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All Journal JAM : Jurnal Aplikasi Manajemen Journal of Indonesia Business Research (JIBR)
Tri Djatmiko
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Decision Sciences, Operations Research & Management

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PERCEIVED ORGANIZATIONAL SUPPORT AS MEDIATOR IN THE RELATIONSHIP BETWEEN EFFECTIVE HUMAN RESOURCES PRACTICE AND EMPLOYEE ENGAGEMENT IN INDONESIA Djatmiko, Tri; Prasetio, Arif Partono; Azis, Elvira
Jurnal Aplikasi Manajemen Vol. 18 No. 2 (2020)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2020.018.02.11

Abstract

The purpose of the study is to examine the impact of the effects of human resources practice (HRP) on employee engagement in Indonesia through the mediation of and perceived organizational support (POS). Recently, employee engagement has been a decline, and the organization has to take action to seek out what are the main factors that can help to stop the negative trend. Data collected using a questionnaire distributed to an individual who worked in private & public organizations in Bandung. It took 3 months to collect 350 responses. And from 250 valid participants, the study found that HRP and POS were a significant predictor of employee engagement. Employee whose perceived effective human resources practice and receive support from the organization, have stronger engagement. This study also found that POS mediate the relationship, which means that HR managers should be conducted in a way that provides convenience so that employees can perform better in their job. The limitation of the study is based on cross-sectional data and using self-reports for independent and dependent variables. The practical implication of the study is that since HRP and POS were found to influence engagement, this provides a model for management regarding important factors that can be enhanced to increase employee engagement. This study also provides a wider discussion regarding the impact of HRP and POS on engagement which still limited in a local domain. Future studies are suggested to cover more detailed participants from large organizations or certain industries to gather homogenous information regarding HRP, POS, and engagement. Besides, scholars could also implement deeper analysis using other statistical methods like Structural Equation Model. Lastly, future research can also examine other work behavior such as job satisfaction, organizational commitment, and leadership style which believed to have a great impact on engagement.
Analisis Jenis Konflik dan Strategi Manajemen Konflik pada Bisnis Keluarga Rest Area KPBS Pangalengan Farihanisa Githa Dewi; Sisca Eka Fitria; Tri Djatmiko
Journal of Indonesia Business Research (JIBR) Vol. 2 No. 1 (2024): Mei 2024
Publisher : Telkom University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25124/jibr.v2i1.7536

Abstract

Bisnis keluarga Rest Area KPBS Pangalengan bergerak di bidang usaha perdagangan retail dan bidang usaha jasa boga, dimana masing-masing bidang yang dijalankan mengharuskan pelayanan dilakukan langsung berhubungan dengan konsumen untuk memenuhi kepuasan konsumen, yang terdiri dari permintaan, keinginan dan kebutuhan konsumen terkait. Namun dalam proses memenuhi kepuasan konsumen tersebut bisnis Rest Area KPBS Pangalengan perlu selalu melakukan penyesuaian terhadap keberagaman kepuasan konsumen yang berbeda-beda. Dan penyesuaian atas keberagaman ini dapat berpotensi menimbulkan konflik, baik itu konflik tugas, konflik proses dan konflik hubungan. Untuk itu diperlukannya strategi manajemen konflik agar dapat mengurai konflik yang terjadi dan tidak menimbulkan dampak negatif pada lingkungan internal bisnis maupun internal keluarga dalam jangka pendek maupun jangka panjang. Penelitian ini bertujuan untuk menganalisis jenis konflik serta strategi manajemen konflik yang diterapkan dalam bisnis keluarga Rest Area KPBS Pangalengan. Penulis melakukan penelitian menggunakan metodologi kualitatif dengan tujuan bersifat deskriptif. Pengumpulan data primer diperoleh berdasarkan hasil wawancara yang dilakukan tatap muka dengan empat narasumber yang memenuhi kriteria penelitian. Sampel diambil berdasarkan teknik nonprobability sampling dengan pendekatan purposive sampling. Hasil penelitian menunjukan bahwa berdasarkan jenis konfliknya, konflik tugas diselesaikan menggunakan strategi manajemen konflik integrasi, mewajibkan dan kompromi. sedangkan konflik proses diselesaikan menggunakan strategi manajemen konflik integrasi, mewajibkan, dominasi dan kompromi. yang terakhir untuk konflik hubungan dapat diselesaikan menggunakan strategi manajemen konflik integrasi, menghindari dan kompromi.
Co-Authors Arif Partono Prasetio, Arif Partono Elvira Azis Farihanisa Githa Dewi Sisca Eka Fitria