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Rhian Indradewa
Esa Unggul University, Bekasi, Indonesia
Education Engineering Social Sciences

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Transformational Leadership Role in Human Resource Effectiveness Gunawan Gunawan; Rhian Indradewa; Tantri Yanuar Rahmat Syah; Diana Fajarwati
Journal of Multidisciplinary Academic Vol 4, No 6 (2020): Science, Engineering and Social Science Series
Publisher : Penerbit Kemala Indonesia

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Abstract

This study aims to determine the relationship of transformational leadership with knowledge codification strategies. Here, transformational leadership with personalization strategies knowledge has codification relationship strategies with human capital and personalization strategies (effectiveness of human resources). In this study, we used quantitative data and structural equation modelling techniques to test the model. The confirmation factor analysis is performed to check internal reliability and data validity. Besides, the questionnaire form was adopted from previous literature. The results show a hypothesis testing with a real level of 0.05 obtained p-value of 0.000
Five Success Stages in Human Capital Planning Over LH Hotel Business Lelly Cholilah Hasyim; Tantri Yanuar R Syah; Rhian Indradewa; Semerdanta Pusaka
Journal of Multidisciplinary Academic Vol 3, No 5 (2019): Science, Engineering and Social Science Series
Publisher : Penerbit Kemala Indonesia

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The impact of globalization has made by business development in Indonesia. This condition have opportunities for entrepreneurs in industrial sectors to compete in attracting consumers. This condition is also caused by hospitality service industry to face intense competition and experience rapid growth and development. In addition, the competition formed spurred hospitality companies to further enhance their role in serving consumers. Based on the results, a market share survey by the LH Hotel consumers team only need clean, comfortable, and affordable rooms and good service. Consumers no longer need too many hotel facilities such as a variety of restaurants or rooms that are too large at high prices. Consumers are getting smarter in planning their trips so that there is a trend of hotels that have basic facilities needed by consumers but at low prices. The phenomenon and facts of the development of the hospitality business make the main foundation for LH Hotel in building a hospitality property that focuses on the needs of consumers for a 3-star hotel class. The hospitality industry that is cultivated by LH Hotel is a service industry that cannot be separated from the importance of managing human resources to be able to create maximum service quality. Therefore LH Hotel must implement a good human capital system in order to obtain and prepare competent human resources.
Transformational Leadership, Organizational Climate, Job Satisfaction on Team Performance over Retail Store Yonatan Setiadi; Rhian Indradewa; Tantri Yanuar Rahmat Syah
Journal of Multidisciplinary Academic Vol 4, No 6 (2020): Science, Engineering and Social Science Series
Publisher : Penerbit Kemala Indonesia

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This study aims to analyze the role of transformational leadership and its relationship with organizational climate, job satisfaction, and team performance. Here, the empirical study was conducted with a questionnaire applied to a sample of 170 team work leaders from Indonesian companies that are members of the retail store sector. The hypothesis was tested by Structural Equation Modeling (SEM) with the Lisrel program used in this study. The results showed that transformational leadership had a positive effect on job satisfaction and organizational climate on work teams. It was also found that job satisfaction has a positive influence on organizational climate, and the two constructs positively affect team performance. This study analyzes the strategic role of transformational leadership in organizational outcomes derived from teamwork to the extent that such leadership styles promote a positive organizational climate and a high level of employee satisfaction. Organizations can improve their performance through practices that promote this leadership style in their managers. This study extends the literature on transformational leadership by presenting empirical evidence on the relationship between leadership style, organizational climate, job satisfaction, and team performance in the specific context of an emerging economy such as Indonesia.
HR Practices, Employment Engagement, Job Crafting, Organizational Citizenship Behavior Affect Task Performance (Bekasi City Banking Company) Tigor Maruhum Hutapea; Rhian Indradewa; Tantri Yanuar R Syah; Diana Fajarwati
Journal of Multidisciplinary Academic Vol 5, No 3 (2021): Science, Engineering and Social Science Series (New Update: With DOI index)
Publisher : Penerbit Kemala Indonesia

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Employee performance is determined by several factors, including employee development practices, work engagement, organizational citizenship behaviour, task performance, and job creator. Here, the implementation of several, factors has become important points during improving job performance to achieve Company's goals. However, the implementation factors are interrelated with job performance improvement. In this study, we use a quantitative approach with a survey method to obtain leadership effects on organizational learning and organizational innovation in shaping of organizational performance. Here we were distributed questionnaires to 300 employees of banking companies in Bekasi City, then the data were analysed using the PLS Structural Equation Modelling (SEM) method. The result show in the fact that these factors can really affect the performance of employees in companies in the banking sector, where comparisons will be made. how these factors influence in improving employee performance.
Working Capital Planning at PT Kelola Lingkungan Kita as an Effort to Increase Probability Alie Sutjiadi; Tantri Yanuar Rahmat Syah; Rhian Indradewa; Diana Fajarwati
Journal of Multidisciplinary Academic Vol 4, No 6 (2020): Science, Engineering and Social Science Series
Publisher : Penerbit Kemala Indonesia

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PT Kelola Lingkungan Kita (PT KLK) is an integrated hazardous waste management company, covering services in the sectors of transportation, collection, processing and utilization of B3 waste with working areas such as Sumatra, Java, Kalimantan, Nusa Tenggara and Bali. As a new company, PT KLK needs to see the effectiveness of its capital in order to obtain profits as planned. This study aimed to know the efficiency in working capital planning at PT KLK as an effort to increase probability. In this study we used descriptive quantitative which means the data observation is describing by collected data without intending to make general conclusions. The results of this study are PT. KLK must optimize capital turnover in the following years. The result is that efficiency in the use of capital is still not good.
Organization Innovation Effect on Job Satisfaction and Employee Engagement Over Job Performance at PT. UTAC Manufacturing Services Indonesia Hendra Lesmana; Rhian Indradewa; Tantri Yanuar R Syah
Journal of Multidisciplinary Academic Vol 5, No 3 (2021): Science, Engineering and Social Science Series (New Update: With DOI index)
Publisher : Penerbit Kemala Indonesia

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This study aims to analyse the effect of organization innovation on job satisfaction also the influence effect of organization innovation and job satisfaction on job performance with the influence of employee engagement on job performance at PT. UTAC Manufacturing Services Indonesia. In this study, we use the employees’ population at PT. UTAC Manufacturing Services Indonesia. Here, the criteria of employee’s job such as operator, staff, and supervisor level. The sample data of observation was reached 300 employees who were considered to have represented as a population studied by using quantitative data methods (sampling technique). The results show the Organization Innovation had a positive and significant effect on Job Satisfaction. This result is implying that the better Organization Innovation carried out by PT. UTAC Manufacturing Services Indonesia, the better the Job Satisfaction. Furthermore, the Organization Innovation have a positive and significant effect on Employee Engagement. This means that the better Organization Innovation, the more increase employee engagement. Also, Employee Engagement also has positive and significant effect on Job Satisfaction, as well as a positive and significant influence of Job Satisfaction on Job Performance. This means that the better the Employee Engagement, the higher Job Satisfaction and the higher Employee Job Performance of PT. UTAC Manufacturing Services Indonesia, the Job Performance will increase.
The Perception Justice Effect, Recovery Disconfirmation, And Recovery Satisfaction on Positive Word of Mouth Behavior After Failure Delivery Over Fast Food Restaurant Service Sri Rahayu Ningsih; Rhian Indradewa; Tantri Yanuar Rahmat Syah; Diana Fajarwati
Journal of Multidisciplinary Academic Vol 5, No 1 (2021): Science, Engineering and Social Science Series
Publisher : Penerbit Kemala Indonesia

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This study aims to analyse the effect of perception of justice, recovery disconfirmation, recovery satisfaction in positive word of mouth behaviour after failure delivery over fast food restaurants service. Fast food restaurant customers were chosen as the object of the current study, the products by fast food restaurant have specialties taste. The products by this restaurant have won customers’ trust which is known as a high-quality brand. In this study, the analytical model by using Structural Equation Modelling and SPSS 25 Program was proposed to process the data. The results show failure service fast food restaurant on perception effect of customer justice on PWOM through mediators such as recovery disconfirmation, inconsistency between expectations for recovery satisfaction and positive word of mouth. Post-recovery satisfaction by forming a bond between the customer and the service provider. The addressing service failures successfully is essential to a reputation for delivering a quality service and allows industry practitioners to maintain strong relationships with customers and, subsequently, earn the greater market share enjoyed by high-quality organizations with reliability test 0.971. Here, the findings suggest that quality professional service should aim to maximize the influence of fast-food restaurant customers’ perception of justice on their post-complaint behaviour through the development of dual mediators: recovery disconfirmation and recovery satisfaction. Thus, can help quality professionals influence restaurant customers’ post-complaint behaviour in a positive way.
The Effect of Transformational Leadership on Affective Commitments with Job Satisfaction and Organizational Culture as An Intervening Variable Nurhayati Achmad Ratina; Ratna Indrawati Lestariani; Rhian Indradewa; Tantri Yanuar Rahmat Syah
Journal of Multidisciplinary Academic Vol 4, No 6 (2020): Science, Engineering and Social Science Series
Publisher : Penerbit Kemala Indonesia

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This study aims to examine the effect of Transformational Leadership on Job Satisfaction, Organizational Culture, and Affective Commitment. This study will raise the relationship between job satisfaction and affective commitment as a literature gap. The population used in this study over Harapan Mulia Hospital employees around 200 employees. Here, we use 34 question items with a minimum of 34 x 5 or 170 samples. The research design in this study is explanatory research that will prove the causal relationship between the independent variables and the dependent variable. Significant levels and interrelationships between variables were analysed using the structural equation model (SEM) method Testing with structural analysis Lisrel 8.80 and for descriptive analysis using Statistical Package for Social Science (SPSS) version 20.00. The results shows that the application of Transformational Leadership had a positive and significant effect on job satisfaction (T-Statistics = 6,16). These results are in line with several previous studies that explain the impact of transformational leadership on job satisfaction. Furthermore, that there is a positive and significant influence between Transformational Leadership on Organizational Culture (T-Statistics = 5,23), there is a positive and significant effect on Transformational Leadership on Affective Commitment (T-Statistics = 2,98), there is a significant influence between employee satisfaction on affective commitment (T-Statistics = 2,39), there is a significant relationship between organizational culture and affective commitment (T-Statistics = 2,68). This means that the higher application of a company's organizational culture will encourage employees to have a better affective commitment.
The Work Motivation Effect, Training, and Competence on the Employee Performance Over Kemayoran Hospital Karyono Karyono; Rhian Indradewa; Tantri Yanuar R Syah
Journal of Multidisciplinary Academic Vol 4, No 3 (2020): Science, Engineering and Social Science Series
Publisher : Penerbit Kemala Indonesia

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Abstract

Employee performance is a result of quality and quantity of work by an official in carrying out duties at accordance with the responsibilities. Here, the motivation is a willingness to do their best to achieve organizational goals that also meet one's needs. While the training is an effort aimed to improve the quality of human resources. Thus, the competence is a set of knowledge, skills, and attitudes that must be possessed, internalized, mastered, and realized by someone in carrying out professional tasks without leaving aspects of personality and social abilities in carrying out their duties. The purpose of this research to determine Competency, Training, Work Motivation and Employee Performance aspects. Therefore, around 100 employees participated as respondents in this research. By using Structure Equation Modeling (SEM) and Linear Structural Relationship (LISREL) statistical software version 8.70, we analyze the result. Here, the results showed work motivation has an effect on competence and training has an effect on competence while work motivation did not have a significant effect on employee performance, training had an effect on employee performance and competence had an effect on employee performance.
Co-Authors Alie Sutjiadi Diana Fajarwati Gunawan Gunawan Hendra Lesmana Karyono Karyono Lelly Cholilah Hasyim Nurhayati Achmad Ratina Pusaka, Semerdanta Ratna Indrawati Lestariani Sri Rahayu Ningsih Tantri Yanuar Rahmat Syah Tigor Maruhum Hutapea Yonatan Setiadi