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The Role of Organizational Citizenship Behavior (OCB), Perceived Organizational Support (POS) on SMEs Performance by Mediation of Organizational Commitment Wijaya, Elyzabeth
Jurnal Manajemen Industri dan Logistik inpress publication
Publisher : Politeknik APP Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar

The aim of this study is to analyze the relationship between organizational citizenship behavior (OCB) on organizational commitment, organizational citizenship behavior (OCB) on SMEs performance, perceived organizational support (POS) on organizational commitment, perceived organizational support (POS) on SMEs performance, organizational commitment on SMEs performance. Organizational Citizenship Behavior (OCB) on SMEs Performance through mediation of organizational commitment, perceived organizational support (POS) on SMEs performance through mediation of organizational commitment.This study used a quantitative method, the respondents of this study were 380 UKM owners who were determined by the simple random sampling method. Online questionnaire questions are provided with answer options with rules based on a 5-point Likert scale. Online questionnaires were distributed to respondents using social media. All answers are tabulated for further processing to obtain results and conclusions. Data analysis in this study used structural equation modeling (SEM) with smartPLS 4.0 software tools. The stages of data testing are data validation and reliability tests and hypothesis testing.The variable of this research is the independent variable Organizational Citizenship Behavior (OCB), Perceived Organizational Support (POS). The dependent variable is SME Performance and the mediating variable is Organizational Commitment. The results of this study indicate that organizational citizenship behavior (OCB) has a positive and significant effect on organizational commitment, organizational citizenship behavior (OCB) has a positive and significant effect on SMEs performance, perceived organizational support (POS) has a positive and significant effect on organizational commitment , perceived organizational support (POS) has a positive and significant effect on SMEs performance, organizational commitment has a positive and significant effect on SMEs performance. Organizational Citizenship Behavior (OCB) has a positive and significant effect on SMEs Performance through mediation of organizational commitment, perceived organizational support (POS) has a positive and significant effect on SMEs performance through mediation of organizational commitment.

The Role of Organizational Citizenship Behavior (OCB), Perceived Organizational Support (POS) on SMEs Performance by Mediation of Organizational Commitment Wijaya, Elyzabeth
Jurnal Manajemen Industri dan Logistik inpress publication
Publisher : Politeknik APP Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar

The aim of this study is to analyze the relationship between organizational citizenship behavior (OCB) on organizational commitment, organizational citizenship behavior (OCB) on SMEs performance, perceived organizational support (POS) on organizational commitment, perceived organizational support (POS) on SMEs performance, organizational commitment on SMEs performance. Organizational Citizenship Behavior (OCB) on SMEs Performance through mediation of organizational commitment, perceived organizational support (POS) on SMEs performance through mediation of organizational commitment.This study used a quantitative method, the respondents of this study were 380 UKM owners who were determined by the simple random sampling method. Online questionnaire questions are provided with answer options with rules based on a 5-point Likert scale. Online questionnaires were distributed to respondents using social media. All answers are tabulated for further processing to obtain results and conclusions. Data analysis in this study used structural equation modeling (SEM) with smartPLS 4.0 software tools. The stages of data testing are data validation and reliability tests and hypothesis testing.The variable of this research is the independent variable Organizational Citizenship Behavior (OCB), Perceived Organizational Support (POS). The dependent variable is SME Performance and the mediating variable is Organizational Commitment. The results of this study indicate that organizational citizenship behavior (OCB) has a positive and significant effect on organizational commitment, organizational citizenship behavior (OCB) has a positive and significant effect on SMEs performance, perceived organizational support (POS) has a positive and significant effect on organizational commitment , perceived organizational support (POS) has a positive and significant effect on SMEs performance, organizational commitment has a positive and significant effect on SMEs performance. Organizational Citizenship Behavior (OCB) has a positive and significant effect on SMEs Performance through mediation of organizational commitment, perceived organizational support (POS) has a positive and significant effect on SMEs performance through mediation of organizational commitment.

Upaya Meningkatkan Kepuasan Kerja Dosen Melalui Keadilan social, Kepemimpinan Melayani dan Iklim Kerja (Studi kasus di Institut Bisnis IT&B) Wijaya, Elyzabeth
Jurnal Ilmiah Mahasiswa Perbankan Syariah (JIMPA) Vol 4 No 2 (2024): Jurnal Ilmiah Mahasiswa Perbankan Syariah (JIMPA) - September 2024
Publisher : Sekolah Tinggi Ekonomi dan Bisnis Syariah (STEBIS) Indo Global Mandiri Palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36908/jimpa.v4i2.441

Penelitian ini bertujuan untuk mengeksplorasi upaya meningkatkan kepuasan kerja dosen di Institut Bisnis IT&B melalui konsep keadilan sosial, kepemimpinan pelayanan, dan iklim kerja yang kondusif. Kepuasan kerja dosen merupakan faktor krusial dalam mendukung kualitas pendidikan dan suasana akademik yang baik di lembaga pendidikan tinggi. Hasil analisis menunjukkan bahwa terdapat beberapa faktor kunci yang berpengaruh signifikan terhadap kepuasan kerja dosen, Keadilan Sosial: Perlakuan adil dalam hal pengakuan, penghargaan, dan pembagian tugas sangat penting bagi dosen. Dosen yang merasa diperlakukan secara adil cenderung lebih puas dengan pekerjaan dosen, Kepemimpinan Pelayanan: Gaya kepemimpinan yang berorientasi pada pelayanan dan mendukung adalah kunci dalam menciptakan lingkungan kerja yang positif. Dosen membutuhkan dukungan dan arahan yang jelas dari pimpinan untuk merasa termotivasi dan dihargai. Iklim Kerja: Suasana kerja yang kondusif, termasuk komunikasi yang terbuka, kolaborasi antar kolega, dan sumber daya yang memadai, berperan penting dalam meningkatkan kepuasan kerja dosen

Pengenalan Aspek Pasar pada SMA Brigjend Katamso Medan: Introduction to Market Aspects at Brigjend Katamso High School Medan Sri Aprianti Tarigan; Elyzabeth Wijaya; Susanto; Agus Susanto; Eddy
Jurnal Kolaboratif Sains Vol. 7 No. 12: Desember 2024
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/jks.v7i12.6746

Saat ini di dunia yang terus berubah, ada banyak opsi yang dapat dilakukan oleh siswa Sekolah Menengah Atas untuk mengisi waktu luang mereka di luar proses pendidikan. Salah satu hal positif adalah menjadi anggota OSIS. Selama menjadi anggota OSIS, maka siswa mempunyai beberapa program kerja yang harus dijalankan sesuai dengan yang program yang telah disusun. Salah satu program yang mempunyai daya Tarik besar dari internal maupun eksternal adalah program pentas seni. Walaupun demikian, untuk menjalankan kegiatan tersebut banyak pihak yang tidak menyadari pentingnya aspek pasar untuk membuat kegiatan tersebut dapat menarik perhatian bagi peserta maupun pihak sponsor yang dapat mendukung kegiatan tersebut. Pengetahuan dasar mengenai aspek pasar dapat membantu untuk menentukan sasaran pasar yang tepat sehingga dapat memberikan kesuksesan pada sakegiatan tersebut. Selain itu tingkat kewirausahaan, performa dan motivasi dari siswa tersebut dapat lebih baik dalam membuat proposal bisnis sehingga merasakan seperti dunia usaha. Untuk itulah tim Pengabdian kepada Masyarakat yang berasal dari Institut Bisnis Informasi Teknologi dan Bisnis terinspirasi untuk mengadakan pengenalan aspek pasar bagi siswa SMA Brigjend Katamso Medan dalam menjalankan kegiatan program OSIS. Adapun sasaran dari program ini adalah siswa SMA Brigjend Katamso Medan khususnya anggota OSIS . Dengan pelaksanaan program ini diharapkan sebagian dari peserta termotivasi untuk lebih berprestasi dan berkarya secara maksimal kepada pihak internal maupun eksternal sekolah dengan sentuhan

Meningkatkan Kepuasan Kerja di Perguruan Tinggi: Peran Keterbukaan Budaya, Kepemimpinan Pelayan, dan Kejenuhan Kerja Wijaya, Elyzabeth; Martin, Martin; Tambunan, Debora; Hou, Amin; Chaniago, Sabaruddin
Society Vol 13 No 1 (2025): Society
Publisher : Laboratorium Rekayasa Sosial, Jurusan Sosiologi, FISIP Universitas Bangka Belitung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33019/society.v13i1.793

This study explores the role of burnout as a mediating variable in the relationship between cultural openness, servant leadership, and lecturers’ job satisfaction at Institut Bisnis Informasi Teknologi dan Bisnis, Medan City. In higher education, cultural openness and servant leadership are essential factors contributing to job satisfaction. However, high workloads can lead to burnout, potentially diminishing the positive effects of both factors. This study employs a quantitative approach, using a survey conducted with 51 lecturers as respondents. The results indicate that cultural openness significantly affects job satisfaction, reinforcing the importance of transparent communication and respect for diversity in fostering a supportive work environment. Conversely, servant leadership does not significantly affect job satisfaction or burnout, suggesting that this leadership style is less effective in the context of this study. Additionally, burnout does not significantly influence job satisfaction directly or as a mediating variable. These findings underscore the need to strengthen cultural openness as a key factor in enhancing lecturer job satisfaction. Furthermore, this study offers theoretical contributions to understanding the relationship between organizational culture, leadership, burnout, and job satisfaction while providing practical insights for policy development in higher education institutions.

The Analysis Of Sales Promotion Towards Sales At Pt. Multimas Nabati Asahan Medan Eddy; Susanto; Felix Leonardi; Benny Lim; Elyzabeth Wijaya
Jurnal Kolaboratif Sains Vol. 8 No. 5: Mei 2025
Publisher : Universitas Muhammadiyah Palu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56338/jks.v8i5.8166

Promotion is an activity in communicating information from sellers to buyers or other parties in the promotion to influence of the buyers. The main duty of a marketing manager in promotion is to inform customers about the products’ benefit that will be obtained by the customers if they purchase the product. Companies can use premiums, price off deals, rebates in the market. Promotion is done by a company in order to increase the company’s sales. The main thing that must be considered when doing promotion is to sell out the products as much as possible. PT. Multimas Nabati Asahan also uses promotion to improve their sales. The promotions that they use are premiums, price off deals, and rebates. In order to get data, the writer distributed a questionnaire to 30 customers. The questions consist of 10 questions, and are divided into two parts, 5 questions related to sales promotion and 5 questions related to sales. After obtaining feedback from the customers, the writer tabulated the data and analyzed it by using correlation formula, linear regression, and test hypothesis. Then, the result of the data analyzed will determine whether the hypothesis can be accepted or rejected. The result that the writer obtained is that sales promotion has an effect at PT. Multimas Nabati Asahan and is impacting the sales. At least, writer has made some conclusion from the analysis and evaluation done systematically. Some conclusions are: From the result of Coefficient Correlation between variable X and variable Y, the result was 0.84 Furthermore, the effect of sales promotion towards sales resulted in 70.56%.; it means the effect of sales promotion towards sales is affected 70.56% , which means that there is a strong relationship or positive correlation between sales promotion toward sales. Moreover, using hypothesis test the tcount is 15.10 Then, based on the distribution table t we will have the value of t with degree of freedom = 28, ? = 5%, thus ttable; dk=28; ?=0.05 = 1.701. Because tcount > ttable, we can conclude that “There is an impact of sales promotion toward sales at PT. Mulitmas Nabati Asahan Medan

Pengaruh Leader Member Exchange terhadap Organizational Citizenship Behaviour melalui Job Embeddedness sebagai Variabel Intervening pada Karyawan UD. Kian Maju Medan Wijaya, Elyzabeth
Arus Jurnal Sosial dan Humaniora Vol 4 No 1: April (2024)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v4i1.358

Penelitian ini bertujuan untuk mengetahui Pengaruh leader member exchange terhadap organizational citizenship behaviour melalui job embeddedness sebagai variabel intervening pada karyawan UD. Kian Maju Medan. Jenis penelitian ini merupakan jenis asosiatif dan kuantitatif. Metode ini disebut dengan metode kuantitatif karena data penelitian berupa angka-angka dan analisis menggunakan statistik. Populasi dalam penelitian ini adalah seluruh karyawan UD. Kian Maju Medan dengan jumlah 75 karyawan. Metode pengambilan sampel pada penelitian ini menggunakan sampel jenuh, dimana 75 karyawan tersebut dijadikan target sampel penelitian. Penelitian ini menggunakan teknik analisis data SEM PLS (Structural Equational Modelling) bertujuan melakukan analisis jalur (path). Hasil penelitian menunjukkan secara langsung pengaruh LMX terhadap job embeddedness mempunyai koefisien jalur sebesar 0.789. secara langsung pengaruh LMX terhadap OCB mempunyai koefisien jalur sebesar 0.554. Secara langsung pengaruh job embeddedness terhadap OCB mempunyai koefisien jalur sebesar 0,746. Secara tidak langsung pengaruh LMX terhadap OCB melalui job embeddedness mempunyai koefisien jalur sebesar 0,588. Pengaruh tersebut mempunyai nilai probabilitas (p-values) sebesar 0,000 < 0,05, berarti terdapat pengaruh yang signifikan antara LMX terhadap OCB melalui Job Embeddedness.

Pengaruh Iklim Kerja terhadap Kinerja Karyawan melalui Work Engagement pada Institut Bisnis Informasi Teknologi dan Bisnis Wijaya, Elyzabeth
Arus Jurnal Sosial dan Humaniora Vol 4 No 2: Agustus (2024)
Publisher : Arden Jaya Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57250/ajsh.v4i2.545

Tujuan dari penelitian ini adalah untuk menguji bagaimana iklim kerja di Institut Teknologi Informasi dan Bisnis memengaruhi kinerja karyawan, dengan work engagement bertindak sebagai mediator. Penelitian ini menggunakan metodologi kuantitatif, dan data dikumpulkan melalui kuesioner yang diberikan kepada staf institut. Variabel diukur menggunakan skala yang menjalani pengujian ketat untuk memastikan validitas dan reliabilitasnya. Analisis data yang menggunakan regresi linier berganda mengungkapkan bahwa iklim kerja memiliki dampak yang signifikan secara statistik dan menguntungkan pada work engagement karyawan. Selain itu, kami menemukan bahwa work engagement memiliki efek yang besar dan menguntungkan pada kinerja karyawan. Temuan tersebut menunjukkan bahwa work engagement bertindak sebagai mediator dalam hubungan antara iklim kerja dan kinerja karyawan. Penelitian ini berkontribusi pada badan pengetahuan yang ada dengan memperkuat literatur tentang pentingnya iklim kerja dan work engagement dalam meningkatkan kinerja karyawan. Penelitian ini menunjukkan bahwa manajemen di Institut Teknologi Informasi dan Bisnis harus memprioritaskan penciptaan lingkungan kerja yang menguntungkan untuk meningkatkan work engagement karyawan dan pada akhirnya meningkatkan kinerja kelembagaan.

The Impact of Transformational Leadership Style on Employee Engagement Cynthia Wibowo; Elyzabeth Wijaya; Agus Susanto; Susanto Susanto
Proceeding International Conference Of Innovation Science, Technology, Education, Children And Health Vol. 1 No. 1 (2021): Proceeding of The International Conference of Inovation, Science, Technology, E
Publisher : Program Studi DIII Rekam Medis dan Informasi Kesehatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/icistech.v1i1.107

It is important that companies attract and retain employees. The human resource is important for company in achieving the goal. Employees who feel engaged have high levels of involvement and satisfaction. The employees are said to be engaged when they have passion, commitment and the willingness to expend their effort to help the employer in achieving the goals. One of the ways to keep employee productivity is through employee engagement. The organizational effectiveness will be realized if the employees who perform assigned duties are willing to engage in activities. The leader should make employees feel comfortable in doing the job. Research design used in this research is descriptive research design and correlational research design. Research methods which used are descriptive statistic analysis, validity and reliability test, normality test, coefficient correlation, coefficient of determinant, simple linear regression analysis and Z testing. The conclusion of this research is there is impact transformational leadership style towards employee engagement. The conclusion is proved with Z test. The calculation of Z test shows that Zcount (10.13) is higher than Ztable (1.96). The alternative hypothesis is accepted and null hypothesis is rejected. Coefficient of correlation is 0.896. It shows that there is strong and positive relationship between variables. Coefficient of determination is 80.3%. It shows that employee engagement can be explained by transformational leadership style in 80.3% while the remaining in 19.7% can be explained by other factors.

The Relationship Between Incentive and Employees’ Job Performance Alvine Jonathan; Elyzabeth Wijaya; Agus Susanto; Susanto Susanto
Proceeding International Conference Of Innovation Science, Technology, Education, Children And Health Vol. 2 No. 1 (2022): Proceeding of The International Conference of Inovation, Science, Technology, E
Publisher : Program Studi DIII Rekam Medis dan Informasi Kesehatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/icistech.v2i1.108

Employees are essential to the attainment of an organization's objectives, vision, and mission. Employees are essential to a business, hence the corporation must prioritize their requirements. Several issues arose. The employees' performance deteriorated because of insufficient remuneration. Several individuals did not fulfill their responsibilities punctually, leading to a reduction in their job output. The corporation offered incentives to improve their job performance. This research will investigate the correlation between incentives and employee work performance. The author will utilize all of them as a sample for this investigation. This procedure is termed census sampling. The study substantiates the efficacy of Variable X (incentive) and Variable Y (workers' job performance). The reliability test further validates the results' dependability. The correlation coefficient is 0.73. This indicates a robust correlation between incentives and employee work performance. The hypothesis test produced a score of 4.53, demonstrating that the tcount surpasses the ttable (2.101). Consequently, we may exclude the null hypothesis (H0), which posits that no correlation exists between incentives and employees' job performance. This indicates a substantial correlation between the incentive (variable X) and workers' job performance (variable Y). This research shows that a correlation exists between incentives and workers' job performance. The incentive was a contributing factor to the enhancement of employee performance, while other elements, such as working environment, also had a role.

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