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Hidajat Hendarsjah
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Analysis of The Relationship Between Personal Competencies and Individual Work Performance with Job Specialization, Formalization, and Centralization as Moderators Adihardja, Hamdani Sulaeman; Hendarsjah, Hidajat
The Asian Journal of Technology Management (AJTM) Vol. 13 No. 3 (2020)
Publisher : Unit Research and Knowledge, School of Business and Management, Institut Teknologi Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12695/ajtm.2020.13.3.5

Abstract

Abstract. This research examines the impact of personal competencies on individual work performance when performing maintenance activities and examines job specialization, formalization, and centralization as moderator variables. For the analysis, we use questionnaires data from 741 respondents of maintenance officers in the Signalling and Telecommunication Departement at PT KAI (Persero). The results showed that personal competencies significantly affecting individual work performance with a correlation value of 0.001 ( <0.05), and other results related to job Specialization and Centralization as moderator variables demonstrated that these two variables could not be treated as moderators in strengthening the relationship between personal competencies and performance.  The results showed correlation value of 0.847 ( >0.05) and 0. 173 (>0.05), respectively. This research's formalization variable was not used in the hypothesis testing stage as a moderator because it lacked instrument validity. This study recommends that maintenance officers have better individual work performance when management focuses on increasing the personal competencies or focuses on increasing competencies in work fields that require special skills by the scope of work they face.Keywords:  Personal Competencies. Individual Work Performance. Job Specialization. Formalization. Centralization
Enhancing Individual Positive Reaction to Organizational Change Through Transformational Leadership and Change Agent’s Credibility Deviana, Riszty Budi; Hendarsjah, Hidajat
Jurnal Manajemen Bisnis Vol 14, No 2: September 2023
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v14i2.17741

Abstract

Research aims: This study aims to analyze the effect of transformational leadership and the credibility of change agents on the positive reactions of individuals. Reactions are not dichotomized into forms of support and resistance but are analyzed using a three-dimensional attitude approach: cognitive, emotional, and intentional.Design/Methodology/Approach: The population of this research was civil servants at BPS-Statistics in Central Java Province, consisting of 35 regencies/municipalities. Simple random sampling was used to sample the population; there were 304 respondents. The data were then collected by self-enumeration with an online questionnaire and analyzed with Structural Equation Modeling—Partial Least Squares (SEM-PLS).Research findings: Based on statistical results, the six hypotheses proposed demonstrated a significant positive effect on all relationships between variables. Transformational leadership and change agents' credibility positively correlated with the individual positive reactions, i.e., cognitive, emotional, and intentional reactions. Theoretical Contribution/Originality: In the theory of force fields, Kurt Lewin states that the success of organizational change can be achieved by increasing the forces that drive change. This strength can be sourced from the positive reactions of individuals in the organization, where these reactions are along the cognitive, emotional, and intentional dimensions. Understanding individual reactions through the tripartite concept provides clearer information about individual reactions to change.Practitioners/Policy Implications: By applying a transformational leadership style, positive reactions to organizational change can be comprehensively enhanced in three dimensions, i.e., cognitive, emotional, and intentional. In addition, the change agent appointed to facilitate change must also have credibility.Research Limitations/Implications: This study only analyzed the relationship between the antecedent variables and the positive reactions of individuals without considering the negative reactions. Hence, the influence of reaction ambivalence on an individual's reaction to change can also be explored in future studies.
Peran Mediasi dari Presenteeism dan Workaholism dalam Pengaruh Job Insecurity terhadap Emotional Exhaustion Latifah, Nandita Nury; Hendarsjah, Hidajat
Eksos Vol. 19 No. 2 (2023): Eksos
Publisher : Jurusan Akuntansi Politeknik Negeri Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31573/eksos.v19i2.624

Abstract

The existence of a pandemic and government policies that require everyone to stay indoors has caused tourism, including hotels, to experience a decline in visitors. As a result, many of these hotels had to close and lay off the work of some of their employees. This causes the emergence of job insecurity among employees who are still working. Then many employees try to keep their jobs by practicing presenteeism and workaholism. However, this behavior will result in emotional exhaustion. This study aims to analyze the mediating role of presenteeism and workaholism in the relationship between jab insecurity and emotional exhaustion. This study used 103 respondents by taking respondents from hotel employees in Surakarta. Data analysis was carried out using the PLS (Partial Least Square) method with the smartPLS 4 program. Based on the results of the analysis it was concluded that job insecurity has a positive relationship with emotional exhaustion, presenteeism and workaholism are positive in the role of mediating the relationship between job insecurity and emotional exhaustion.
Pengaruh Customer Incivility Terhadap Turnover Intention, Job Embeddedness Dan Dimediasi Oleh Emotional Exhaution Soraya Widyadana; Hidajat Hendarsjah
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 4 (2024): Journal of Economic, Bussines and Accounting (COSTING)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i5.11274

Abstract

Penelitian ini bertujuan untuk mengevaluasi dampak customer incivility terhadap turnover intention dan job embeddedness serta untuk menentukan apakah factor mediasi seperti emotional exhaustion mempengaruhi hubungan tersebut. Penelitian ini memilih karyawan call center perbankan di Kota Solo sebagai populasi penelitian dan sebanyak 120 orang dipilih sebagai sampel penelitian dengan menggunakan teknik purposive sampling. Pengumpulan data dilakukan dengan survei online menggunakan kuisioner. Dengan menggunakan analisis SEM PLS, penelitian ini menemukan bahwa hubungan adanya hubungan positif dan signifikan antara customer incivility dan turnover intention, customer incivility dan emotional exhaustion, serta emotional exhaustion dan turnover intention. Selain itu adanya hubungan negative yang signifikan antara customer incivility dan job embeddedness dan emotional exhaustion dan job embeddedness. Pada penelitian ini variabel emotional exhaustion juga dapat memediasi hubungan antara customer incivility dan job embeddedness serta turnover intention.
Enhancing Individual Positive Reaction to Organizational Change Through Transformational Leadership and Change Agent’s Credibility Deviana, Riszty Budi; Hendarsjah, Hidajat
Jurnal Manajemen Bisnis Vol. 14 No. 2: September 2023
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v14i2.17741

Abstract

Research aims: This study aims to analyze the effect of transformational leadership and the credibility of change agents on the positive reactions of individuals. Reactions are not dichotomized into forms of support and resistance but are analyzed using a three-dimensional attitude approach: cognitive, emotional, and intentional.Design/Methodology/Approach: The population of this research was civil servants at BPS-Statistics in Central Java Province, consisting of 35 regencies/municipalities. Simple random sampling was used to sample the population; there were 304 respondents. The data were then collected by self-enumeration with an online questionnaire and analyzed with Structural Equation Modeling—Partial Least Squares (SEM-PLS).Research findings: Based on statistical results, the six hypotheses proposed demonstrated a significant positive effect on all relationships between variables. Transformational leadership and change agents' credibility positively correlated with the individual positive reactions, i.e., cognitive, emotional, and intentional reactions. Theoretical Contribution/Originality: In the theory of force fields, Kurt Lewin states that the success of organizational change can be achieved by increasing the forces that drive change. This strength can be sourced from the positive reactions of individuals in the organization, where these reactions are along the cognitive, emotional, and intentional dimensions. Understanding individual reactions through the tripartite concept provides clearer information about individual reactions to change.Practitioners/Policy Implications: By applying a transformational leadership style, positive reactions to organizational change can be comprehensively enhanced in three dimensions, i.e., cognitive, emotional, and intentional. In addition, the change agent appointed to facilitate change must also have credibility.Research Limitations/Implications: This study only analyzed the relationship between the antecedent variables and the positive reactions of individuals without considering the negative reactions. Hence, the influence of reaction ambivalence on an individual's reaction to change can also be explored in future studies.
PERAN ASERTIVITAS SEBAGAI VARIABEL MODERASI TERHADAP HUBUNGAN JARAK KEKUASAAN DENGAN GAYA KEPEMIMPINAN OTOKRATIS Abutabaq, Hussein M H; Hendarsjah, Hidajat
Jurnal Ekonomika dan Manajemen Vol 13, No 2 (2024)
Publisher : Universitas Budi Luhur

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36080/jem.v13i2.3131

Abstract

Penelitian ini bertujuan untuk mengidentifikasi dan menganalisis hubungan antara jarak kekuasaan dan gaya kepemimpinan otokratis. Penelitian ini menggunakan data kuantitatif dari studi GLOBE di 62 negara, khususnya data masyarakat untuk skala kepemimpinan otokratis dan data masyarakat untuk skala budaya termasuk jarak kekuasaan. Tiga variabel penelitian yang digunakan adalah jarak kekuasaan sebagai variabel independen, gaya kepemimpinan otokratis sebagai variabel dependen, dan Asertivitas sebagai varibale moderasi. Temuan penelitian menunjukkan bahwa jarak kekuasaan berhubungan positif dengan gaya kepemimpinan otokratis jika terdapat sikap asertif yang rendah. Individu dengan ketegasan rendah mungkin lebih menerima kepemimpinan otokratis, terutama dalam budaya jarak kekuasaan tinggi di mana otoritas hierarkis diterima dan dihormati. Akan tetapi jika terdapat sikap asertif yang tinggi maka Individu yang sangat tegas dapat menantang atau menolak kepemimpinan otokratis, terlepas dari jarak kekuasaan yang berlaku. Mereka mungkin menganjurkan proses pengambilan keputusan yang lebih partisipatif atau menantang struktur otoritas.
Organizational citizenship behaviour relationship on challenge stress, hindrance stress and turnover intention in hotel industry employees in Java island Prasetio, Kumala Hasta; Hendarsjah, Hidajat
Jurnal Konseling dan Pendidikan Vol. 12 No. 4 (2024): JKP
Publisher : Indonesian Institute for Counseling, Education and Therapy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/1118600

Abstract

The high employee turnover rate in the hotel industry on Java Island, influenced by work stress and organizational behavior, poses a significant challenge to operational sustainability and service quality in this sector.This study examines the relationship between Organizational Citizenship Behavior (OCB), Challenge Stress (CS), Hindrance Stress (HS), and Turnover Intention (TI) among employees in the hotel industry on Java Island. The research investigates the distinct roles of OCB at the individual level (OCBI) and organizational level (OCBO) in influencing stress perceptions and employee turnover intentions. A quantitative approach was utilized, involving 220 hotel employees from various regions in Java. Data was collected using online questionnaires and analyzed using Structural Equation Modeling (SEM) with the SmartPLS tool. The findings reveal that OCBO significantly influences CS positively and HS significantly, while OCBI does not significantly impact either type of stress. Furthermore, HS has a strong positive effect on TI, whereas CS shows no significant impact. Interestingly, OCBO also exhibits a direct positive influence on TI. These results suggest that while OCB behaviors can enhance organizational functioning, they may also inadvertently contribute to stress and turnover intentions, especially when organizational support is insufficient. This study highlights the nuanced effects of OCB in the high-pressure context of the hotel industry. Practical implications include the need for organizations to balance employee contributions with adequate rewards and stress management strategies. Future research should explore additional moderating factors, such as organizational culture and job resources, to better understand the dynamics of stress and turnover in the hospitality sector
What Makes a Face-Saving Leadership Style: The Dual Effects of Uncertainty Avoidance and Power Distance Cultural Values Hendarsjah, Hidajat; Mulyadi
Jurnal Aplikasi Bisnis dan Manajemen Vol. 11 No. 3 (2025): JABM Vol. 11 No. 3, September 2025
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.11.3.748

Abstract

Background: The self-protective leadership style (SPL) prioritizes the safety and security of the leader and the group while focusing on maintaining status and avoiding mistakes. In this leadership style, leaders may focus on face-saving behavior, maintaining their position, and avoiding making bold decisions that could lead to failure. Amid the controversy, this perspective raises further questions about what factors drive the formation of this leadership style. On the other hand, cultures that value uncertainty avoidance may be more likely to support self-protective leadership because of (1) the need for stability: people in these cultures may prefer leaders who prioritize stability and security over innovation or taking chances; this may result in leaders who are cautious and avoid making risky decisions, and (2) a focus on rules: clear rules and structures are important in high uncertainty avoidance cultures, so leaders who follow established procedures may be perceived as more reliable. Purpose: This study focused on elaborating the dual effects of cultural values of Uncertainty Avoidance and Power Distance cultural values in shaping the face-saving attitude dimension of self-protective leadership. Design/methodology/approach: GLOBE Project data at the country level were used to elaborate on the phenomenon. The study used multivariate analysis that elaborated on the moderating role of the regression technique. To further test the assumption of Power Distance as a moderator, a series of further regression tests was conducted to see whether the Power Distance variable was confirmed as a moderator. The simple slope analysis technique was used to observe characteristics of the moderating role of Power Distance on the associative relationship between Uncertainty Avoidance and Face-Saver.  Findings/Results: The findings showed that Uncertainty Avoidance had a positive relationship with the formation of the face-saving dimension of SPL. At the same time, the expected contextual factor of Power Distance did not influence the strength of the positive association between Uncertainty Avoidance and Face-Saver; instead, it had a dual effect with Uncertainty Avoidance in forming the Face-Saver orientation. Conclusion: The findings implied the possibility of trickiness in obtaining the effective leadership practices, which could be dominated by the Face-Saver orientation when high Uncertainty Avoidance and high Power Distance cultural values exist.Originality/Value (State of The Art): The results of this study indicate that reducing Power Distance orientation can reduce the formation of Face-saver characteristics in organizations. Future research must test whether the presence of a flat structure and cross-functional teams can reduce the formation of face-saving practices in organizations.  Keywords: face-saver, leadership, uncertainty avoidance, power distance, self-protective leadership
The Influence of Performance Evaluation Satisfaction, Salary Satisfaction, and Supervisor Support on Employee Turnover Intention: The Mediating Role of Work Engagement Raditriono, Raditriono; Hendarsjah, Hidajat
Eduvest - Journal of Universal Studies Vol. 4 No. 7 (2024): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v4i7.1535

Abstract

This study investigates the impact of performance appraisal satisfaction, salary satisfaction, and supervisor support on employee turnover intention, with job attachment acting as a mediating variable. Turnover intention refers to the likelihood of employees leaving their current job, which can significantly affect organizational productivity and incur high costs. The research focuses on employees in the food processing industry in Sukoharjo Regency. Using a quantitative survey and cross-sectional method, data were collected from 300 employees through questionnaires and analyzed using Smart PLS 3.2.9 software. The results indicate that performance appraisal satisfaction, salary satisfaction, and supervisor support positively affect job attachment, which in turn negatively influences turnover intention. Job attachment mediates the relationship between performance appraisal satisfaction, salary satisfaction, and supervisor support on turnover intention. These findings contribute to the literature on human resource management and provide practical insights for organizations to enhance employee retention by fostering job attachment through fair performance appraisals, adequate salary, and strong supervisor support.
Consumer behavior-focused training in retailing education: Too much of a good thing? Hendarsjah, Hidajat; Haryanto, Haryanto
Jurnal Pendidikan Vokasi Vol. 11 No. 2 (2021): June
Publisher : ADGVI & Graduate School of Universitas Negeri Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21831/jpv.v11i2.39928

Abstract

Consumer behavior training extensively delivered in the tertiary vocational school of business had been expected to equip students with deep knowledge in marketing and sales. This was true when students were dealing with general business environments, but it was dubious when it was implemented in a certain field of business, such as retail business. Retail business, predictably, had a unique characteristic in its business decisions. Students in the Marketing Program of a tertiary vocational school in their final year were the object of the study. Employing the non-parametric tools to assess student knowledge in consumer behavior and its association with retailing decisions mastery, it was found that student mastery in consumer behavior did not associate with better knowledge in other five retail business decisions (determining the composition of goods, spotting locations, pricing, profit strategy, and store management). The article also provided a brief explanation that specific knowledge in consumer behavior did not always in line with the required knowledge in the retail business. It was also suggested that to elaborate whether one particular knowledge of business practices had a valuable feature was, first, by determining its overall decisions relating to it.  Then, the second, establishing a series of analyses to assess whether the decisions have any relations with the college's courses or training of a field of study.  Comprehension of the process might help the vocational school to equip students with the right required knowledge and skills for a certain field of business.
Co-Authors Abutabaq, Hussein M H Adihardja, Hamdani Sulaeman Adihardja, Hamdani Sulaeman Arifah, Syahdhaniar Deviana, Riszty Budi farida, nur farida Hardiyanto, Dedy Haryanto Haryanto Hidayah Turachma Kuswady, Dody Latifah, Nandita Nury Mellisa Claudia MULYADI Mustakim, Ramdan Nur Hidayah Prasetio, Kumala Hasta Puspitaria, Ika Raditriono, Raditriono Ramdan Mustakim Reza Rahardian Soraya Widyadana Tri Prasetyaningrum Wisnu Untoro