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All Journal Jurnal Siasat Bisnis JAM : Jurnal Aplikasi Manajemen Jurnal Manajemen Teori dan Terapan Jurnal Inovasi Penelitian
Jovi Sulistiawan, Jovi
Departemen Manajemen Fakultas Ekonomi Dan Bisnis, Universitas Airlangga, Surabaya
Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Education Social Sciences

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Pengaruh social comparison pada work attitude: Peran pemoderasian competitive work group Nuri Herachwati; Jovi Sulistiawan; Mario Gonzales Belando Nguru
Jurnal Siasat Bisnis Vol. 19 No. 2 (2015)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol19.iss2.art5

Abstract

Penelitian ini berawal dari hasil survey yang dilakukan oleh JobStreet Indonesia terhadap anggotanya. Hasil survey tersebutmenyatakanbahwa sebanyak lebih dari 70% karyawan perusahaan di Indonesia tidak memiliki kejelasan jenjang karir. Penelitian ini bertujuan untuk mengkaji seberapa besar pengaruh social comparison terhadap career satisfaction, organizational commitment, dan turnover intention. Kemudian, dalam penelitian ini juga digunakan variabel competitive work group sebagai variabel moderator yang dapat memperkuat atau memperlemah pengaruh antar variabel. Sampel yang digunakan dalam penelitian ini adalah 127 karyawan tetap PT Indofood Sukses Makmur Tbk Bogasari Flour Mills Division Surabaya. Penelitian ini menggunakan teknik analisis Partial Least Square (PLS). Berdasarkan hasil penelitian, terbukti bahwa downward social comparison berpengaruhpositif signifikan terhadap career satisfaction, upward social comparison berpengaruh positifsignifikan terhadap turnover intention,career satisfaction juga berpengaruhpositif signifikan terhadap organizational commitment, serta organizational commitment berpengaruh negatifsignifikan terhadap turnover intention. Sedangkan pengaruh upward social comparison terhadap career satisfaction, career satisfaction terhadap turnover intention dan downward social comparison terhadap turnover intention adalah tidak signifikan, serta tidak terdapat efek moderasi dari competitiveness work group pada hubungan antara social comparison dengan career satisfaction dan upward  social  comparison dengan turnover intention serta terdapat efek moderasi dari competitiveness work group pada hubungan antara downward social comparison dengan turnover intention. 
Pengaruh Perceived Support, Fear Of Failure Dan Self-Efficacy Terhadap Niat Berwirausaha Pada Mahasiswa S1 Manajemen Fakultas Ekonomi Dan Bisnis Universitas Airlangga Jovi Sulistiawan
Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 9 No. 1 (2016)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (171.53 KB) | DOI: 10.20473/jmtt.v9i1.2786

Abstract

The imbalance between job seekers and job opportunities cause an increase of unemployment rate in Indonesia. Thus make Universities try to increase entrepreneurship intention among students. Universities try to give support such as giving entrepreneurship education to students. This research examines whether entrepreneurship education has positive effects on entrepreneurial intention. Besides, this research examines whether attitudes towards entrepreneurship, perceived support and also fear of failure have effects on entrepreneurial intention among students. The data was collected using questionnaire instrument obtained from 254 respondents of Students of Management, Faculty of Economics and Business Airlangga University in Surabaya. The results of this study are expected to give some input for the University to increase the entrepreneurial intention among students.
Supervisor Safety Support as Predictor of Safety Climate Zainiyah Alfirdaus; Nuri Herachwati; Jovi Sulistiawan; Bagus Anggara Yudha; Muhammad Atsiruddin Ruslananda
Jurnal Inovasi Penelitian Vol 2 No 7: Desember 2021
Publisher : Sekolah Tinggi Pariwisata Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47492/jip.v2i7.1050

Abstract

Data menunjukkan bahwa faktor kelalaian manusia merupakan kontributor tertinggi dalam menyebabkan kecelakaan bus di jalan raya yakni sekitar 80 hingga 90 persen. Namun perusahaan otobus yang menaungi karyawan juga memiliki andil dalam mempengaruhi perilaku sopir bus yang kemudian akan mempengaruhi kinerja sopir bus tersebut. Penelitian ini menggunakan responden sopir bus AKAP dan AKDP yang berbasis di wilayah Jawa Timur untuk mengetahui pengaruh dukungan supervisor selaku agen perusahaan terhadap iklim keselamatan kerja perusahaan. Selain itu, studi ini juga berusaha mengeksplorasi pengaruh safety climate pada employee safety voice dan satisfaction with the company. Dengan menggunakan Teknik purposive accidental sampling dalam pengambilan sampelnya dan juga analisis regresi untuk pengolahan data, hasil menunjukkan bahwa dukungan supervisor terbukti memprediksi safety climate. Safety climate juga terbukti berpengaruh positif signifikan pada employee safety voice dan satisfaction with the company. Penelitian ini memberikan kontribusi praktis dimana dapat penelitian ini dapat dijadikan sebagai acuan bagi para PO Bus untuk lebih melibatkan peran supervisor atau atasan langsung dari para supir bus dalam menciptakan iklim keselamatan yang tepat dalam diri para supir bus. Sedangkan secara teoritis, penelitian ini dapat memberikan wawasan baru terkait topik safety untuk penelitian selanjutnya di masa depan.
Organizational Citizenship Behavior and Emotional Exhaustion: Examining the Role of Work-Family Conflict Dian Ekowati; Syntya Kasman; Jovi Sulistiawan
Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan) Vol. 16 No. 1 (2023)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v16i1.44837

Abstract

Objective: The objectives of this study are, first, to examine the direct relationship between OCB-I/O to work-family conflict; second, to examine the relationship between OCB-I/O to emotional exhaustion; third, to examine the mediating effect of work-family conflict in the relationship between OCB-I/O to emotional exhaustion. Design/Methods/Approach: Quantitative method was employed in this study. Data was statistically managed using SEM-PLS. There were 235 respondents involved in the study comprising various employees across industries in Indonesia.  Findings: Overall, the study found support for all of its hypotheses. There is a positive correlation between engaging in extra-role behavior that benefits the organization, known as OCB-O, and emotional exhaustion. This means that when employees perform additional tasks beyond their formal obligations, it can result in emotional exhaustion. Similarly, a positive correlation exists between OCB-I, which involves discretionary actions towards colleagues, and emotional exhaustion. This behavior can also increase stress due to reduced resources for other tasks. Work-family conflict partially mediates the relationship between OCB-O and emotional exhaustion, suggesting that OCB-O can still influence emotional exhaustion even without going through the mediator of work-family conflict. The study also highlights the need for companies to monitor employee involvement in OCB behavior to ensure their resources are not depleted and evaluate employee well-being. Originality/Value: This research examines how OCB relates to various variables that previously have not been tested into one hypothetical model. This study has significant contributions to organizational behavior and human resources. While most studies focus on the positive effect of OCB, this study investigates the cost of being good citizens.  Practical/Policy implication: It offers significant implications for scholars and managers. Given the results, this study suggests that organizations need to monitor employees' engagement toward OCB so that employee can balance their contribution at the workplace and home. Through close monitoring, organizations can help employees maintain a work-life balance.
PSYCHOLOGICAL CONTRACTS, INNOVATIVE WORK BEHAVIOR, AND KNOWLEDGE SHARING INTENTION: THE ROLE OF WORK ENGAGEMENT AND JOB RESOURCES Sulistiawan, Jovi; Andyani, Damaresty
Jurnal Aplikasi Manajemen Vol. 18 No. 4 (2020)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2020.018.04.13

Abstract

This study examines the relationship between the psychological contract and innovative work behavior. The psychological contract consists of two types, relational and transactional. We tested whether work engagement mediates the relationship between those two types of psychological contract and innovative work behavior and knowledge sharing intention. Besides, we also tested the moderating effect of job resources whether to strengthen or weakened the relationship between psychological contract and work engagement. Using transformational directorate employees as our respondents because they are demanded to work innovatively. We employed Partial Least Square to test the hypotheses. Our findings will be discussed in the results and discussion section and followed by the implication of this study. This study contributes to understanding how and when the types of psychological contracts lead to innovative work behavior and knowledge sharing intention through work engagement.
Trust Me Not: How Ostracism and Job Tension Drive Employees to Hide What They Know Syifa , Halizah Azzahroh Nur; Sulistiawan, Jovi; Lin, Pie-Kuan
Jurnal Manajemen Teori dan Terapan| Journal of Theoretical and Applied Management Vol. 18 No. 2 (2025)
Publisher : Universitas Airlangga

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20473/jmtt.v18i2.76370

Abstract

Objective: This study aims to investigate the indirect relationship between interpersonal distrust and knowledge hiding behaviors through two mediating mechanisms, namely workplace ostracism and job tension. By combining social identity, social exchange, and conservation of resources theory, this study addresses the debate on how interpersonal relationships influence defensive knowledge behaviors in high-pressure organizational settings. Design/Methods/Approach: Data were collected through an online survey from 302 employees working in the FMCG manufacturing sector in Indonesia between January and April 2025. The study employed structural equation modeling–Partial Least Squares (SEM-PLS) and Importance–Performance Matrix Analysis (IPMA) to test the hypothesized relationships. Findings: The findings reveal that interpersonal distrust significantly predicts workplace ostracism, which in turn leads to increased job tension. Both workplace ostracism and job tension mediate the effects of distrust on three dimensions of knowledge hiding: playing dumb, evasive hiding, and rationalized hiding. IPMA further highlights workplace ostracism as a critical target for managerial intervention. Originality/Value: This study contributes to the literature by uncovering the psychological and relational pathways through which interpersonal distrust translates into knowledge hiding. It emphasizes the importance of fostering trust and inclusion in the workplace. Practical/Policy implication: IPMA results indicate that workplace ostracism has high importance but relatively low performance in influencing knowledge hiding, suggesting it should be prioritized in managerial interventions. Organizations should build trust-based cultures and reduce exclusionary behaviors to promote knowledge sharing.
Co-Authors Andyani, Damaresty Bagus Anggara Yudha Dian Ekowati Lin, Pie-Kuan Mario Gonzales Belando Nguru Muhammad Atsiruddin Ruslananda Nuri Herachwati Syifa , Halizah Azzahroh Nur Syntya Kasman Zainiyah Alfirdaus