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All Journal SEGMEN Jurnal Manajemen dan Bisnis JURNAL BISNIS STRATEGI Jurnal Studi Manajemen Organisasi Diponegoro Journal of Economics Diponegoro Journal of Management Jurnal Ekonomi Pembangunan: Kajian Masalah Ekonomi dan Pembangunan Jurnal Akuntansi dan Pajak Jurnal Ilmiah Ekonomi Islam International Research Journal of Business Studies (E-Journal) Jurnal Organisasi Dan Manajemen DIJB (Diponegoro International Journal of Business) Jurnal Bisnis dan Akuntansi Review of Management and Entrepreneurship Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Eduvest - Journal of Universal Studies Research Horizon Jurnal REKOMEN (Riset Ekonomi Manajemen) Business, Management & Accounting Journal International Research Journal of Business Studies Economic and Business Horizon

Indi Djastuti

Fakultas Ekonomi Universitas Diponegoro Semarang Jalan Prof. Soedharto Tembalang Semarang, Indonesia, Telepon +62-024-76486851 / +62-024-76486850

Author-ID : 254842

Religion Aerospace Engineering Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences

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KEPEMIMPINAN MULTIBUDAYA (Studi Fenomenologi Pada PT. Terminal Petikemas Surabaya) Makrufah Hidayah Islamiah; Indi Djastuti; Fuad Mas’ud
SEGMEN Jurnal Manajemen dan Bisnis Vol 14, No 1 (2018): SEGMEN - Jurnal Manajemen dan Bisnis
Publisher : FE Program Studi Manajemen

Tujuan dari penelitian ini adalah untuk menganalisa kepemimpinan multibudaya yang ada di PT. Terminal Petikemas Surabaya (TPS) dan untuk menganalisa penerimaan karyawan Indonesia terhadap kepemimpinan multibudaya yang ada di PT. Terminal Petikemas Surabaya (TPS). Variabel dari penelitian ini adalah dimensi budaya Hofstede (Power Distance, Collectivism, dan Uncertainty Avoidance) dan peran kepemimpinan (Panutan, Perintis, Penyelaras, dan Pemberdaya). Penelitian ini dilakukan di PT. Terminal Petikemas Surabaya, responden yang digunakan sebanyak 10 orang. Penelitian ini menggunakan metode kualitatif dengan melakukan wawancara pada masing-masing responden. Hasil dari penelitian ini menunjukkan dan memberi kesimpulan bahwa: (1) Pemimpin Indonesia menerapkan gaya kepemimpinan paternialistik dan pemimpin ekspatriat (Republik Dominika dan Maroko) menerapkan gaya kepemimpinan transformasional, (2) karyawan lokal dapat menerima kehadiran pemimpin multibudaya di perusahaan, walaupun awalnya muncul ketakutan yang berasal bukan dari diri karyawan Indonesia tetapi dari pemimpin terutama pemimpin ekspatriat. Kata kunci : Kepemimpinan Multibudaya, Dimensi Budaya Hofstede, Peran Kepemimpinan

PARTISIPASI PEKERJA DALAM SERIKAT PEKERJA Hamong Santoso; Indi Djastuti
Jurnal Ekonomi Pembangunan: Kajian Masalah Ekonomi dan Pembangunan Vol 12, No 2 (2011): JEP Desember 2011
Publisher : Muhammadiyah University Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/jep.v12i2.195

This research aims to evaluation performance of agriculture extension agent and estimates expense of transaction needed to design revitalization scenario of counseling institute. This research applies primary data collected through interviews with respondent and key-persons. 200 farmers and 30 Agriculture extension agents taken as a sample with multistage sampling. The descriptive Statistics applied to depict responder profile, extension agent performance, and condition of the institution of counseling. A transaction cost will be applied to estimate the value of the expense of the transaction needed to design revitalization scenarios of the institution of counseling. The result of the research indicates that the behavior of farming in the research area has not been efficient, so that there is an opportunity to optimize farm production through counseling.

Relationship between emotional labor, work stress, employee creativity, and turnover intention: study on Indonesian bank frontliners Devi Intan Satyaningrum; Indi Djastuti
Diponegoro International Journal of Business Vol 3, No 1 (2020)
Publisher : Department of Management | Faculty of Economics and Business | Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/dijb.3.1.2020.1-16

This study examines the effects of emotional labor on work stress, employee creativity and turnover intention, and examines the role of work stress as a mediator. The study was conducted in a limited way to the 90 employees of the Semarang branch of the BTN bank frontliners. The analysis using SEM PLS suggested that emotional labor had a positive effect on work stress and turnover intention but was not significant on employee creativity. Furthermore, work stress has a negative effect on employee creativity and a positive effect on turnover intention, and in this study proves that work stress mediated the influence of emotional labor on employee creativity and on turnover intention.

Work values of generation Y Faizah Indriyana; Indi Djastuti
Diponegoro International Journal of Business Vol 1, No 1 (2018)
Publisher : Department of Management | Faculty of Economics and Business | Universitas Diponegoro

There are about 38.83% of Indonesian workforces who are include in generation Y and this is more than the number of the other generations. The rush of global markets will create a new management approach that includes the generation Y’s interest on work aspects. So, this study aims to analyze the differences of generation Y’s work values based on gender and work status. The study also explores which predictors variable that has the strongest discriminant for generation Y’s work values based on gender and works status. The number of the sample used in this research is 137 Millennial by using nonprobability sampling. This study uses discriminant analysis with the help of SPSS version 23. Independent variables in this study are intrinsic work values, extrinsic work values, social/altruistic work values, and prestige work values. The dependent variables used in this study are the gender of generation Y and work status of generation Y. Two dependent variables this study used two model of discriminant in testing the research hypothesis. The result of analysis indicates that there are significant differences between generation Y by gender and work status. Generation Y’s work values based on gender and work status have the strongest discriminator variables on extrinsic work values.

PERENCANAAN SUKSESI PADA PERUSAHAAN KELUARGA (Studi Fenomenologi Pada Perusahaan Keluarga Arya Mas) Amarila Tungga Dewi; Indi Djastuti
JURNAL STUDI MANAJEMEN ORGANISASI Vol 15, No 1 (2018)
Publisher : Faculty of Economics and Business Diponegoro University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/jsmo.v15i1.21243

Family firms are important assets that must be maintained for their sustainability. Therefore, the founder of the company should give extra attention to seek the succession of leadership for the company to continue sustainably with the right successor based on the criteria of the company. The purpose of this study is to determine whether the successor is appropriate according to company criteria or not if it is seen from the criteria of communication, personality, leadership, and the successor motivation.The method that will be used in this research is descriptive qualitative method with interview and observation as data collection technique. This research was conducted in Arya Mas Salatiga family company, with purposive sampling as the method of determining the resource, and member check as the test of the validity of the data.The results of this study indicate that the successor is already match or suitable with the criteria proposed by the company. Successors can communicate well and are in conformity with the criteria of the big 5 models and criteria of ACEMAN leaders although there are 1 unfulfilled criteria, as well as the high motivation and support of the founders in the training and development of the successor to make the successor worthy of being the leader of the company.

ANALISIS PENGARUH DIFERENSIASI PRODUK, KUALITAS PELAYANAN, DAN CITRA MEREK TERHADAP KEPUTUSAN KONSUMEN MENGGUNAKAN JASA PERBANKAN SYARIAH (STUDI KASUS PADA BANK SYARIAH MANDIRI KOTA SEMARANG) Ramdhani Harri Pratama; Indi Djastuti
JURNAL STUDI MANAJEMEN ORGANISASI Vol 12, No 1 (2015)
Publisher : Faculty of Economics and Business Diponegoro University

In this globalization era business competition is very tight. It does not only apply globalbusiness, but it is also feel on business competition in Indonesia. This applies to all areasof business, including in the field of banking specifically for syariah banking. BankSyariah Mandiri present, perform, and grow as the bank that combine idealism with thebusiness of islamic values that underlie its operations, and in the field of islamic bankingbank the company sharia to be set hope up to have a good performance and attractpeople to use the services of islamic banking which is managed by bank syariah mandiri.The purpose of this research is to find out the effect of product differentiation, qualityservice, and brand image toward the purchasing decision. This research is descriptiveresearch that describes the related objects to common purchasing decision.Population of this research is the residents all over Semarang who use syariah bankingservice at Bank Syariah Mandiri Semarang. Sample of this research is 100 respondentswho use service at Bank Syariah Mandiri Semarang, taken by accidental sampling. Thedata is collected by spreading questionnaires and interview.The result of the research shows that all of independent variables (productdifferentiation, quality service, and brand image) have positively and significant affectpurchasing decision of Bank Syariah Mandiri as dependent variable. It means thataccording to the consumers, the three independent variables are considered important todecide whether to purchase Bank Syariah Mandiri.Keywords: product differentiation, quality service, brand image, purchasing decision

ANALISIS PENGARUH KONTRAK PSIKOLOGIS, LEADER MEMBER EXCHANGE (LMX), DAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING TERHADAP KINERJA KARYAWAN (Studi pada karyawan Divisi Garmen 5 PT. Sri Rejeki Isman, Tbk.) Dani Yonatan; Indi Djastuti
JURNAL STUDI MANAJEMEN ORGANISASI Vol 15, No 1 (2018)
Publisher : Faculty of Economics and Business Diponegoro University

The purpose of this study is to analyse the effect of psychological contract, leader member exchange, and job satisfaction on employee performance. The population used in this study is the employees of Garment 5 Division PT Sri Rejeki Isman, Tbk. that have been an permanent employee with minimum tenure 2 years and minimum level of education is senior high school and its equivalent. The amount of sample used in this study is 150 respondent. Data collection using questionaires. This research uses structural equation modelling (SEM) analysis with AMOS 24.0 software as analysis tool.The result shows that psychological contract has a positive and significant effect on employee performance, leader member exchange has a positive and not significant effect on employee performance, psuchological contract has a positive and significant effect on job satisfaction, leader member exchange has a positive and not significant effect on job satisfaction and job satisfaction has a positive and significant effect on employee performance. This research also shows that there is no mediation effect of job satisfaction to the effect of psychological contract on employee performance.

Determinan Employee Engagement Generasi Millenial Karyawan BUMN Indi Djastuti; Suharnomo Suharnomo; Lela Lestari; Rr. Retno Sugiharti
JURNAL BISNIS STRATEGI Vol 31, No 1 (2022): Juli
Publisher : Magister Manajemen, Fakultas Ekonomika dan Bisnis Undip

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/jbs.31.1.14-28

Penelitian ini berfokus pada pembahasan mengenai employee engagement karyawan generasi millennial yang bekerja pada perusahaan BUMN. Penentuan sampel dilakukan menggunakan metode purposive sampling dan jumlah responden dalam penelitian ini adalah sebanyak 285 karyawan. Alat yang digunakan untuk mengolah data dalam penelitian ini adalah SEM (Structural Equation Model) yang dioperasikan melalui program AMOS (Analysis of Moment Structure). Studi ini menemukan keterlibatan karyawan dipengaruhi oleh kepemimpinan transformasional, komitmen organisasional, dan loyalitas. Namun, menunjukkan bahwa loyalitas karyawan tidak terbukti dapat memediasi hubungan antara kepemimpinan transformasional dengan employee engagement. Terakhir, studi ini bertujuan untuk memberikan kontribusi dalam konteks organisasi dan pembahasan yang lebih umum dengan topik employee engagement secara teoritis dan empiris.

Study of Green Human Resource Management Implementation on Employees of PT. Telkom Indonesia Tbk Meita Selina Istiqomah; Indi Djastuti
Eduvest - Journal of Universal Studies Vol. 2 No. 6 (2022): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

The occurrence of global warming and climate change has caused a commotion around the world, applying the principle of going green is not something that only has to be done in the personal environment but must be done anywhere including in the work environment. Currently, the company provides many opportunities for employees to implement go green behavior. From customizing the office lighting system to the type of office equipment they will choose and use, at least there are many things they can do to make the office environment more environmentally friendly. The idea of introducing a go green initiative into the workplace can seem a little difficult at first. While it can be difficult trying to figure out where to start, there are actually many ways that companies can be more environmentally friendly in the office environment without major cost implications with long term benefits for both the company and employees. The application of environmentally friendly behavior in human resource management is also called Green Human Resources Management (GHRM). This study examines a state-owned enterprise (BUMN) engaged in the information and communication technology (ICT) service industry, namely PT Telkom Indonesia TBK. This research focuses on the types of GHRM practices implemented in the company environment, the factors that encourage companies to implement GHRM practices, employee understanding of these practices between generations such as baby boomers, gen x, and gen y, efforts and socialization of the company so that GHRM practices continue. The results found in this study that there have been several GHRM practices that have been carried out but for the understanding of the term GHRM it is not understood by the baby boomers generation. Employees in this generation are more familiar with the term go green.

The Role of Employee Performance During Covid-19: Do Motivation and Commitment Matter? Indi Djastuti; Rr. Retno Sugiharti; Lela Lestari; Suharnomo Suharnomo
Jurnal Organisasi dan Manajemen Vol. 19 No. 1 (2023)
Publisher : LPPM Universitas Terbuka

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33830/jom.v19i1.2372.2023

Purpose – This study tries to analyze the relationship between job satisfaction and employee performance with the mediating variables of work motivation and organizational commitment in during the Covid-19 pandemic. Methodology – Structural Equation Model was built to capture the relationship between variables using purposive sampling, with the sample criteria being lecturers who have worked in both public and private tertiary institutions with a minimum work period of 2 years. When the questionnaire was distributed, the respondent was working through working-from-home scheme. In order to fulfil requirement from SEM model, 150 respondents were taken, and 128 questionnaire that can be used in estimation process. Findings – The results showed that work motivation and organizational commitment had no effect on employee performance, nor were they mediating variables on job satisfaction. This weak relationship proves that the pandemic is a difficult time for workers. Furthermore, satisfaction from a well-completed job is objectively beneficial, but the feeling appears confined to a task without high motivation and commitment. Originality – In case of pandemic time, Work motivation and Organizational commitment fail as a Mediating effect that connects job satisfaction to employee performance. Here’s proves that negative impact of the working-from-home policy is unavoidable.

Co-Authors Adhityo Prabowo, Adhityo Adinugroho, Hendi Yudhanto Agusta, Anthony Ahmad Handoko, Ahmad Ahyar Yuniawan Akhmad Sofarudin, Akhmad Akmalaputri, Arsyadany Ghana Alifia Palokoto, Alifia Alin, Atika Nur Alvina, Tita Isni Alyani, Niken Amarila Tungga Dewi Anisa Putri Agiviana, Anisa Apriyanto Setiaji, Apriyanto Artanaya, I Komang Augusta Andhin Pradana, Augusta Andhin Ayuningtyas, Aditya Hapsari Bagasghani, Iqbal S. Bagus Efendi, Muhammad Dafa Bonaventura Stella, Bonaventura Budi Lestari, Moga Indah Catur Bulan Prabawani Citraningtyas, Nuridha Damayanti, Maretta Edgina Dani Yonatan Devi Intan Satyaningrum Dhany Bagus Saputra, Dhany Bagus Dhista Adi Prabowo, Dhista Adi Diandra, Amanda Disa, Laksmita Zhafira Dwi Mulyani Edy Rahardja Endang Larasati Faizah Indriyana Fajri, Annisa Fitriyadi Fitriyadi Fitriyah, Fita Fuad Mas’ud Gracetiara Mera Diviani, Gracetiara Hamong Santoso Hamong Santoso, Hamong Hari Susanta Nugraha Hartina, Widya Endang Hermanto Hermanto Hernawan, Radityo Murti Ibnu Alwan, Habib Ikmanila, Regina Ilmaniar, Haqqi Irawan, Andrian Candra Irkhami, Wahyu Lazwar Ishadi Ishadi Islamiah, Makrufah Hidayah Kartikasari, Rizki Indah Lela Lestari Lestari, Lela Manasikana, Arina Mansyriah, Huwaida Zahra Maretta Edgina Damayanti Matofani, Niken Maulina, Salisa Nur Meita Selina Istiqomah Mirwan Surya Perdhana Miyasto Miyasto Muhammad Dinka Syafiq Cendana, Muhammad Dinka Syafiq Muhammad Umartias, Muhammad Nadia Nuur Anisa, Nadia Nuur Nagari, Faradista Sekar Natasya Primananda, Natasya Prabaningtyas, Ken Etika Prasetyo, Ahmad Fajar Prasta, Julius Gofinda Prima Lestari, Prima Putra, Kukuh Ramadhan Sukma Rahman, Aditya Nur Ramadhanty, Shofi Rizki Ramdhani Harri Pratama Renata Arimawati Risha Faiq Fakhri Risha Faiq Fakhri, Risha Faiq Rr. Retno Sugiharti Saputra, Anas Tegar Soekoningrum, Fadila Azzahra Hardiyanti Sofani, Agung Suastika Krisnawan, I Made Sugeng Wahyudi, Sugeng Suharnomo Suharnomo Suharnomo, S Sulestiyoko, Rerry Syafida, Affan Naufal Sylvani, Aurora Bella Tama, Heka Ria Thoyyibah Tri Wahyuningsih, Thoyyibah Tri Adhy Prasetyo, Tri Adhy Usman, Maulana Verawati, Dian Marlina Widianingrum, Ayu yanto, Yudi Yudha, Aji Yuwanto Yuwanto

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