Garuda - Garba Rujukan Digital

Peran Organizational Citizenship Behavior sebagai Mediasi Kepercayaan Organisasional dan Perilaku Berbagi Pengetahuan Conchita Valentina Latupapua; Novalien C Lewaherilla; Agusthina Risambessy
JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) Vol 6, No 2 (2020): JURNAL KONSEP BISNIS DAN MANAJEMEN MEI
Publisher : Universitas Medan Area

The purpose of this study is to investigate the effect of organizational trust variables directly on knowledge sharing behavior as well as mediated organizational organizational behavior variables. In total, there were 56 PTS lecturer respondents in the LLDIKTI XII region that were used as samples. Data collected were analyzed using descriptive and inferential statistics, namely Structure Equation Model using Warpls 5.0. The results showed that organizational trust did not have a significant effect on knowledge sharing behavior directly and organizational trust affected knowledge sharing behavior by mediating Organizational Citizenship Behavior

Efek Mediasi Komitmen Organisasional pada Pengaruh Kepercayaan Organisasi terhadap Perilaku Berbagi Pengetahuan Conchita Valentina Latupapua; Harvey Hiariey; Adolop Larwaku
JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) Vol 7, No 2 (2021): JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) MEI
Publisher : Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/jkbm.v7i2.5245

In the era of advances in science and technology today, knowledge has an important role for organizations. On the other side, many organizations are faced with knowledge management problems. The development of Knowledge Management is currently the concern of many researchers. One of the elements in Knowledge Management that is considered crucial is the knowledge sharing. Ideal practice of knowledge sharing in an organizational environment will have an impact on individuals. Higher education as a knowledge-based organization has an important function in the creation and dissemination of knowledge. Academics tend to cling to knowledge and are reluctant to spread their intellectual resources. This study examines the effects of organizational commitment as mediation to the effect of organisational trust and knowledge sharing behavior. Sample in the research is 52 lecturers of Economy and Business Faculty, Pattimura University. Collected data then analyzed with descriptive and inferential statistics Structure Equation Model using smartLPS 3. The result shows that organizational trust directly affect the knowledge sharing behavior and organizational trust can affects knowledge sharing behavior with mediation of organizational commitment.

Mediasi Komitmen Organisasional dan Kepuasan Kerja Karyawan, Iklim Organisasi Dan Kinerja Karyawan Agusthina Risambessy; Conchita Valentina Latupapua; Kevin Chandra; Felix Chandra
JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) Vol 8, No 2 (2022): JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) MEI
Publisher : Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/jkbm.v8i2.7275

An effective organization must be able to create a conducive organizational climate to achieve the expected performance goals. To achieve this requires good human resource management accompanied by attention to factors that are able to become a liaison for the achievement of employee performance in accordance with the goals set by the organization. Job satisfaction and organizational commitment have been widely tested as connecting factors between employee performance. This study aims to examine and analyze the mediating role of organizational com-mitment and job satisfaction on the effect of organizational climate on employee performance. This research uses explanatory research design which can explain the setting of the variables studied and the relationship between one variable and another. The sampling method used was saturated sampling with 30 employees as respondents. After the data is collected, it is processed and analyzed using SMARTPLS 3.0. The results of the study have proven that (1) organizational commitment mediates the relationship between organizational climate and employee perfor-mance; (2) Job satisfaction mediates the relationship between organizational climate and em-ployee performance.

EDUKASI WIRAUSAHA NEGERI LILIBOOI : KNOWLEDGE SHARING UPAYA MENCIPTAKAN INOVASI Nurul Maghfirah; Conchita Valentina Latupapua; Pieter Novry Ruddy Rehatta; Frandyo Izak Muskita; Astrid De Silo
SWARNA: Jurnal Pengabdian Kepada Masyarakat Vol. 2 No. 5 (2023): SWARNA: Jurnal Pengabdian Kepada Masyarakat, Mei 2023
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/swarna.v2i5.514

Negeri Liliboi di Kabupaten Maluku Tengah memiliki potensi sumber daya alam yang luar biasa. Penduduk setempat masih dapat menghasilkan berbagai macam hasil alam dari bercocok tanam karena lingkungan yang masih terjaga dan menguasai lahan produktif yang cukup luas. Ketersediaan sumber daya manusia yang mumpuni untuk mengelola hasil alam tersebut harus diimbangi dengan kekayaan sumber daya alam. Kegiatan warga ditujukan untuk meningkatkan pendapatan masyarakat, namun mereka masih belum menerapkan manajemen bisnis untuk meningkatkan kinerja kegiatan komersial. Kebutuhan akan knowledge sharing di antara para pengusaha merupakan salah satu elemen penting untuk mencapai kinerja bisnis. Untuk meningkatkan kinerja bisnis, sangat penting untuk memberikan peningkatan manajemen bisnis dan menciptakan inovasi kepada para pengusaha lilibooi.

ANTESEDEN KINERJA; KOMPETENSI, LINGKUNGAN KERJA NON FISIK DAN DISIPLIN Adolfitri Lolo Tarukallo; Conchita Valentina Latupapua; Agusthina Risambessy
Jurnal Ilmiah Global Education Vol. 4 No. 3 (2023): JURNAL ILMIAH GLOBAL EDUCATION, Volume 4 Nomor 3, September 2023
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v4i3.1015

The purpose of this study was to determine the effect of competence, non-physical work environment, and discipline on employee performance at the Galay Dubu Village Office, Aru Islands Regency. The method in this study uses causal research with a quantitative approach using a questionnaire as a data collection tool. The population in this study were employees who worked at the Galay Dubu Village Office, Aru Islands Regency. The sample size used in this study was 36 respondents. This study used SPSS version 21. Using saturated sampling, the findings in this study indicate that competence, non-physical work environment and discipline have a positive and significant effect on employee performance.

EDUKASI WIRAUSAHA NEGERI LILIBOOI : KNOWLEDGE SHARING UPAYA MENCIPTAKAN INOVASI Nurul Maghfirah; Conchita Valentina Latupapua; Pieter Novry Ruddy Rehatta; Frandyo Izak Muskita; Astrid De Silo
SWARNA: Jurnal Pengabdian Kepada Masyarakat Vol. 2 No. 5 (2023): SWARNA: Jurnal Pengabdian Kepada Masyarakat, Mei 2023
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/swarna.v2i5.514

Negeri Liliboi di Kabupaten Maluku Tengah memiliki potensi sumber daya alam yang luar biasa. Penduduk setempat masih dapat menghasilkan berbagai macam hasil alam dari bercocok tanam karena lingkungan yang masih terjaga dan menguasai lahan produktif yang cukup luas. Ketersediaan sumber daya manusia yang mumpuni untuk mengelola hasil alam tersebut harus diimbangi dengan kekayaan sumber daya alam. Kegiatan warga ditujukan untuk meningkatkan pendapatan masyarakat, namun mereka masih belum menerapkan manajemen bisnis untuk meningkatkan kinerja kegiatan komersial. Kebutuhan akan knowledge sharing di antara para pengusaha merupakan salah satu elemen penting untuk mencapai kinerja bisnis. Untuk meningkatkan kinerja bisnis, sangat penting untuk memberikan peningkatan manajemen bisnis dan menciptakan inovasi kepada para pengusaha lilibooi.

PENGARUH STRES KERJA DAN AMBIGUITAS PERAN TERHADAP KINERJA PEGAWAI DENGAN ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) SEBAGAI MEDIASI STUDI PADA DOSEN WANITA BERSTATUS MENIKAH DI POLITEKNIK NEGERI AMBON Emilia Jean Latuihamallo; Conchita Valentina Latupapua; Agusthina Risambessy
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 5 (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.v7i6.12382

Human resources are the most important asset for an organization, because they are the main key that must be considered with all its needs indetermining the successful implementation of an organization's activities. Human resource management cannot be separated from employees whoare expected to perform as well as possible in order to achieve organizational goals. The variable used as intervening is OrganizationalCitizenship Behavior (OCB). The phenomenon that occurs at the Ambon State Polytechnic lies in female teaching staff (lecturers) who aremarried because the workload is increasingly being felt by several teaching staff who have been interviewed by researchers. Where it is difficultfor them to place themselves in several roles that they have to do, especially when they have to rush or have to meet deadlines, such as having towork on faculty accreditation in such a short time. This causes stress for teaching staff. Based on the phenomena presented at the researchlocation, there are several things that must be considered to improve performance. Therefore, the researcher intends to examine more deeplythe relationship between the four variables, namely; Job Stress, Role Ambiguity, Organizational Citizenship Behavior, Employee PerformanceThis aims to safeguard the company's important assets, namely human resources. Based on the PLS test results, it was found that the pathcoefficient value for this variable was 0.034 with a t-statistic value of 3,747 which was smaller than the standard value of 1.682 and a P-Valuevalue of 0.028<a significance level of 0.05. This shows that the variable Role Ambiguity has a positive and significant effect on EmployeePerformance through Organizational Citizenship Behavior, which also means that the sixth hypothesis (H6) 'Role Ambiguity on EmployeePerformance Through Organizational Citizenship Behavior is accepted. Employee Performance through Organizational Citizenship Behavior,which also means that the sixth hypothesis (H6) 'Role Ambiguity on Employee Performance Through Organizational Citizenship Behavior is accepted.

THE EFFECT OF EMPLOYEE ENGAGEMENT AND WORK LIFE BALANCE ON KNOWLEDGE SHARING MEDIATED BY ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON LECTURERS OF PATTIMURA UNIVERSITY AMBON Alfa P Siwalette; Conchita Valentina Latupapua; Gerrit Pentury
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 2 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v8i2.14905

This study examines the impact of employee engagement (EE) and work-life balance (WLB) on knowledge sharing (KS), with organizational citizenship behavior (OCB) as a mediating variable among faculty members at Pattimura University. Using a quantitative approach with Structural Equation Modeling (SEM) based on Partial Least Squares (PLS), data were collected from 91 faculty members selected through proportionate stratified random sampling. The results reveal that EE has a significant positive effect on KS, indicating that highly engaged faculty members are more likely to share knowledge. However, WLB does not significantly influence KS, suggesting that work-life balance alone is insufficient to drive knowledge-sharing behaviors. Both EE and WLB significantly impact OCB, confirming that faculty members with high engagement and work-life balance tend to exhibit more discretionary behaviors. Additionally, OCB positively affects KS, yet it does not mediate the relationships between EE and KS or WLB and KS, implying that knowledge-sharing behaviors occur independently of discretionary organizational contributions. These findings emphasize the importance of institutional strategies that enhance faculty engagement, create collaborative platforms, and foster a culture of knowledge exchange. By implementing engagement-driven policies and structured knowledge-sharing mechanisms, academic institutions can optimize faculty performance and strengthen their knowledge ecosystems, ultimately enhancing educational quality and institutional innovation.

THE INFLUENCE OF SERVANT LEADERSHIP AND EMOTIONAL INTELLIGENCE ON EMPLOYEE PERFORMANCE AT THE REGIONAL DISASTER MANAGEMENT AGENCY OF SERAM BAGIAN BARAT REGENCY THROUGH THE MEDIATION OF ORGANIZATIONAL COMMITMENT Maria Crisnacecar Sikteubun; Conchita Valentina Latupapua; Agusthina Risambessy
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 2 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v8i2.14908

This study examines the impact of servant leadership and emotional intelligence on employee performance at the Regional Disaster Management Agency of Seram Bagian Barat Regency, with organizational commitment as a mediating variable. Utilizing a quantitative approach, data were collected from 40 employees through a structured questionnaire and analyzed using Structural Equation Modeling with Partial Least Squares. The findings reveal that servant leadership has a significant direct effect on employee performance but does not significantly influence organizational commitment. Conversely, emotional intelligence demonstrates a strong positive effect on both organizational commitment and employee performance, indicating that emotionally intelligent employees exhibit higher commitment and better performance. Additionally, organizational commitment significantly mediates the relationship between emotional intelligence and employee performance, highlighting its essential role in translating emotional competencies into workplace effectiveness. However, organizational commitment does not mediate the effect of servant leadership on employee performance, suggesting that servant leadership enhances performance primarily through direct mechanisms rather than commitment-driven processes. These results emphasize the importance of developing employees’ emotional intelligence as a key strategy for improving both commitment and performance. The study contributes to leadership and organizational behavior research by providing empirical insights into the interplay between leadership style, emotional intelligence, and commitment in a high-stakes public sector environment. Future research should explore contextual factors such as organizational culture and job complexity to refine these findings further.

THE INFLUENCE OF TRAINING AND JOB COMPETENCY ON EMPLOYEE PERFORMANCE MEDIATED BY MOTIVATION AT PT. PELABUHAN INDONESIA PERSERO REGIONAL AMBON Mujulifa La Seni; Conchita Valentina Latupapua; Novalien C Lewaherilla
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 2 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v8i2.14909

Employee performance is a critical determinant of organizational success, particularly in state-owned enterprises such as PT. Pelabuhan Indonesia (Persero) Regional Ambon. This study examines the impact of training (X₁) and competency (X₂) on employee performance (Y), with motivation (Z) as a mediating variable, using a quantitative approach and Partial Least Squares-Structural Equation Modeling (PLS-SEM). The findings indicate that X₁ does not significantly influence Y, either directly or through Z, suggesting that training alone is insufficient to enhance performance without complementary motivational reinforcement. Conversely, X₂ exhibits a strong positive effect on both Y and Z, confirming that competency development is a key driver of performance. Additionally, Z significantly influences Y, validating motivation as a crucial mediating factor between competency and performance. The study highlights the limited effectiveness of training programs unless integrated with skill-based competency development and motivation-enhancing interventions. These results underscore the need for strategic HRM frameworks that combine competency-building with intrinsic and extrinsic motivational incentives to optimize employee engagement and productivity. Future research should further investigate longitudinal effects and industry-specific applications of competency-driven performance models.

Title

Found 11 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 11 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 11 Documents
Search