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<![CDATA[MODEL KONSEPTUALPENGUATANKETERLIBATANKOLEKTIFMENUJU KESEJAHTERAAN SPIRITUAL DI ERA DIGITAL ]]>
<![CDATA[Rozak, Hasan Abdul]]>;
<![CDATA[Fachrunnisa, Olivia]]>
<![CDATA[ Proceeding SENDI_U 2019: SEMINAR NASIONAL MULTI DISIPLIN ILMU DAN CALL FOR PAPERS ]]>
Publisher : <![CDATA[Proceeding SENDI_U ]]>
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<![CDATA[Tujuan dari studi ini adalah untuk mengembangkan model konseptual tentang hubungan antara keterlibatan kolektif dengan kesejahteraan spiritual sebuah komunitas atau organisasi digital. Komunitas praktisi atau biasa disebut Community of Practice (CoP) adalah komunitas yang berbasis pada kepemilikan pengetahuan para anggotanya. CoP diciptakan untuk mendukung penyebaran pengetahuan di antara anggota komunitas. Namun, bidang keahlian yang luas dalam komunitas berbasis pengetahuan terkadang menciptakan sedikit gesekan yang pada akhirnya akan sulit dipecahkan. Oleh karena itu, sebuah model rekayasa social diperlukan untuk memaksimalkan keberadaan para ahli atau para praktisi tersebut menuju terwujudnya kesejahteraan spiritual. Target spesifik yang ingin dicapai adalah pemahaman tentang penerapan konsep keterlibatan kolektif, dimensi, faktor pembentuk dan dampaknya terhadap kesejahteraan spiritual sebuah online community. Empatproposisi yang dibuat berdasarkan tinjauan literature menghasilkan agenda penelitian mendatang untuk menvalidasi model konseptual yang diusulkan. Kata Kunci: Keterlibatan Kolektif, Kesejahteraan Spiritual, Community of Practice]]>
<![CDATA[Business and Leisure “Bleisure†in Organization: Antecedents and Outcomes ]]>
<![CDATA[Adhiatma, Ardian]]>;
<![CDATA[Muna, Nailil]]>;
<![CDATA[Fachrunnisa, Olivia]]>
<![CDATA[ JDM (Jurnal Dinamika Manajemen) Vol 10, No 2 (2019): September 2019 (DOAJ Indexed) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Negeri Semarang ]]>
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DOI: 10.15294/jdm.v10i2.19783
<![CDATA[The purpose of this study is to explore the concept of bleisure (business and leisure) in an organization along with its antecedents and outcomes. Bleisure is a combination of completing work and entertainment or a pleasant situation at the same time. The sample used in this study were 106 respondents who work in Event Organizer (EO). Data collection methods in this study used questionnaires. Data was analyzed by using regression test. The results of this study indicate that if people work in an organization that combines business and leisure (bleisure), they will have the creativity and high innovation performance, and the application of business and leisure (bleisure) can be achieved through mobile working style and gamification. Bleisure or a combination of fun activities and work can enhance creative intelligence and innovation performance for individuals in completing work, every person will be more creative and innovative. Leisure and work are related things, when individuals are burdened with assignments, the application of leisure in an organization is one of the effective things.]]>
<![CDATA[TRIPLE PSYCHO-ORGANIZATIONAL SUPPORTS FOR CHANGE MANAGEMENT PROCESS ]]>
<![CDATA[Indriastuti, Dwi]]>;
<![CDATA[Fachrunnisa, Olivia]]>
<![CDATA[ International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 3, No 04 (2019): IJEBAR, VOL. 03 ISSUE 04, DECEMBER 2019 ]]>
Publisher : <![CDATA[LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta) ]]>
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DOI: 10.29040/ijebar.v3i04.613
<![CDATA[Abstract: In this ever-changing era, organizations are required to be able to answer new challenges that will emerge such as globalization, rapid flow of information and rapid technological developments, resulting in increasing demand for quality employees. This forced the organization to be able to manage existing human resources properly and effectively in order to be able to keep up with the flow of change. Therefore, every organization will try to increase the commitment of its employees, especially the commitment to change. Employees are required to have a high commitment in dealing with change and have behaviors that support change, so that they are in accordance with the changing times and demands of the community, so that the organization can still exist and not be abandoned by its users. This study aims to develop a model to find out how to encourage individual behavior support to change by increasing individual commitment to change within an organization. Change oriented leadership, employee adaptability and the internalization of organizational values which we termed as three psycho-organizational supports are indicated as important antecedents to commitment to change, which in turn will encourage individual behavior to support to change. Research Methods: Data was collected from 116 respondents as employees in Statistical Bureau Province, Indonesia. The analytical method uses SEM (Structural Equational Modeling) to test the hypotheses. Sobel Test is used to test the effect of mediating variables in the model. Finding: Behavior to support change is strongly influenced by individual commitment to change, the higher the individual's commitment to change, the more they will encourage the individual to have behaviors that support change. While individual commitment to change is influenced by several factors such as change-oriented leadership, employee adaptability and organizational values. These three factors have a positive and significant influence on individual commitment to change. Keywords: Change-oriented leadership; employee adaptability; organizational values; commitment to change; behavior to support to change.]]>
<![CDATA[ENCOURAGING BEHAVIOR SUPPORT TO CHANGE: THE ROLE OF INDIVIDUAL READINESS TO CHANGE AND COMMITMENT TO CHANGE ]]>
<![CDATA[Yulianingsih, Dwi Indriastuti]]>;
<![CDATA[Fachrunnisa, Olivia]]>
<![CDATA[ International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 4, No 02 (2020): IJEBAR, VOL. 04 ISSUE 02, JUNE 2020 ]]>
Publisher : <![CDATA[LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta) ]]>
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DOI: 10.29040/ijebar.v4i02.672
<![CDATA[Every organization that wants to survive in today's competitive world must be aware of the external demands of the environment. Organizations are required to be able to respond the new challenges that will emerge such as globalization, the rapid flow o information and the fast of technological change, causes the need of qualified employees are increasing. This forces the organization to try to manage existing human resources to have adaptive and supportive behavior towards change. This study aims to examine the role of individuals’ readiness to change, change-oriented leadership, and commitment to change toward behavior support to change. Data were collected from 116 respondents and analyzed using Structural Equation Modeling (SEM) and Sobel Test. The results show that to encourage behavior that supports change, commitment to change is required as a result of individuals’ readiness to change and support from the leader especially leaders who have a change-oriented leadership. Keywords: change-oriented leadership; individual readiness to change; commitment to change; behavior support to change]]>
<![CDATA[Religiosity Competitiveness on Knowledge Conversion:A New Approach to Boost Adaptive Selling Capability ]]>
<![CDATA[Sudarti, Ken]]>;
<![CDATA[Fachrunnisa, Olivia]]>
<![CDATA[ BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Vol. 27, No. 1 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[A very dynamic market conditions and the diversity of customers’ character in the financial services industry requires companies to be able to adjust selling methods according to the conditions encountered. In the knowledge management perspective, the wealth and variety of knowledge possessed by salespersons are determinants of adaptive selling capability which will ultimately contribute to the growth of the financial services industry. Various studies have tried to explore the leverage factors of adaptive selling, but not much studies who used perspective of knowledge conversion activities based on personal values as approach. Thus, this study offers a new concept, namely Religiosity Competitiveness on Knowledge Conversion (RCKC) and examines its impact on adaptive selling capability. The study was conducted on 157 Sharia insurance salespersons by taking samples using purposive sampling technique. The test results show that RCKC which compose of religiosity competitiveness on socialization, religiosity competitiveness on externalization, religiosity competitiveness on combination and religiosity competitiveness on internalization can increase adaptive selling capability. Thus, the ability to convert knowledge about good sales techniques as a result of the religiosity competitiveness will increase adaptive selling capability. This in-depth study is expected to contribute to knowledge management practices and policies, especially in knowledge conversion.]]>
<![CDATA[Cross-Cultural Competence and Neuroticism Characters to Manage Ethnocentrism with Global-Oriented Leadership as Moderating Variable ]]>
<![CDATA[Fachrunnisa, Olivia]]>;
<![CDATA[Mulyaningtyas, Belia]]>
<![CDATA[ BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Vol. 23, No. 3 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[In a constantly changing global business environment, multiculturalism and diversity are becoming important discussion topics for ASEAN Economic Community. The purpose of this research was to know how to reduce ethnocentrism expatriates residing in Indonesia. This research presents findings of study of the influences of cross cultural competence, cross cultural experiences, neuroticism characters, and global-oriented leadership to manage the ethnocentrism of expatriates in Indonesia. Global-oriented leadership moderates the influences of cross-cultural competency, and neuroticism as well with the organization development program that will improve the capability of work and decrease the ethnocentrism level of expatriates. Additionally, a multicultural environment encourages diversity and employee involvement as well as creates a sense of ownership and responsibility which are important for managerial to create successful, diverse, and happy workplace. This study concludes that cross cultural competence and neuroticism characters have a negative and significant impact on ethnocentrism, with global-oriented leadership as a moderating variable to reduce ethnocentrism.]]>
<![CDATA[Experience-Based Knowledge in Islamic Perspective ]]>
<![CDATA[Sari, Yuli Indah]]>;
<![CDATA[Mislan Cokrohadisumarto, Widiyanto bin]]>;
<![CDATA[Fachrunnisa, Olivia]]>;
<![CDATA[Ismail, Abdul Ghafar]]>
<![CDATA[ International Journal of Islamic Business and Economics (IJIBEC) Vol 5 No 2 (2021): IJIBEC VOL. 5 NO. 2 DECEMBER 2021 ]]>
Publisher : <![CDATA[Faculty of Islamic Economics and Business of Institut Agama Islam Negeri (IAIN) Pekalongan ]]>
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DOI: 10.28918/ijibec.v5i2.2886
<![CDATA[The development of technology has created problems regarding challenges and opportunities in utilizing knowledge obtained by humans from various experiences. Experience-based knowledge has been seen as a special advantage for individuals and Islam has a unique way to explain this aspect. This paper aimed to develop an experience-based knowledge model from an Islamic perspective. This study used a qualitative approach based on literature reviews sourced from Al-Qur’an, Al-Hadith, and relevant previous kinds of literature. This study is expected to provide contributions to the development of theories related to experience-based knowledge from an Islamic perspective. The results show that knowledge could be learned and obtained by humans from various experience sources, such as personal experiences, other people's experiences, experts’ experiences, and experiences said in Al-Qur’an and Al-Hadith. This experience-based knowledge helped individuals improve their abilities and were disseminated to the other individuals for Allah’s blessings and achieving the embraced organizational goals and success.]]>
<![CDATA[Islamic Self-efficacy: Building the Competence of Human Development ]]>
<![CDATA[Lusiantia, Dina]]>;
<![CDATA[Fachrunnisa, Olivia]]>
<![CDATA[ INOVATOR Vol 12 No 1 (2023): MARET ]]>
Publisher : <![CDATA[prodima@fe.uika-bogor.ac.id ]]>
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DOI: 10.32832/inovator.v12i1.17613
<![CDATA[The readiness of human resources is the most critical support in developing halal tourism. Competence of human resources as strength. Several studies have used social cognitive theory in building human competence. However, it is rare to use a social cognitive theory approach to work as worship. This study aims to determine the achievement of human development competencies in Halal Tourism. This study uses a social cognitive theory approach with Islamic values, namely Islamic Self-Efficacy. The number of samples in this study was 96 respondents who came from the tourism-driving community in Terban Kudus. The analysis used multiple regression with SPSS to test the effect of Islamic self-efficacy on human resource competence. As a result, it is known that the behavior of believing in destiny, halal knowledge, and workplace spirituality simultaneously and partially affect the competence of halal tourism ambassadors. This study reveals the existence of Islamic Self-efficacy in building human resource competence in the field of halal tourism.]]>
<![CDATA[A Framework for Maximizing Potential and Planning Career Success of The Millennial and Z Generation Workforce ]]>
<![CDATA[Naufal, Irfan An]]>;
<![CDATA[Fachrunnisa, Olivia]]>
<![CDATA[ Proceeding ISETH (International Summit on Science, Technology, and Humanity) 2023: Proceeding ISETH (International Summit on Science, Technology, and Humanity) ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Surakarta ]]>
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DOI: 10.23917/iseth.4329
<![CDATA[This study aims to develop a framework to address the gap between the career expectations of the Millennial and Z Generation workforce and the perceived importance (priority) of their career success. This research was conducted by collecting data from 139 respondents from the Millennial Generation and Z Generation at one of the private and public universities in Semarang using a questionnaire method. The questionnaire contains questions about what the Millennial Workforce and Z Generation expect in choosing a career and what factors are their priorities in achieving career success. The data collected was then analyzed using the gap analysis technique to find the gap between the desired things in choosing a career and the priority considerations in choosing a job. The results show that the Millennial Workforce and Z Generation have extrinsic career expectations such as salary, rewards, employment contracts, and future career opportunities. At the same time, considering interests or priorities in choosing a job is intrinsic, such as potential development opportunities, work-life balance, and company culture. In order to close the gap, this research will propose a framework that contains action plans that various stakeholders can carry out. This framework is expected to help the Millennial and Z Generation workforce maximize their potential and navigate them to achieve career success.]]>
<![CDATA[MODEL PENURUNAN INTENTION TO LEAVE MELALUI EMPLOYEE ENGAGEMENT, KEPEMIMPINAN DAN FAKTOR PEKERJAAN ]]>
<![CDATA[Septiyani, Selvia]]>;
<![CDATA[Fachrunnisa, Olivia]]>
<![CDATA[ Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi Vol. 3 No. 3 (2024): Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi ]]>
Publisher : <![CDATA[Neraca: Jurnal Ekonomi, Manajemen dan Akuntansi ]]>
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<![CDATA[Penelitian ini mengkaji bagaimana employee engagement, kepemimpinan dan faktor pekerjaan mempengaruhi intention to leave pada karyawan di Perusahaan Manufaktur Semarang. Fenomena ini terjadi di tengah tingginya turnover dalam industri garmen, yang dapat merugikan operasional karena kehilangan karyawan berpengalaman. Tujuan penelitian ini adalah untuk menganalisis hubungan antara perceived organizational support, empowering leadership, job security, dan employee engagement terhadap intention to leave. Penelitian menggunakan metode kuantitatif dengan pendekatan explanatory research. Data primer dikumpulkan melalui kuesioner dari 131 karyawan perusahaan. Analisis dilakukan menggunakan teknik Partial Least Square (PLS) untuk menguji hubungan antar variabel secara langsung dan tidak langsung. Hasil penelitian menunjukkan bahwa perceived organizational support dan empowering leadership berpengaruh positif terhadap employee engagement. Selain itu, job security juga terbukti signifikan dalam meningkatkan keterlibatan karyawan. Karyawan yang memiliki engagement tinggi memiliki niat keluar yang rendah, sehingga menjaga retensi yang baik dalam perusahaan. Strategi peningkatan engagement melalui dukungan organisasi, kepemimpinan yang memberdayakan dan jaminan keamanan kerja dapat mengurangi intention to leave pada karyawan Perusahaan Manufaktur Semarang.]]>
