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All Journal Jurnal Ilmu Pertanian Indonesia Jurnal Manajemen dan Organisasi Jurnal Penyuluhan Jurnal Manajemen MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah Jurnal Manajemen dan Agribisnis Buletin Peternakan Jurnal Pendidikan Vokasi Jurnal Manajemen Teknologi Jurnal Ekonomi, Bisnis dan Kewirausahaan (JEBIK) Jurnal Konseling dan Pendidikan JDM (Jurnal Dinamika Manajemen) Journal The Winners JAM : Jurnal Aplikasi Manajemen Indonesian Journal of Business and Entrepreneurship (IJBE) Neo-Bis Jurnal Kebijakan dan Administrasi Publik Jurnal Aplikasi Bisnis dan Manajemen (JABM) E-Journal Jurnal Manajemen. Agrokreatif Jurnal Ilmiah Pengabdian kepada Masyarakat Jurnal Manajemen Teori dan Terapan Cosmogov: Jurnal Ilmu Pemerintahan Binus Business Review Asia-Pacific Management and Business Application Al Tijarah Jurnal REKOMEN (Riset Ekonomi Manajemen) JURNAL MANAJEMEN Jurnal Administrasi dan Manajemen Pendidikan Jurnal Organisasi Dan Manajemen Jurnal Ekonomi Integra TIJAB (The International Journal of Applied Business) Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan Jurnal Ilmiah Ecosystem Jurnal Samudra Ekonomi dan Bisnis Jurnal MEBIS (Manajemen dan Bisnis) Jurnal Manajemen JAMP : Jurnal Administrasi dan Manajemen Pendidikan Journal of Social Science AMAR (Andalas Management Review) Jurnal Kependidikan: Jurnal Hasil Penelitian dan Kajian Kepustakaan di Bidang Pendidikan, Pengajaran dan Pembelajaran Business Review and Case Studies BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi International Journal of Social Service and Research Indonesian Journal of Multidisciplinary Science Jurnal Sains Terapan : Wahana Informasi dan Alih Teknologi Pertanian Jurnal Jaminan Kesehatan Nasional Jurnal Pusat Inovasi Masyarakat Eduvest - Journal of Universal Studies Journal of Social Science Jurnal Penelitian Pendidikan Indonesia International Journal of Indonesian Business Review JKAP (Jurnal Kebijakan dan Administrasi Publik) BACA: Jurnal Dokumentasi dan Informasi Atestasi : Jurnal Ilmiah Akuntansi
Anggraini Sukmawati
Departemen Manajemen, Fakultas Ekonomi Dan Manajemen, Institut Pertanian Bogor Jl. Agatis Kampus IPB Darmaga, Bogor 16680
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ADAPTATION OF THE STATE UNIVERSITY-LEGAL ENTITY"™S EMPLOYEES ON WORK PATTERN CHANGES DURING COVID-19 PANDEMIC Heryanto, Weko; Sukmawati, Anggraini; Sjafri, Aida Vitayala
Jurnal Ekonomi Bisnis dan Kewirausahaan Vol 11, No 2 (2022): Jurnal Ekonomi Bisnis dan Kewirausahaan (JEBIK)
Publisher : Fakultas Ekonomi dan Bisnis, UNTAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (432.953 KB) | DOI: 10.26418/jebik.v11i2.54441

Abstract

The COVID-19 pandemic phenomenon is causing increased stimulus to digital acceleration, and organizational work patterns change, thus creating a new work way for X University employees. Human resources management should keep on striving to retain employees as an essential asset. The purpose of this research is to analyze supporting factors and strategize to improve the adaptability of the education supporting staff of X University in changing situations as a result of the COVID-19 pandemic. The number of respondents who filled in the online questionnaire and were selected by using a purposive sampling method was 297 respondents. The data analysis tool used in this study is Structural Equation Modeling-Partial Least Square (SEM-PLS). The research found that engaging leadership, human resources management practice and job demands had no direct effect on work engagement. Job resources and personal resources had a direct effect on work engagement. Engaging leadership, human resources management practice, job demands, and job resources had no direct effect on performance. Personal resources and work engagement had a direct effect on performance. Work engagement was able to become a mediator for job resources and personal resources towards performance.
Optimal Maturity Level Development for Government Goods/Services Procurement Organizations (UKBPJ) in Indonesia Akbar, M Lucky; Suroso, Arif Imam; Juanda, Bambang; Sukmawati, Anggraini
Jurnal Aplikasi Bisnis dan Manajemen Vol. 8 No. 2 (2022): JABM Vol. 8 No. 2, Mei 2022
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.8.2.424

Abstract

The establishment of the Goods/Services Procurement Unit (UKPBJ) is part of the program to increase the Procurement of Goods/Services as an indicator of an efficient and corruption-free Government procurement system. The changes are expected to be implemented in the form of a permanent and structural organization based on the Capability Maturity Model (CMM) theory. The purpose of this study is to build a conceptual model of change management to increase the UKPBJ Maturity Level. This research uses a combination research method approach (mixed methods research) and the analysis of the data used in this study is Logical Framework Analysis (LFA). To manage organizational change, a recommended conceptual model of organizational change is needed, namely the Strategic Model Change Management. Where external and internal influences of the organization are input into changes driven by leadership, culture, and human resources factors. Through the UKPBJ Strategic Model Change Management, change strategies can be managed to increase UKPBJ maturity. Variables that influence the success of UKPBJ organizational maturity include organizational variables, human resources, business processes and information systems. Keywords: public sector, change management, logical framework analysis (LFA), organizational improvement, good government
Digital Leadership: Develop Perceived organizational Support in The Perception of Talent Mobility at Employment Social Security Supervisory Agency Aditya Warman; Affandi, Muhammad Joko; Sukmawati, Anggraini; Maarif, Mohammad Syamsul; Alfiany, Hana; Hanifah, Reinanda Isfania
Jurnal Aplikasi Bisnis dan Manajemen Vol. 8 No. 3 (2022): JABM Vol. 8 No. 3, September 2022
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.8.3.769

Abstract

This study analyzes the perspective of employees who consider the implementation of rotation and transfer as a disciplinary action in relation to the formation of perceived organizational support which is influenced by commitment and fairness to the organization and recommends a digital approach as a solution to address the issue. Data is collected through quantitative surveys from 4.523 employees at several offices of the Employees Social Security Sistem (BPJS Ketenagakerjaan). Organizational support is related to organizational justice and organizational commitment as the determining factors of employee acceptance of the implementation of job rotation and transfer. It resulted in different perceptions from the initial goals of job rotation and job transfer. The study suggests system digitalization in the implementation of leadership in the organization to address the issues in a broad reach. Keywords: job rotation and transfer, perceived organizational support, digital leadership, organizational commitment, organizational justice
Superior Talent Development Strategy in Preparing Future Leaders During Change Warman, M. Aditya; Maarif, M. Syamsul; Sukmawati, Anggraini; Affandi, Joko
Jurnal Aplikasi Bisnis dan Manajemen Vol. 8 No. 2 (2022): JABM Vol. 8 No. 2, Mei 2022
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.8.2.351

Abstract

Talent management development is directly related to the organization's future-readiness. Competent, loyal, passionate, and highly motivated employees are important assets as future leaders, meaning the right strategy is needed for increasingly global business development readiness. Therefore, this study aimed to analyze the talent management policy strategies that promote organizational justice, where data were analyzed using the Fuzzy Analytical Process (FAHP) method. The results showed that a superior talent policy strategy is important and should be implemented according to the organization’s needs to prepare future leaders. The strategy is essential in preparing future leaders during change by involving BPJSTK management, the Ministry of Manpower, and talent. It is important to ensure the effective implementation of a superior talent development model in line with the needs of future leaders. Keywords: fuzzy analytical process, talent management, superior talent, development strategy, future leader
Private Higher Education Development Strategy in Indonesia in Facing an Era of Change Ramaditya, Muhammad; Maarif, Mohamad Syamsul; Affandi, M. Joko; Sukmawati, Anggraini
Jurnal Aplikasi Bisnis dan Manajemen Vol. 8 No. 3 (2022): JABM Vol. 8 No. 3, September 2022
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.8.3.793

Abstract

This study aims to identify how private universities in Indonesia survive and develop and identify development strategies used by private universities in Indonesia in facing the era of change. This study uses a descriptive qualitative approach with a literature review research design and historical analysis methods. The data is sourced from news and journals, a total of 602 data sources and obtained from online publications through trusted sites and indexes. The results of this study are in the form of a strategy typology that can provide a broader view for private universities if they want to develop their institutions according to the resources they have. Specifically, the data collection process follows the five stages of the historical method in the topic selection and evidence collection; evaluation of the source of the evidence; evaluation of the evidence; analysis and interpretation of the evidence; and evidence presentation and conclusion. Developments in educational institutions can be in the form of restructuring, exploring new markets, establishing cooperation or networking with external parties, participating in private higher education development programs, developing human resources in private universities, especially educators and education staff, as well as university social responsibility. Keywords: private university strategy, development strategy, strategic management, typology strategy
The Role of Human Resource Risk on Employee Performance in The Hybrid Workforce Era Putri, Thasya; Syafitri, Utami Dyah; Sukmawati, Anggraini
Jurnal Aplikasi Bisnis dan Manajemen Vol. 9 No. 2 (2023): JABM Vol. 9 No. 2, Mei 2023
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.9.2.386

Abstract

The COVID-19 pandemic has brought about significant changes, particularly in work systems and patterns. The adoption of a hybrid work model allows employees to work remotely based on individually or collectively negotiated work arrangements. However, implementing a hybrid workforce presents several challenges, such as communication issues, varying levels of technological proficiency among employees, irregular working hours, and the potential for internal team problems. By implementing a hybrid work system in Pegadaian Co., employees are exposed to risks from both financial and non-financial aspects. This study aims to identify employee characteristics and analyze the impact of the hybrid workforce era and human resource risks on employee performance. The research uses the descriptive analysis method and SEM-PLS. The results show that the hybrid workforce era has a positive effect on employee performance, demonstrating that employees feel more productive when working in the office. These findings suggest that Pegadaian Co. should provide a comfortable and practical office environment to facilitate employee performance. Conversely, the study finds that human resource risks do not significantly influence employee performance. The selection process is identified as a minor factor within the HR risk variable. The company's selection process prioritizes effectiveness and efficiency by focusing on recruitment needs and objectives. Keywords: flexible working arrangement, hybrid workforce, working from office, Pegadaian, employee performance
Pengaruh Kompetensi, Kepemimpinan dan Budaya Organisasi Terhadap Kinerja Sumber Daya Manusia Airyq, Irnin Miladdyan; Hubeis, Aida Vitayala Sjafri; Sukmawati, Anggraini
Jurnal Aplikasi Bisnis dan Manajemen Vol. 9 No. 1 (2023): JABM, Vol. 9 No. 1, Januari 2023
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.9.1.285

Abstract

The era of globalization presents several challenges related to human resource management. Every organization is appropriate to have qualified and highly competitive human resources to compete during dynamic changes. Employees as individuals and groups in an organization certainly have unique differences in personality. Employee performance can acquire optimal if they are experts in their fields and are established with a valuable organizational culture. Therefore, its purpose is to analyze the influence of competence, leadership, and organization culture on human resource performance and identify individual characteristics and factors that support employees. This research's location was at a non-profit organization, Ittihadul Islamiyah Welfare Charity Foundation (Ya BAKII), Cilacap district. The research data was obtained through filling out online questionnaires by 38 employees. Then it processed using Smart PLS tools for structural equation modelling (SEM) analysis. The results of the SEM-PLS test analysis prove that competence has a significant positive effect on performance, with the dominant indicator being professional competence. Organizational culture has a positive and well built relationship with improving employee performance, with innovation as the most authoritative indicator. Leadership can influence organizational culture positively and firmly as leadership has no significant effect on employee performance. Professional competence is the dominant sub-variable from the influence of competence on HR performance. While the leadership process in organizational culture can be developed through the application of relationship orientation by controlling employees. Organizational culture on HR performance can be improved through the application of innovation. Keywords: competence, organizational culture, leadership, SEM analysis
Faktor-faktor yang Memengaruhi Pengambilan Keputusan Terhadap Klaim Jaminan Hari Tua: Factors Affecting Decision Making Against an Old Age Benefit Claim Nasution, Ryan Ramanda; Sarma, Ma’mun; Sukmawati, Anggraini
Jurnal Aplikasi Bisnis dan Manajemen Vol. 9 No. 2 (2023): JABM Vol. 9 No. 2, Mei 2023
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.9.2.627

Abstract

The tendency of early claim insurance for old age benefit (JHT) causes concerns in the social security system in Indonesia because it can eliminate regeneration in old age and reduce the living standards of the elderly. This study aims to analyze the influence of participants regarding the perception of JHT policy, participants trust information intervention, social security literacy, and financial literacy on the decision to postpone JHT's claims. The design of this study is a quantitative and cross-sectional study to analyze various variables in the study. The sample was determined by random sampling, with 229 respondents being active participants of BPJS Ketenagakerjaan but were detected to have made JHT claims before. Google Form is used to collect questionnaire data that is further analyzed descriptively and using Structural Equation Modeling (SEM) with the help of SMARTPLS software. Analysis using SMARTPLS obtains findings that variables that significantly positively affect decisions to delay claims are perception variables regarding policies, trust, information interventions, and social security literacy. Whereas financial literacy has no significant effect on the decision to postpone claims. Furthermore, BPJS Ketenagakerjaan as Indonesian social security bodies needs to conduct massive socialization and education to increase participants' trust and knowledge about the benefits of the JHT program if deposited so that JHT can return to the proper philosophy. Keywords: decision making, employment social security, information intervention, policy perception
Faktor-faktor yang Memengaruhi Organisasi Dalam Mengadopsi Teknologi Blockchain di BPJS Ketenagakerjaan: Factors Affecting The Adoption of Blockchain Technology in Organization on BPJS Ketenagakerjaan Thahir, Abizar Giffari; Hubeis, Musa; Sukmawati, Anggraini
Jurnal Aplikasi Bisnis dan Manajemen Vol. 9 No. 2 (2023): JABM Vol. 9 No. 2, Mei 2023
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.9.2.536

Abstract

The acceleration of digital transformation in organizations plays a critical role in supporting business processes and selecting appropriate technologies to address organizational challenges and issues. Currently, blockchain technology has garnered significant attention among practitioners and academics due to its versatile applications. This study aims to analyze the factors influencing the adoption of blockchain technology at BPJS Ketenagakerjaan using the technology-organization-environment (TOE) framework model to map the determinants of blockchain technology adoption. The analysis is conducted through a structural equation modelling (SEM) approach. The research results from 150 respondents indicate that technology, organization and environment have a significant and positive impact on the adoption of blockchain technology. However, organizational culture does not have a moderating effect on this study. Additionally, the study examines the effects of blockchain technology adoption on organizational performance. In order to successfully adopt blockchain technology, BPJS Ketenagakerjaan need to consider technological, organizational and environmental factors. Moreover, collaboration with organizations that have already adopted blockchain technology and partnerships with educational institutions to explore the full potential of this technology are recommended. Keywords: blockchain, BPJS Ketenagakerjaan, TOE Framework, organizational performance, technology
Does Subjective Well-Being and Perceived Organizational Can Support Startup Employees’ Performance During Hybrid Workforce Era? Iman, Mutiara Nurul; Sartono, Bagus; Sukmawati, Anggraini
Jurnal Aplikasi Bisnis dan Manajemen Vol. 9 No. 3 (2023): JABM Vol. 9 No. 3, September 2023
Publisher : School of Business, Bogor Agricultural University (SB-IPB)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17358/jabm.9.3.784

Abstract

The hybrid workforce is a combined work from an office and remote working implemented by many companies after the pandemic subsided. This study analyzed the subjective well-being and perceived organizational support in the hybrid workforce era on startup employees' performance in Indonesia. The total of the research samples was 110 samples, which the researcher used convenience sampling to obtain and SEM-PLS analysis to analyze the data. The results showed differences between permanent and temporary employees that stem from differences in perceptions between the two groups of employees. In the effect of perceived organizational support on subjective well-being, the researcher obtained the same results between temporary and permanent employees, in which perceived organizational support affected their well-being. The result obtained for the effect of subjective well-being on employee performance showed that it did not affect temporary employees but permanent employees. In the effect of perceived organizational support on employee performance, temporary employees have a more significant influence on permanent employees. In the influence of the hybrid workforce era on employee performance, the results obtained did not affect temporary but affect permanent employees. Keywords: permanent employees, performance management, remote working, SEM-PLS, temporary employees
Co-Authors - Nurheni Abdu Alifah Abdu Alifah Aditya Warman Affandi , M. Joko Affandi, M Joko Affandi, M Joko Affandi, Muhammad Joko Agung Yuniarto Ahmad Rifai Ahmad Rifai Ahmad Syarief Ahmad, Sarah Sabir Ahmat Setiabudi Aida Vitayala Hubeis Aida Vitayala Hubeis Airyq, Irnin Miladdyan Aji Hermawan Aji Hermawan Akbar, M Lucky Akhilla, Kharismatul Zaenab Alex Denni Alfiany, Hana Ali, Noor Azman Amany, Nurfatimah Amir Tengku Ramly An Nisaa Noor Rachmawati Ananda, Muna Siva Andri Andri Andriyono Kilat Adhi Anggraeni , Elisa Anggraini, Raden Isma Aria Andriyadi Arif Haendra Arif Imam Suroso Arry Ekananta Arsyanur, Mustika Retno Arvina Utami Aryanto Purwadi Asri Nur Mutiara Atabani, Afton Aulia Pratiwi, Monica Bagus Sartono Bambang Juanda Bambang Pramudya Noorachmat, Bambang Pramudya Beniko Kusumagiri Bintang Akbar MB Bonar M Sinaga Bonar M Sinaga, Bonar M Burhani, Al-May Abbyan Izzy Burhanuddin Burhanuddin Dalu Agung Darmawan Dalu Agung Darmawan Dea Amelia, Dea Dedi Rahmat Setiadi Dedi Sulistiono Denni, Alex Desi Prabandari Kusuma Ningtyas Dessy Damayanthy Diah Restu Ayu Diki Akhwan Mulya Dwi Rachmina Eka Sunahwati Ekananta , Arry Ekananta, Arry Ekananta, Arry Eko Ruddy Cahyadi Eksita Mariz Ramadhinta Elis Masrifah Elisa Anggraeni Elisa Anggraeni, Elisa Endriatmo Soetarto Eriyatno . Erjayana Ginting Erwina Erwina Farit Mochamad Afendi Fariyanti, Anna Galeh Nur Indriatno Putra Pratama Gandi Aria Wijaya Ginting, Erjayana Golfidi Djajasoedarma, Muhammad GP Ranisa Pranazhira Hafizah Khaerina Hanifah, Reinanda Isfania Hardjomodjojo, Hartrisari Hari Wijayanto Helwah, Nunu Fauzan Herawati Herawati Herdian, Rifa Herlina Retnowati Hermailinda Evianisa Hermandi, Irman Hermawan, Yanda Ekaputra Heryanto, Weko Heti Mulyati Hubeis, Aida Vitayala Sjafri Huda, Usep Firdaus I Made Sumertajaya Imam Hartono Iman, Mutiara Nurul Irman Hermadi Istiyaningrum, Devi Jamaluddin Mahasari Joko Affandi Joko Affandi Joko Affandi Joko Affandi Khaira, Nurul Khairul Ikhwan Koeswanda, Harry Krishnamulya Ristandi, Dani Kusuma, Adhitya Rendra Leny Maryesa Lidiasari, Melisa Lindawati Kartika Lucia Cyrilla Lukman M. Baga M. Joko Affandi M. Syamsul Ma'arif M. Syamsul Maarif M. Syamsul Ma’arif Ma'arif, M.Syamsul Maarif , Mohamad Syamsul Maarif, Mohammad Syamsul Mahasari, Jamaluddin Manalu, Joy Pangeranto Manuel Leonard Sirait Manuel Leonard Sirait Manuel Leonard Sirait Marimin Marimin Matturungan, Nur Hasbullah Maulana, Syahrial Melia, Irma Mohamad Syamsul Ma’arif Muhammad Golfidi Djajasoedarma Muhammad Syamsun Muhammad Syamsun Muhammad Syamsun Muhammad Yusuf Ali Muhammad Yusuf Ali Muharni Ardenis, Dwi Mukhamad Najib Musa Hubeis Muslim, Muhammad Irfai N S Indrasti Nopi Hidayat Nopi Hidayat Nora H. Pandjaitan Nora Purbo Utami Novia Naingolan Nugraha, Arlan Nur Janah Nur Jannah Nurhaeda Abbas Nurheni Nurheni Nurjana Nurjana, Nurjana Nurlia Eka Damayanti Nurmala Katrina Pandjaitan Nurul Khaira Nurus Sabani Octsa Khairus Praharsyarendra Oktarina Nur Widyanti Oktariza, Wawan Popong Nurhayati Primanda, Galih Purwadi, Aryanto Puspasari, Novia Putri Wahyuningrum Putri, Thasya R. Rifa Herdian Raniasari Bimanti Esthi Raysah Yunita Rahma Ria Kurniawati Rizal Syarief Rizal Syarief Ryan Ramanda Nasution, Ryan Ramanda Sadikin Kuswanto Sarma, Ma’mun sayekti, ayutyas Sirait, Manuel Leonard Siti Jahroh Siti Komariah Siti Rachmawati, Tisa Siti Rosidah Sjafri, Aida Vitayala Slamet, Alim Setiawan Sri Maryati Sudibyo, Sri Darmadi Sudibyo, Sri Darmadi Suharno Suharno Sukiswo Dirdjosuparto Sukiswo Dirdjosuparto Sukiswo Dirdjosuparto Supartini , Vebi Dewi Syamsul Maarif Syamsun, Muhammad Tengku Ariefanda Aziz Thahir, Abizar Giffari Tri Wiji Nurani Triana Gita Dewi Trisnawati, Ike Triyonggo, Yunus U Dyah Syafitri Ujang Sumarwan Utami Dyah Syafitri Vebi Dewi Supartini Veithzal Rivai Zainal Warman, M. Aditya Wildanur Adawiyah Windarti Windarti Yanda Ekaputra Hermawan Yudha Heryawan Asnawi Yunus Triyonggo Yunus Triyonggo, Yunus Yuviani Kusumawardhani Zahir Syah, Zahir Zahra Azhar Shafira Puspita Hakim Zenal Asikin