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Wehelmina Rumawas
Business Adminstration Study Program

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Pengaruh Budaya Organisasi dan Knowladge Sharing Terhadap Perilaku Kerja Inovatif Pada RS. Sentra Medika Minahasa Utara Febriany Adel Hanna; Lucky F Tamengkel; Wehelmina Rumawas
Productivity Vol 5 No 3 (2024): September 2024
Publisher : Program Studi Administrasi Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/ejp.v5i3.55710

Abstract

The importance of organizational culture and knowledge sharing in achieving innovation is reinforced by their influence on the innovative work behavior of employees. A culture that supports innovation creates motivation for employees to try new things and overcome the fear of failure. Knowledge sharing facilitates the exchange of valuable information, encourages new ideas, and fosters innovative solutions. In the context of hospitals, organizational culture issues include violations against employees and negligence in medical care for patients. On the other hand, in knowledge-sharing practices, a lack of responsibility in sharing knowledge hampers employee performance. To address these issues, hospitals need to develop a comprehensive strategy that includes changing organizational culture, improving knowledge sharing, providing innovation training, and ensuring strong leadership support. This research is a quantitative study with inner model analysis and outer model analysis assisted by software, namely SmartPLS. The study involved a sample size of 100 respondents, and the results indicated that organizational culture has a positive and significant impact on innovative work behavior in the performance of employees at RS. Sentra Medika North Minahasa. Organizational culture also has a positive and significant impact on knowledge sharing, and knowledge sharing has a positive and significant impact on innovative work behavior at RS. Sentra Medika North Minahasa.
Pengaruh Kepemimpinan Transformasional dan Motivasi Terhadap Perilaku Kerja Inovatif PT PLN (persero) UP2B Sistem Minahasa Angelina Legi; Ventje Tatimu; wehelmina Rumawas
Productivity Vol 5 No 3 (2024): September 2024
Publisher : Program Studi Administrasi Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/ejp.v5i3.56620

Abstract

The aim of this research is to determine the influence of transformational leadership and motivation on innovative work behavior at PT PLN (Persero) UP2B Minahasa System. This research uses quantitative research methods. The population in this study were all employees of PT PLN (Persero) UP2B Minahasa System, totaling 36 people. The data collection technique in this research uses a questionnaire technique. The data analysis technique in this research uses Path Analysis, Partial Least Square (PLS) and Hypothesis Testing. Data processing in this research used the SmartPLS 4 software program. From the research results it can be concluded that the results of the first hypothesis test show that the relationship between transformational leadership variables and innovative work behavior has a correlation value of 0.281. The results of the second hypothesis test show that the relationship between motivation variables and innovative work behavior has a correlation value of 0.524. Based on the calculation results, it shows that transformational leadership and motivation have a positive effect on innovative work behavior. This is proven by the R Square value of 0.596. This shows that the higher the transformational leadership and motivation, the better the influence on innovative work behavior.Keywords: Transformational Leadership, Motivation, and Innovative Work Behavior
Pengaruh Praktek Manajemen Sumber Daya Manusia dan Motivasi Terhadap Kinerja Karyawan di PT PLN (Persero) UID SULUTENGGO Delfira Majusip; Wehelmina Rumawas; Sandra Ingried Asaloei
Productivity Vol 5 No 4 (2024): Desember 2024
Publisher : Program Studi Administrasi Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/ejp.v5i4.56699

Abstract

Human Resources are a central factor in an organization. Labor or employees are the most valuable resource in an organization. Motivation is needed in a company to be able to provide encouragement for employees to be able to do their work well. The purpose of this research is to determine the influence of Human Resource Management Practices and Motivation on Employee Performance. This research uses quantitative methods. The research results show that Human Resource Practices have a positive and significant influence on Employee Performance, Human Resource Practices have a positive and significant influence on Motivation and Motivation has an influence but is not significant on Employee Performance. Companies need to hold social activities outside of work in order to improve social relations between fellow employees, so that they do not feel awkward towards each other while at their work, this can also increase cooperation between employees, Companies need to focus on providing motivation positive towards employees so that employees feel there is motivation within themselves to further improve their performance and the Company can improve its Human Resources Practices program which is better and more structured for employees. In the form of providing training and also the frequency of conducting training. 
Pengaruh Knowledge Sharing Dan Motivasi Terhadap Kepuasan Kerja Karyawan Pada PT. PLN (Persero) Unit Pelaksana Pelanggan (UP3) Manado Christy Langkai; Wehelmina Rumawas; Aneke Yolly Punuindoong
Productivity Vol 5 No 4 (2024): Desember 2024
Publisher : Program Studi Administrasi Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/ejp.v5i4.56728

Abstract

This study aims to evaluate the impact of knowledge sharing and motivation on employee job satisfaction at PT PLN (Persero) UP3 Manado. The research method applied is quantitative, with the population taken in this study the population is all employees of PT PLN UP3 MANADO totaling 50 permanent employees. Determination of the number of samples taken using the saturated sampling method is a sampling technique in which all members of the population are used as samples. Data analysis will use Smart PLS 3. Based on the statistical test results, the T Statistic value shows high significance for the effect of Knowledge Sharing on Job Satisfaction, as well as the effect of Knowledge Sharing on Motivation. This indicates strong statistical significance. Similarly, the effect of Motivation on Job Satisfaction ( also shows a fairly high level of significance. The R2 value shows that Knowledge Sharing affects Motivation by 25.3%, the category is moderate. The remaining 74.7% is explained by other variables. However, Knowledge Sharing and Motivation significantly affect Job Satisfaction by 69.4%, the category is strong. About 30.6% is likely to be influenced by other variables, highlighting the complexity of factors affecting job satisfaction. The results of this study indicate that Knowledge Sharing and Motivation have a strong influence on Job Satisfaction. Therefore, companies that want to increase employee job satisfaction should consider strategies that encourage knowledge sharing and increase motivation, as these two factors are proven to make a significant contribution.
Pengaruh Organizational Citizenship Behavior dan Organizational Commitment Terhadap Employee Performance Bank Rankyat Indonesia Kantor Cabang Manado Boulevard Belindah Bawawa; Wehelmina Rumawas; Danny D. S. Mukuan
Productivity Vol 5 No 4 (2024): Desember 2024
Publisher : Program Studi Administrasi Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35797/ejp.v5i4.56852

Abstract

This research was carried out with the aim of finding out whether there is an influence between organizational citizenship behavior and organizational commitment on the performance of PT employees. Bank Rakyat Indonesia Mando Boulevard Branch Office. This research uses quantitative methods, with a sample of 30 respondents. The sampling technique in this research was carried out using a Non-probability sampling technique. Data collection in this research was carried out using a questionnaire. Data was collected and analyzed using the SEM (Structural Equation Modeling) model using the SmartPLS 4 program. Statistical test results found that Organizational Citizenship Behavior had no and significant negative effect on Employee Performance. Organizational Citizenship Behavior has a positive and significant effect on Organizational Commitment and Organizational Commitment has a positive and significant effect on Employee Performance. Thus, PT. Bank Rakyat Indonesia Manado Bouleard Branch Office must pay attention to Organizational Citizenship and Organizational Commitment within the company to further improve Employee Performance.  
Co-Authors Aneke Yolly Punuindoong Angelina Legi Belindah Bawawa Christy Langkai Danny D. S. Mukuan Delfira Majusip Febriany Adel Hanna Lucky F Tamengkel Sandra Ingried Asaloei Ventje Tatimu