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Moeins, Anoesyirwan

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Author-ID : 1086401

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Physics Social Sciences Other

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Influence Of Organizational Climate on OCB and Employee Engagement Wardono, Gadang; Moeins, Anoesyirwan; Sunaryo, Widodo
Journal of World Science Vol. 1 No. 8 (2022): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v1i8.77

Every industry always wants to be successful and help improve the welfare of its employees, including the cement industry in Bogor Regency. However, not all companies can continue to thrive because of the different organizational climates. This difference is due to differences in the system or way of managing the company itself so that the levels of Organizational Citizenship Behavior (OCB) and Employee engagement are also different. In fact, these two things have a strong influence on increasing the success of a company. This is because, OCB and employee engagement are related to the quality of human resources in each company. For this reason, researchers want to find out more about the effect of Organizational Climate on OCB and Employee Engagement with a case study on the cement industry in Bogor Regency. This research was conducted using an empirical study method using path analysis techniques and Focus Group Discussion (FGD) with 40 respondents. The results of this study are that there is a positive influence between Organizational Climate on OCB and Employee Engagement.

The Influence of Self–Efficacy and Employee Empowerment on Organizational Citizenship Behavior through Job Satisfaction Hermawati, Rahmi; Moeins, Anoesyirwan; Suhardi, Eka
Journal of World Science Vol. 2 No. 3 (2023): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v2i3.238

The purpose of this research is to form the minds of employees who have low self-efficacy so that they are more productive at work according to gender, age and workload. It also aims to identify and analyze the effect of self-efficacy and employee empowerment on civic organizational behaviour through job satisfaction. Research methodology with a qualitative type of library research. The results of the study are based on the results of the literature review analysis, including indicators of low self-efficacy, which are influenced by the failure to achieve employee welfare and no reward. A work system that is not conducive can influence employee loyalty and dedication to increase awareness at work, motivation, sense of responsibility, and quality in completing each work carried out within a predetermined time limit. Working professionally and loyally is a characteristic of employees who take their work seriously. High seriousness values for employees with maximum work performance can reduce the low self-efficacy of employees. Increasing self-efficacy and empowering employees can improve civic behaviour in organizations. Self-efficacy and employee empowerment help increase employees' self-confidence and abilities in carrying out their duties so that they can more effectively and efficiently contribute to the organization.

The Influence of Leadership Style on Employee Performance and Loyalty Mediated by Organizational Climate Tito Andrianto, Muhammad; Moeins, Anoesyirwan; Sunaryo, Widodo
Journal of World Science Vol. 2 No. 8 (2023): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v2i8.386

In an increasingly complex and dynamic world of work, the role of leadership style, performance and employee loyalty are important aspects that need to be well understood. The Regional Immigration Office of the Ministry of Law and Human Rights in Jakarta has various duties and responsibilities, requiring effective leadership to achieve organizational goals. This study aimed to explore the relationship between leadership style, performance, and employee loyalty at the Regional Immigration Office of the Ministry of Law and Human Rights in Jakarta. This study used a Sequential Explanatory approach, which combined qualitative and quantitative methods. Data was collected through in-depth interviews and observations as qualitative methods to understand leadership style and organizational climate. Furthermore, a structured questionnaire was utilized to gather quantitative data about employees' perceptions of leadership style, performance, and loyalty. Qualitative data were analyzed using a thematic approach, while quantitative data were analyzed using statistical analysis. The study's results showed that leadership style influenced employee performance and loyalty. The organizational climate was also proven to mediate the effect of leadership style on employee performance and loyalty.

Differences in Commitment Enhancement to the Organization Between Generation X and Generation Y (Analysis of Empowerment and Values) Adiawaty, Susi; Moeins, Anoesyirwan; Sunaryo, Widodo
Journal of World Science Vol. 3 No. 2 (2024): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v3i2.561

This research aims to determine and analyze differences in increasing commitment to the organization between Generation X and Generation Y. The method used in this research is descriptive with a qualitative approach. The research results found a significant difference in the level of commitment to the organization between Generation X and Generation Y. This difference can be attributed to differences in perceptions of empowerment and organizational values. Generation Y tends to show higher levels of commitment commitment because they are more open to participation in decision-making and value flexibility, innovation, and opportunities for development. They accept and are encouraged by empowering practices within the organization and values that align with their personal and professional aspirations. On the other hand, Generation X, although recognizing the importance of empowerment and organizational values, may need to be more skeptical or have lower expectations, which affects their level of commitment to the organization. This research has implications for Generation Y; organizations can focus on implementing broader empowerment practices, providing space for participation in decision-making, and providing opportunities for innovation and professional development. Meanwhile, for Generation X, efforts can be focused on clarifying organizational values and providing a more personalized approach to supporting their career development. Additionally, organizations can also consider customized training and development programs to suit the needs and preferences of different generations. Thus, this research provides valuable insights for human resource management in responding to generational differences in the workplace to increase the level of commitment and overall organizational performance.

Co-Authors Ahmad Nurdin Hasibuan Ammirudin, Ammirudin Amos Lukas, Amos Andrianto, Muhammad Tito Aswad, Andi Benny Chandra Bungaran Saing, Bungaran Dalimunte, Aldrin Dewi Taurusyanti Dudi, Alwa Edy Kurniawan, Edy Eka Suhardi Eko Santoso, Wiharso Elfiswandi Elvi Lastriani Fu, Chandra Kurniawan Gustiawan, Feri Hamzah Hamzah Hamzah Hari Gursida Hari Kurniawanto HERMAWATI, RAHMI Herwanto, Djoko Humairoh, Humairoh HUTABARAT, LAMMINAR Ivan, Geraldy Samuel Khoirunisa, Alfiah Krisna Lelmalaya, Budi Leonard Togatorop, Agus Margaretha, Giovanni Inez Erika Marhalinda Marhalinda, Marhalinda MUHAMMAD AL AZHARY Muhammad Syafri, Muhammad Muharam, Hari Muharram, Hari Muktar Sitompul, Ali Nandan Limakrisna Parluhutan, Bobby Prabowo, Budhi Prinandita, Prinandita R. Djoko Goenawan, R. Djoko ROOSGANDA ELIZABETH Rosyad, Sholeh Rully, Tutus Saputra, Eka Kurnia sari rahmadani Setiawan , Temmy Sudaryono Sudaryono Sujoto, Ujo Sukmayuda, Bagus Caesar Sunarto, Ading Sunaryo, Widodo Suryadi, Handy Susi Adiawaty Temmy Setiawan, Temmy Tito Andrianto, Muhammad Tunnufus, Zakiyya veritia, veritia Vikki Subroto, Victor Wahyu, Novita Wardono, Gadang Yulasmi yusnita, nancy Zain, Yuli Zami, Alex

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