Garuda - Garba Rujukan Digital

Examining the Relevance of T-CRM and H-CRM for the Bank-Customer Partnership Quality and Willingness to Invest More Rimbasari, Ana; Wijaya, Nikodemus Hans Setiadi
Jurnal Manajemen Bisnis Vol. 11 No. 2: September 2020
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.11299

The current study examines the use of technology and human in Customer Relationship Management (CRM), especially in the banking industry. We analysed whether human still plays a role in the relationship in this industry. The purpose of this work is to determine the role of technology (T-CRM) and human (H-CRM) in enhancing partnership quality and customer behaviour (i.e., willingness to invest more). We collected data by distributing online questionnaires. The respondents were the customers of Bank Mandiri, Bank Central Asia (BCA), and Bank Rakyat Indonesia (BRI), who have experienced in using both technology-based and human-based banking services. A total of 161 responses were used in our data analysis. The results demonstrated that T-CRM and H-CRM had positive effects on partnership quality. It was found that partnership quality has a positive effect on willingness to invest more. This research advises that T-CRM is needed in the banking industry, but technology cannot replace the benefits of humans. Technology and people based relationship are both still needed to improve the relational quality between the service providers (banks) and their customers.

Hubungan antar Kualitas Kehidupan Kerja, Sinergi Kantor-Rumah, Kepuasan Kerja, dan Kinerja Nikodemus Hans Setiadi Wijaya; Prastyaningtyas Prabandari
Jurnal Manajemen Vol 16 No 2 (2019): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25170/jm.v16i2.879

This study aims at investigating the links among quality of work life, synergy of office-home, job satisfaction, and employee performance. One hundred and two (102) respondents working in urban villages in Depok Sub Districts in DIY (Yogyakarta Special District). Results of the study found that quality of work life and synergy of office-home were positively related to employee performance. The variables were also positively related to job satisfaction. Furthermore, job satisfaction was positively related to employee persormance. It was found that job satisfaction mediated the effects of quality of work life and synergy office-home on employee performance.

THE USE OF ECONOMIC AND SOCIAL EXCHANGE PERSPECTIVES IN LINKING SALARY SATISFACTION, WORK RELATIONSHIP, AND EMPLOYEE PERFORMANCE Nikodemus Hans Setiadi Wijaya; Wa Ode Nur Hasana Rezeki
Jurnal Aplikasi Bisnis dan Manajemen (JABM) Vol. 6 No. 3 (2020): JABM Vol. 6 No. 3, September 2020
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.6.3.653

The purpose of the current study is to propose the relationships among salary satisfaction, work relationship, and employee performance. A three-dimension of employee performance (i.e., task, adaptive, and contextual) is used in this study. The triachy measure of individual performance is suggested as a comprehensive measure to be employed in the business-oriented context. Economic- and social exchange theory were used to conceptualize the proposed hypotheses. A total of 118 responses from employees of an Indonesian company were analyzed in the hypotheses testing. The results suggested that both salary satisfaction and work relationship were positively related to employee performance. The independent variables were also positively related to all dimensions of employee performance. Furthermore, work relationship moderated the salary satisfaction-employee performance relationship. Theoretical and practical implications as well as the limitation of this study are discussed. Overall, this work advises that salary satisfaction and relationship at work are both necessary for employe performance improvement. Keywords: salary satisfaction, work relationhsip, employee performance, economic exchange theory, social exchange theory

Proactive personality, voice behavior, and the roles of team social exchange Nikodemus Hans Setiadi Wijaya
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
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.vol25.iss2.art5

Purpose: This research examined the links of proactive personality, team social exchange comprising leader-member exchange (LMX) and team-member exchange (TMX), and two types of voice behavior comprising team-voice behavior (TVB) and organizational-voice behavior (OVB). Under self-determination theory, the current study proposes the mediating effects of team social exchange on proactive personality and voice behavior.Design/methodology/approach: This study was based on online questionnaire surveys from 238 Indonesian employees. A structural equation modeling (SEM) analysis with the bootstrapping technique was used to examine the hypothesized relationships.Findings: The current study found 1) the significant influences of proactive personality on both LMX and TMX; 2) the significant influences of proactive personality on TVB and OVB; 3) the influences of LMX and TMX on both TVB and OVB; and 4) the partial mediating effects of LMX and TMX.Research limitation/implications: A single-rater method in data collection may occur in some extents of common method variance (CMV). The findings contribute to the empirical evidence of the pivotal role of team social exchange on the relationships between proactive personality and two types of voice behavior.Practical implications: Since voice behavior may have positive impacts on the organization’s performance and survival, organizations may wish to include proactive attributes in the HRM process (e.g., selection, promotion) and may also want to place more attention on efforts directed at improving team social exchange relationships. Also, organizational practitioners are advised to promote team social exchange as an additional factor impacting voice behavior. In addition, the proposal of two types of voice behavior may offer a wider scope of this construct. Originality/value: This study proposes two types of voice behavior, namely team-voice behavior (TVB) and organizational-voice behavior (OVB) which extend the scope of this construct.

Hubungan antar Kualitas Kehidupan Kerja, Sinergi Kantor-Rumah, Kepuasan Kerja, dan Kinerja Nikodemus Hans Setiadi Wijaya; Prastyaningtyas Prabandari
Jurnal Manajemen Vol 16 No 2 (2019): Jurnal Manajemen
Publisher : Fakultas Ekonomi dan Bisnis Universitas Katolik Indonesia Atma Jaya

This study aims at investigating the links among quality of work life, synergy of office-home, job satisfaction, and employee performance. One hundred and two (102) respondents working in urban villages in Depok Sub Districts in DIY (Yogyakarta Special District). Results of the study found that quality of work life and synergy of office-home were positively related to employee performance. The variables were also positively related to job satisfaction. Furthermore, job satisfaction was positively related to employee persormance. It was found that job satisfaction mediated the effects of quality of work life and synergy office-home on employee performance.

MEDIASI KEPUASAAN KERJA PADA HUBUNGAN COLLEGIAL SUPPORT TERHADAP PERUBAHAN AFEKTIF ORGANISASI, DIMODERASI OLEH SINISME Heni Kusumawati; Nikodemus Hans Setiadi Wijaya; Wisnu Prajogo
Jurnal Riset Ekonomi dan Bisnis Vol 13, No 1 (2020): APRIL
Publisher : Universitas Semarang

Penelitian ini bertujuan untuk mendapatkan bukti empiris pengaruh Dukungan Collegial dalam kaitannya dengan Perubahan Afektif yang dimediasi oleh Kepuasan Kerja, dan dimoderatori oleh Sinisme. Sampel penelitian sebanyak 221 responden dengan subjek penelitian di sektor jasa pendidikan di perguruan tinggi dan sekolah menengah di Yogyakarta, Jawa Tengah, Jawa Timur dan Jabodetabek. Analisis dalam penelitian ini menggunakan model persamaan struktural metode hierarkis. Metode ini bertujuan untuk mengkonfirmasi teori sesuai dengan data penelitian yang dilakukan dengan menambahkan variabel independen secara bertahap dalam menguji variabel dependen. Temuan mendukung semua hipotesis yang telah diusulkan, yaitu: Dukungan Collegial memiliki efek positif dan signifikan terhadap Perubahan Afektif Organisasi ; Dukungan Collegial memiliki pengaruh positif dan signifikan terhadap Kepuasan Kerja; Kepuasan Kerja berpengaruh positif dan signifikan terhadap Perubahan Afektif Organisasi; Kepuasan kerja dapat memediasi hubungan antara Dukungan Collegial untuk Perubahan Afektif secara signifikan; dan Sinisme dapat memoderasi hubungan Kepuasan Kerja dan Perubahan Afektif. Variabel kontrol (gender) memberikan peran pembeda yang signifikan dengan arah negatif pada hubungan variabel independen dan variabel dependen. This study aims to obtain empirical evidence of the influence of Collegial Support in relation to Affective Change mediated by Job Satisfaction, and moderated by Cynicism. The research sample of 221 respondents with research subjects in the education service sector at tertiary institutions and high schools in Yogyakarta, Central Java, East Java and Jabodetabek. The analysis in this study uses the structural equation model hierarchical method. This method aims to confirm the theory in accordance with the research data conducted by adding the independent variables gradually in testing the dependent variable.The findings support all the hypotheses that have been proposed, namely:Collegial Support has a positive and significant effect on Organizational Affective Change ; Collegial Support has a positive and significant effect on Job Satisfaction;Job Satisfaction has a positive and significant effect on Organizational Affective Change ; Job satisfaction is able to significantly mediate the relationship between Collegial Support for Affective Change; and Cynicism is able to moderate the relationship of Job Satisfaction and Affective Change. The control variable (gender) provides a significant differentiating role with a negative direction on the relationship of the independent variable and the dependent variable.

Consumer Satisfaction, Consumer-Brand Identification, and Repurchase Intention Auliya Nurmalasari; Nikodemus Hans Setiadi Wijaya
Jurnal Maksipreneur Vol 12, No 1 (2022)
Publisher : Universitas Proklamasi 45

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30588/jmp.v12i1.931

This study proposes whether consumers will be loyal to a product with a brand that they have just bought and tried by knowing their repurchase intention. This study unfolds consumer satisfaction and consumer brand identification as the factors which can influence repurchase intention. A total of 177 samples were used. Path analysis in WarpPLS was used to examine the proposed hypotheses. The results showed a positive relationship influence of consumer satisfaction on repurchase intention. The results also showed a positive consumer-brand identification on repurchase intention. However, consumer-brand identification failed to moderate the relationship between customer satisfaction and repurchase intention.

Employee involvement, job satisfaction, and in-role performance Nikodemus Hans Setiadi Wijaya; Diaz Haryokusumo; Muhammad Dian Akbar
Diponegoro International Journal of Business Vol 4, No 1 (2021)
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.4.1.2021.42-48

This study examines the relations among employee involvement, job satisfaction, and in-role performance. Job satisfaction is posited as a mediator. A total of 102 respondents filled out a self-administrated survey. The hierarchical regression analysis was performed to test the direct influence hypotheses. To carry out the mediation test, the procedures proposed by Baron and Kenny and the Sobel Test to strengthen were both used. It was found that the influence of employee involvement variables was positive on job satisfaction and in-role performance. Results also showed a positive of job satisfaction on in-role performance. Job satisfaction partially mediated the relationship between employee involvement and in-role performance. Implications of the findings, implications, and limitations are discussed.

Kepemimpinan Transformasional dan Kinerja Karyawan: Fleksibilitas Kerja sebagai Mediator: Artikel Husni Baharuddin; Pian Pareallo; Nur Hasana Rezeki Wa Ode; Ivan Anggasta Wijaya; Nikodemus Hans Setiadi Wijaya
MANAJEMEN DEWANTARA Vol 6 No 3 (2022): MANAJEMEN DEWANTARA
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26460/md.v6i3.13118

Penelitian ini bertujuan untuk menganalisis dan menjelaskan peran mediasi fleksibilitas kerja pada pengaruh kepemimpinan transformasional terhadap kinerja karyawan Bulog di Kanwil Maluku dan Malut. Instrumen penelitian menggunakan kuesioner yang disebar kepada responden secara fisik dan online. Sampel pada penelitian ini berjumlah 177 karyawan dan metode analisis menggunakan Software Statistic SPSS 25 dan WarpPLS 8.0. Hasil penelitian menunjukan (1) kepemimpinan transformasional berpengaruh positif pada kinerja karyawan, (2) kepemimpinan transformasional berpengaruh positif pada fleksibilitas kerja, (3) fleksibilitas kerja berpengaruh positif pada kinerja karyawan, dan (4) fleksibilitas kerja memediasi secara parsial. Implikasi hasil penelitian ini menunjukan bahwa kepemimpinan transformasional perlu diaplikasikan karena mempengaruhi persepsi fleksibilitas kerja. Saran pada penelitian yaitu perlu melakukan perluasan orientasi penelitian pada lingkup industri berbeda agar memperoleh hasil yang lebih komperehensif.

Supportive leadership and employee creativity: Will Leader-Member Exchange mediate the relationship? Dwinanda Jalu Prasetya Prinhandaka; Isnanda Zainur Rohman; Nikodemus Hans Setiadi Wijaya
Annals of Management and Organization Research Vol. 4 No. 1 (2022): August
Publisher : goodwood publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/amor.v4i1.1477

Purpose: Purpose: This study proposes to integrate supportive leadership, leader-member exchange (LMX), and employee creativity. It suggests that LMX can play a role as a mediator. Research methodology: A total of 200 participants were included in this study. They were working for a tobacco company located in a district in Kulon Progo, Yogyakarta, Indonesia. Analysis for hypotheses was done in SPSS and AMOS. Results: It was found that supportive leadership was positively related to leader-member exchange (LMX) and employee creativity. Leader-member exchange (LMX) was positively related to employee creativity. Finally, leader-member exchange (LMX) mediated the relationship between supportive leadership and employee creativity. Limitations: The participants of this study were taken from one company. This might lower the generalizability of the results. Another limitation of this study is the use is a cross-sectional method in the data collection which might result in a common method variance. Future studies could employ other data collection methods. For example, a multi-wave of data collection can remedy the problem. Contribution: The study suggests that a supportive leadership style is necessary to implement because it can promote a higher quality of the relationship between employees and their supervisors. More importantly, this aligns with the organizational effort to foster employee creativity. Novelty: The study found that supportive leadership can promote leader-member exchange (LMX) quality. Since the dyad relationship quality characterized by leader-member exchange (LMX) is necessary for team effectiveness, the investigation of the link may provide an understanding of the factors that may influence leader-member exchange (LMX).

Title

Found 19 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 19 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 19 Documents
Search