Articles
<![CDATA[The Effect of Work-based Benefits and Demand on Engagement and Well-being as Mediated by Work-University Facilitation and Conflict Among Working Students in Indonesia ]]>
<![CDATA[Sinaga, Iin Yessica Putrilima]]>;
<![CDATA[Rachmawati, Riani]]>
<![CDATA[ The South East Asian Journal of Management Vol. 15, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[Research Aims: This study uses a depletion and enrichment model to examine the effect of role conflict whereby work-based benefits and demands on a person’s first role (workers) influence facilitation and conflict on their second role (university student), and influence the students’ engagement and well-being. Design/methodology/approach: This research tested whether facilitation and conflict acted as mediators between benefits and demands with engagement and well-being. The hypotheses were tested using 290 respondents (63.4% were female with an average age of 23.4 years) who were working while studying. Research Findings: The results suggested that benefits were associated positively with facilitation; demands were associated with more conflict; and facilitation was associated with engagement and well-being. Theoretical Contribution/Originality: This study supports the enrichment model that the first role will energize and facilitate students in the second role, and influences engagement and well-being. Whereas in the depletion model, demands have a positive influence on conflict, but do not have a negative impact on the engagement and well-being. Managerial Implication in the South East Asian context: This study shed lights on understanding that working while studying has its own benefits. The experience at work can become an asset to carry as students enter the full-time job market while accelerating their launch into full-time career. Research limitation & implications: Due to time constraints, the researchers only examined the relationship between variables, while previous research tested the dimensions contained in the variables. Most respondents come from universities located in Java and less is known about the experiences of working students in other islands.]]>
<![CDATA[Psychological capital, job insecurity, and organizational commitment during the Covid-19 pandemic ]]>
<![CDATA[Eva Fachria]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ Proceeding of the International Conference on Family Business and Entrepreneurship 2022: Proceeding of 6th International Conference on Family Business and Entrepreneurship ]]>
Publisher : <![CDATA[President University ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.33021/icfbe.v3i1.3880
<![CDATA[The COVID-19 pandemic does affect not only human life but also has a massive effect on economics and business welfare. In Indonesia, food and beverage service are one of the most affected business sectors at the early stage of COVID-19 transmission. In this sector, employees experience severe shocks due to the unstable existing policies causing psychological anxiety. Moreover, most companies implemented new policies such as reduced working hours, salary deductions, and temporary layoffs. Employee organizational commitment is one of the most valuable aspects of maintaining a company's sustainability in the VUCA situation. In this study, we conducted a quantitative analysis of 292 respondents using the Structural Equation Model to know the effect of Psychological Capital and Job Insecurity on Organizational Commitment by using Work Engagement as a mediating variable. The results state that psychological capital affects employee organizational commitment positively. In contrast, job insecurity has a negative impact on organizational commitment. The indirect effect of work engagement has a significant role in mediating the relationship between psychological capital and organizational commitment, but not for job insecurity. This research is expected to provide new insight for the management or business owners, especially in the food and beverage service sector, about which aspects are essential to maintain workers during the shock of the COVID-19 pandemic so that both workers and organizations can survive in conditions full of uncertainty.]]>
<![CDATA[The Influence of Organizational Culture on Employee Performance Mediated by Job Satisfaction and Employee Commitment ]]>
<![CDATA[Bintang Bagaskara Korda]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ Jurnal Organisasi dan Manajemen Vol. 18 No. 2 (2022) ]]>
Publisher : <![CDATA[LPPM Universitas Terbuka ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.33830/jom.v18i2.3706.2022
<![CDATA[Purpose – The study aimed to analyze the influence of organizational culture on employee performance mediated by job satisfaction and employee commitment. Methodology – A quantitative approach was used on 167 employees with a minimum of one year of experience working in a coating company. The sample size was the population of the industry. Furthermore, the data analysis was carried out using the Partial Least Square Structural Equation Modelling (PLS-SEM). Findings – This study found that organizational culture influences and improves employee performance. It also affects organizational commitment and job satisfaction, which mediate the culture to improve employee performance. Moreover, employee performance could be improved by increasing job satisfaction and commitment. Satisfaction also increases and affects employee commitment. Originality – This is the first study to investigate the influence of organizational culture on employee performance. It analyzed the relationship of job satisfaction, employee commitment, and performance and used a mediation variable to expand the theory in previous studies. This study also complements the relationship of variables in the organization for different service industries.]]>
<![CDATA[Analisis Sistem Pengembangan Karier di Bank Gunung Pantai ]]>
<![CDATA[Margaret Anelinda Soro]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ Syntax Literate Jurnal Ilmiah Indonesia ]]>
Publisher : <![CDATA[Syntax Corporation ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.36418/syntax-literate.v7i10.13204
<![CDATA[Pengembangan karier adalah suatu proses di mana kemajuan karyawan melalui serangkaian tahapan, masing-masing ditandai dengan serangkaian tugas, aktivitas, dan hubungan perkembangan yang berbeda. Salah satu badan usaha yang memerlukan pengembangan karier adalah bank. Bank Gunung Pantai adalah salah satu bank nasional pemerintah yang ada di Indonesia. Penelitian ini bertujuan untuk mengevaluasi seberapa jauh peran politik organisasi dalam Sistem Karier di Bank Gunung Pantai. Penelitian ini menggunakan metode kualitatif dan berjenis eksploratif. Metode pengumpulan data dalam penelitian kualitatif menggunakan metode wawancara. Peneliti memilih 9 (sembilan) orang Narasumber yang berasal dari pegawai dibagi berdasarkan cabang di pantai dan pegunungan, dan berdasarkan masa kerjasama dengan dan diatas 5 tahun. Proses analisa datanya dilakukan dengan reduksi data, penyajian data, dan kesimpulan atau verifikasi. Hasil penelitian menunjukkan bahwa di Bank Gunung Pantai, pegawai yang kedekatan dengan pimpinan atau pihak manajemen bisa mendapatkan kenaikan grade, mutasi, dan promosi di bank dengan cepat.]]>
<![CDATA[Pengaruh Pengembangan Talenta terhadap Kepuasan Kerja, Kinerja Tugas, dan Komitmen Afektif dengan Mediasi oleh Keadilan Distributif dan Moderasi Keadilan Prosedural ]]>
<![CDATA[Fauziah, Ika Mulatsih]]>;
<![CDATA[Rachmawati, Riani]]>
<![CDATA[ Jurnal Manajemen dan Usahawan Indonesia Vol. 44, No. 1 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[The challenges of the Indonesian economy are currently increasingly complex, so the role of the financial industry regulator is very important because the policies taken have an effect to all people and the credibility of the government. In carrying out this role, competent employees are needed so it must be ensured that employee development through talent development is carried out with good planning and strategy. The application of talent development and perceptions of employee fairness can affect job satisfaction, task performance, and affective commitment. This research purposes to determine the impact of talent development implementation on job satisfaction, task performance, and employee affective commitment with distributive justice as a mediator and procedural justice as a moderator in the Indonesian Financial Industry Regulatory Institution (LARIK) with structural equa- tion modeling. The research data were obtained from 464 LARIK employees using an online ques- tionnaire. Research has found that talent development has a positive effect on job satisfaction, task performance, and affective commitment. Research also reveals that distributive justice mediates this partial effect. Another result is procedural justice moderating the relationship of distributive justice to job satisfaction, task performance, and affective commitment. Next, the managerial and practical implications of these findings are discussed.]]>
<![CDATA[Employers Perspective Towards People with Disability Using Disability Confidence Framework Study Case: Contact Center at Sparkling Indonesia & Bank Masa Depan ]]>
<![CDATA[Rendar Mahardhika Putra]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ CCIT (Creative Communication and Innovative Technology) Journal Vol 17 No 1 (2024): CCIT JOURNAL ]]>
Publisher : <![CDATA[Universitas Raharja ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.33050/ccit.v17i1.3043
<![CDATA[Issues towards diversity, equity, and inclusion currently become a main focus and big agenda both for government and corporate. One of the inclusion strategy encouraged by employers in corporate world is the inclusion towards people with disability at the workplace. The current problem, many employers lack of disability confidence knowledge, means that how the employers enhancing their understanding about people with disability, removing all barriers, and created a strong business case for hiring people with disability and deliver a significant impact at the workplace. Therefore, an exploratory study required to be conducted with the scope of two companies who has world-class contact center and also become a pioneer or role model in terms of their lead towards disability employment in contact center industry. In collecting the data, this study conducted semi structured in depth interviews with ten informant as the representative of the management, with qualitative thematic analysis methodology. The results came up from this study stated that employer’s broadened perspective, employer’s full support, and disability confidence or the employer’s confident level in hiring and employed people with disability are the important factors to create disability inclusion is truly happened at the workplace.]]>
<![CDATA[Multinationals and Unionism in Indonesia ]]>
<![CDATA[Rachmawati, Riani]]>;
<![CDATA[Ruyter, Alex de]]>
<![CDATA[ The South East Asian Journal of Management Vol. 1, No. 1 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[This paper presents a critical analysis of the factors shaping the interaction between multinationals and trade unions in Indonesia, focusing on the recent period of democratization following the downfall of the Suharto regime. It has been suggested that union growth risks undermining Indonesia’s competitive advantages (cheap labour) and could encourage the exit of multinationals to cheaper competitors. In order to test this proposition, two case studies were conducted: one in the automotive industry and the other in the banking industry. The paper first provides an overview of multinational activity and FDI in Indonesia, and their interaction with a nascent union movement. This is followed by presenting the findings of interviews conducted at the multinational enterprises with managers and union officials; to provide empirical insights into the bargaining process. The final part of the paper provides a preliminary assessment of the impact of union behaviour on MNC profitability and competitiveness in Indonesia. In contrast to traditional views of unions as impeding MNC profitability and “encouraging” exit, the paper finds that unions and MNCs can engage in constructive partnerships, but that pressures and contradictions in the relationship remain.]]>
<![CDATA[Relationship between Organizational Justice Perception and Engagement in Deviant Workplace Behavior ]]>
<![CDATA[Syaebani, Muhammad Irfan]]>;
<![CDATA[Sobri, Riani Rachmawati]]>
<![CDATA[ The South East Asian Journal of Management Vol. 5, No. 1 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[Deviant workplace behavior is not something unusual and is prevalent in organizational dynamics. It is found in all types of organizations and in all levels of positions. This deviance is costly not only in financial, but also in social and psychological terms. This research aims to reveal whether there is any association between organizational justice perception and engagement in deviant workplace behavior since so many scholars argue that organizational injustice can serve as one of the causes to workplace deviance. Three forms of organizational justice are used in this research; they are: distributive, procedural, and interactional justice. Additionally, two dimensions are used to classify deviant workplace behavior, which are severity and target. Putting these two dimensions into low-high continuum, it helps to develop a typology of deviant workplace behavior into four classifications: production, political, property, and personal aggression. Result findings show us that organizational justice perception play important role in the occurrence of deviant workplace behavior. However, it is not the sole predictor since only one deviant workplace behavior (out of twelve) which correlates significantly with one form of organizational justice.]]>
<![CDATA[Leadership Development Experiences of Women Leaders in State-Owned Enterprises in Indonesia ]]>
<![CDATA[Dewi, Yuliana]]>;
<![CDATA[Rachmawati, Riani]]>
<![CDATA[ The South East Asian Journal of Management Vol. 8, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[Similar to many other countries in the world, Indonesia has been experiencing the increasing number of women workers participation both in formal and informal sectors. While in formal sector the number of female employees has increased from around 10 millions in 2008 to nearly 13 millions in 2011; in informal sector the figure is even doubled: more than 28 millions in 2008 to more than 30 millions in 2011. However to date, women workers are associated with low-skilled, low-wage workers who work in precarious working environment. Women are seldom hold managerial position both in public and private sector. The proportion of women in Indonesia who sit in the board of directors is only 6% from the entire women workers. Thus, this research aims to explore their development experience along the way. In order to obtain initial information, interviews with nine women managers from State-Owned Enterprises (SOEs) were conducted. SOEs were chosen for convenience reason. The research indicates the low ratio number of women in SOEs management team although there is an optimism that the number would increase. Key point discovered in this research is that development experience is mainly done by the participants own initiatives whereas organisational supports are found very limited. This findings will be further explored and confirmed by involving more women managers from various sectors.]]>
<![CDATA[FUZZY AHP TO PRIORITIZE STRATEGY FOR SOCIAL ENTERPRISES’ SUSTAINABILITY ]]>
<![CDATA[Desiana, Putri Mega]]>;
<![CDATA[Maarif, M. Syamsul]]>;
<![CDATA[Puspitawati, Herien]]>;
<![CDATA[Rachmawati, Riani]]>
<![CDATA[ Journal of Environmental Science and Sustainable Development Vol. 5, No. 1 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
<![CDATA[Social Enterprise (SE) is an exciting phenomenon. Many SEs carry out activities that might be avoided by ordinary businesses pursuing profit but instead become the main targets of SE activities that have a social mission. Thus, building SE sustainability is more difficult because the problems are complex, and most SE is MSME with resource constraints. SE should be able to pick the best strategies, considering their limited resources and changing demand from the ecosystem. This research aims to formulate the priority strategies for SE sustainability. This research employs both qualitative and quantitative research methods. Three key factors and ten elements for the sustainability of SE were derived from the literature study, survey findings, and interviews with SE experts and SE players. Using the Fuzzy AHP method, the choice of strategies is combined with the opinions of experts based on existing factors. The findings are as follows. The top four strategy ranks are innovation, collaboration, and adaptive to the changing needs of society and leveraging their resources. Therefore, this research concludes that innovation should be the priority to achieve the sustainability of SE. The primary strategy must be carried out is collaborative innovation to respond to changing social needs.]]>
