Articles
<![CDATA[The Effect of Organizational Commitment and Organizational Citizenship Behavior Toward Service Quality at Universitas Kristen Indonesia ]]>
<![CDATA[Edison Siregar]]>;
<![CDATA[Muchlis R. Luddin]]>;
<![CDATA[Thomas Suyatno]]>
<![CDATA[ IJHCM (International Journal of Human Capital Management) Vol 3 No 1 (2019): IJHCM (International Journal of Human Capital Management) ]]>
Publisher : <![CDATA[Program Studi S3 Ilmu Manajemen ]]>
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DOI: 10.21009/IJHCM.03.01.06
<![CDATA[The objective of this research is to find out the effect organizational commitment and organizational citizenship behavior towards service quality at Universitas Kristen Indonesia. The research method used was a quantitative method wiht using path analysed design. In collecting the data, 71 employees were chosen from 243 employees randomly to be the sample of this research. The data of the this research were obtained by distrubuting questiinnaires and analyzed them using path analysis. The result shows that there exists a positive direct effect of (1) organizational commitment towards service quality, (2) organizational citizenship behavior towards service quality, and (3) organizational commitment towards organizational citizenship behavior. Therefore, as the conclussion to this research, to improve the service quality of the employee at Universitas Kristen Indonesia, the organizational commitment, and organizational citizenship behavior should be improved.]]>
<![CDATA[Human Resource Architecture Transformation Case Study in Construction Company ]]>
<![CDATA[Wikumurti]]>;
<![CDATA[Muchlis R. Luddin]]>;
<![CDATA[Thomas Suyatno]]>
<![CDATA[ IJHCM (International Journal of Human Capital Management) Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management) ]]>
Publisher : <![CDATA[Program Studi S3 Ilmu Manajemen ]]>
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DOI: 10.21009/IJHCM.03.02.04
<![CDATA[This study focuses on the transformation of the architecture of human resource construction services companies into toll road development companies, to get the right model in the implementation of the Human Resources system towards employee engagement and satisfaction which is reflected in the improvement of company performance. The study used a qualitative approach through case studies in construction service companies with data collection methods using observation, interviews, document observation and surveys of company employees by questionnaire. Research informants are the management of the Human Resources construction services company. The results of the case study show that the implementation of a human resource system in a company that is transformed from a construction services company to a toll road development company includes establishing the company's vision and mission from a construction company to a toll road developer, changing company organizations from a construction services business organization to a road development organization toll road, employee recruitment system, employee development and training, career management, reward system and termination / retirement system have been well applied in the process of transformation from construction service companies to toll road development companies. This has an effect on increasing the value of employee engagement and satisfaction and is reflected in the improvement of the company's performance over the past 4 years from 2015 to 2018.]]>
<![CDATA[Strategic Leadership For The Implementation of Three Values of Higher Education Performed by The Indonesian Defense University (IDU) In The 2015-2018 Period ]]>
<![CDATA[Ahmad Gafuri Dohamid]]>;
<![CDATA[Ma'ruf Akbar]]>;
<![CDATA[Muchlis R. Luddin]]>
<![CDATA[ IJHCM (International Journal of Human Capital Management) Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management) ]]>
Publisher : <![CDATA[Program Studi S3 Ilmu Manajemen ]]>
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DOI: 10.21009/IJHCM.04.01.07
<![CDATA[This research will discuss about IDU’s management in strategic leadership to implement Three Values of Higher Education in the 2015-2018 period of time using qualitative method of research. The result obtained from the research show that in educational aspect, IDU has taken necessary strategic steps for IDU’s improvement. IDU manages the resources that are owned by IDU in academic aspect. IDU has done management processes according to the vision and mission during their time of leadership. In research department, the strategic leadership of IDU is not conducted optimally, especially when using and keeping the core competency. In community service, IDU is not capable in creating an innovation for the community. It is also found in the research that the biggest challenge that IDU has is regarding human resources. Most of the lecturers teach in IDU do not have defense background in their previous education.]]>
<![CDATA[Program Evaluation Certification of Indonesian Library Competence ]]>
<![CDATA[Opong Sumiati]]>;
<![CDATA[Muchlis R. Luddin]]>;
<![CDATA[Ma'ruf Akbar]]>
<![CDATA[ IJHCM (International Journal of Human Capital Management) Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management) ]]>
Publisher : <![CDATA[Program Studi S3 Ilmu Manajemen ]]>
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DOI: 10.21009/IJHCM.04.01.01
<![CDATA[Librarian Work Competency Certification Program has been implemented since 2013. The significance and sustainability of the program's implementation need to be evaluated comprehensively to give decision makers the sustainability of the program going forward. The evaluation uses the context, input, process, product (CIPP) model by analyzing the objectives, planning, implementation planning and the certification program results. The study was conducted at the Jakarta Librarian Professional Certification Institute (LSP) competency test site. Based on interview data, focus group discussions, observations, and study of related documents it is known that the program has been carried out by applicable procedures and regulations. So that in general, the Librarian LSP is eligible to provide a certificate of competence to the librarian following the results of the competency certification test package that is followed. However, there are still several aspects that need to be corrected and refined immediately, bearing in mind that the certification program has an impact on librarians for career development and increasing competitive value for their parent institutions. Optimizing the performance of Librarian LSPs or the formation of other forms of Librarian LSPs is needed to accelerate the certification of Indonesian librarians.]]>
<![CDATA[The Influence of Training, Customer Orientation and Work Engagement on The Hotel Supervisor Professionalism ]]>
<![CDATA[Dewi Eka Arini]]>;
<![CDATA[Dedi Purwana]]>;
<![CDATA[Muchlis R. Luddin]]>
<![CDATA[ IJHCM (International Journal of Human Capital Management) Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management) ]]>
Publisher : <![CDATA[Program Studi S3 Ilmu Manajemen ]]>
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DOI: 10.21009/IJHCM.04.02.10
<![CDATA[The hospitality industry has grown in size and complexity to service demands that require a higher level of skills from its personnel. Qualified personnel and skilled personnel are at the core of any profession, thus the professional status of the hotel industry should encourage to maintain the quality of employees. This study aims to determine the effect of training, customer orientation and job engagement on the professionalism of hotel supervisors in the hotel industry in Indonesia based on the rapidly changing needs of customers in the industry. The data collected was taken from a national hotel chain totaling 49 hotels from several regions in Indonesia and taking a sampling of 219 supervisors.]]>
<![CDATA[The Influence Of Organizational Culture, The Attitude Of The Lecturer Toward Women’s Leadership, And Job Satisfaction On Organizational Commitment In The ‘Aisyiyah University Yogyakarta ]]>
<![CDATA[Rufaida Setyawati]]>;
<![CDATA[Ma'ruf Akbar]]>;
<![CDATA[Muchlis R. Luddin]]>
<![CDATA[ Journal of Business and Behavioural Entrepreneurship Vol 4 No 1 (2020): Journal of Business and Behavioural Entrepreneurship ]]>
Publisher : <![CDATA[Fakultas Ekonomi, Universitas Negeri Jakarta ]]>
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DOI: 10.21009/JOBBE.004.1.05
<![CDATA[The research is conduted to find the relationship between organizational culture, ob statistifaction, and the attitude of lecturers who were not serving in leadership, both structural and functional positions toward women’s leadership on organizational commitment in ‘Aisyiyah University (UNISA) Yogyakarta. The population of the research was 153 people, then the number of samples was determined by following the Slovin formula and obtained 111 respondents. Samples used as respondents from each faculty and study program were determined randomly. so the sampling technique is included in the category of random sampling. The research method uses a quantitative approach with survey data collection methods, and uses path analysis techniques. The findings of this research are 1) there is a positive direct effect of organizational culture on organizational commitment, 2) there is a direct negative effect on organizational culture on job satisfaction, 3) there is a positive direct effect of attitudes on women's leadership on job satisfaction, 4) there is a positive direct effect of organizational culture on organizational commitment, 5) there is a positive direct effect of attitudes on women's leadership on organizational commitment, 6) there is a direct positive direct effect on job satisfaction on organizational commitment, 7) there is an indirect direct negative effect on women's organizational culture on organizational commitment through job satisfaction, 8) there is a direct indirect effect of positive attitudes towards women's leadership on organizational commitment through job satisfaction.]]>
<![CDATA[Improvement of Researcher’s Performance Through Empowerment, Organization Commitment and Innovation in the Ministry of Home Affairs and Regional Government ]]>
<![CDATA[Teguh Narutomo]]>;
<![CDATA[Muchlis R. Luddin]]>;
<![CDATA[Thomas Suyatno]]>
<![CDATA[ Jurnal Bina Praja Vol 11 No 1 (2019) ]]>
Publisher : <![CDATA[Research and Development Agency Ministry of Home Affairs ]]>
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DOI: 10.21787/jbp.11.2019.111-123
<![CDATA[This study was about the performance of researchers in the Ministry of Home Affairs’ Research and Development Agency (R & D Unit of the MoHA). This research was motivated by the suboptimal performance of researchers in developing policies in the Ministry of Home Affairs. The purpose of this study was to describe the performance of the researchers and their various efforts on research and development in the Ministry of Home Affairs and Regional Government. This study used Structural Equation Modeling (SEM). The results of this study showed that empowerment has a direct effect on innovation and improvement of the researcher’s performance. This means that more empowerment will lead to an increase in the performance of MoHA and Regional Government researchers indicated by the increase in R & D innovations produced by the researchers. The Organization Commitment had a direct effect on innovation and improvement of the researcher’s performance. This means that a high level of commitment in the organization will lead to an increase in the performance of MoHA and the Regional Government researchers, through the increase in innovations. Innovations had a direct effect on the researcher’s performance. This means that a high degree of innovations will lead to an increase in the researchers’ performance. Together, the increased empowerment and organizational commitment directly influence the performance of researchers. This means that increasing empowerment and organizational commitment at the same time will improve the researchers’ performance. The novelty factor from this study was the theoretical implication that this study strengthens the previous studies, that empowerment directly influenced innovation and enhanced the researchers’ performance, the organizational commitment had a direct effect on researcher innovation and improved the researchers’ performance, innovations directly influenced the researchers’ performance, and that empowerment and the organizational commitment together have a direct effect on the performance of researchers.]]>
<![CDATA[THE EFFECT OF VISIONARY LEADERSHIP, ORGANIZATIONAL BEHAVIOR, PERSUASIVE COMMUNICATION AND ORGANIZATIONAL COMMITMENT ON THE PROFESSIONALITY OF HONORARY EMPLOYEES ]]>
<![CDATA[Asad Isma]]>;
<![CDATA[Dedi Purwana]]>;
<![CDATA[Muchlis R.Luddin]]>
<![CDATA[ IJER - INDONESIAN JOURNAL OF EDUCATIONAL REVIEW Vol 5 No 1 (2018): Indonesian Journal of Educational Review (IJER) ]]>
Publisher : <![CDATA[Program Pascasarjana Universitas Negeri Jakarta ]]>
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DOI: 10.21009/IJER.05.01.09
<![CDATA[The objective of this research is to study the effect of visionary leadership, organizational behavior, persuasive communication and organizational commitment on the professionality. The research approach is quantitative and the analysis method used is path analysis The research was conducted at IAIN Sulthan Thaha Saifuddin located in Jambi, using survey with the samples of 87 employees being selected randomly.The research findings show: (1) visionary leadership has positively and significantly affected the professionality; (2) organizational behavior has positively and significantly affected the professionality; (3) organizational behavior has positively and significantly affected the organizational commitment; (4) persuasive communication has positively and significantly affected the organizational commitment. Based on these findings, it can be concluded that enhancing the professionality can be done through strengthening leadership and improving organizational behavior. It was also obtained that (1) professionality was not significantly influenced by organizational commitment and persuasive communication, and (2) organizational commitment was not significantly influenced by visionary leadership. Keywords: professionality, visionary leadership, organizational behavior, persuasive communication, organizational commitment]]>
<![CDATA[Understanding Organizational Commitments in the Public Sector: A Case Study of Commissioners and Investigators at The Business Competition Supervisory Commission (KPPU) ]]>
<![CDATA[Yogi Sumarsana Wibowo]]>;
<![CDATA[Muchlis R. Luddin]]>;
<![CDATA[Eliana Sari]]>
<![CDATA[ Policy & Governance Review Vol 3 No 3 (2019): September ]]>
Publisher : <![CDATA[Indonesian Association for Public Administration ]]>
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DOI: 10.30589/pgr.v3i3.152
<![CDATA[Considering that KPPU is the only institution that handles law enforcement in the field of business competition, it is necessary to have high employee commitment and organizational strength. This study aims to explore the commitment of KPPU’s commissioner and investigator organizations. This research is a qualitative design study of a case study. The data were collected from interviews with six commissioners and twenty-one investigators. This study found that the commitment of commissioners and investigators to achieving the vision and mission in the field of law enforcement has been indicated by the emotional ties and involvement with the organization through the egalitarian principles instilled by the previous commissioners. The commitment of the commissioners and investigator is built on the agreement that the place of dedication realize ideas and contributions to the state in improving people’s welfare that is appropriate. By considering these findings, KPPU needs to strengthen its internal function of supervision to maintain high organizational ethics, integrity, and independence in performing its tasks. Considering the organizational culture, KPPU needs to build a higher levels of public service motivation to get a greater organizational commitment.]]>
<![CDATA[Modernisasi dan Rekonstektualisasi Pendidikan di Era Globalisasi ]]>
<![CDATA[Muchlis R. Luddin]]>
<![CDATA[ Jurnal Pendidikan dan Kebudayaan Vol. 14 No. 75 (2008) ]]>
Publisher : <![CDATA[Badan Standar, Kurikulum, dan Asesmen Pendidikan, Kemendikbudristek ]]>
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DOI: 10.24832/jpnk.v14i75.374
<![CDATA[Penulisan artikel ini dimaksudkan untuk memberikan gambaran yang lebih utuh mengapa sebuah kebijakan harus diambil setelah memperhatikan berbagai variabel yang sedang berkembang. Area kebijakan pendidikan merupakan diskursus penting dalam penyelenggaraan pendidikan di suatu negara. Kebijakan pendidikan amat menentukan konstruksi dan arah pembangunan manusia Indonesia. Kebijakan pendidikan tidak dirumuskan dalam suatu proses yang tunggal, tetapi ta ditentukan oleh berbagai variabel penting, apalagi jika kebijakan pendidikan itu ingin difokuskan kepada upaya mengantisiapasi perkembangan aspirasi masyarakat. Pada era gloÂbal seperti sekarang, kebijakan pendidikan harus mencerminkan tuntutan modernisasi dan rekonstektualisasi, sehingga kebijakan pendidikan itu relevan dengan aspirasi masyarakat, pembangunan ekonomi, dan perkembangan atau tuntutan globalisasi.]]>
