Articles
<![CDATA[The Effect of Empowering Leadership on Innovative Work Behavior: The Mediating Role of Knowledge Sharing ]]>
<![CDATA[Ghina Aghnia Ghassani]]>;
<![CDATA[Fibria Indriati]]>
<![CDATA[ Asian Journal of Social and Humanities Vol. 2 No. 8 (2024): Asian Journal of Social and Humanities ]]>
Publisher : <![CDATA[Pelopor Publikasi Akademika ]]>
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DOI: 10.59888/ajosh.v2i8.303
<![CDATA[Institutional transformation in Indonesia changes the structure, culture, and work processes of an organization to be more responsive to change, able to innovate, and achieve high performance. Innovative work behavior has become one of the important factors for organizations to survive in the midst of a dynamic and competitive environment. In this regard, it is necessary to analyze the factors that can influence innovative work behavior so that it can be used as empirical evidence for organizational development policy recommendations and work processes. This study aims to analyze the influence between empowering leadership, knowledge sharing, and innovative work behavior. The study was conducted on 57 employees in the Secretariat Work Unit of the Ministry of State Secretariat which has a total of 447 employees. The research approach used is a quantitative positivism approach with data collection techniques through surveys using questionnaires as research instruments. The data obtained from the questionnaire results were analyzed using IBM SPSS Statistics program version 25 through the Partial T test to determine the influence between certain variables and Hierarchical Multiple Regression to test the role of mediating variables in the relationship between independent variables and dependent variables. The results showed that the relationship of empowering leadership to innovative work behavior, empowering leadership to knowledge sharing, knowledge sharing to innovative work behavior, and empowering leadership to innovative work behavior with the mediation of knowledge sharing showed a positive and significant influence relationship.]]>
<![CDATA[Employee Perceptions on the Implementation of Talent Management at PT Pegadaian Office Region VIII Jakarta ]]>
<![CDATA[Hani Rahma Ardhani]]>;
<![CDATA[Fibria Indriati]]>
<![CDATA[ Journal of Social Research Vol. 2 No. 11 (2023): Journal of Social Research ]]>
Publisher : <![CDATA[International Journal Labs ]]>
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DOI: 10.55324/josr.v2i11.1495
<![CDATA[PT Pegadaian Regional Office VIII Jakarta is an organization that is committed to managing its internal talent well. However, to ensure the effectiveness of this program, it is important to evaluate employee perceptions of talent management implementation. This research aims to describe employee perceptions regarding the implementation of talent management in this regional office. This research uses a qualitative approach. Data collection techniques in this research were carried out using interviews and a literature study. The data that has been collected is then analyzed in three stages, namely data reduction, data presentation, and conclusion. The research results show that employees of PT Pegadaian Regional Office VIII Jakarta generally have a positive perception of the implementation of talent management. Employees assess that the implementation of talent management in this regional office has helped them to improve their skills and knowledge, helped employees to develop their careers, and helped employees to contribute better to the organization. However, several things need to be improved regarding the implementation of talent management, including communication about the implementation of talent management that needs to be improved, the talent selection and development process needs to be optimized so that the right employees can be identified and developed, and the evaluation and compensation system needs to be integrated with the implementation of talent management so that employee performance can be measured and rewarded more effectively.]]>
<![CDATA[Performance Analysis of the Regional Public Service Agency (BLUD) of the Tanara Health Center, Serang Regency using the Balance Scorecard Approach ]]>
<![CDATA[Wina Andryani]]>;
<![CDATA[Fibria Indriati]]>
<![CDATA[ Asian Journal of Social and Humanities Vol. 2 No. 10 (2024): Asian Journal of Social and Humanities ]]>
Publisher : <![CDATA[Pelopor Publikasi Akademika ]]>
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DOI: 10.59888/ajosh.v2i10.358
<![CDATA[This study aims to analyze the performance of the Regional Public Service Agency (BLUD) at the Tanara Community Health Center in Serang Regency using the Balance Scorecard approach. The Balance Scorecard emphasizes the importance of balancing various aspects such as financial and non-financial, short-term and long-term, as well as internal and external factors. The performance analysis of the BLUD is viewed from four perspectives: growth and learning, internal processes, customer satisfaction, and financial perspectives. This research adopts a quantitative approach. Data collection is conducted through surveys to gather insights into the growth and learning perspective, the internal process perspective, and the customer satisfaction perspective. Secondary data is used to analyze the BLUD's performance from the financial perspective. The results of this study indicate that the health center has not yet met the target scores set by the government. Although some indikators have been achieved, there is still a need for improvement, particularly in internal processes and customer satisfaction. To enhance the performance of the BLUD at this health center, integrated efforts are required, such as improving services and internal processes as well as fostering innovation.]]>
<![CDATA[The Influence of Competency on Employee Performance at Public Security and Order Supervising Officer, Central Lombok Police ]]>
<![CDATA[Permana, I Putu Agus Indra]]>;
<![CDATA[Indriati, Fibria]]>
<![CDATA[ Ministrate: Jurnal Birokrasi dan Pemerintahan Daerah Vol 6, No 1 (2024): Ministrate ]]>
Publisher : <![CDATA[Jurusan Administrasi Publik FISIP UIN SGD Bandung ]]>
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DOI: 10.15575/jbpd.v6i1.34551
<![CDATA[This research aims to determine the relationship and influence between Competency and Performance of Bhabinkamtibmas police officers. The research was carried out using a quantitative approach by collecting data using a questionnaire from 103 Bhabinkamtibmas officers from a total of 139 officers. The questionnaire used has met the Validity and Reliability criteria very well. The results of the analysis carried out show that there is a significant relationship and influence of Competency on Performance. The influence value (R-Square) obtained was 0.768 or 76.8%, which is included in the strong category. This value shows that Competency is able to predict variations in Performance of 76.8% while the remaining 23.2% is predicted by other variables not used in the model. The regression equation obtained is Y = 0.613 + 0.846X, indicating that for every 1 point added to X, Y will increase by 0.846. In general, it can be concluded that to improve the performance of Bhabinkamtibmas, competency increases are needed and it would be very good if this improvement was carried out consistently to maintain the performance of Bhabinkamtibmas officers.]]>
<![CDATA[Revealing Knowledge Mining Intelligence: A Paradigm Shift from Data Mining in the Foreign Cooperation Context ]]>
<![CDATA[Nuryanto, Adi]]>;
<![CDATA[Wijaya, Chandra]]>;
<![CDATA[Indriati Dwi Liestiawati, Fibria]]>;
<![CDATA[Kuklin , Nikita]]>
<![CDATA[ JPSI (Journal of Public Sector Innovations) Vol. 8 No. 2 (2024): May 2024 ]]>
Publisher : <![CDATA[Universitas Negeri Surabaya ]]>
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DOI: 10.26740/jpsi.v8n2.p68-77
<![CDATA[This article delves into the emerging concept of Knowledge Mining Intelligence (KMI) and its transformative impact within the realm of foreign cooperation. It examines the transition from conventional Data Mining practices to the advanced techniques inherent in KMI, offering a comprehensive framework for its implementation in the foreign cooperation information supply chain. The article explores the theoretical foundations of KMI, emphasizing its role as a catalyst for efficient foreign cooperation endeavors. Through a detailed analysis, it elucidates the profound shift from data-centric methodologies to knowledge-centric paradigms.]]>
<![CDATA[THE INFLUENCE OF UTAUT FACTORS ON E-RETENTION WITH E-SATISFACTION AS MEDIATING VARIABLE IN E-LEARNING ]]>
<![CDATA[Fibria Indriati]]>;
<![CDATA[Priyanka Agustina]]>
<![CDATA[ Hasanuddin Economics and Business Review VOLUME 2 NUMBER 1, 2018 ]]>
Publisher : <![CDATA[Faculty of Economics and Business, Hasanuddin University ]]>
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DOI: 10.26487/hebr.v2i1.1465
<![CDATA[Factors on Unified Theory of Acceptance and Use of Technology (UTAUT) are factors derived from UTAUT technology acceptance model, which is used to describe the factors that influence the acceptance of individuals on the implementation of a new technology in the enterprise. This study aimed to analyze the influence of UTAUT factors on E-retention with E-satisfaction as mediating variable. This study uses a quantitative approach with the total samples. The results showed that: (1) Performance Expectancy influences E-retention significantly, (2) Effort Expectancy influences E-retention significantly, (3) Social Influence influences E-retention not significantly, (4) Facilitating Conditions influences E-retention significantly, (5) E-satisfaction influences E-retention significantly, and (6) UTAUT Factors influence E-retention with E-satisfaction as mediating variable. However, the bigger impact is shown through the influence of UTAUT Factors on E-retention directly without going through the E-satisfaction. ]]>
<![CDATA[The Effect of Empowering Leadership on Innovative Work Behavior: The Mediating Role of Knowledge Sharing ]]>
<![CDATA[Ghina Aghnia Ghassani]]>;
<![CDATA[Fibria Indriati]]>
<![CDATA[ Asian Journal of Social and Humanities Vol. 2 No. 8 (2024): Asian Journal of Social and Humanities ]]>
Publisher : <![CDATA[Pelopor Publikasi Akademika ]]>
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DOI: 10.59888/ajosh.v2i8.303
<![CDATA[Institutional transformation in Indonesia changes the structure, culture, and work processes of an organization to be more responsive to change, able to innovate, and achieve high performance. Innovative work behavior has become one of the important factors for organizations to survive in the midst of a dynamic and competitive environment. In this regard, it is necessary to analyze the factors that can influence innovative work behavior so that it can be used as empirical evidence for organizational development policy recommendations and work processes. This study aims to analyze the influence between empowering leadership, knowledge sharing, and innovative work behavior. The study was conducted on 57 employees in the Secretariat Work Unit of the Ministry of State Secretariat which has a total of 447 employees. The research approach used is a quantitative positivism approach with data collection techniques through surveys using questionnaires as research instruments. The data obtained from the questionnaire results were analyzed using IBM SPSS Statistics program version 25 through the Partial T test to determine the influence between certain variables and Hierarchical Multiple Regression to test the role of mediating variables in the relationship between independent variables and dependent variables. The results showed that the relationship of empowering leadership to innovative work behavior, empowering leadership to knowledge sharing, knowledge sharing to innovative work behavior, and empowering leadership to innovative work behavior with the mediation of knowledge sharing showed a positive and significant influence relationship.]]>
<![CDATA[Performance Analysis of the Regional Public Service Agency (BLUD) of the Tanara Health Center, Serang Regency using the Balance Scorecard Approach ]]>
<![CDATA[Wina Andryani]]>;
<![CDATA[Fibria Indriati]]>
<![CDATA[ Asian Journal of Social and Humanities Vol. 2 No. 10 (2024): Asian Journal of Social and Humanities ]]>
Publisher : <![CDATA[Pelopor Publikasi Akademika ]]>
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DOI: 10.59888/ajosh.v2i10.358
<![CDATA[This study aims to analyze the performance of the Regional Public Service Agency (BLUD) at the Tanara Community Health Center in Serang Regency using the Balance Scorecard approach. The Balance Scorecard emphasizes the importance of balancing various aspects such as financial and non-financial, short-term and long-term, as well as internal and external factors. The performance analysis of the BLUD is viewed from four perspectives: growth and learning, internal processes, customer satisfaction, and financial perspectives. This research adopts a quantitative approach. Data collection is conducted through surveys to gather insights into the growth and learning perspective, the internal process perspective, and the customer satisfaction perspective. Secondary data is used to analyze the BLUD's performance from the financial perspective. The results of this study indicate that the health center has not yet met the target scores set by the government. Although some indikators have been achieved, there is still a need for improvement, particularly in internal processes and customer satisfaction. To enhance the performance of the BLUD at this health center, integrated efforts are required, such as improving services and internal processes as well as fostering innovation.]]>
<![CDATA[Improving Innovative Work Behavior Through Creative Self Efficacy And Transformational Leadership ]]>
<![CDATA[Hutagalung, Mery Togi Parsaulian]]>;
<![CDATA[Liestiawati, Fibria Indriati Dwi]]>
<![CDATA[ JHSS (JOURNAL OF HUMANITIES AND SOCIAL STUDIES) Vol 8, No 1 (2024): JHSS (Journal of Humanities and Social Studies) ]]>
Publisher : <![CDATA[UNIVERSITAS PAKUAN ]]>
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DOI: 10.33751/jhss.v8i1.9967
<![CDATA[Innovation is important for organizations to survive and thrive. Therefore, innovative work behavior is demanded of employees at work. To enhance innovative behavior, it needs to be supported by several factors including leadership style and employee confidence in carrying out their duties. This article aims to provide an overview of the role of transformational leadership and creative self-efficacy in developing innovative work behavior in public organizations. Another aims of this literature review is to provide an overview of the challenges faced in implementing transformational leadership and creative self-efficacy to foster innovative work behavior in public organizations. This article was created through a review of the literature, taken from various journals that have been published nationally and internationally, conference papers, and books. The results obtained from various previous studies show that creative self-efficacy and transformational leadership are key factors in encouraging innovative work behavior among staff members in public organization. And when applying transformational leadership and creative self-efficacy in the public sector faces various challenges that come from various factors including individual factors. To overcome these challenges, this study recommends the application of transformational leadership, which emphasizes inspiring and empowering employees to think creatively and contribute to organizational innovation efforts.]]>
<![CDATA[Which Individual or Organization is Responsible For Career Planning? (Literature Review) ]]>
<![CDATA[Setiawan, Totok Andi]]>;
<![CDATA[Indriati, Fibria]]>
<![CDATA[ Journal of Law, Politic and Humanities Vol. 4 No. 4 (2024): (JLPH) Journal of Law, Politic and Humanities (May-June 2024) ]]>
Publisher : <![CDATA[Dinasti Research ]]>
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DOI: 10.38035/jlph.v4i4.389
<![CDATA[Career is important in the life of employees, and humans have the desire to continue to develop and advance. Therefore, there is a need for clear career planning in order to align the interests of individuals and organisations. Career planning is divided into two, namely individual career planning and organisational career planning. It is still debatable who is responsible for career planning, individuals or organisations. This research is a qualitative research with a literature study approach. The literature used in this research are national and international scientific books and articles. The purpose of this research is to find out who is responsible for career planning. It was found that good career planning will identify strengths and weaknesses as well as abilities that must be fulfilled to face the future. With career planning will provide a career path that can be travelled by employees. Career planning should be made realistically not just a career goal. The result of the research is that individuals have responsibility in their careers, because individuals know exactly what their interests and talents are. However, the organisation must facilitate individuals to develop in their careers.]]>
