Articles
<![CDATA[PEREMPUAN DAN JABATAN MANAGERIAL DALAM ORGANISASI: WFC PADA PEREMPUAN BEKERJA ]]>
<![CDATA[Dwi Setyowati, Theresia Lurry Ayu]]>;
<![CDATA[Ari Arsanti, Tutuk]]>
<![CDATA[ Proceeding SENDI_U 2015: SEMINAR NASIONAL MULTI DISIPLIN DAN CALL FOR PAPERS ]]>
Publisher : <![CDATA[Proceeding SENDI_U ]]>
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<![CDATA[Semakin meningkatnya keterlibatan perempuan dalam dunia kerja menunjukkan bahwa adanya perbedaan peranantara laki-laki dan perempuan dalam dunia kerja menjadi tidak relevan lagi. Namun demikian, disadari bahwabagaimana sebuah pekerjaan dijalankan oleh laki-laki dan perempuan dengan cara yang berbeda dalam dunia kerjamasih menjadi diskusi dan kajian dalam banyak penelitian. Tujuan penelitian ini adalah mengetahui faktor-faktorperempuan memutuskan untuk bekerja sebagai dosen di perguruan tinggi dan terlibat dalam jabatan struktural sertamengetahui bagaimana mengatasi WFC yang dialami. Metode yang digunakan dalam penelitian ini adalah deskriptifkualitatif dengan melakukan wawancara dengan sejumlah dosen perempuan yang sudah berkeluarga. Hasilpenelitian menunjukkan bahwa pada umumnya keinginan perempuan untuk terlibat dalam dunia kerja dan memilihsebagai dosen didominasi oleh beberapa faktor, yaitu karena faktor tingkat pendidikan, kebutuhan untuk aktualisasidiri, dan faktor ekonomi. Sedangkan alasan keterlibatan dosen perempuan dalam jabatan struktural lebih padakebutuhan mengaktualisasikan diri. Sejumlah pendekatan seperti time-based conflict, strain-based conflict, sertabehavior-based conflict digunakan untuk mengatasi WFC pada dosen perempuan. Sedangkan problem focused danemotion focused yang dilakukan secara pribadi maupun melibatkan orang lain merupakan strategi yang biasadigunakan dalam mengatasi WFC yang terjadi.Kata Kunci: Work-Family Conflict, Karir, Aktualisasi Diri]]>
<![CDATA[PENGARUH JOB SATISFACTION TERHADAP OCB DAN TURNOVER INTENTION ]]>
<![CDATA[Ningsih, Febru Rida]]>;
<![CDATA[Arsanti, Tutuk Ari]]>
<![CDATA[ Benefit Volume 18 No 1 Juni 2014 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Surakarta ]]>
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<![CDATA[This article aims to provide the impact of job satisfaction to OCB and turnover intention. This study used a quantitative method with a statistical analysis. Simple analysis regression used to test each hypotheses. The object of this research is a branch of national bank. Population in this research are entire employees of a brach of national bank that is e non frontliner employees. Non-probability sampling is used of this reseach. The measurement of job satiafaction and turnover intention variables used likert scale that developed by Rinaldi (2008) and measurement of OCB variable adopted from Organ (1988). The result of this research has shown that hypotheses one is rejected and hypotheses two is accepted. Eventually, through this article, an understanding that job satisfaction does not significantly influence to OCB but job satisfaction has significant influence to turnover intention.  ]]>
<![CDATA[MENGELOLA PERUBAHAN DI ERA OTONOMI DAERAH SEBAGAI KEBIJAKAN PENYELENGGARAAN PEMERINTAHAN YANG BARU ]]>
<![CDATA[Arsanti, Tutuk Ari]]>
<![CDATA[ Fokus Ekonomi Vol 5 (2006): VOL. 5 NO. 2 AGUSTUS 2006 ]]>
Publisher : <![CDATA[Fokus Ekonomi ]]>
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<![CDATA[This paper is designed to understanding of how and why organizational change and how to mange the change. The trantition from centralization to decentralization is the one of big problem for Indonesia's government to get the change without pain. This paper reviews the emerging literatur, seeking to get understanding of process influencing change suistainability. According to this paper can guide the government in successfully managing organization structure change from centralization to decentralization.Keywords: Centralization, Decentralization, Change Management.]]>
<![CDATA[PENGARUH KEPUASAN KERJA TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI ]]>
<![CDATA[Triwibowo, Wahyu]]>;
<![CDATA[Arsanti, Tutuk Ari]]>
<![CDATA[ Proceeding SENDI_U 2016: SEMINAR NASIONAL MULTI DISIPLIN ILMU DAN CALL FOR PAPERS ]]>
Publisher : <![CDATA[Proceeding SENDI_U ]]>
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<![CDATA[Organizational Citizenship Behavior can arise from various factors within the organization, including the existenceof high employee job satisfaction and organizational commitment. When employees have work satisfaction,employee will work optimally, even doing some things that may be beyond their duties. As well as when a personhas a high commitment to the organization, employees will do anything to advance his company. According to theprevious research, it found that there is effect of work satisfaction to OCB directly or indirectly. Organizationalcommitment is a mediator variable that has found in previous research. The purpose of this study to determinewhether the organizational commitment mediates the effect of job satisfaction on Organizational CitizenshipBehaviour (OCB). This research used a quantitative method with survey approach. The population of this researchare all employees who work at Villa Almarik Resort, 75 employees. Path analysis through Sobel test is used toanalysis the hypothesis. The results showed that the indirect effect of job satisfaction variables on OCB throughorganizational commitment can be accepted. This suggests that the effect of job satisfaction on OCB would behigher if through organizational commitment.Keywords: Job Satisfaction, Organizational Commitmentand, Organizational Citizenship Behavior]]>
<![CDATA[HUBUNGAN ANTARA PENETAPAN TUJUAN, SELF-EFFICACY DAN KINERJA ]]>
<![CDATA[Tutuk Ari Arsanti]]>
<![CDATA[ Jurnal Bisnis dan Ekonomi Vol 16 No 2 (2009): Vol. 16 No. 2 EDIDI September 2009 ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis, Universitas Stikubank ]]>
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<![CDATA[and performance. Many students were participated in manipulation check andlaboratory experiment. Anagram was used in this experiment as individual assignmentand goal setting’s treatment. Self-efficacy were measured with 17 items, adapted andmodified from the Shere, at al. (1982). Scale assessing the strength of person’s efficacy.Performance was measured with score that was achieved by participant in the game.Path analysis was used in order to analyze the relationship between variables. ANOVAwas used to test the causal relationship between goal setting and performance. Linierregression was used to test the relationship between self-effiacy and performance.This research finding shows that causal relationship between goal setting andperfomance was not significant and the relationship between self-efficacy andperformance was significant.Key words: goal Setting – self-efficacy – performance]]>
<![CDATA[Perempuan dan Pembangunan Sektor Pertanian ]]>
<![CDATA[Tutuk Ari Arsanti]]>
<![CDATA[ Jurnal Maksipreneur Vol 3, No 1 (2013) ]]>
Publisher : <![CDATA[Universitas Proklamasi 45 Yogyakarta ]]>
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DOI: 10.30588/jmp.v3i1.88
<![CDATA[The importance of prividing capacity women farmer in the agricultural sector bring a great impact on the development of the Indonesia’s agricultural sector. This articles written to give a description of how the role of women in the development of the agricultural sector. A qualitative approach trough a method of participation action reseacrh used to obtain the image and problem solving faced. It will provide understanding in more well of potential for development agriculture in various line including potential for development entrepreneurship based agriculture by women. This research result indicates that the woman’s role in efforts to improve the development of the agricultural sector through the development of entrepreneurial-based agriculture is very high. The importance of increasing the capacity of peasant women in the agricultural sector to be very needed in order to the development of agriculture especially for smal-medium scale of farming.]]>
<![CDATA[Dampak Dilakukannya Pengurangan Tenaga Kerja: Pengaruh Job Insecurity terhadap Kepuasan Kerja dengan Aspek Demografis sebagai Variabel Moderator ]]>
<![CDATA[Yafet Eko Kurniawan]]>;
<![CDATA[Tutuk Ari Arsanti]]>
<![CDATA[ Jurnal Maksipreneur Vol 6, No 2 (2017) ]]>
Publisher : <![CDATA[Universitas Proklamasi 45 Yogyakarta ]]>
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DOI: 10.30588/jmp.v6i2.304
<![CDATA[The objective of this study was to describe the effect of job insecurity on job satisfaction and demographic aspects as moderator variables. Demographics such as gender and age of past research showed that women have a higher job insecurity than men and also with age, the less employees feel a threat to their jobs. Quantitative methods through a survey used in this study. The results showed that job insecurity influence on job satisfaction, gender and age moderated the effect of job insecurity on job satisfaction.]]>
<![CDATA[Analisis Pengaruh Self-efficacy, Kapabilitas, dan Perilaku Kerja Inovatif terhadap Kinerja ]]>
<![CDATA[Vera Berliana]]>;
<![CDATA[Tutuk Ari Arsanti]]>
<![CDATA[ Jurnal Maksipreneur Vol 7, No 2 (2018) ]]>
Publisher : <![CDATA[Universitas Proklamasi 45 Yogyakarta ]]>
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DOI: 10.30588/jmp.v7i2.364
<![CDATA[The relative power of personal factors such as self-efficacy, capability, and innovative work behaviour in predicting performance was tested with 40 teachers through a survey. The variables’ measurements are adapted from Avallone et al., (2007), Menon and Kohli (1999), Jong and Hartog (2008), and Campbell (1990). Path analysis were used to test the hypotheses. Our findings showed that all of hypotheses were accepted. The hypotheses stated that innovative work behaviour as a mediator variable were accepted in this study.]]>
<![CDATA[Sharing of Knowledge: Hambatan Keterlibatan Mahasiswa dalam Diskusi ]]>
<![CDATA[Yulius Aldo Bima Prasetyo]]>;
<![CDATA[Tutuk Ari Arsanti]]>
<![CDATA[ Jurnal Maksipreneur Vol 7, No 1 (2017) ]]>
Publisher : <![CDATA[Universitas Proklamasi 45 Yogyakarta ]]>
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DOI: 10.30588/jmp.v7i1.319
<![CDATA[Knowledge sharing is an important process in the development of knowledge, especialy for higher education such as universities. Knowledge sharing process can happen to students in the form of discussion. However, in the process there are several factors that hamper the process of discussion among students. This study aims to find and identify the barriers that exist in the process of discussion. Sources of data are primary obtained initially through observation then through interviews on 17 students of management program. The results of this study indicate the existence of some barriers that inhibit the process of discussion in the classroom. The barriers found in this study are identified as barriers of individual and organizational factors.]]>
<![CDATA[Pengaruh Goal Setting dan Self-Efficacy Terhadap Kinerja Karyawan ]]>
<![CDATA[Teddy Sutrisno]]>;
<![CDATA[Tutuk Ari Arsanti]]>
<![CDATA[ INOBIS: Jurnal Inovasi Bisnis dan Manajemen Indonesia Vol. 7 No. 1 (2023): INOBIS: Jurnal Inovasi Bisnis dan Manajemen Indonesia ]]>
Publisher : <![CDATA[Forum Inovasi Bisnis dan Manajemen ]]>
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DOI: 10.31842/jurnalinobis.v7i1.306
<![CDATA[This paper aims to gain an understanding of the influence of goal setting and self-efficacy on employee performance. Specifically, this research wants to examine the impact of sales targets and employee self-efficacy on employee’s sales performance. This research was conducted on profit-oriented companies, in particular, employees of the marketing department or sales people who were required to achieve sales targets as part of employee performance appraisals. Quantitative methods were used in this research. The research strategy uses a survey with multiple regression analysis. The results of this study show that goal setting and self-efficacy do not influence an employee's sales performance. Through this empirical study, we not only discover the insignificant influence of goal setting and self-efficacy on employee’s sales performance, but this result also gives explanation about why goal setting and self-efficacy are unable to explain employee’s performance in a certain context. The results of this empirical research provide new insights on how goal setting and self-efficacy works to achieve high performance.]]>
