Articles
<![CDATA[Pengaruh Budaya Organisasi Dan Komitmen Organisasional Terhadap Kinerja Karyawan ]]>
<![CDATA[Nugroho, Bandhu Manhistha Purwono]]>;
<![CDATA[Armanu, Armanu]]>
<![CDATA[ Jurnal Kewirausahaan dan Inovasi Vol. 3 No. 3 (2024) ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis Universitas Brawijaya ]]>
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DOI: 10.21776/jki.2024.03.3.07
<![CDATA[PDAM Nganjuk has shown various performance improvements in various aspects, especially employee performance. This increase was triggered by the losses experienced, apart from that, there were still many complaints about employee performance. This problem is homework that must be addressed immediately so that performance and service are more optimal. The objective of this research is to identify the partial and simultaneous effects of organizational culture and organizational commitment on the performance of employees at the Regional Drinking Water Company of Nganjuk. This research is considered as an explanatory research as it explains the causal relationship between the variables through hypothesis testing. Using the simple random sampling technique, 86 people were selected as the respondents. The results of the multiple linear regression analysis have led to findings that organizational culture significantly influences employee performance, that organizational commitment significantly affects employee performance, and that organizational culture and organizational commitment simultaneously have significant effects on employee performance. The results of these findings imply that an organization needs to maintain organizational cultural values in the form of affirmation of the company's core values. Organizational commitment needs to be maintained through activities related to increasing employees' love for the organization. Abstrak PDAM Nganjuk telah menunjukkan berbagai peningkatan kinerja di berbagai aspek terutama kinerja karyawan. Peningkatan tersebut dipicu karena adanya kerugian yang dialami, selain itu kinerja karyawan masih banyak dikeluhkan masyarakat. Permasalahan tersebut menjadi pekerjaan rumah yang harus segera ditangani agar kinerja dan pelayanan lebih optimal. Penelitian ini bertujuan untuk mengetahui pengaruh budaya organisasi dan komitmen organisasional terhadap kinerja karyawan PDAM Nganjuk secara parsial dan simultan. Jenis penelitian ini adalah explanatory research yang menjelaskan hubungan kausal antara variabel-variabel melalui pengujian hipotesis. Penelitian ini menggunakan sampel sebanyak 86 responden. Pengambilan sampel menggunakan teknik Simple Random Sampling. Teknik analisis data yang digunakan adalah Regresi Linier Berganda. Dari hasil pengujian dapat disimpulkan bahwa budaya organisasi berpengaruh signifikan terhadap kinerja karyawan. Komitmen organisasional memiliki pengaruh siginifikan terhadap kinerja karyawan. Budaya organisasi dan komitmen organisasional secara simultan berpengaruh signifikan terhadap kinerja karyawan. Hasil temuan ini berimpilikasi bahwa sebuah organisasi perlu menjaga nilai budaya organisai dalam bentuk penegasan atas nilai inti perusahaan. Komitment organisasi perlu dijaga melalui kegiatan yang berkaitan dengan meningkatkan rasa cinta karyawan.]]>
<![CDATA[THE INFLUENCE OF LEADERSHIP STYLE ON SERVICE QUALITY IN HIGHER EDUCATION: A STUDY AT A SOCIAL SCIENCE FACULTY ]]>
<![CDATA[Wijaya, Andy Fefta]]>;
<![CDATA[Prastyari, Catrine Ana]]>;
<![CDATA[Armanu, Armanu]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 17 No. 3 (2019) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2019.017.03.06
<![CDATA[This study aimed at disclosing the influence of the leadership style on the service quality in Higher Education Institution. This study population is 103 supporting staffs of a social science faculty, with a proportional random sampling of 80 people. The hypothesis in this study was analyzed by using the structural model of Partial Least Square.Based on the results of Partial Least Square testing, it is disclosed that there is a significant influence of the leadership style on the service quality at the faculty being studied. The positive correlation shows that the stronger the leadership style is, the higher the leadership style impact on the service quality will be.]]>
<![CDATA[EFFECTIVENESS OF ASSET MANAGEMENT IN THE PUBLIC SECTOR WITH THE APPLICATION OF ASSET MANAGEMENT, ACCOUNTABILITY, MONITORING AND EVALUATION, AND QUALITY OF HUMAN RESOURCES (Case Study in Government of Blitar City-East Java) ]]>
<![CDATA[Kusnawati, Erlin Ferida]]>;
<![CDATA[Amartur, Khishigjargal]]>;
<![CDATA[Armanu, Armanu]]>;
<![CDATA[Hadiwidjojom, Djumilah]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 17 No. 4 (2019) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2019.017.04.01
<![CDATA[The purpose of this study is to find out the effectiveness of asset management conducted by Blitar Government using quantitative methods. The type of research used was explanatory research, which explains the effect of Asset Management, Public Accountability, Monitoring, and Evaluation on the Effectiveness of Regional Asset Management that is moderated by Human Resources (HR). Data taken in this research were primary data, secondary data. Those were analyzed using PLS (Partial Least Square), a variance-based structural equation analysis (SEM) that can test the measurement model simultaneously as well as a structural test model. The results of this study indicate that the implementation of asset management affects the effectiveness of asset management. Monitoring and evaluation are important parts of good management practices; therefore, they were an integral part of management.]]>
<![CDATA[TEACHER WORK ENGAGEMENT IN INCLUSIVE SCHOOL ]]>
<![CDATA[Rosyanti, Daisy Marthina]]>;
<![CDATA[Armanu, Armanu]]>;
<![CDATA[Ratnawati, Kusuma]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 19 No. 1 (2021) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2021.019.01.09
<![CDATA[This research aimed to identify and state the significance of teacher work engagement to improve inclusive school performance, where the inclusive school was a form of education equity and realization without any discriminations which currently have been organized by the government of Indonesia. Further, this research was based on the phenomenon which happened that not all teachers in inclusive school were involved maximally on the inclusive concept. This research was categorized into qualitative research which exerted case study approaches to explore the teacher experience during teaching activity in the inclusive school. It aims to identify teacher engagement at work. This research finding showed that the teacher work engagement was affected by self-efficacy and organizational climate. The teacher who had high self-efficacy referred that the teacher believes their selves were able to fulfill daily challenges in the school and therefore, the teacher tended to be more engaged on work. Besides, this research finding, indicated that the fun organizational climate became attendant which could influence the teacher work engagement.]]>
<![CDATA[THE RELATIONSHIP BETWEEN ORGANIZATIONAL JUSTICE AND JOB INVOLVEMENT ON NURSE'S ORGANIZATIONAL CITIZENSHIP BEHAVIOR (EXAMINING THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT) ]]>
<![CDATA[Umiriyana, Umiriyana]]>;
<![CDATA[Cahyono, Luthfi Basith Eko]]>;
<![CDATA[Armanu, Armanu]]>;
<![CDATA[Puspaningrum, Astrid]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 18 No. 2 (2020) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2020.018.02.01
<![CDATA[This study aims to understand the role of organizational commitment in mediating the influence of organizational justice and job involvement on nurses' organizational citizenship behavior. This explanatory research was conducted on the nurses of Universitas Muhammadiyah Malang Hospital (UMM Hospital). From the population of 127 nurses, 96 were selected as the sample through a proportionate random sampling method. The statistical analysis through Structural Equation Modelling found that organizational justice has no significant influence on organizational citizenship behavior, job involvement has a significant influence on organizational citizenship behavior, organizational commitment has a significant influence on organizational citizenship behavior, organizational justice has a significant influence on organizational citizenship behavior through organizational commitment, and job involvement has a significant influence on organizational citizenship behavior through organizational commitment.]]>
<![CDATA[Perkembangan Entrepreneur di Malang: Studi Proses, Fase Perkembangan, dan Model yang Berkelanjutan ]]>
<![CDATA[Armanu, Armanu]]>;
<![CDATA[Novadjaja, Lily Hendrasti]]>;
<![CDATA[Noermijati, Noermijati]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 9 No. 4 (2011) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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<![CDATA[The study aims to describe (1) the creation process of entrepreneur, (2) the entrepreneur development face, and (3) the sustainable entrepreneur model. Qualitative approach with fenomenological method were utilized to get the description. The study found that (1) the entrepreneur was created through family life and work experiences; (2) the entrepreneur development process through product innovation, process innovation and marketing innovation, and (3) strengtherning "high intention to their son and doughter for being an entrepreneur is needed to be a model of sustainable entrepreneur.]]>
<![CDATA[ENHANCING MILLENNIAL PERFORMANCE THROUGH INDIVIDUAL CHARACTERISTICS AND EMPLOYEE ENGAGEMENT ]]>
<![CDATA[Ilhami, Susanti Dwi]]>;
<![CDATA[Armanu, Armanu]]>;
<![CDATA[Noermijati, Noermijati]]>;
<![CDATA[Korsakul, Nattharuja]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 19 No. 3 (2021) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2021.019.03.01
<![CDATA[This study presents a model linking individual characteristics, employee engagement, and employee performance. The primary objective was to investigate the direct effect of individual characteristics on employee performance and its indirect effect through employee engagement. This study used a non-probability sampling technique with a saturation sampling type. The data were obtained by a questionnaire from a sample of 118 respondents of millennial employees in the media and information technologies sector in Yogyakarta. Data were analyzed by used variance-based SEM (SEM-PLS) and found four significant paths models. The result reveals that individual characteristics have a positive and significant effect on improving employee performance. Moreover, individual characteristics are significantly positive in increasing employee engagement, while employee engagement has a positive and significant effect on employee performance. The mediation test result indicated that employee engagement could partially mediate the relationship of individual characteristics on employee performance. Further research can incorporate variables that influence millennial performance, such as job characteristics, intention to leave, job satisfaction, and other variables to improve strategies in enhancing millennial performance.]]>
<![CDATA[PERCEIVED EXTERNAL PRESTIGE ON DEVIANT WORKPLACE BEHAVIOR WITH MEDIATION OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT ]]>
<![CDATA[Pratiwi, Ita Wahyu]]>;
<![CDATA[Armanu, Armanu]]>;
<![CDATA[Rahayu, Mintarti]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2022.020.03.16
<![CDATA[This study focuses on perceived external prestige in reducing deviant workplace behavior by mediating job satisfaction and organizational commitment. This study aimed to determine and analyze the effect of perceived external prestige on deviant workplace behavior, either directly or indirectly, through the mediation of job satisfaction and organizational commitment. This study used saturated sampling. The sample used in this study is the civil servant of the Regional Government of Kediri Regency, East Java, especially the Regional Apparatus Organizations. Three Regional Apparatus Organizations are the Regional Personnel Agency, the Department of Transportation, and the Region Financial and Asset Management Agency, with a sample of 117 civil servants. The analytical method used is a causal study. Data were analyzed and processed using PLS-SEM statistical programming to evaluate the outer and inner structure of the model. The results reveal that perceived external prestige negatively and significantly affects deviant workplace behavior. The results of the mediation test show that job satisfaction and organizational commitment partially mediate the effect of perceived external prestige on deviant workplace behavior. Subsequent research studies will yield different results in another industry or region. Further research can conduct thorough research on all Regional Apparatus Organizations to obtain comprehensive research results, and systematic sampling techniques can be used to avoid cognitive bias from respondents.]]>
<![CDATA[THE MOTIVATION AND THEIR EFFECT ON TEACHER PERFORMANCE: THE MEDIATION ROLE OF WORK EXPERIENCE ]]>
<![CDATA[Wahyudi, Yuda Putra]]>;
<![CDATA[Armanu, Armanu]]>;
<![CDATA[Suryadi, Nanang]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 21 No. 2 (2023) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2023.021.02.12
<![CDATA[This study aims to analyze the effect of motivation on performance mediated by work experience. Teachers at State Junior High Schools are the population in this study. The sampling technique used a purposive sampling method with 321 teachers as respondents. The technique used is Partial Least Square. The analysis results show that: Motivation has a significant positive effect on performance; Motivation has a significant positive impact on work experience; Work experience has a significant positive effect on performance; Work experience significantly mediates the effect of motivation on performance. The implication of this research is to have a suitable influence on motivation the public junior high school teachers in the Malang district should continue to be encouraged by using an approach to success expectations, value implications and potential costs of implementing professional development so that they always have motivation at work. Expectations of success, value implications, and potential costs of implementing professional development will be met. Teachers can play a role in terms of providing support. Teachers have more enthusiasm and encouragement in their work and can show performance. Work experience can also act as a mediating variable; principal collaboration and partnerships with out-of-school institutions are forged, and learning collaboration supports performance. Motivation provides encouragement and efforts to do work to contribute to new work experiences and individual performance towards organizational performance.]]>
<![CDATA[THE ROLE OF ORGANIZATIONAL COMMITMENT AS A MEDIATING VARIABLE IN THE INFLUENCE OF ORGANIZATIONAL CULTURE AND EMPLOYEE PERFORMANCE IN THE TELECOMMUNICATION INDUSTRY ]]>
<![CDATA[Rifandani, Eka Putri]]>;
<![CDATA[Armanu, Armanu]]>;
<![CDATA[Hapsari, Raditha Dwi Vata]]>
<![CDATA[ Jurnal Aplikasi Manajemen Vol. 21 No. 4 (2023) ]]>
Publisher : <![CDATA[Universitas Brawijaya, Indonesia ]]>
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DOI: 10.21776/ub.jam.2023.021.04.12
<![CDATA[Business competition has required every company to examine more deeply the appropriate strategy to use so that the company can have strong competitiveness and survive amidst quite dynamic environmental changes. Research on human resource management is expected to contribute to examining the contribution of elements that can be factors that affect employee performance. This current study examines and analyzes the effect of training and organizational culture on employee performance with the mediation of organizational commitment in the telecommunication industry. This current study focuses on mediating organizational commitment's effect on organizational culture and employee performance. One hundred ten respondents who participated in the survey were recruited by using a saturated sampling technique. The data of this quantitative study was analyzed using Structural Equation Modelling of PLS and hypothesis testing. This results study finds that the two variables have different effects: training has no significant effect on organizational commitment and employee performance, but organizational culture results in the opposite. Implications derived from this study are expected to be used by companies in their improvement efforts.]]>
