Garuda - Garba Rujukan Digital

Conceptualizing Organizational Commitment and Knowledge Sharing on Organizational Citizenship Behavior: Property Industries Case Soelton, Mochamad; Nurullah, Tubagus Muhammad Fajrin; Yuliantini, Tine; Anah, Sri; Paijan; Kuswibowo, Christian
Journal of Sustainable Economic and Business Vol. 1 No. 1 (2024): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v1i1.2

Purpose – This study aims to examine and analyze the effect of Organizational Commitment and Knowledge Sharing on Organizational Citizenship Behavior Mediated by Job Satisfaction. Methodology – This study uses a saturated sample of 40 employees. Quantitative analysis used the questionnaire collection method, using the Smart–PLS Structural Equation Model analysis method. Findings – Organizational Commitment and Knowledge Sharing have a positive effect on Organizational Citizenship Behavior, Organizational Commitment and Knowledge Sharing have a positive effect on Job Satisfaction, Job Satisfaction has a positive effect on Organizational Citizenship Behavior, Job Satisfaction is able to mediate Organizational Commitment has a positive effect on Organizational Citizenship Behavior, Job Satisfaction is able to mediate Knowledge Sharing has a positive effect on Organizational Citizenship Behavior. Authenticity – This research examined OCB, which has a broad and significant impact on company performance. It also provides better comprehension concerning the relationship of spiritual leadership, self-efficacy, locus of control, and job satisfaction on this indicator.

Building Performance Through Work Discipline Influenced by Work Environment and Compensation Paijan, Paijan; Hudaya, Agung; Jubaedah; Sugiharjo, R. Joko
Journal of Sustainable Economic and Business Vol. 1 No. 3 (2024): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v1i3.15

Objective: The objectives of this study are. To determine the effect of work environment variables and rewards on employee performance through employee work discipline through work discipline. To determine whether there is a direct and indirect effect of work discipline intervention variables, in order to determine performance improvement strategies in the organization. Methodology: This study refers to quantitative research by collecting a sample of 110 respondents, then through the data processing process using smart PLS. Results of the study: The results of the study indicate that there is an influence given by the work environment on performance, compensation variables affect performance, work discipline affects performance, the results of indirect effects also show that there is an influence given by the work environment on performance through work discipline and the influence given by the work environment on performance through work discipline. Conclusion: The results show that the work environment has an influence on performance, compensation for performance, directly and indirectly through work discipline, and work discipline has a significant influence on performance.

Exploring the Existence of Innovative Work Behavior among Government Employees in Meruya Selatan Sub-District Paijan; Hudaya, Agung; Syaifudin; Sugiharjo, Joko
Dinasti International Journal of Economics, Finance & Accounting Vol. 6 No. 4 (2025): Dinasti International Journal of Economics, Finance & Accounting (September - O
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v6i4.5012

This study aims to analyze the influence of transformational leadership and organizational justice on innovative work behavior, with work engagement as an intervening variable. The background of this research is based on the increasing demand for innovation in organizations, which requires leadership that inspires change and a fair organizational climate that fosters employee engagement and proactive behavior. The approach used is quantitative, with data collected through questionnaires distributed to 40 respondents selected using a saturated sampling technique. Data analysis was conducted using Structural Equation Modeling - Partial Least Square (SEM-PLS) with the SmartPLS 4.0 software.The results of the study indicate that: (1) transformational leadership has a positive and significant effect on work engagement; (2) organizational justice has a positive and significant effect on work engagement; (3) transformational leadership has a positive and significant effect on innovative work behavior; (4) organizational justice has a positive and significant effect on innovative work behavior; (5) work engagement has a positive and significant effect on innovative work behavior; (6) transformational leadership has a positive and significant effect on innovative work behavior through work engagement; (7) organizational justice has a positive and significant effect on innovative work behavior through work engagement. These findings highlight the essential role of transformational leadership and organizational justice in fostering employee engagement, which in turn enhances innovative work behavior within the organization.

Building Performance Through Work Discipline Influenced By Leadership and Compensation Paijan, Paijan; Jubaedah; Agung Hudaya; R. Joko sugiharjo
Dinasti International Journal of Management Science Vol. 5 No. 3 (2024): Dinasti International Journal of Management Science (January-February 2024)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijms.v5i3.2165

This research aims to examine and analyze the influence of work discipline, leadership, and compensation in Jakarta. The research design adopts a quantitative approach. The sample selection method involves professionals working in the Jakarta area, utilizing purposive sampling technique with 100 respondents, to be analyzed using the Structural Equation Modeling-Partial Least Squares (SEM-PLS) method. The research topic has been aligned with RIP UMB 2021-2024, and the current study refers to several previous research findings, incorporating relevant topics and literature. The research implementation begins with the measurement of the Technology Readiness Level, which is at level 3 with the criteria of proof-of-concept, demonstrating the analytical functionality and/or essential characteristics. The significance of conducting this research is grounded in various relevant references, indicating that the performance level across all sectors, both public and private, especially in the business sector, experiences fluctuations. Therefore, the researcher proposes factors that are considered crucial for employees in terms of performance. These factors are indicated to be work discipline, leadership, and compensation.

The Effect of Compensation on the Performance of Automotive Company Sales Division Employees: The Role of Work Discipline as a Mediator Sugiharjo, R. Joko; Purbasari, Rr Niken; Rahmat, Abdul; Paijan, Paijan
Dinasti International Journal of Management Science Vol. 5 No. 6 (2024): Dinasti International Journal of Management Science (July - August 2024)
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijms.v5i6.2891

The growth of the automotive industry has a significant role in encouraging economic growth through empowering Human Resources (HR) which contributes to driving a productive economy. Managing the performance of automotive company HR or employees is an important aspect for management to maintain the company’s sustainable success. This research was conducted to determine the effect of compensation and work discipline on the performance of company sales division employees in one of the well-known automotive industries in Jakarta. Researchers used SEM (Structural Equation Modeling) analysis to predict the effect of compensation and work discipline on employee performance, using a quantitative descriptive and causal approach. Random sampling technique was used with a sample size of 108 sales division employees. The results of this research are that compensation has a negative and insignificant effect on employee performance, while compensation has a positive and significant effect on work discipline and work discipline has a positive and significant effect on employee performance. Apart from that, work discipline positively and significantly mediates between compensation and employee performance.

Pengaruh Motivasi Kerja, Beban Kerja, dan Lingkungan Kerja Terhadap Karyawan PT. Winner Makmur Raya Pratama, Ilhan Ardan; Paijan, Paijan
ProBisnis : Jurnal Manajemen Vol. 16 No. 06 (2025): December: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

Show Abstract | Download Original | Original Source | Check in Google Scholar

Penelitian dilatar belakangi oleh penurunan kinerja karyawan di PT. Winner Makmur Raya selama tiga tahun terakhir. Melalui observasi awal dan hasil prasurvei, ditemukan permasalahan utama yang berkaitan dengan rendahnya motivasi kerja, tingginya beban kerja, dan kurangnya dukungan lingkungan kerja. Tujuan dari penelitian adalah menganalisis pengaruh motivasi kerja, beban kerja, dan lingkungan kerja terhadap kinerja karyawan. Metode yang digunakan ialah kuantitatif kausal melalui teknik pengumpulan data penyebaran kuesioner kepada 38 karyawan tetap. Analisis data menggunakan PLS-SEM pada software SmartPLS 4.0. Hasil penelitian menunjukkan ketiga variabel independen motivasi kerja, beban kerja, dan lingkungan kerja berpengaruh positif dan signifikan terhadap kinerja karyawan.

TOWARDS THE BEST MODEL GOOD CORPORATE GOVERNANCE AND KNOWLEDGE MANAGEMENT TO IMPROVE PERFORMANCE THROUGH JOB SATISFACTION Karyatun, Subur; Yuliantini , Tine; Saratian, Eko; Paijan, Paijan; Soelton, Mochamad; Riadi, Elvira
Jurnal Riset Bisnis dan Manajemen Vol. 16 No. 2 (2023): August Edition
Publisher : Faculty of Economic and Business, University of Pasundan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23969/jrbm.v16i2.9891

The purpose of this study was to examine and assess the impact of Good Corporate Governance and Knowledge Management on Organizational Citizenship Behavior through the mediation of Job Satisfaction. Quantitative research using questionnaire collection techniques and SEM Smart-PLS, with a saturated sample of 86 employees. Finding, Good Corporate Governance has no effect on Organizational Citizenship Behavior, Knowledge Management has a significant effect on Organizational Citizenship Behavior, Good Corporate Governance and Knowledge Management has a significant effect on Job Satisfaction. Job satisfaction does not mediate the effect of good corporate governance on Organizational Citizenship Behavior, but is able to mediate the relationship between Knowledge Management and Organizational Citizenship Behavior. Interestingly, good company GCG does not necessarily increase employee OCB. GCG which still seems to be carried out only by decision makers in a directed manner so that employees do not feel they are part of the GCG implementation in the company.

UTILITARIAN VALUES AND HEDONIC VALUES OF WOMEN COFFEE LOVERS Hamdan Hamdan; Paijan Paijan
Dinasti International Journal of Education Management And Social Science Vol. 2 No. 2 (2020): Dinasti International Journal of Education Management and Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v2i2.666

This study on the utilitarian values and hedonic values for women coffee lovers, aims to analyze the role of product attributes to the utilitarian values and hedonic values in shaping positive attitudes and behavior of consumers in deciding the purchase intentions. The design of this study uses descriptive-quantitative research. While the determination of the sample is women’s in West Jakarta who have consumed coffee today by using purposive sampling techniques to 148 women. The results of primary data collection will be analyzed using the SEM-Covariance method. The findings of this study indicate that product attributes have a positive and significant effect on utilitarian values and hedonic values. The utilitarian values and hedonic values have a positive significant effect on repurchase intention.

Exploring the Existence of Innovative Work Behavior among Government Employees in Meruya Selatan Sub-District Paijan; Hudaya, Agung; Syaifudin; Sugiharjo, Joko
Dinasti International Journal of Economics, Finance & Accounting Vol. 6 No. 4 (2025): Dinasti International Journal of Economics, Finance & Accounting (September - O
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v6i4.5012

This study aims to analyze the influence of transformational leadership and organizational justice on innovative work behavior, with work engagement as an intervening variable. The background of this research is based on the increasing demand for innovation in organizations, which requires leadership that inspires change and a fair organizational climate that fosters employee engagement and proactive behavior. The approach used is quantitative, with data collected through questionnaires distributed to 40 respondents selected using a saturated sampling technique. Data analysis was conducted using Structural Equation Modeling - Partial Least Square (SEM-PLS) with the SmartPLS 4.0 software.The results of the study indicate that: (1) transformational leadership has a positive and significant effect on work engagement; (2) organizational justice has a positive and significant effect on work engagement; (3) transformational leadership has a positive and significant effect on innovative work behavior; (4) organizational justice has a positive and significant effect on innovative work behavior; (5) work engagement has a positive and significant effect on innovative work behavior; (6) transformational leadership has a positive and significant effect on innovative work behavior through work engagement; (7) organizational justice has a positive and significant effect on innovative work behavior through work engagement. These findings highlight the essential role of transformational leadership and organizational justice in fostering employee engagement, which in turn enhances innovative work behavior within the organization.

Analisis Implementasi Prinsip Good Governance dalam Meningkatkan Efektivitas SDM pada OPD Dinas Perikanan BBI Majaran Kabupaten Sorong Paijan, Paijan; Pahmi, Pahmi; Irwan, Andi; Likewati, Waode
Jurnal EMT KITA Vol 10 No 3 (2026): JULY 2026
Publisher : Lembaga Otonom Lembaga Informasi dan Riset Indonesia (KITA INFO dan RISET) - Lembaga KITA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/emt.v10i3.6670

The implementation of good governance principles plays an important role in enhancing the effectiveness of human resources (HR) in public sector organizations. This study aims to analyze the application of transparency, accountability, participation, responsiveness, effectiveness, and efficiency in improving HR effectiveness at the Fisheries Office, Fish Seed Center (BBI) Majaran, Sorong Regency. A descriptive qualitative approach was employed, using interviews, observations, and documentation. Informants included the head of the center, financial managers, administrative staff, and technical officers. Data were analyzed through data reduction, presentation, and conclusion drawing, with source and technique triangulation to ensure validity. The findings indicate that transparency, accountability, and participation have been implemented fairly well, particularly in information disclosure and task distribution. However, responsiveness, effectiveness, and efficiency remain suboptimal due to limitations in HR capacity, infrastructure, technological support, and dependence on parent agency policies. Strengthening HR management, capacity building, technology utilization, and institutional coordination is needed to achieve sustainable HR effectiveness.

Title

Found 20 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 20 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 20 Documents
Search