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EXPLORING THE INFLUENCE OF ORGANIZATIONAL CULTURE AND TRAINING ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) AS HUMAN CAPITAL: REVIEW OF THE INTERNATIONAL SCIENTIFIC JOURNAL Syaefunnur Maszah; Martinus Tukiran; Wahyu Wiguna; Ika Pratiwi; Ujo Sujoto
International Journal of Economy, Education and Entrepreneurship Vol. 3 No. 2 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i2.168

The extra-role behavior required for superior performance is also known as organizational citizenship behavior (OCB). Previous research findings highlight the positive contribution of OCB to superior organizational performance, as OCB encourages employees to participate spontaneously and dedicate themselves to organizational issues, both of which increase organizational efficiency and performance without additional expenditure. The purpose of this research is to examine the structural influence between training and organizational culture, with organizational citizenship behavior (OCB) as Human Capital, so in particular, this study emphasizes the effect of influence on the relationship between training and organizational culture on OCB as Human Capital. The accuracy of the measures involved were checked through conducting a factor review of the scientific literature or a review of three international journal articles by relational analysis. This review begins with identifying the main topics in Organizational Citizenship Behavior (OCB). The database used is Google Scholar and Harzing's Publish or Perish is limited to publication from 2017-2023. The review uses 3 articles that meet the theme criteria. This review found that training and organizational culture have a positive relationship on OCB as Human Capital which has a positive effect on improving employee and organizational performance. The implication is that corporation must invest in human resources as Human Capital, with the consequence of allocating finances and time, through training and building organizational culture, bearing in mind that the concept of human capital has brought major changes to human resource management that have a positive impact on companies or organizations

ACHIEVING THE INFLUENCES OF JOB CHARACTERISTICS, LEADERSHIP AND MOTIVATION ON INDIVIDUAL PERFORMANCE: A REVIEW OF INTERNATIONAL SCIENTIFIC ARTICLES Ujo Sujoto; Martinus Tukiran; Wahyu Wiguna; Syaefunnur Maszah
International Journal of Economy, Education and Entrepreneurship Vol. 3 No. 2 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i2.175

The present paper reviews current practices concerning individual performance management systems. This paper presents a method to conduct a systematic literature review (SLR). The paper's central theme is to present a conceptual framework encompassing a range of organizations' overall issues relevant to the influence of job characteristics, leadership and motivation on individual performance. The framework provides a foundation for organizing the existing and growing literature on international competition and ‘creating a map of the field’. The chosen articles can be used for both teaching and future research. However, more importantly, they are most beneficial for leaders and managers in organizations by providing different perspectives for management success

THE RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND JOB SATISFACTION: A LITERATURE REVIEW Budi Susanto; Martinus Tukiran; Wahyu Wiguna
International Journal of Economy, Education and Entrepreneurship Vol. 3 No. 2 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i2.177

Leadership is one of the most important factors determining whether or not an organization successfully meets its goals and objectives. There are numerous styles of leadership, including transactional leadership, transformational leadership, and servant leadership, among others. The transactional style is based on a transactional relationship between the leader and the follower, where rewards and punishments motivate followers. Transformational leadership involves inspiring and empowering followers to achieve their full potential. Servant leadership prioritizes meeting the needs of followers, which can lead to better performance and employee satisfaction. The purpose of this study was to investigate the relationship between transformational leadership and human resource development as it relates to job satisfaction, as well as how levels of job satisfaction ultimately influence levels of job engagement among employees. The literature study method this research utilizes involves selecting relevant topics and keywords related to the research question and then using these to search for relevant journals and literature to inform the study. The findings from the three studies show that transformational leadership has a positive and significant impact on job satisfaction and engagement and that human resource development plays a crucial role in improving employee satisfaction and engagement. Characteristics such as individualized consideration, inspirational motivation, and intellectual stimulation have been as having a positive impact on job satisfaction. Leaders who develop transformational leadership skills and provide opportunities for human resource development can improve employee satisfaction and engagement.

DIGITALIZATION BEYOND TECHNOLOGY: ORGANISATIONAL CULTURE SUSTAINABILITY AND THEIR CHANGE DUE TO THE PANDEMIC (LITERATUR REVIEW) Roosganda Elizabeth; Martinus Tukiran; Ratu Erlina Gentari Erlinagentari; Wahyu Wiguna; Santoso Santoso; Ika Pratiwi
International Journal of Economy, Education and Entrepreneurship Vol. 3 No. 2 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i2.178

1 Technological advances and continuous digitalization are transforming an organization's resources and capabilities. Aligning with digitally oriented cultural archetypes is critical to successful digital transformation. This study aims to determine whether the Covid-19 pandemic impacts organizational culture change, as well as to find cutting-edge knowledge about productive-sustainable organizational culture and predict digital culture in organizations based on traditional cultural archetypes. The result is that the people-oriented cultural archetype is the most important for digital culture, while the values inherent in the cultural archetype of Norms or Goals inhibit it. The paper contributed to developing Functionalist and Structuralist cultural theories, showing the interaction of microcultures and cultural archetypes within an organization. Two frameworks on sustainable culture transformation and sustainability of organizational culture are derived from cutting-edge knowledge. Clean production requires managing the physical aspects of production and transforming organizational culture. What the author can criticize from these articles is the assumption that all organizations experience a decline in hierarchical culture and an increase in adhocracy culture and market culture. In fact, organizational culture shifts can vary depending on the industry, the size of the organization, and other factors

GREEN HUMAN RESOURCE MANAGEMENT: A REVIEW Wahyu Wiguna; Ujo Sujoto; Martinus Tukiran; Syaefunnur Maszah
International Journal of Economy, Education and Entrepreneurship Vol. 3 No. 2 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i2.179

This review aims to explore organizations' green human resource management practices based on existing literature. Within this emerging field, it has generally been observed that the existing literature should be expanded further from the perspective of the Human Resource Management (HRM) function. The databases used are Google Scholar and Mendeley, limited to publications from 2015-2020. This review used 3 articles that fit the inclusion criteria. The results showed that environmental knowledge fully mediates the relationship between green HRM and EGB. What we need to criticize is that empirical evidence shows that the lack of efforts to implement GHRM, especially in the industrial sector, is proven to be still high levels of water pollution based on information from the Ministry of Environment and Forestry (KLHK) said that the water quality index in 2022 received a score of 53.88. This score increased from the previous year, which received a score of 52.82. Even so, the achievement of the value in 2022 has not met the target value of the water quality index, which is 55.03. and 2.5-micron particle air pollution, otherwise known as PM 2.5 in Indonesia in 2022, is reported to be the 26th worst globally

The effect of job satisfaction, transformational leadership and interpersonal communication on organizational citizenship behavior Herfina Herfina; Widodo Sunaryo; Martinus Tukiran; Dian Wulandari; Herlinda Herlinda
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol 8, No 3 (2022): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020221642

The purpose of this study was to determine the direct effect of Job Satisfaction on Organizational Citizenship Behavior (OCB) and the indirect effect of Job Satisfaction on OCB through the mediation of Transformational Leadership and Interpersonal Communication. Job Satisfaction as the independent variable, the variables of Transformational Leadership and Job Satisfaction as the mediating variable, and OCB as the dependent variable. The research sample involved was from 266 teachers who were selected by proportional random sampling from 20 junior high schools in the city of Bogor, West Java. This research uses Path analysis technique with PLS-SEM Program. This research concludes that: (1) Job Satisfaction has a significant positive direct effect on OCB ( = 0.358 p < 0.01), (2) Job Satisfaction has a significant positive effect on Transformational Leadership ( = 0.755 p < 0.01), (3) Job Satisfaction has a significant positive effect on Interpersonal Communication ( = 0.941 p < 0.01), (4) Transformational Leadership has a significant positive effect on OCB ( = 0.185 p < 0.05), (5) Interpersonal Communication has a significant positive effect on OCB ( = 0.337 p < 0.01), (6) Job satisfaction has a significant positive effect on OCB through the mediation of Transformational Leadership ( = 0.140 p < 0.05), (7) Job Satisfaction has a significant positive effect on OCB through the mediation of Interpersonal Communication ( = 0.317 p < 0.01). Based on the conclusions of the research results above, the strengthening of OCB can be carried out directly through increasing job satisfaction and can be done indirectly through increasing job satisfaction through the mediation of interpersonal communication.

Synergy of Competence and Leadership in Improving Employee Commitment, Motivation, and Performance for Organizational Development: Systematic Literature Review Isbat Isbat; Martinus Tukiran; Nancy Yusnita; Widodo Sunaryo; Abdillah Munawir; Abdul Haris Maraden
Asian Journal of Social and Humanities Vol. 2 No. 9 (2024): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i9.346

This study aims to identify the synergy between competence and leadership in improving employee commitment, motivation, and performance for organizational development. The methodology used in this study is meta-analysis with a focus on quality data from international journals indexed by Scopus. The tools used include VOSviewer software for article review and WordStat for descriptive statistical analysis. The results of the study show that competence and leadership have an important role in improving employee commitment, motivation, and performance. This study reveals that improvements in both variables can overcome various obstacles in organizational development. Effective leadership and strong competencies are able to increase employee commitment, develop creative abilities, provide leadership training, and motivate employees through the right organizational strategy. This research has several important implications. First, organizations that want to improve employee performance must focus on strengthening leadership and developing competencies. Good management of intervening variables will help in designing more effective strategies, which in turn will improve the overall performance of the organization. Second, the results of the study show that organizations not only need to rely on leadership and competence alone, but also must consider the context and conditions of other variables that can affect the final result. A more comprehensive and holistic approach is needed to face the challenges and dynamic changes in organizational development. Based on the findings of this study, it is recommended that organizations implement training and development programs that focus on improving competence and leadership.

Synergy of Competence and Leadership in Improving Employee Commitment, Motivation, and Performance for Organizational Development: Systematic Literature Review Isbat Isbat; Martinus Tukiran; Nancy Yusnita; Widodo Sunaryo; Abdillah Munawir; Abdul Haris Maraden
Asian Journal of Social and Humanities Vol. 2 No. 9 (2024): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i9.346

This study aims to identify the synergy between competence and leadership in improving employee commitment, motivation, and performance for organizational development. The methodology used in this study is meta-analysis with a focus on quality data from international journals indexed by Scopus. The tools used include VOSviewer software for article review and WordStat for descriptive statistical analysis. The results of the study show that competence and leadership have an important role in improving employee commitment, motivation, and performance. This study reveals that improvements in both variables can overcome various obstacles in organizational development. Effective leadership and strong competencies are able to increase employee commitment, develop creative abilities, provide leadership training, and motivate employees through the right organizational strategy. This research has several important implications. First, organizations that want to improve employee performance must focus on strengthening leadership and developing competencies. Good management of intervening variables will help in designing more effective strategies, which in turn will improve the overall performance of the organization. Second, the results of the study show that organizations not only need to rely on leadership and competence alone, but also must consider the context and conditions of other variables that can affect the final result. A more comprehensive and holistic approach is needed to face the challenges and dynamic changes in organizational development. Based on the findings of this study, it is recommended that organizations implement training and development programs that focus on improving competence and leadership.

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