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All Journal Jurnal Ilmu Manajemen (JIM) BISMA (Bisma dan Manajemen) Binus Business Review SELAPARANG: Jurnal Pengabdian Masyarakat Berkemajuan Jurnal Abdi Insani International Journal of Economics, Management, Business, and Social Science Action Research Literate (ARL) Sibatik Journal : Jurnal Ilmiah Bidang Sosial, Ekonomi, Budaya, Teknologi, Dan Pendidikan Abimanyu: Journal of Community Engagement BISMA (Bisnis dan Manajemen) Ekonomi Digital International Journal of Emerging Research and Review International Journal of Social, Economic, and Business

Dwiarko Nugrohoseno

Universitas Negeri Surabaya

Author-ID : 3140735

Agriculture, Biological Sciences & Forestry Arts Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Medicine & Pharmacology Nursing Public Health Social Sciences Other

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Pengaruh Motivasi Berprestasi Dan Komunikasi Antar Pribadi Terhadap Prestasi Kerja Karyawan (Studi Pada PT. PG Rajawali I Surabaya) Dwiarko Nugrohoseno, ; Harun Charismaini,
Bisnis dan Manajemen Vol 1, No 1 (2008)
Publisher : Bisnis dan Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar

The organization always had changed phisicly or non phisicly. As PT. PG Rajawali I who the first time the system based on operating holding management transform be investmen holding and make high and low Achievement motivation,  Interpersonal Communication  and Performance Appresial. The aim of the research is for to know the influent Achievement Motivation and interpersonal Communication for performance Appresial and how to know what is Achievement Motivation to influent alike the dominant Performan Appresial.The research did do like a quantity with all of the employed population PT. PG Rajawali I amount of 90. Totally sample have used 73 employed. Instrument have been usedas tools collection file is quisioner amount of 13 items for X1 and 20 items for X2¬ and Y variabel used sekunder file from PT. PG Rajawali ITo test result of the hipotesis to show have a connection between variable Achievement Motivation and Interpersonal Comunication a like together with variable Performance Appresial. Coefficient correlation is 0,911 and regretion linier Y=-1,409+ 0,859X1+ 0,739X2. The determination correlation 0,830 mean of contribution variable Achievement Motivation and Interpersonal Communication with Perfomance Appresial is 83,00% and very dominant is Interpersonal Communication with correlation parsial X2= 0,649 more than big to compare with variable Achievement Motivation.   

Pengaruh Stres Kerja Dan Pemberdayaan Terhadap Kepuasan Kerja Karyawati Call Center Di Pt X Surabaya Mei Rahmi Wuri W., ; Dwiarko Nugrohoseno,
Bisnis dan Manajemen Vol 2, No 2 (2010)
Publisher : Bisnis dan Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar

In order to improve the quality of corporate services, much needed work stress control and employee empowerment are expected to increase job satisfaction of employees so that employees who feel satisfied will try to do my best and advance the company. This study aims to determine the effect of job stress and employee empowerment on job satisfaction in PT. X Surabaya. The population in this study is a call center employee PT. X with a sample of 105 respondents. To analyze the data, regression analysis using the program package SPS / IBM PC edition Sutrisno Pamardiningsih Yuni Hadi and 2000. Results of data analysis known that a significant difference between job stress and job satisfaction that has a negative influence, and there is insignificant effect between empowerment and job satisfaction with a correlation coefficient R2 = 0.467 and p = 0.000 with a significance level of 5%. The conclusion is collectively - as a significant difference between job stress and job satisfaction, empowerment with effective contribution that is equal to 46.3%, and amounted to 54.7% influenced by other variables.

Pengaruh Employee Engagement terhadap Job Performance melalui Creativity sebagai Variabel Mediasi Rasul Baharsyah, Agil; Nugrohoseno, Dwiarko
Jurnal Ilmu Manajemen Vol 9, No 3 (2021)
Publisher : UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v9n3.p%p

The purpose of this paper is to explore the relationship between employee engagement and job performance and to test whether creativity mediates the relationship between engagement and job performance. Job performance is the result of contributions made by employees to the company. Previous research found that employee engagement and creativity were the strongest predictors of job performance. Therefore, the research here wants to test whether creativity is a mediator variable of the two constructs. The sample in this study amounted to 96 banking employees in Sumenep Regency using the snowball sampling method in data collection. The results of the model equation test show that employee engagement has no significant effect on job performance. Employee engagement has a significant effect on creativity. Creativity has a significant effect on job performance. In addition, creativity as a mediator variable has a significant effect on the relationship between employee engagement and job performance. Employee engagement is not directly related to job performance but is mediated by creativity. The managerial implication of the results of this study is that banking companies can review the factors that can hinder or reduce their employee engagement to maintain the employeeâ€™s job performance.

Pengaruh Authentic Leadership terhadap Customer-Oriented Organizational Citizenship Behavior dan Service Recovery Performance melalui Job Crafting dan HR Flexibility Yogatama, Aziz; Nugrohoseno, Dwiarko
Jurnal Ilmu Manajemen Vol 9, No 3 (2021)
Publisher : UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v9n3.p%p

This study aims to determine and explain the effect of authentic leadership on service recovery performance and customer-oriented organizational citizenship behavior (Co-OCB) through job crafting and HR flexibility at a telecommunication company, PT. Telkom Indonesia in Surabaya region. This research is causality research with a quantitative approachâ€”the sampling technique used non-probability sampling, namely purposive sampling. Statistical analysis used Partial Least Square (PLS) with SmartPLS 3.0 software. This study explains that authentic leadership does not affect customer-oriented OCB and service recovery performance. Then Co-OCB does not have any effect in mediating the relationship between authentic leadership and service recovery performance. However, job crafting has been shown to mediate the relationship between authentic leadership and Co-OCB and service recovery performance. HR flexibility is not proven in moderating the relationship between authentic leadership and job crafting in the context of high flexibility.

Pengaruh Employee Engagement terhadap Organizational Trust melalui Psychological Well-Being dan Transformational Leadership Fridawati, Yunita Dwi; Nugrohoseno, Dwiarko
Jurnal Ilmu Manajemen Vol 9, No 3 (2021)
Publisher : UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26740/jim.v9n3.p%p

The study investigates how the effect of employee engagement on organizational trust and tests whether psychological well-being and transformational leadership mediate the effect of employee engagement on organizational trust. Companies need organizational trust to produce competent human resources so that be able to achieve company goals. Previous research found that employee engagement affects organizational trust and is mediated by psychological well-being and transformational leadership. Therefore, the research here wants to test the effect of an employee on organizational trust and whether psychological well-being and transformational leadership. The population in this study are 90 employees at PT Kereta Api Indonesia Daop 8 in Surabaya using the snowball sampling method in data collection. The results of the structural model are that employee engagement has a significant impact on organizational trust. Employee engagement has a significant impact on psychological well-being. Employee engagement has a significant impact on transformational leadership; psychological well-being has no significant impact on organizational trust. Transformational leadership has not a significant impact on organizational trust.Â Employee engagement on organizational trust has not indirect impact by psychological well-being. Employee engagement on organizational trust has not indirect impact by transformational leadership. The managerial implication of this study's result can review the factors that can increase their psychological well-being and transformational leadership on employee engagement. Future research in companies may involve organizational commitment variables, organizational culture variables, and job satisfaction variables because it becomes interesting to involve.

Women’s Transition to Entrepreneurs from Professional and Managerial Careers in Organizations Nindria Untarini; Sayyida Sayyida; Dwiarko Nugroho Seno
Binus Business Review Vol. 12 No. 1 (2021): Binus Business Review
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/bbr.v12i1.6456

Careers have different dimensions, they can be developed in an organization and in individual way. Organizationsno longer have a role in creating careers, but individuals develop careers using the organization as a tool ormedium. Changes in the external and internal environment in the organization are the basic conditions whyindividual career dares to change. The research aimed to explore senior female managers’ phenomenon that leftprofessional and managerial careers in organizations to be entrepreneurs. Structured and in-depth interviews wereconducted with 25 female entrepreneurs who had left senior manager positions at the companies. Qualitativeresearch approaches were carried out to explore what motivated female entrepreneurs to make a career transitionand how the career transition process was done. Then, the Critical Incident Technique was used to analyze thedata to get responses regarding female entrepreneurs’ perceptions of career transitions. From the results, thereare four main categories: personal, organizational life, value and integrity, and capital. Then, there are also ninesubcategories: independence and individualism, strong encouragement and family support, professional andpersonal life balance, organizational life, values, integrity, partner ties, mentor ties, and human capital. Thepersonal category causes more women to make a career transition, followed by capital, value and integrity, andorganizational life categories.

Efek Mediasi Variabel Work Engagement dalam Pengaruh Job Resourcefulness terhadap Individual Crafting dan Collaborative Crafting Yahdi Ariski; Dwiarko Nugrohoseno
Jurnal Ilmu Manajemen Vol 9 No 3 (2021)
Publisher : UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia)

This study examines the influence of job resourcefulness on individual crafting and collaborative crafting through work engagement as a mediator variable. This research uses a quantitative approach, using a survey to collect data. The sample in this study amounted to 100 employees from 4-star hotels throughout Surabaya who are registered in the Traveloka. This research used Structural Equation Model (SEM) with the assistance of Smart PLS 3.0 software as the statistical analysis. This research shows that job resourcefulness has a significant positive direct influence on individual crafting and has a significant and positive individual influence on individual crafting through work engagement on 4-star hotel employees. Job resourcefulness is found to have a significant and negative direct influence on collaborative crafting. Job resourcefulness has a significantly direct indirect influence on collaborative crafting through work engagement with 4-star hotel employees. The implications of this study need to increase the collaborative crafting employees by involving all employees in the procurement of discussion forums, so they can harmonize the thought between employees in the company so that the existence of the forum there will be similarities of perceptions so that work collaboration can be well established.

Pengaruh Authentic Leadership terhadap Customer-Oriented Organizational Citizenship Behavior dan Service Recovery Performance melalui Job Crafting dan HR Flexibility Aziz Yogatama; Dwiarko Nugrohoseno
Jurnal Ilmu Manajemen Vol 9 No 3 (2021)
Publisher : UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia)

This study aims to determine and explain the effect of authentic leadership on service recovery performance and customer-oriented organizational citizenship behavior (Co-OCB) through job crafting and HR flexibility at a telecommunication company, PT. Telkom Indonesia in Surabaya region. This research is causality research with a quantitative approach”the sampling technique used non-probability sampling, namely purposive sampling. Statistical analysis used Partial Least Square (PLS) with SmartPLS 3.0 software. This study explains that authentic leadership does not affect customer-oriented OCB and service recovery performance. Then Co-OCB does not have any effect in mediating the relationship between authentic leadership and service recovery performance. However, job crafting has been shown to mediate the relationship between authentic leadership and Co-OCB and service recovery performance. HR flexibility is not proven in moderating the relationship between authentic leadership and job crafting in the context of high flexibility.

Pengaruh Employee Engagement terhadap Organizational Trust melalui Psychological Well-Being dan Transformational Leadership Yunita Dwi Fridawati; Dwiarko Nugrohoseno
Jurnal Ilmu Manajemen Vol 9 No 3 (2021)
Publisher : UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia)

The study investigates how the effect of employee engagement on organizational trust and tests whether psychological well-being and transformational leadership mediate the effect of employee engagement on organizational trust. Companies need organizational trust to produce competent human resources so that be able to achieve company goals. Previous research found that employee engagement affects organizational trust and is mediated by psychological well-being and transformational leadership. Therefore, the research here wants to test the effect of an employee on organizational trust and whether psychological well-being and transformational leadership. The population in this study are 90 employees at PT Kereta Api Indonesia Daop 8 in Surabaya using the snowball sampling method in data collection. The results of the structural model are that employee engagement has a significant impact on organizational trust. Employee engagement has a significant impact on psychological well-being. Employee engagement has a significant impact on transformational leadership; psychological well-being has no significant impact on organizational trust. Transformational leadership has not a significant impact on organizational trust. Employee engagement on organizational trust has not indirect impact by psychological well-being. Employee engagement on organizational trust has not indirect impact by transformational leadership. The managerial implication of this study's result can review the factors that can increase their psychological well-being and transformational leadership on employee engagement. Future research in companies may involve organizational commitment variables, organizational culture variables, and job satisfaction variables because it becomes interesting to involve.

Pengaruh Employee Engagement terhadap Job Performance melalui Creativity sebagai Variabel Mediasi Agil Rasul Baharsyah; Dwiarko Nugrohoseno
Jurnal Ilmu Manajemen Vol 9 No 3 (2021)
Publisher : UNESA In Collaboration With APSMBI (Aliansi Program Studi dan Bisnis Indonesia)

Co-Authors Agil Rasul Baharsyah Amirul Arif Anang Kistyanto Andre Dwijanto Witjaksono Annisa Nurul Aini Aprilia Nindy Fatmawati Aziz Yogatama Berliana, Maghfirotus Budiono Budiono Budiono Budiono Budiono, EC. Dewi Fatimah Dewie Trie Wijayati Dian Anita Nuswantara Djauhar, Roykhan El Djoko Suwito Durinda Puspasari Dwijanto Witjaksono , Andre Fadillah, Moch Ivan Fahrullah, A’rasy Fresha Kharisma Fridawati, Yunita Dwi Harlina Meidiaswati Harum Charismaini Harun Charismaini Ika Ayu Sintawati Ika Permatasari Irawati , Winaika Irawati, Winaika Jacobis, Riede Paulus Khoirur Rozaq Kusumaningum, Trias Madanika Lesi Ardita Lucia Tri Pangesti Lucia Tri Pangesti Abstrak LUCKY RACHMAWATI Mei Rahmi Wuri W. Mei Rahmi Wuri W. Meylia Elizabeth Ranu Mnassri, Yasmine Nihaya, Ina Uswatun Nindria Untarini Noer Chalifa Novastra, Bellinda Powell Gian Hartono PURWANTI PURWANTI Purwoasih, Elgie Putri Ulfa Kamalia Putri, Amelia Arwidya Rasul Baharsyah, Agil Rizal Firmansyah Rozaq, Khoirur Run, Pharatt Sarikullah, Intan Sayyida Sayyida Sista Prilia Nisa Amilia Siti Halimah Sri Setyo Iriani Suci Rohayati Suharyoto, Suharyoto Trisna Kiki Wijayanti Untarini , Nindria Uyun Nadziroh Wahyu Kusuma Pratiwi Widiarni, Prastiwi Wihara, Dhiyan Septa Yahdi Ariski Yogatama, Aziz Yunita Dwi Fridawati Yunus

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