning of work and organizational commitment). The populations in this study are employees in the creative industries with an infinite amount; therefore, sampling is done using purposive sampling. The sample is limited to employees who fall into the millennial generation category. Based on these considerations, the sample taken in this study were 200 respondents. This study uses SPSS version 24 and Structional Equation Model (SEM) software to analyze research data. The results showed that eleven hypotheses put forward in the study were accepted. This proves that exogenous variables (ethical leadership and internal communication) have positive and significant effects on endogenous variables (psychological capital, work engagement, meaning of work and organizational commitment) to employees of millennial generation of the creative industry sector. The results also showed that psychological capital was only determined by the ethical behavior of the leadership, whereas psychological capital was the most dominant variable in determining work involvement. Meanwhile, internal communication gives the most dominant influence on the meaning of work, while the antecedent of organizational commitment that gives the greatest influence is the ethical behavior of the leader. This research is able to contribute by generating novelty research in the form of a study of the antecedents of organizational commitment to millennial generation, especially in the creative industries that are still limited.
Keywords: Organizational commitment, psychological capital, works involvement, meaning of work, ethical behavior of leaders, internal communication.
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| 43 | Abd. Asis
7647157976 |
2021 | Human Resource Management Strategies in Umrah Services | This research aims to analyze human resource management strategies in improving umrah services. The research was conducted at Hira Tour Travel. The method used case study method using qualitative approach. The results showed; (1) Human resource management there are still some problems such as; compensation is only given to those who join as a team to the holy land, there is no performance assessment of each team, still understaffed so it is more focused on working as a team, the absence of Mutawif as a permanent employee so Mutawif is always fickle, newly recruited staff and have experience asking for high salaries, staff have not worked according to job description and work management has not run to the maximum so it has not been able to create innovations; (2) The planning pattern is already running according to the planning such as the certainty of departure time for pilgrims and the departure of umrah every month. But operationally in the field there are still some problems that occur such as available human resources have not been able to manage the pilgrims properly especially related to the distribution of passports, bus seat numbering and pilgrims are still busy taking care of their respective luggage; (3) human resources development has not been maximally seen with the management of problems that occur in the field is not well coordinated, coordination of fellow teams and worshippers has not been maximal and is not carried out evaluation of teams and pilgrims routinely during the implementation of umrah; (4) Umrah service strategy there are still some obstacles such as Mutawif has not provided maximum service, has not been systemic agenda in the field such as bus delays, and lack of knowledge of pilgrims in carrying out umrah worship. Novelty, there is a strategy model of human resource management in improving Umrah services.
Keywords: Strategy, Management, Human Resources, Services and Umrah.
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| 44 | Abdullatif Setiabudi
7647167429 |
2021 | Evaluation of Service Education Scholarship Program In The Ministry of Public Works And Housing
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The research aimed is to evaluate the scholarship program of the official educational scholarship program in the Ministry of Public Works and Housing of Indonesia (MPWHI). The research employed the evaluation model of CIPP (Context, Input, Process, and Product) and the summative evaluation with a case study as a research methodology. The study involved 51 participants of scholarship alumni program (30 persons), the head department (6 persons), the manager of alumni (9 persons), the official of BPSDM (5 persons), and the head of BSNP (1 person). The data collection of interview, questioner of open-ended questions, focus group discussion, and document analysis were employed. Data analyzed used qualitative data analysis (Miles and Huberman, 1994) and were categorized based on the CIPP model’s evaluation and followed by the elaboration of themes. The result showed that in the Context aspect, the program’s background was designed to supply the professional employees’ need. However, the vision and mission of the program were not elaborate in the document program. Then, in the Input aspect initially in designing the program’s objectives, it revealed that these not planned detailed related to Human Resources Requirements and another resource available. The implementation is also different from Law No. 20/2003, where the professional education approach should implement official education. It applied used the academic educational method but enriched by the material needed to the job requirements. Designing the program objectives should detail, comprehensive and strategic. The Process aspect, especially the learning method, applied accordingly the designed and achieved the needed competencies. The Recommendation Model of Scholarship’s for Human Resources Development promoted and consists of need analysis, program planning, implementation and evaluation of result and benefits. The Product aspect, especially the study’s competencies, has a significant contribution to enhancing the HRD within the MPWHI.
Keywords: Program Evaluation, CIPP Model, The Official Scholarship, and The Competencies of Human Resources. |
| 45 | Bambang Kustiawan
7647157932 |
2021 | Evaluation of Policy The Implementation of Utilisation on Logistical TNI (The National Military of Indonesia) Human Resources as The Upholder of The Main Tas | Evaluation has important role on activities especially on policy implementation. The purpose of this evaluation research is to describe policy implementation towards logistical human resources utilisation in order to support the main task of TNI, hence the implementation of TNI force could be accomplished both in Military War Operations and Non-Military War Operations. This research is evaluation research which applies Countenance Stake’s Model, that covers antecedents evaluation, transactions, and outputs. The subjects are logistical human resource personels in Mabes TNI. The data were collected by engaging interviews and documentations. The obtained data were analysed by qualitative and descriptive statistic. The results of the research shows that (a) Early stage of policy implementation utilisation towards logistical human resources TNI or planning (antecedents) had been planned thoughtfully, (b) utilisation of policy implementation on logistical human resources TNI at the process stage (transaction) has been done properly, (C) utilisation of policy implementation on logistical human resources TNI at the yield stage (outcomes) showed a decent result hence the corrective actions and recommendations to the Chief of TNI headquarters could be easily determined to consider in determining strategic policies in the field of TNI logistics human resources utilisation.
Keyworlds: Evaluation, implementation of policy utilisation on logistical, Model Countenance Stake, logistical TNI
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| 46 | Chandra Sagul Haratua
7647130188 |
2021 | Evaluation of The Effectiveness of Training Programs Initial Flight Attendant at Garuda Indonesia Training Center | The background of this research originated from the researcher’s interest in the training which was carried out without measurable results. Even though every training requires a measurable evaluation to find out how far the results or outputs are obtained. This study aims to present training evaluations at the Garuda Indonesia Training Center by examining in depth and using Kirkpatrick’s model theory which is different from previous studies. The subjects of this study uses purposive sampling technique, namely by taking samples of data sources, which are considered to be the most about something that is happening in the field, making it easier for researchers to find out the object or social situation under study. Data collection techniques were carried out by means of observation, in depth interviews and documentation. After that, understand the results of interviews and observations to find the main idea and then draw conclusions. The results showed that : 1). Evaluation at the reaction level, there are variations in the reactions of the trainees. Some were satisfied but there were still participants were not satisfied with the training provided. Participant satisfaction reactions can be increased through improving facilities and establishing a more intens relationship between participants and instructors, 2). Evaluation at the learning level includes the achievement of the desired target participants. Some participants feel bored and sleepy in class so that they are a bit late in receiving the learning, knowledge and skills provided, 3). Evaluation at the behavior level, there is a change in behavior that can be seen from how participants use their skills when working in the cabin, 4) Evaluation at the result level results from participant satisfaction with certification and cost considerations at the Garuda Indonesia Training Center, but the researchers did not get it this data because it is considered very private and confidential.
Keywords : Training Evaluation, Kirkpatrick |