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All Journal IJIBE (International Journal of Islamic Business Ethics) International Journal of Economics, Business and Accounting Research (IJEBAR)
Olivia Fachrunnisa
Sultan Agung Islamic University
Economics, Econometrics & Finance

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OPTIMIZINg INTERNAL HUMAN RELATION OF LEADER IN IMPROVINg ORgANIZATIONAL PERFORMANCE Laela Fitrotus Zahroh; Olivia Fachrunnisa
IJIBE (International Journal of Islamic Business Ethics) Vol 2, No 4 (2017): Special Issue 2017
Publisher : UNISSULA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30659/ijibe.2.4.201-209

Abstract

This study aimed to figure out and analyzes the factors that support and impede the internal human relations of school principals in improving organizational performance; the effort of principals to overcome obstacles of internal human relations in improving organizational performance; and design an optimization model of internal human relations done by principal in improving organizational performance. This study was conducted on three SMA Negeri (State Senior High School) in Jepara. This research used purposive sampling technique. Data collection techniques was done by interview techniques. Data analysis technique was done by using credibility test with triangulation model. Data analysis was by using thematic data analysis. The results showed that the factors that support organizational performance are factors of internal human relations quality in the form of openness, supportiveness and mutual trust, dyadic and small group relationship and the use of communication tools to facilitate communication if it cannot meet face to face directly. To optimize Internal human relations, it can be done through improving openness, mutual support (supportiveness) and the sense of equality between the leaders and members. In improving the performance of the organization, it can also be done through direct and indirect communication. Direct communication is done persuasively. While indirect communication is communication by using communication tool. Internal human relation is also can be done through dyadic communications, regular communications and small group relationship in the form of briefing.Keywords: internal human relations, interpersonal communication, principal, organizational performance
ENCOURAGING BEHAVIOR SUPPORT TO CHANGE: THE ROLE OF INDIVIDUAL READINESS TO CHANGE AND COMMITMENT TO CHANGE Dwi Indriastuti Yulianingsih; Olivia Fachrunnisa
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 4, No 02 (2020): IJEBAR, VOL. 04 ISSUE 02, JUNE 2020
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v4i02.672

Abstract

Every organization that wants to survive in today's competitive world must be aware of the external demands of the environment. Organizations are required to be able to respond the new challenges that will emerge such as globalization, the rapid flow o information and the fast of technological change, causes the need of qualified employees are increasing. This forces the organization to try to manage existing human resources to have adaptive and supportive behavior towards change. This study aims to examine the role of individuals’ readiness to change, change-oriented leadership, and commitment to change toward behavior support to change. Data were collected from 116 respondents and analyzed using Structural Equation Modeling (SEM) and Sobel Test. The results show that to encourage behavior that supports change, commitment to change is required as a result of individuals’ readiness to change and support from the leader especially leaders who have a change-oriented leadership. Keywords: change-oriented leadership; individual readiness to change; commitment to change; behavior support to change
Co-Authors Dwi Indriastuti Yulianingsih Laela Fitrotus Zahroh