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All Journal Journal of Indonesian Economy and Business Dialektika: Jurnal Ekonomi dan Ilmu Sosial
Sari Sitalaksmi
Department Of Management, Faculty Of Economics And Business, Universitas Gadjah Mada
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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ANALISIS PENGARUH PENGATURAN KERJA FLEKSIBEL TERHADAP KONFLIK KERJA-KE-KELUARGA DAN INTENSI KELUAR: SUPPORTIVE WORK-FAMILY CULTURE SEBAGAI PEMEDIASI Sari Sitalaksmi; Erna Resmiatini
DIALEKTIKA: Jurnal Ekonomi dan Ilmu Sosial Vol 2 No 1 (2017): Dialektika : Jurnal Ekonomi dan Ilmu Sosial
Publisher : Prodi Manajemen Fakultas Ekonomi dan Bisnis Universitas Islam Raden Rahmat Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (523.445 KB) | DOI: 10.36636/dialektika.v2i1.231

Abstract

ABSTRAKPersaingan global dan pesatnya perubahan teknologi telah menciptakan turbulensi lingkunganbisnis, yang kemudian memicu ketidakpastian bisnis. Di sisi lain, komposisi keluarga dan tenagakerja mengalami perubahan, seperti adanya wanita karir, dan suami istri yang sama-sama bekerja.Hal ini akan berdampak pada kehidupan kerja dan keluarga mereka. Agar kinerja karyawan tidakterganggu, beberapa perusahaan mulai menawarkan pengaturan kerja fleksibel bagi karyawannya.Melalui penelitian ini akan diketahui bagaimana pengaruh pengaturan kerja fleksibel terhadapkonflik kerja-ke-keluarga dan intensi keluar yang dimediasi oleh supportive work-family culture.Data penelitian dikumpulkan melalui survei yang disebarkan kepada para karyawan yang bekerjasecara fleksibel dari berbagai sektor industri di Indonesia. Tercatat sebanyak 113 responden telahikut berpartisipasi dalam survei ini. Data dianalisis menggunakan metode hierarchical regressionsdan sobel. Hasil penelitian menunjukkan bahwa pengaturan kerja fleksibel dapat menurunkankonflik kerja-ke-keluarga dan intensi keluar. Pengaruh ini ikut disebabkan oleh supportive workfamily culture yang terbentuk ketika pengaturan kerja fleksibel diberlakukan di perusahaan.Kata kunci: pengaturan kerja fleksibel, konflik kerja-ke-keluarga, intensi keluar, supportivework family culture.ABSTRACTGlobal competition and rapid changes in technology has created turbulence of the businessenvironment, which then triggers business uncertainty. On the other hand, family and laborcomposition changed, such as the career woman, and the husband and wife who are both working.This will impact on the life of workers and their families. In order the employees performance arenot disturbed, some companies began to offer flexible work arrangements for their employees.Through this research will be known how the influence of flexible work arrangements on work-tofamilyconflict and turnover intentions mediated by supportive work-family culture. The researchdata are collected through a survey, distributed to the employees who work flexibly from variousindustrial sectors in Indonesia. As many as 113 respondents have participated in this survey. Thedata are analyzed using hierarchical regressions and sobel. The results showed that flexible workarrangements can reduce work-to-family conflict and turnover intentions. These influences comebecause supportive work family culture are formed when flexible work arrangements applied at thecompany.Keywords: flexible work arrangements, work-to-family conflict, turnover intentions, supportivework-family culture
THE EFFECT OF KNOWLEDGE SOURCES ON INNOVATION CAPABILITIES AMONG RESTAURANTS AND CAFÉ BUSINESSES IN INDONESIA Tri Lestari Wahyuning Utami; Nurul Indarti; Sari Sitalaksmi; Nuraksa Makodian
Journal of Indonesian Economy and Business (JIEB) Vol 32, No 1 (2017): January
Publisher : Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (525.855 KB) | DOI: 10.22146/jieb.16503

Abstract

To conduct innovation, firms absorb and utilise internal and external knowledge. This study examines the effect of internal and external knowledge, in terms of the breadth and depth of knowledge sources, on a firm’s innovation. The breadth of knowledge sources refers to the amount of knowledge sources used within the firm. The depth of knowledge sources is the amount of knowledge sources intensively used by the firm. This study is aimed at answering the following questions. a) What knowledge sources are mainly used? b) What type of innovation is frequently conducted? c) What are the effects of the breadth and the depth of knowledge sources on the innovation capabilities among Indonesian restaurants and cafés? The resource-based view and resource dependency theory are used to understand the role of internal and external knowledge on innovation within a firm.We distributed a semi-structured questionnaire to 101 owners/managers, using a purposive, in several cities in Indonesia, such as Bandung, Denpasar Bogor, Malang, Yogyakarta and other cities in East Java. The results show that the Indonesian restaurants and cafés utilised external knowledge sources more often than internal ones. The firms produce more incremental product innovations than radical ones. The depth of the internal knowledge sources has a positive significant impact on the firms’ innovation capabilities, which supports the previous studies. Meanwhile, the breadth of the internal knowledge sources is found not to have a significant effect on innovation. Additionally, the effects of the breadth and depth of the external knowledge sources on the innovation capabilities are also insignificant.
WHAT MANAGERS SHOULD DO IN CONDUCTING AN ORGANISATIONAL CHANGE? A HUMAN ASPECTS APPROACH Sari Sitalaksmi
Journal of Indonesian Economy and Business (JIEB) Vol 14, No 3 (1999): July
Publisher : Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (712.273 KB)

Abstract

Pada saat ini perusahaqn-perusahaan Indonesia menghadapi trend ekonomiyang menurun dan instabilitas yang mempengaruhi operasi kesehariannya.Akibatnya, banyak perusahaan-perusahaan "dipaksa" untuk melakukan perubahanorganisational agar tetap survive. Pada beberapa kasus, manajer diharapkan untukmengambil kegiatan yang sesuai untuk menyiapkan dan membantu karyawan. Selainsebagai grup yang mudah rapuh dalam organisasi, karyawan juga memainkan perankritis untuk kesuksesan perubahan itu sendiri. Beberapa isu penting perludipertimbangkan manager dalam kaitannya untuk meningkatkan kesiapan dankesigapan akan perubahan itu, yaitu sifat dari perubahan, hubungan antaraperubahan organisational dan pembelajaran organisasi, respon karyawan terhadapperubahan, pendekatan terhadap proses perubahan, dan elemen-elemen kunci untukmenjadi pemimpin perubahan yang efektif.
Team Monitoring, Does it Matter for Team Performance? Moderating role of Team Monitoring on Team Psychological Safety and Team Learning Tarman Budianto; Ely Susanto; Sari Sitalaksmi; Gugup Kismono
Journal of Indonesian Economy and Business (JIEB) Vol 35, No 2 (2020): May
Publisher : Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jieb.54522

Abstract

Introduction: The use of work teams is a strategy that allows organizations to move faster and more proactively. Team performance is an interesting issue that needs to be studied more extensively. Background Problems: Team psychological safety and team learning have a positive effect on team performance. But in some of the literature, psychological safety has also been shown to have a negative impact on teams when team monitoring is low. This research was conducted to investigate the moderation role of team monitoring and the influence of team learning and team psychological safety on team performance.  Novelty: This research contributes new insights related with team monitoring and its interaction to team learning and team psychological safety on team performance. Team psychological safety has been proven to be able to directly influence team performance indirectly through team learning, but we tested the two separately. Research Methods: This study involved 215 respondents who joined 38 teams. The collected data were analyzed using a regression analysis and bootstrap techniques. Findings: Team monitoring has been shown to have a moderate role in influencing team learning on team performance, but it has not been proven to influence team psychological safety on team performance. The learning and psychological safety of each team proved to have a direct effect on team performance. Conclusion: This paper can guide managers since, at a certain level team monitoring can improve team performance, but too much team monitoring actually has no effect on team performance. Managers need to consider team monitoring policies carefully, to optimizing team performance by managing team learning and building team psychological safety.
Co-Authors Erna Resmiatini Gugup Kismono Nuraksa Makodian Nurul Indarti SUSANTO, ELY Tarman Budianto Tri Lestari Wahyuning Utami