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<![CDATA[PENGARUH PERSON-ORGANIZATION FIT DAN BUDAYA ORGANISASI TERHADAP TURNOVER INTENTION DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIATOR: ANALISIS PADA KARYAWAN GENERASI Y DI PT X, PT Y DAN PT Z ]]>
<![CDATA[Heny Octaviani]]>;
<![CDATA[Yanki Hartijasti]]>
<![CDATA[ Jurnal Manajemen Indonesia Vol 16 No 1 (2016) ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis, Telkom University. ]]>
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DOI: 10.25124/jmi.v16i1.723
<![CDATA[Artikel ini menganalisis peran kepuasan kerja dalam memediasi pengaruh person-organization fit terhadap turnover intention dan menganalisis peran kepuasan kerja dalam memediasi pengaruh budaya organisasi terhadap turnover intention pada karyawan generasi Y di PT X, PT Y, dan PT Z. Penelitian ini merupakan penelitian kuantitatif dengan menggunakan metode survei dengan memberikan kuesioner dalam pertanyaan tertutup kepada 131 orang dengan usia 21 hingga 36 tahun yang dikategorikan sebagai generasi Y. Teknik analisis yang digunakan dalam penelitian ini ialah analisis mediasi dengan menggunakan perangkat lunak SPSS. Hasil dari penelitian ini menunjukkan bahwa kepuasan kerja memiliki peranan sebagai variabel mediasi pada pengaruh person-organiszation fit terhadap turnover intention secara parsial. Penelitian ini juga menunjukkan bahwa variabel kepuasan kerja memiliki peran sebagai variabel mediator secara penuh pada pengaruh budaya organisasi terhadap turnover intention.]]>
<![CDATA[Employees’ Whistleblowing Intention in Public Sector: The Role of Perceived Organizational Support as Moderating Variable ]]>
<![CDATA[Tito Agung Yuswono]]>;
<![CDATA[Yanki Hartijasti]]>
<![CDATA[ Journal of Accounting and Investment Vol 19, No 2: July 2018 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Yogyakarta, Indonesia ]]>
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DOI: 10.18196/jai.190296
<![CDATA[Whistleblowing has an important role in exposing wrongdoings or misconducts occurring within an organization. This study aimed to examine the perceived organizational support as a moderating variable of attitudes and perceived behavioral control. This study used a quantitative method with convenience sampling of 286-employees working in the public sector, which was then analyzed using hierarchical regression analysis. The results show that the perceived organizational support significantly played a role as a moderation influencing attitudes and perceived behavioral control over internal whistleblowing intentions. To improve internal whistleblowing intentions, organizations can create anonymous reporting channels and socialize whistleblowing systems.]]>
<![CDATA[Gaya Kepemimpinan untuk Account Representative pada Kantor Pelayanan Pajak di Wilayah DKI Jakarta ]]>
<![CDATA[Maya Sari]]>;
<![CDATA[Yanki Hartijasti]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 11 No. 2 (2018) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v11i2.10057
<![CDATA[The purpose of this study is to investigate the current practices of leadership in Directorate General of Taxes, one of the public sectors in Indonesia. This study is also to determine the leadership style that is expected by employees. Respondents that were involved in this study were 550 Account Representatives and 68 Head of Supervision and Consultation Section from 17 Tax Offices (KPP) in the DKI Jakarta region. This study used a qualitative content analysis method. The results revealed that the current practices of leadership was the paternalistic leadership with the benevolent leadership dimension as the most widely displayed and considered as successful behavior. Meanwhile, leadership failure was due to lack of displayed the visible leadership dimensions and many displayed the authoritarian leadership dimension. The results also revealed a strong preference for paternalistic leadership with benevolent leadership dimension as the most expected behavior.]]>
<![CDATA[Stress Kerja dan Resiliensi Account Representative pada Kantor Pelayanan Pajak di Wilayah Riau dan Kepulauan Riau ]]>
<![CDATA[Sapti Dwi Iryani]]>;
<![CDATA[Yanki Hartijasti]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 11 No. 2 (2018) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v11i2.10063
<![CDATA[This study focused on job stress and employee resilience of Account Representative at Tax Offices in Riau and Riau Islands region. This research used qualitative content analysis method. Respondents that were involved in this study were 154 Account Representative. Based on data analysis, there were two major themes, namely job stress factor and resilience factor. The theme of job stress consisted of two categories, namely factors causing stress due to work and factor causesing stress beside of work. The theme of resilience factors consisted of internal protective factor and external protective factor. The calculation of qualitative content analysis found that the highest cause of stress at work was due to the intrinsic to job subcategory while the biggest cause of stress from outside was due to extra-organizational factors. The factor of religiousity and spirituality became the highest internal protective factor while the support factor became the highest external protective factor.]]>
<![CDATA[Perilaku Kepemimpinan Lintas Budaya Dimensi LDBQ XII Pada Kepuasan Kerja Praktisi Perbankan Di Jawa Tengah ]]>
<![CDATA[Asri Laksmi Riani]]>;
<![CDATA[Dodi Wirawan Irawanto]]>;
<![CDATA[Yanki Hartijasti]]>;
<![CDATA[Ulfa Puspita]]>
<![CDATA[ Social, Humanities, and Educational Studies (SHEs): Conference Series Vol 5, No 1 (2022): Social, Humanities, and Educational Studies (SHEs): Conference Series ]]>
Publisher : <![CDATA[Universitas Sebelas Maret ]]>
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DOI: 10.20961/shes.v5i1.57772
<![CDATA[This study identifies the determinants of leadership behavior using LBDQ XII and job satisfaction with a sample of bank staff and managers in the island of Central Java. The leadership style in a country is characterized by cross-cultural as a form of national culture that plays an important role in the application of the leadership theory in a country. The role of leadership on the job satisfaction of supervisors and managers is very important to know to see their performance, which will result in organizational performance. The data collection in this study was conducted by distributing online questionnaires to 60 entrepreneurs in the banking sector. LBDQ XII containing 100 instruments and job satisfaction using the Minnesota Satisfaction Questionnaire (MSQ) containing 20 items in the study population. The results show that Indonesian banking practitioners, especially in Central Java, have leaders who are persuasive, production emphasis, predictive accuracy, tolerance for freedom and initiative for structure have the most role in the job satisfaction of banking supervisors and managers in Central Java, respectively Java.]]>
<![CDATA[Is Closed Communication a Major Hindrance in an Enterprise Resource Planning Implementation? A Case Study of an Indonesian Family-Owned Company ]]>
<![CDATA[Hartijasti, Yanki]]>;
<![CDATA[Septian, Arry]]>
<![CDATA[ Makara Human Behavior Studies in Asia Vol. 19, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[The high risk of failure associated with the implementation of enterprise resource planning (ERP) system relates to resistance among employees by rejecting or sabotaging the system. Communication has been identified as a critical success factor on ERP implementation in several studies, whereas, many others do not depict any relation at all. The current study, however, argues that communication regarding the benefits of ERP system is the most critical success factor for the accomplishment of ERP implementation in family-owned company in Indonesia. Empirical data from 116 ERP users were examined by using logistic regression, which reveals that communication has significant negative effect on ERP implementation. It means the more company practices closed communication, the lesser success of ERP implementation will be achieved. Findings show that closed communication leads to poor coordination between departments which reduces the speed of problem solving in the field and causes ERP implementation in PT ABC to not be fully utilized.]]>
<![CDATA[The Effect of Individual and Leadership Characteristics Toward Research Productivity with Institutional Characteristics as a Mediator Variable: Analysis Toward Academic Lecturers in the Faculty of Economics and Faculty of Linguistic and Arts at University ]]>
<![CDATA[Lase, Evi Permata Sari]]>;
<![CDATA[Hartijasti, Yanki]]>
<![CDATA[ The South East Asian Journal of Management Vol. 12, No. 1 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[This research analyses the influence of both individual and leadership characteristics on research productivity. mediated by institutional characteristics. of the lecturers in the Faculty of Economics and the Faculty of Languages and Arts at the University of X in Jakarta. We distributed a questionnaire with closed questions to 100 lecturers who are not department heads and hold master’s degrees or higher. We then performed a quantitative analysis of mediation using SPSS software. The results indicate that the effect of individual characteristics on research productivity is partially mediated by institutional characteristics. and that the effect of leadership characteristics on research productivity is fully mediated by institutional characteristics.]]>
<![CDATA[Conflict Approaches of Effective Project Manager in the Upstream Sector of Indonesian Oil & Gas Industry ]]>
<![CDATA[Cahyono, Adhi]]>;
<![CDATA[Hartijasti, Yanki]]>
<![CDATA[ The South East Asian Journal of Management Vol. 6, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[Conflict can be functional or dysfunctional to the organization’s performance. This study focused on the relationship between conflict approaches implemented by the project manager based on project team member’s perception on the effectiveness of the project manager in managing project’s conflict. Questionnaires were modified from Barker et al. (1988) to measure conflict management approaches and outcomes of managing project conflict. Data were gathered from 57 respondents who worked in the Engineering, Procurement, and Construction (EPC) contractors serving the upstream sector of the Oil and Gas industry in Indonesia. By using Pearson correlation, result of this study indicated that project managers were perceived to be effective in managing project conflict when implementing cooperative and confi rmative approaches, but ineffective when combining competitive and avoidance approaches. Further research should investigate correlation between cultural dimensions with conflict approaches and outcomes of managing conflict.]]>
<![CDATA[The Influence of Perceived Organizational Injustice towards Workplace Personal Web Usage and Work Productivity in Indonesia ]]>
<![CDATA[Fathonah, Nur]]>;
<![CDATA[Hartijasti, Yanki]]>
<![CDATA[ The South East Asian Journal of Management Vol. 8, No. 2 ]]>
Publisher : <![CDATA[UI Scholars Hub ]]>
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<![CDATA[Workplace personal web usage (WPWU) is an employee’s activity in using internet for non-related task during working hours. It is considered a counterproductive behavior when done excessively because it can interrupt employee’s productivity, but it can increase creativity and eliminate boredom when used in a rational amount. The objective of this study was to prove whether perceived organizational injustice had influence on WPWU which affected work productivity. A total of 222 respondents working in various industries were gathered through web-survey. By using multinomial logistic regression analysis, this study found that high level use of internet for unrelated jobs between 2 to 4 hours a day was influenced by respondents’ perception of not getting fair treatment and incentive for being good performer, which then caused them to perform very low completion of tasks. There were two contrasting views regarding this result; organizations considered it as deviant behavior because it reduced employees’ performance whereas employees regarded it as just short breaks to get rid of stress. Hence, this finding suggested that companies should redesign its internet policies to accommodate “Work-Life Blend”; blending work and personal lives, as a consequence of cultural shift in the era of globalization and new technologies.]]>
<![CDATA[Pengaruh Kesiapan Individu Untuk Berubah Terhadap Kesiapan Organisasi Untuk Berubah Dengan Mediator Rasa Berdaya Psikologis ]]>
<![CDATA[Merdiaty, Netty]]>;
<![CDATA[Mangundjaya, Wustari L.]]>;
<![CDATA[Hartijasti, Yanki]]>
<![CDATA[ Sosio Konsepsia: Jurnal Penelitian dan Pengembangan Kesejahteraan Sosial Vol. 11 No. 3 (2022): Sosio Konsepsia: Jurnal Penelitian dan Pengembangan Kesejahteraan Sosial ]]>
Publisher : <![CDATA[Pusat Pendidikan, Pelatihan, dan Pengembangan Profesi (Pusdiklat-bangprof), Kementerian Sosial RI ]]>
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<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh dari kesiapan individu untuk berubah dan rasa berdaya psikologis terhadap kesiapan organisasi untuk berubah Pada 2 BUMN. Teknik pengambilan data menggunakan teknik convenience sampling dengan jumlah responden sebanyak 175 orang, dan diolah dengan mempergunakan analisis Regresi. Hasil dari penelitian menunjukkan bahwa, KIB (Kesiapan individu untuk berubah) dan RBP (Rasa berdaya psikologis) bersama-sama memiliki efek yang signifikan pada KOB (Kesiapan organisasi untuk berubah) dengan r-square. Kesiapan individu untuk berubah (KIB) sendiri berpengaruh signifikan terhadap kesiapan organisasi untuk berubah (KOB). Sedangkan rasa berdaya psikologis sendiri berpengaruh signifikan terhadap kesiapan organisasi untuk berubah. Temuan ini menunjukkan bahwa meskipun baik rasa berdaya psikologis maupun kesiapan individu untuk berubah berpengaruh signifikan terhadap kesiapan organisasi untuk berubah untuk perubahan, tetapi skor rasa berdaya psikologis sedikit lebih tinggi dibandingkan kesiapan individu untuk berubah untuk perubahan. Hasil ini dapat diterapkan tidak hanya pada unit kerja, tetapi juga pada lingkungan sosial pada umumnya dimana untuk merubah organisasi maka pemimpin perubahan perlu memerhatikan aspek kesiapan semua anggota kelompok maupun pemberdayaan anggota kelompoknya untuk dapat mencapai keberhasilan suatu perubahan.]]>
