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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

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

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

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

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

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

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

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

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

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.

Peran Pelatihan dengan Mediasi Kesesuaian Pekerjaan, Pembelajaran, dan Keterlibatan Kerja Terhadap Kinerja Pegawai Pemerintah Kota Madiun Farida, Nur Farida; Hendarsjah, Hidajat
Jurnal Aplikasi Bisnis dan Manajemen Vol. 8 No. 1 (2022): JABM Vol. 8 No. 1, Januari 2022
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.8.1.302

In this study we investigate how training affects job performance. We propose the multiple mediator model as a mediating mechanism that transmits the positive effects of training on job performance. The aim of this study was to examine the degree of direct and indirect relationship between training and job performance, as well as to understand the mediating role of person job fit, learning from training and work engagement. The hypothesis was tested on a sample of 225 government officer using a regression test using Baron Kenny's Causal Step method. The results showed a direct relationship between training and performance. The results of the study found that person job fit and work engagement partially mediate the relationship between training and performance. The findings of this study provide useful information for policy makers to improve job fit and work engagement and performance through training. Keywords: training, job performance, person job fit, learning from training, work engagement

Peran Mediasi Keterlibatan Kerja Dalam Hubungan Antara Transformasi Kepemimpinan, Pertukaran Anggota Leader, dan Kinerja Pekerjaan Kuswady, Dody; Hendarsjah, Hidajat
Jurnal Aplikasi Bisnis dan Manajemen Vol. 8 No. 1 (2022): JABM Vol. 8 No. 1, Januari 2022
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.8.1.170

This research aims to find out the effect of transformational leadership and leader-member exchange on the job performance of employees in textile and garment manufacturing companies. This research is expected to be useful to inspire managers to prepare good steps and strategies to improve employee job performance and develop employees. The research was conducted on employees of textile and garment manufacture with a sample of 337 people. The research method uses regression test and analysis of the mediation of Baron and Kenny. The results of the study show that the job performance variable is not influenced by transformational leadership and is influenced by the leader-member exchange. The leader-member exchange variable is influenced by the transformational leadership variable. Work engagement variable is influenced by transformational leadership and not influenced by leader-member exchange. Work engagement mediating variable is as a mediator of transformational leadership relationship to job performance and not as a mediator of leader-member exchange relationship to job performance. Keywords: job performance, leader-member exchange, manufacture textile, transformational leadership, work engagment

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