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:: Abstract List ::

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181 Organizational Behavior, Leadership and Human Resource Management ABS-111

EFFECT OF WORK ENVIRONMENT AND WORK STRESS ON PERFORMANCE OF EMPLOYEES OF LOCAL GOVERNMENT COMPANIES
Syamsul Hadi Senen, Nadhira Ramadhanti, E. Tarmedi & M. Masharyono

Universitas Pendidikan Indonesia


Abstract

This study aims to determine the description of the work environment and work stress on employee performance. The design of this study was cross sectional using a descriptive approach through quantitative methods. The unit of analysis is the employees of Perumda Tirtawening Bandung as many as 133 respondents. A questionnaire used as a research instrument to collect data from respondents. Based on the research that the description of the work environment and work stress on employee performance at Perumda Tirtawening Bandung City is in the high category.

Keywords: Work Environment, Work Stress, Performance.

Share Link | Plain Format | Corresponding Author (Syamsul Hadi Senen)


182 Organizational Behavior, Leadership and Human Resource Management ABS-112

ANALYSIS ON THE BENEFIT OF PERSONAL BRANDING AND PROFESSIONAL NETWORKING ON LINKEDIN MEDIA TOWARDS HIRING DECISIONS : EMPLOYERS PERSPECTIVE
ANGELA CHRISTINA U H, MONE STEPANUS PHD

UNIVERSITAS INDONESIA


Abstract

In 2020, Covid-19 has been designated by the World Health Organisation as a pandemic. The United Nations and respective government authorities have declared lockdowns and physical distancing to contain the spread and the number of people infected. All business sectors are forced to change the system that runs in their organisations from offline to online, including in the recruitment of human resources. The method change that occurs is to digitise all forms of recruitment including using social media as a recruitment tool, but not all companies believe in the effectiveness of Social Media as a recruitment tool. Social Media focusing on the implementation of recruitment, LinkedIn, lauds the benefits of personal branding and professional networking that can be used by job seekers. With this being said, the main objective as to why this research was carried out is in order to minimise errors in recruitment. Through this study, researchers will explore employers perspectives using a qualitative approach with a purposive sampling method. Researchers will do an interview with a total 10 employers from various industries to get their perspectives. This study aims to provide a reference for companies in the effectiveness of LinkedIn media on hiring decisions made by companies and provide an overview of the giver, the results of the research provide an overview that is in line with the goal, as proven by the high presentation of recruitment using LinkedIn social media as an online reference method recruitment done by the company. LinkedIn media users or job seekers must really present personal branding and professional networking in the LinkedIn media.

Keywords: Online Recruitment- Social Media- LinkedIn- Personal Branding- Professional networking- Hiring Decision

Share Link | Plain Format | Corresponding Author (Angela Hutabarat)


183 Organizational Behavior, Leadership and Human Resource Management ABS-117

THE INFLUENCE OF SOCIAL WORK ENVIRONMENT AND PHYSICAL WORK ENVIRONMENT ON JOB SATISFACTION OF INDUSTRIAL EMPLOYEES
Ridwan Purnama, Nopita Sukmawanti, Hari Mulyadi

Universitas Pendidikan Indonesia


Abstract

This research uses quantitative methods. The sample technique used is a saturated sample of 94 employees. The data analysis technique used is path analysis with SPSS version 25.0 computer software. The results of the research show that (1) The social work environment is at a fairly conducive level, (2) The physical work environment is at a good level, (3) Job satisfaction is at a very high level. (4) Social work environment have an effect of 0,413, (5) Physical work environment have an effect of 0,476, (6) The influence of social work environment and physical work environment on job satisfaction is 70.4%. When viewed from the Guilford table the effect of social work environment and physical work environment on job satisfaction is an very strong calassification. From the research results of hypothesis testing, it can be seen that social work environment and physical work environment have an effect on job satisfaction

Keywords: Jos Satisfaction, Work Environment

Share Link | Plain Format | Corresponding Author (Ridwan Purnama)


184 Organizational Behavior, Leadership and Human Resource Management ABS-123

Leadership Challenge in Maintaining the Travel Business during the Covid-19 Pandemic
Ina Veronika Ginting1,, Indriyani Handyastuti2, Andri Faskal Tarigan3, Melani Angelina4, Trizmayanti Putri Nugraha5

Manajemen Bisnis Perjalanan, Politeknik Pariwisata NHI Bandung


Abstract

Nearly 90% of travel agent companies closed due to the absence of tourist movements. The company was forced to make great efficiency to maintain the travel agent business not only in Indonesia but also in the world. The leadership of travel agents needs to respond to the crisis of the impact of Covid-19 in maintaining the travel business. This requires the professional ability of the company^s leadership in maintaining the business. Some travel agents who can survive are also trying to find strategies to create positive activities and increase the motivation of all company employees. Therefore, the purpose of this study is to determine the competence of travel agent leaders and travel agent company leadership strategies in maintaining human resources during the pandemic. This study uses a qualitative approach. Data collection techniques were carried out by conducting semi-structured interviews and documentation studies with analysis techniques in the form of reduction, presentation and concluding the data found from dept interviewed to the leaders of Travel Agency Company. The location of this research is Bandung, Jakarta, Sukabumi and Malang. The result of this study is the leaders need to adapt 5 (five) practices competencies of leadership to survive during the Covid-19 Pandemic crisis. All the competencies of leaders can be applied by supporting of the strategies. The strategies are maintaining the human resources, the opportunities for finance, innovation for new working system, develop new business products by market needs. The implication of this research are expected that travel agency leaders will have the competencies and strategies to adapt other business crisis situation with strategic of company goals, visioning, risk taker and sense of entrepreneurship.

Leadership Competencies, Strategies in Crisis Times, Travel Agents, Covid-19 Pandemic

Keywords: Leadership Competencies, Strategies in Crisis Times, Travel Agents, Covid-19 Pandemic

Share Link | Plain Format | Corresponding Author (Ina Veronika Ginting)


185 Organizational Behavior, Leadership and Human Resource Management ABS-124

The Influence of Flexible Work Arrangements, Cognitive Work To Home Spillover and Work Goals on Telecommuting Work During the Covid-19 Pandemic With Performance As a Modifying Variable
Tengku Annisa Febrina, Riani Rachmawati, Ph.D

Universitas Indonesia


Abstract

This study investigates the effect of flexible work arrangements, cognitive work to home spillover and job satisfaction on telecommuting work during the COVID-19 pandemic with employee performance as a moderating variable. It analyzes how flexible work arrangements, Cognitive Work To Home Spillover and job satisfaction during the COVID-19 pandemic, are related to employee performance and whether this relationship is mediated by the telecommuting system. Data collection uses a questionnaire given to 150 employees in Indonesia who work telecommuting as a result of the Covid-19 pandemic. The results of this study indicate that almost all the variables studied have a significant and positive influence on flexible work arrangements, Cognitive Work To Home Spillover and job satisfaction on telecommuting work.

Keywords: Work-to-home spillover, Flexible working-time arrangements, Telecommuting, Job Satisfaction, Job Performance

Share Link | Plain Format | Corresponding Author (Tengku Annisa Febrina)


186 Organizational Behavior, Leadership and Human Resource Management ABS-129

Analysis of the Effect of Leadership and Competence on Career Development Through Self-Actualization at PT Bank Perkreditan Rakyat (BPR) X
Roy Zonatan, Harmein Nasution, Linda T. Maas

Postgraduate School, University of North Sumatra


Abstract

This research was conducted at a Rural Bank (BPR) company whose head office is in Deli Serdang Regency. The purpose of this study was to determine the influence of leadership and competence on career development through employee actualization.
This study uses primary data obtained from the results of distributing questionnaires and secondary data obtained from company archive data. The method used in this research is descriptive quantitative method, namely research that describes the processed quantitative data.
The results showed that the leader^s role had an effect on employee self-actualization, competence had an effect on employee self-actualization and self-actualization had an effect on career development.

Keywords: Leadership, Competence, Self-Actualization and Development Career

Share Link | Plain Format | Corresponding Author (Roy Zonatan Siagian)


187 Organizational Behavior, Leadership and Human Resource Management ABS-130

The Influence of Recruitment and Selection System on Improving Employee Performance at PT Perkebunan Nusantara III (Persero) Medan
Yovita Noor Hidayah S (1)*, A Rahim Matondang (2), Nazaruddin (3)

Magister of Management, University of North Sumatera


Abstract

The recruitment and selection process is a process of attracting and selecting high-performing employees according to their needs, qualifications, and corporate culture. Companies must focus on the recruitment and selection process of human resources (HR) so there is no incompatibility between what the company wants and what the company gets after recruitment and selection. A good recruitment and selection process if the company gets the right employees with good performance, so that company goals to be achieved. The purpose of this study was to determine the effect of the recruitment and selection system on employee performance at PT Perkebunan Nusantara III (Persero) Medan. This research used the correlational analytic method. The sample of this study was 85 samples from 538 populations. Methods of data collection used a questionnaire and the data analysis technique used Smart PLS (Partial Least Square) software. The results show that the recruitment variable (X1) has a positive and significant effect on the performance variable (Y), the selection variable (X2) has a positive and significant effect on the performance variable (Y), and the recruitment process is the most dominant positive and significant effect on the performance of PT Perkebunan Nusantara III (Persero) Medan.

Keywords: Recruitment, Selection, Performance

Share Link | Plain Format | Corresponding Author (Yovita Noor Hidayah S)


188 Organizational Behavior, Leadership and Human Resource Management ABS-136

The Effect of Psychological Capital, Work Stress, & Leader Member Exchange on Work Productivity Mediated by Health Protocol Compliance
Kurniawan Eka Prayudha (a*), Budi W. Soetjipto (b)

a) Faculty of Economics and Business, Universitas Indonesia, Jakarta 10430 Indonesia
*kurniawan.eka01[at]ui.ac.id
b) Department of Management, Faculty of Economics and Business, Universitas Indonesia, Jakarta 10430 Indonesia


Abstract

The Covid-19 pandemic situation requires employees to implement health protocols in the work environment as a way to reduce the potential for transmission. This study aims to analyze the influence of psychological capital, work stress, and leader member exchange on employee productivity at PT KAI DAOP 1 Jakarta area which is mediated by compliance with health protocols. There is no prior study about employee^s compliance towards covid health protocol, especially in transportation company. The theories discussed to support the preparation of this study are in the form of theories related to psychological capital, work stress, leader member exchange, compliance theory, and employee productivity. This study used respondents in the form of 391 employees of PT KAI in the Daop 1 Jakarta region with a cross-sectional research method using a questionnaire. The analysis of this study used SEM and was carried out with Lisrel 8.80 software. The results showed that there was a relationship between psychological capital, work stress, leader member exchange, and in employee productivity at PT KAI DAOP 1 jakarta area which is mediated by compliance with health protocols.

Keywords: Psychological Capital, Work Stress, Leader Member Exchange, Health Protocols Compliance, Productivity

Share Link | Plain Format | Corresponding Author (Kurniawan Eka Prayudha)


189 Organizational Behavior, Leadership and Human Resource Management ABS-140

The Effect of Self Efficacy and Readiness for Change on Employee Performance with Motivation as an Intervening Variable (Study on Frontliner Employees at State-Owned Enterprise Bank Branch Offices in North Sumatra)
Ika Sri Hartini (1) Isfenti Sadalia (2) Meilita Tryana Sembiring (3)

Universitas Sumatera Utara


Abstract

This study examines the effect of self-efficacy and readiness for change on employee performance through motivation as an intervening variable. This research is a quantitative study with path analysis model. The analysis method uses the questionnaire method. The population in this study were frontliner employees of Bank X, a State-Owned Enterprise (SOE) The COVID-19 pandemic has caused serious and long-term disturbances in people^s lives all over the world, in both developing and developed countries bank, located in Province of North Sumatera, amounting to 572 employees as population with 150 respondents as sample using proportional random sampling method. The statistical tests used are the classic assumption test, hypothesis testing, multiple linear regression analysis, correlation coefficients and the coefficient of determination. The results of this study indicate that the independent variables, namely Self-efficacy (X1) and Readiness for Change (X2), have a positive and significant effect on the Performance of Employees (Y2) of Bank X through Motivation (Y1) as intervening variable

Keywords: Self Efficacy- Readiness for Change- Motivation- Employee Performance

Share Link | Plain Format | Corresponding Author (Ika sri Hartini)


190 Organizational Behavior, Leadership and Human Resource Management ABS-142

Organizational Citizenship Behavior In The Mist Of Covid 19 Pandemic: Examining The Role Of Resilience, Safety Management Practices, Perceived Risk, And Job Insecurity
Firdausa Putri Astrida- Ayu Aprilianti, M.Si

Master of Management, Faculty of Economics and Business, University of Indonesia, Jl. Salemba Raya 4 Jakarta Pusat 10430
firdausa.putri01[at]ui.ac.id


Abstract

Hospitality is one of the sectors in the tourism industry that got the impact of the pandemic. After almost three years, industrial operational activities have begun to return to normal. To minimize the spread of COVID-19, the government issued some policies. Consider the situation management expects the employee to work beyond the main job, also known as organizational citizenship behavior (OCB). Perceived risk and job insecurity are two things that are very likely to be felt by employees due to the pandemic. The management needs to implement safety management practices to decrease both effects and increase employee OCB. Another thing that is substantial in managing stressors due to pandemics is resilience. Resilience is expected to generate positive effects on the employee and increase the employee OCB. This research will use an article written by Vu, Vo-Thanh, Nguyen, Nguyen, & Chi (2022) as the main reference. Also, the quantitative method is used in this research, and online surveys as data collection methods. A survey was given to 295 hotel sectors employee. Structural Equation Modelling (SEM) was used to analyze the data. The result showed that only resilience and perceived risk had an impact on OCB. Moreover, it was found that resilience has a stronger relationship compared with perceived risk. Both perceived risk and job insecurity were impacted by WSP. For mediating effect, only perceived risk was found to mediate the relationship between WSP and OCB. Furthermore, both WSP and resilience impacted employee job insecurity.

Keywords: Job Insecurity- OCB- Perceived Risk- Resilience- WSP

Share Link | Plain Format | Corresponding Author (Firdausa Putri Astrida)


191 Organizational Behavior, Leadership and Human Resource Management ABS-149

The Effect of Financial Resources on Executive Remuneration: Evidence from IDX 30 Companies at the Indonesian Stock Exchange
Widayanto (a*), Mone Stepanus Andrias (b)

Faculty of Economics and Business
Universitas Indonesia


Abstract

This study aims to examine the impact of financial resources, i.e., assets, revenue, and profit on executive (board of directors and commissioner) remuneration. The data was retrieved from a listed company on Indonesia Stock Exchange 2016 - 2020. The listed companies as research samples are those under the category of IDX 30. IDX 30 is an index consisting of 30 companies that have high liquidity and large capitalization underpinned by strong fundamentals. We run a multiple regression method to analyze the data. The research finding shows that assets and revenue significantly impact executive remuneration. However, the company^s net profit does not significantly impact executive remuneration. This study suggests that the highest-level decision maker in the company use assets and revenue as predictive factors when determining executive remuneration.

Keywords: Executive Remuneration, Financial Resources, IDX 30. Indonesia Stock Exchange.

Keywords: Executive remuneration, financial resources, IDX 30, Indonesia Stock Exchange.

Share Link | Plain Format | Corresponding Author (Widayanto Widayanto)


192 Organizational Behavior, Leadership and Human Resource Management ABS-150

Deviations in Employee Behavior while Working from Home during the COVID-19 Pandemic Period
Ervina Handayani (a)*, Budi W. Soetjipto (b)*

a) Faculty of Business and Management, Universitas Indonesia
Salemba, Jakarta 10430, Indonesia
a) Faculty of Business and Management, Universitas Indonesia
Salemba, Jakarta 10430, Indonesia


Abstract

The presence of the COVID-19 pandemic since the beginning of 2020 has changed the way people live and work and has affected industries and organizations around the world in a relatively short time, including in the Engineering, Construction, and Procurement (EPC) business. Many EPC companies in Indonesia are starting to implement new ways of working for their workers to adapt to these changes by having a teleworking or working from home policy. The purpose of this study was to determine the deviations in worker behaviour that occurred while working from home, as well as the role of supervisor support in reducing potential deviations in worker behaviour based on work stress while working from home. Using a quantitative approach, approximately 260 workers from an EPC company in Indonesia who had worked from home during the COVID-19 pandemic participated in this study, and their responses were analysed by using Structural Equation Modelling (SEM). The findings in this study indicate that deviations in worker behaviour occur while working from home, and the role of supervisor support has a positive influence in reducing the potential for deviations in worker behaviour triggered by stress at work.

Keywords: work from home, organizational deviance behaviour, work stress, burnout, supervisor support

Share Link | Plain Format | Corresponding Author (Ervina Handayani)


193 Organizational Behavior, Leadership and Human Resource Management ABS-151

Implementation of Performance Appraisal System in Public Sector: New Line Managers Perspective
Indah Fitriana Astuti (a), Riani Rachmawati, Ph.D. (b)

(a & b) Master of Management, Faculty of Economics and Business, University of Indonesia, Jakarta, Indonesia.


Abstract

Performance appraisal in an organization is a way to measure the actual achievement of performance compared to targets or goals that are determined on a regular basis. Performance appraisal has implications for careers, training opportunities, remuneration, and interpersonal relationships. This research uses a qualitative approach through the case study method. In-depth interviews with 14 newly promoted first-line managers in one of Indonesia^s government agencies yielded the research data. The purpose of this study is to identify how new line managers interpret the applicable performance appraisal system, interpret the performance appraisal process that has been carried out, and interpret objective performance appraisals for subordinates. Interview data was processed and analysed using thematic analysis. The research findings reveal that new line managers interpret the performance appraisal system as a complicated performance appraisal system, as a safe way to minimize complaints from subordinates, and as an objective perception system that is still partially understood.

Keywords: Performance appraisal, objective, force distribution rating system, discretion, public sector

Share Link | Plain Format | Corresponding Author (Indah Fitriana Astuti)


194 Organizational Behavior, Leadership and Human Resource Management ABS-152

The Influence of Ethical Leadership and Work Meaningfulness on Performance: Reviewing Work Engagement as a Mediator
Jeffrey Ivan Vincent, Riani Rachmawati, Ph.D.

Master of Management, Faculty of Economics and Business, University of Indonesia


Abstract

Individual or organizational performance is highly dependent on all organizational activities, policies, practices, practical management knowledge, and employee involvement. During the Covid19 pandemic, individuals / groups / institutions are required to change their previous lifestyles and behaviors. The challenge is for the banking sector to be competitive and take strategic steps to survive in all situations. One of the business strategies that the banking sector uses to sell products and services is the use of technology. These efforts are being made to efficiently and effectively meet customer needs and prioritize health issues during the Covid 19 pandemic. This also means transforming banking operations from traditional to digital. It is important for a leader to be a role model and be able to set an example. Employee evaluation of managers will provide an assessment of ethical leadership styles, because employees work closely with their superiors so that they know the behavior and performance of leaders. The level of work involvement possessed by individuals in a job is an important aspect that affects the quality of performance in their work environment. This quantitative study aims to examine the effect of ethical leadership and meaningful work on the performance of employees mediated by work engagement obtained through a questionnaire. The results of this study will be analyzed using the Structural Equation Modeling (SEM) method.

Keywords: Ethical Leadership, Work Meaningfulness, Work Engagement, Performance

Share Link | Plain Format | Corresponding Author (Jeffrey Ivan Vincent)


195 Organizational Behavior, Leadership and Human Resource Management ABS-153

The Effect of Emotional Intelligence, Perceived Organizational Support, Workplace Stress on Turnover Intentions
Farid Ramadhan (a*), Yasmine Nasution (b)

a) Faculty of Economics and Business, University of Indonesia
Jl. Salemba Raya No.4, Jakarta Pusat 10430, Indonesia
*farid.ramadhan[at]ui.ac.id
b) Faculty of Economics and Business, University of Indonesia
Jl. Salemba Raya No.4, Jakarta Pusat 10430, Indonesia


Abstract

The development of the era that has entered the industrial era 4.0 or the era of digitalization and the Covid-19 pandemic that spread in early 2020 affected the turnover rate, where globally 70% did voluntary turnover and 30% did non-voluntary turnover. While in 2021, global turnover rate reaches 20%. One of the causes of this turnover is the presence of workplace stress that is triggered by a lack of support from the organization and lack of understanding of self-emotions and other^s emotions. This study analyzes the effect of emotional intelligence and perceived organizational support on the level of turnover intention with job stress as a mediating variable. The sample in this study were employees at an energy company in Indonesia. The test was conducted with 121 samples through online questionnaires. The data analysis and hypothesis testing in this study used LISREL and SPSS software. The results of this study indicate that directly or indirectly, emotional intelligence and perceived organizational support are known in this study to have a significant effect on turnover intention mediated by workplace stress. Emotional intelligence and perceived organizational support have a negative influence on workplace stress and turnover intentions. Also, workplace stress have a negative influence on turnover intentions.

Keywords: Emotional Intelligence, Perceived Organizational Support, Turnover Intentions, Workplace Stress

Share Link | Plain Format | Corresponding Author (Farid Ramadhan)


196 Organizational Behavior, Leadership and Human Resource Management ABS-173

ANALYSIS OF E-PROCUREMENT SERVICE QUALITY IN LAYANAN PENGADAAN SECARA ELEKTRONIK (LPSE) THE GOVERNMENT OF NORTH SUMATRA PROVINCE
Samuel Martogi P. Nainggolan, Prof. Dr. Ir. Harmein Nasution, MSIE, Dr. dr. Linda Trimurni Maas, MPH

Universitas Sumatera Utara


Abstract

In the LPSE management function, it is necessary to improve the LPSE with the process of planning, implementing, evaluating, and improving the service quality, capacity and information security of LPSE. LPSE standards are benchmarks in the form of written guidelines that are standardized into 17 standardizations. Fulfillment of these 17 standards is a requirement to make the process of procurement of goods/services at the local government a center of excellence in the procurement of goods/services that has a strategic, collaborative, performance-oriented, proactive character and is able to make continuous improvements so as to encourage the creation of added value and benefits in goods/services.
Sistem Pengadaan Secara Elektronik (SPSE) is an electronic system that includes software and hardware developed by LKPP starting from the procurement planning system, procurement preparation, supplier selection, contract execution, provider management, and electronic catalog, where SPSE is an instrument used by LPSE is in the process of selecting and providing services. The use of SPSE is a party that directly utilizes services in the implementation of electronic procurement of goods/services provided by LPSE.
Management of SPSE Supporting Services and Infrastructure is a form of electronic procurement service function that has the ability to independently manage information technology infrastructure, provide user management services and provide information on the procurement of goods/services to SPSE users and the public.
At this time, the quality of service at the Electronic Procurement Service (LPSE) has reached the standard, but improving the quality of LPSE in terms of planning, evaluating and improving the quality of service management, capacity and where to find information is still not routinely carried out, so the standard written guidelines should be implemented. for LPSE services not fully running, thereby reducing the value of standardization.

Keywords: e-procurement, LPSE standardization, Service quality

Share Link | Plain Format | Corresponding Author (Samuel Martogi P. Nainggolan)


197 Organizational Behavior, Leadership and Human Resource Management ABS-186

The Effect of Organizational Culture on Employee Performance with Organizational Change as a Mediating Variable at The Body Shop Indonesia
Alya Alma Maula (a*), Aurik Gustomo (a)

a) School of Business and Management, Bandung Institute of Technology Jalan Ganesha 10, Bandung 40132, Indonesia
*alya_alma[at]sbm-itb.ac.id


Abstract

The change in customer purchasing behaviors has rapidly driven businesses to undergo digital transformation and rushing to utilize e-commerce platforms. The Body Shop Indonesia, previously accustomed to offline retailing of beauty products, is one of the companies that has adopted the digital transformation since 2021. In response to the current developing competition in the beauty industry, it is critical for The Body Shop Indonesia to be able to maintain their performance to sustain in the market. Unfortunately, despite the implementation of the digital transformation, the outcomes have not been as expected. The Body Shop Indonesia is still far from being at the top of the competition. Therefore, this research is aimed to assess the significant effect of The Body Shop Indonesia^s organizational culture on employee performance during this time of organizational change. This research is conducted using a quantitative approach by distributing questionnaires to 174 The Body Shop Indonesia employees, that will be further analyzed using PLS-SEM. The result shows that The Body Shop Indonesia^s performance has a significant positive effect on their employee^s performance. This study also found that the current organizational change mediates the relationship between culture and performance. The finding of this research is intended to provide companies insight regarding organizational culture and how it can increase employee performance, during the implementation of change, to obtain a competitive edge.

Keywords: Organizational Culture- Employee Performance- Organizational Change- The Body Shop Indonesia

Share Link | Plain Format | Corresponding Author (Alya Alma Maula)


198 Organizational Behavior, Leadership and Human Resource Management ABS-189

The Effect of Workplace Spirituality toward Public Service Motivation with Employee Well-Being, Organizational Identification, and Workplace Agility as Mediating Variable
1) Muhammad Hafiz Sidik Pulungan*, 2) Fanny Martdianty

1,2) Universitas Indonesia, Jawa Barat, Indonesia


Abstract

Public Sector Organizations played a major role in a Country^s policy towards the handling and the recovery of COVID-19 pandemic impact, making maintaining Public Service Motivation (PSM) would be vital to deliver effective policy. This article examines Public Service Motivation and Employee Wellbeing that are influenced by public sector closely-related variables such as Workplace Spirituality, Organizational Identification, and Workforce Agility. Study captured 343 samples of a public sector organization employees from Indonesia and tested using Structural Equation Modelling (SEM) for mediation hypothesis, and t-value with Standard Loading Factor (SLF) for direct effect. The result shows that Workplace Spirituality significantly influenced other research variables directly, and argues that spirituality in the public sector played a major role in determining other variables. On the other hand, Employee Well-Being wasn^t affected by agility or Organizational Identification, or impacted PSM. This result shows that with the ^calling^ of Public Sector Employees to serve the public, they usually set aside their Well-Being to give optimum service towards the public. Further studies also suggested deepening the Well-Being role in Public Sector Motivation with wider HRM variables.

Keywords: Workplace Spirituality, Employee Well-Being, Public Sector Motivation, Workforce Agility, Organizational Identification

Share Link | Plain Format | Corresponding Author (Muhammad Hafiz Sidik Pulungan)


199 Organizational Behavior, Leadership and Human Resource Management ABS-190

The effect of Transformational Leadership to Individual Readiness for Change and Resilience, mediated by Psychological Empowerment in construction and infrastructure sector.
Werdhi Hanartari Mangundjaya(a*), Fanny Martdianty

a) Magister of Management Program, Faculty of Economic and Business Universitas Indonesia
b) Magister of Management Program, Faculty of Economic and Business Universitas Indonesia


Abstract

In 2019 Corona Virus Disease 19 (Covid-19) disrupt most of business including construction and infrastructure sector. Companies in this sector must struggle through lack of funds from investors and health protocol that led to longer time and higher cost to finish construction projects. Business needs to be resilience in this obscurity time. Research to find how to create resilience people is needed as the crisis still goes on. The aim of this study is to explore the relationship between transformational leadership to individual readiness to change and resilience with psychological empowerment as mediator in construction & infrastructure sector. The method used in this research is structural equation modelling (SEM). The finding shows that Transformational leadership has positive and significant relationship to psychological empowerment. Psychological empowerment positive and significantly mediated the effect of transformational leadership to individual readiness for change and resilience.

Keywords: Transformational Leadership, Psychological Empowerment, Individual Readiness for Change, Resilience

Share Link | Plain Format | Corresponding Author (Werdhi Hanartari Mangundjaya)


200 Organizational Behavior, Leadership and Human Resource Management ABS-191

A STUDY ON THE IMPLEMENTATION OF TALENT MANAGEMENT IN THE RECRUITMENT AND SELECTION PROCESS IN INDONESIAN NATIONAL POLICE
M. Husni Thamrin Nasution (a*), Harmein Nasution (b), Isfenti Sadalia (b)

Sekolah Pasca Sarjana
Program Studi Magister Manajemen
Universitas Sumatera Utara


Abstract

This study aims to look for problems in talent management in the Indonesia National Police recruitment and selection process as well as seek improvement efforts. This research method is exploratory descriptive using qualitative data in depth, complete, and detailed. The sampling technique is the snowball judgement purposive sampling method. Data was obtained from semistructured interviews with informants, direct observations, and study literature. Informants consist of the head of recruitment and selection at the provincial level, headquarters level, and village level, the head of the talent resource, and 3 talented candidates. The result of this research was by intensive efforts until 2021, the police have been able to solve the problems that occurred in 2019. However, there are still some shortcomings that are proposed for managerial implementation as follows: 1) Recruitment Stage: a) Making wider/interesting socialization, b) Add more database interest by scholarships, talent competitions, etc, c) Optimizing website/social media, d) Expanding criteria for other talent fields, e) Formulating in detail the objectives, criteria, and sources of talent, f) Conducting internal talent recruitment, 2) Selection Stage: a) Making additional selection stages specifically, b) Making specific selection criteria for each talent, c) Creating a talent planning career paths based on the selection data result (passions, talent, competencies, personalities) mapped in such a way that each talent can complement each other, forming a great talent team collaboration, d) Combining 4 talent management concepts (exclusive people, exclusive position, inclusive people, and sosial capital).

Keywords: Talent Management- Recruitment and Selection- Talent Scouting

Share Link | Plain Format | Corresponding Author (M. HUSNI THAMRIN NASUTION)


201 Organizational Behavior, Leadership and Human Resource Management ABS-193

AN ANALYSIS OF THE MENTAL WORKLOAD ON PROCUREMENT AND GENERAL AFFAIRS DEPARTMENT EMPLOYEES AT PTPN IV DIRECTORS OFFICE MEDAN
Yoga Wahyu Priambudi Harahap (a*), Harmein Nasution (b), Linda Trimurni Maas (b)

(a) Master of Management, University of North Sumatera
(b) Master of Management, University of North Sumatera


Abstract

This study aims to analyze the mental workload of employees and determine the cause of the mental workload with the fishbone diagram method. Perkebunan Nusantara IV (Persero) is a state-owned enterprise that is engaged in the agro-industry business field. The population of this study was 32 workers in the procurement and general affairs department and the number of samples was 32 workers with a saturation sampling technique. The system that was chosen was NASA-TLX, which is a method that calculates mental workload subjectively. This methodology measures 6 dimensions of the workload which are Mental Demand (MD), Physical Demand (PD), Temporal Demand (TD), Own Performance (OP), Effort (EF), and frustration (FR). The results of the measurements show aspects of TD and MD most dominant by values of 37% and 31%. Based on the calculation of the final NASA TLX score, it is known that 6 employees have a high level of mental workload, 25 people have a medium mental workload, and 1 person has a very high mental workload. Based on the fishbone diagram, the factors that affect the mental burden on procurement and general employees are the increase in work activities and additional work outside the job description due to the reduced number of employees. In addition, the high time pressure at work caused by the short working time is the reason for the high mental workload felt by employees.

Keywords: Mental Workload, Fishbone Diagram.

Share Link | Plain Format | Corresponding Author (Yoga Wahyu Priambudi Harahap)


202 Organizational Behavior, Leadership and Human Resource Management ABS-194

THE EFFECT OF EDUCATION AND TRAINING, SELF EFFICACY ON IMPROVING THE PERFORMANCE OF STATE CIVIL APPARATUS AT THE REGIONAL DISASTER MANAGEMENT AGENCY (BPBD) MEDAN CITY.
Ocvita Ellianora Harahap (1) *, Yeni Absah (2), Meilita Triyana Sembiring (2)

(a) Master Of Management, University Of North Sumatera
(b) Master Of Management, University Of North Sumatera


Abstract

This study aims to determine and analyze the influence of education and training on improving the performance of the State Civil Apparatus at the Regional Disaster Management Agency (BPBD) of Medan city. This research is associative with a quantitative approach. quantitative data were obtained based on the results of elaboration of the questionnaire data distributed to the research sample. The population of this study was 34 employees state civil apparatus in department of the State Civil Apparatus at the Regional Disaster Management Agency (BPBD) of Medan city. The number of samples in this study were 33 respondents with a saturated sample sampling technique. the data analysis method used is multiple linear regression. The results of the study simultaneously showed that there was a positive and significant influence between the education and training, self-efficacy on improving the performance of the State Civil Apparatus at the Regional Disaster Management Agency (BPBD) of Medan city. the partial test, it shows that the education and training variable has a positive and significant effect on the performance of State Civil Apparatus at the Regional Disaster Management Agency (BPBD) Medan city.

Keywords: Education and training, Self Efficacy, Performance

Share Link | Plain Format | Corresponding Author (Ocvita Ellianora Harahap)


203 Organizational Behavior, Leadership and Human Resource Management ABS-196

ANALYSIS OF THE ORGANIZATION^S CLIMATE AND REWARDS, AS WELL AS THEIR EFFECTS ON ACHIEVING MOTIVATION FOR EDUCATIONAL STAFF AT THE UNIVERSITY OF SUMATERA UTARA (USU)
Yani Lubis1, Yeni Absah2, Isfenti Sadalia3

Program Studi Magister Manajemen, Sekolah Pascasarjana, Universitas Sumatera Utara


Abstract

Education staff are an important factor in providing assistance with the implementation of educational activities. Education staff with dedication and high achievements are required to enhance education services. Based on these considerations, the purpose of this research is to analyse the influence of organizational climate and rewards on the motivation of educational personnel at the University of North Sumatra (USU). A total of 93 respondents who were USU education staff were selected purposively using the quota sampling technique. Multiple linear regression models were used to analyze the data. The findings revealed that the organizational climate and rewards had a positive and significant effect on educational staff motivation at the University of Sumatera Utara. Furthermore, a conducive organizational climate and promising rewards are required to increase motivation for achieving educational personnel.

Keywords: achievement motivation, organizational climate, reward,.

Share Link | Plain Format | Corresponding Author (Yani Arifiani Lubis)


204 Organizational Behavior, Leadership and Human Resource Management ABS-198

WORKLOAD ANALYSIS IN DETERMINING THE NUMBER OF EMPLOYEES OF THE ENGINEER DIVISION AND DEVELOPMENT DIVISION AT BELAWAN CONTAINER SERVICE COMPANY
Alvin(a*), Nazaruddin(b), Meilita Tryana Sembiring(b)

a) Master of Management Student, Postgraduate School of Universitas Sumatera Utara
b) Lecturer, Universitas Sumatera Utara
* Corresponding author. Email : alv19863[at]gmail.com


Abstract

Workload is a process carried out by a person in completing the duties and obligations of a job or group of positions that are carried out in normal situations or circumstances within a certain period of time that has been determined. This research was conducted on companies engaged in container loading and unloading services where there was an imbalance in the overtime ratio due to the allocation of employees of each division not based on workload. In this research, a workload analysis was carried out on back-office employee staff with the overtime ratio that higher than 200 hours/person which are the engineer division that has an overtime ratio of 254.6 hours per person and the overtime ratio of development division is 260.3 hours per person. The purpose of this research is to analyze of the working time of employees using the Work Sampling method and balancing the workload by analyzing the number of the employee needs for the engineer division and development division with Full Time Equivalent method. The results of this research indicate that the effective working day for a year is 234 days and the effective working time is 1310 hours for five working days per week. Through the Work Sampling method, it is known that for engineer division, the total time for productive activities are 75.98%, unproductive activities are 5.94% and personal activities are 18.08% with 30% allowance. Meanwhile for development division, the total time for productive activities are 76.27%, unproductive activities are 5.29% and personal activities are 18.44% with 30% allowance. Based on the results of workload measurements in the engineer division using Full Time Equivalent method, there are employee with underload, inload and overload workloads. Meanwhile, there are employees in the development division with an overload workloads. Besides, the employee needs for engineer division is 6 persons and for development divison is 5 persons.

Keywords: Employee Needs, Work Sampling, Full Time Equivalent

Share Link | Plain Format | Corresponding Author (Alvin Alvin)


205 Organizational Behavior, Leadership and Human Resource Management ABS-200

Examining The Moderating Role of Workload in The Impact of Soft Skill and Transformational Leadership on Frontliner Performance
Agung Khresna Waskito Hutabarat (a), Prihatin Lumbanraja (b), Elisabet Siahaan (c)

Master of Management, University of North Sumatera, Indonesia
(agunghutabarat[at]yahoo.com)


Abstract

Employee performance is a very important element in a company^s operational activities, high employee performance will encourage the achievement of company performance which can be assessed from financial or non-financial aspects. In the banking industry, the level of employee performance is assessed from the level of service provided by employees, especially frontliner employees to customers. This study aims to examine the moderating role of workload on the influence of soft skills and transformational leadership on the performance of frontliners at branch offices belonging to PT Bank Mandiri Area Medan City Hall. This study uses a quantitative and inferential approach. the sample in this study amounted to 150 frontliners. The analytical method used in this research is the Structural Equational Model (SEM). The results showed that workload can only moderate the effect of soft skills on performance. Soft Skills and Transformational Leadership have a significant influence on performance.

Keywords: Fronliner Perdormance, Transformational Leadership, Soft Skill, Workload

Share Link | Plain Format | Corresponding Author (Agung Khresna Waskito Hutabarat)


206 Organizational Behavior, Leadership and Human Resource Management ABS-201

ANALYZE THE EFFECT OF MOTIVATION, SELF EFFICACY, AND REWARD ON IMPROVING THE EMPLOYEES PERFORMANCE AT PT TRAKINDO UTAMA MEDAN BRANCH
Najla Atika (1*), Prihatin Lumbanraja (2), Meilita Tryana Sembiring (2)

1) Master of Management Student, Postgraduate School of Universitas Sumatera Utara
2) Lecturer, Universitas Sumatera Utara
* Corresponding author. Email : najlatika[at]gmail.com


Abstract

Human resources problem is still the main highlight for company in order to survive the tight of business competition in globalization era. Success of the company in achieving goals affected by various factor. One of the important factor is human resources, every company definitely has vision, mission, and the goal they want to achieve, however every individual as human resources in a company usually also have interests or personal goals. therefor it takes a work controller that can, planed,directed ,observed, implemented, and evaluated so that increases the possibilities of achieving company goals through employee performance.
This study aimed to determine the factors that affect the performance of employees within an organization. These factors include: motivation, self efficacy and reward. To analyze and explain the effect of motivation, self efficacy and reward partially and the effect of motivation, self efficacy and reward simultaneously on improving employees performance service division at PT Trakindo Utama Medan Branch .
The research method used is Descriptive Analysis by using Multiple Linear Regression Analysis through the SPSS version 26 program. The type of research used is associative research using a quatitative approach. The method was survey research and sample collecting technic is saturated sampling (census sampling). The respondents of this research are employees service division at PT Trakindo Utama Medan Branch with 30 respondent.
The results of this study indicate a relationship between motivation, self efficacy, and reward on improving the employess performance, partially positive significant. Similar with a relationship between motivation, self efficacy, and reward on improving the employees performance, simultaneously also positive significant.
This study also discusses the implications for future research, theoretical and the practice in human resources management.

Keywords: Motivation, Self-Efficacy, Reward, Employees Performance

Share Link | Plain Format | Corresponding Author (NAJLA ATIKA)


207 Organizational Behavior, Leadership and Human Resource Management ABS-203

Workload Analysis Of Employee Needs at PT. Jaminan Kredit Indonesia (Jamkrindo) Medan Branch Office
Dina Harinanda (a*), Dr. Meilita Tryana Sembiring, ST, MT (b), Dr. Rulianda Purnomo Wibowo, SP, M.Ec (c)

a) Master of Management Student, Postgraduate School of Universitas Sumatera Utara
b) Lecture, Universitas Sumatera Utara
*Corresponding author, Email : dinaharinanda[at]gmail.com


Abstract

The rapid changes in the business environment demand the role of human resources in competitive advantage. Human resources in the company need to be managed professionally in order to realize a balance between employee needs and the demands and capabilities of the company^s organization. Employee work productivity is very important to achieve success in running a business. One of the measures of successful performance of an individual, team or organization lies in its productivity. Pt. Jamkrindo KC Medan has an excess workload and the work units covered are also wide. The purpose of this study is to determine the ideal number of employee needs in the guarantee business section, the claims and subrogation section and the operational part of PT. Jamkrindo KC Medan. The method used in this study is the Full Time Equivalent (FTE) method where with this method it can be known how much the level of workload and manpower should be needed. Based on the results of measuring workload with the Full Time Equivalent method, it can be seen that there are 4 employees with an underload workload, an inload workload of 8 employees and employees with an overload workload of 8 employees. Meanwhile, the results of calculating the ideal number of employee needs after theFTE workshop was carried out, it was found that PT Jamkrindo Medan Branch Office experienced a shortage of 7 employees.

Keywords: Employee needs, Workload, Full time equivalent.

Share Link | Plain Format | Corresponding Author (Dina Harinanda)


208 Organizational Behavior, Leadership and Human Resource Management ABS-215

THE EFFECT OF EMPLOYEE DISCIPLINE AND COMPETENCY ON EMPLOYEE^S PERFORMANCE AT PT PRIMA INDONESIA LOGISTIC IN BELAWAN CITY
Maulana Hanif

Universitas Sumatera Utara


Abstract

This study aims to determine and analyze the effect of Employee Discipline and Competency on Employee Performance at PT. Prima Indonesia Logistics of Belawan City. The population in this study were all employees at PT Prima Indonesia Logistik, totaling 62 people. The sampling technique used the saturated sampling method with a total sample of 62 respondents. The research instrument used a questionnaire. The method used for hypothesis testing in this study is the Multiple Linear Regression method. The results showed that employee discipline had a positive and significant effect on employee performance at PT. Prima Indonesia Logistik in Belawan City. Competence has a positive and significant effect on employee performance at PT. Prima Indonesia Logistics of Belawan City. Employee Discipline and Competence simultaneously have a significant effect on Employee Performance at PT. Prima Indonesia Logistics of Belawan City.

Keywords: Discipline, Competency, Employee^s Achievement

Share Link | Plain Format | Corresponding Author (Maulana Hanif)


209 Organizational Behavior, Leadership and Human Resource Management ABS-216

The Effect of Job Insecurity as an Impact of Restructuring of a Merger of Four-Port State-Own Enterprises on Job Satisfaction and Turnover Intention with Organizational Commitment as an Intervening Variable
Fina Belia Bestari, Iskandarini, Abdillah Arif Nasution

Magister of Management, Universitas Sumatera Utara, Medan, Indonesia


Abstract

This study aims to determine the effect of job insecurity as an impact of restructuring of a merger of four-port state-own enterprises on job satisfaction and turnover intention with Organizational Commitment as an intervening variable. The data was collected using questionnaires. The samples in this study were 310 employees of PT Pelindo (Persero) ex PT Pelindo I (Persero). To analyze the data, Structural Equation Model - Partial Least Square (SEM - PLS) was used.

The result is that the impact of restructuring significantly positively affects Job Insecurity. Job Insecurity has a significant negative effect on Organizational Commitment. Meanwhile, Organizational Commitment has a significant positive impact on Job Satisfaction. Organizational Commitment has a significant negative effect on the Intention to Leave. Organizational Commitment is known to mediate the impact of Job Insecurity on Job Satisfaction and Intention to Leave.

Keywords: Job Insecurity, Restructuring, Job Satisfaction, Turnover Intention, Organizational Commitment

Share Link | Plain Format | Corresponding Author (Fina Belia Bestari)


210 Organizational Behavior, Leadership and Human Resource Management ABS-217

THE EFFECT OF WORK OVERLOAD ON JOB EMBEDDEDNESS WITH QUALITY OF WORK LIFE AS INTERVENING VARIABLE IN CREDIT DIVISION IN BANKING
Putri Julianti Girsang, Yeni Absah,Rulianda Purnomo Wibowo

Faculty Magister Management of University Of Sumatera Utara


Abstract

This study aims to determine how the effect of work overload on the quality of work life and job embeddedness, the effect of quality of work life on job embeddedness and How does work overload affect job embeddedness with quality of work life as an intervening variable in the Credit Division in Banking. The research data were collected by using a questionnaire distributed to the respondents. The population in this study are employees of the Credit Division in Banking with a total of 55 respondents. This research method using a questionnaire. The proposed hypothesis was tested statistically using Path Analysis technique (path analysis) to test the relationship of the three variables. All statistical calculations of this study using the SPSS 20.0 program The study found
that there is a partially significant effect between work overload on the quality of work life and job embeddedness in the Credit Division in Banking, there is a significant Simultaneous work overload on quality of work life and job embeddedness in the Division Credit in banking, there is a significant effect of quality of work life on job embeddedness in Credit Division in Banking. Based on the results of this study, workload has an effect on quality of work life and job embeddedness in the Credit Division in Banking, both partially and simultaneous.

Keywords: Work Overload, Job Embeddedness, Quality of Work Life

Share Link | Plain Format | Corresponding Author (PUTRI JULIANTI GIRSANG)


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