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All Journal Jurnal Manajemen Bisnis JDM (Jurnal Dinamika Manajemen) Journal The Winners Journal of Economics, Business, & Accountancy Ventura Riset Akuntansi dan Keuangan Indonesia Martabe : Jurnal Pengabdian Kepada Masyarakat EQUILIBRIUM : JURNAL BISNIS DAN AKUNTANSI (EJBA) Jurnal Manajemen Maranatha
Levi Nilawati, Levi
Program Studi Manajemen Fakultas Ekonomi Universitas Katholik Indonesia Atma Jaya Jakarta
Agriculture, Biological Sciences & Forestry Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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Behavioral Corporate Finance Nilawati, Levi
Riset Akuntansi dan Keuangan Indonesia Vol 3, No 1 (2004): Jurnal Akuntansi dan Keuangan
Publisher : Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/reaksi.v3i1.3479

Abstract

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Pengaruh Mediasi Work-Family Conflik Terhadap Hubungan Antara Faktor Penentu Work Domain Dan Work Domain Outcomes Nilawati, Levi; Silalahi, Engelbertha
Jurnal Manajemen Bisnis Vol. 5 No. 1: March 2014
Publisher : Universitas Muhammadiyah Yogyakarta

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

Abstract

The current study suggest that some job insecurity, poor leadership relations, and poor influence at work may also have importance determinant. The relationship between work domain and work outcome domain was analysed on basis of the model in which work domain have an indirect effect on burnout, mediated by work-family coflict This study attempted to look at the influence of determinants and impacts of conflik family and work, taking into account the negative aspects of each of the variables, such as job insecurity, poor leadership relations, and poor influence at work. The implication of the finding and some future research for work-family conflict were also discussed.
The Passion of Work and Proactive Work Behavior: Validation of ‘New’ Protean Career Attitude Through Nomological Network Nilawati, Levi; Kismono, Gugup; Handoko, Hani; Rosari, Reni
JDM (Jurnal Dinamika Manajemen) Vol 12, No 2 (2021): September 2021
Publisher : Department of Management, Faculty of Economics and Business, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jdm.v12i2.29494

Abstract

Protean careers are understood and measured using different concepts. Apart from being confusing, it also causes divergences that result in limited operationalization of the protean career. O This study aims to develop a more comprehensive tool for measuring protean careers by examining the nomological network of ‘new’ protean career attitudes. Researchers added a measure of the affective component of love for work, in addition to dimensions driven by self-values and self-directed behavior. The results of the construct validity test through a nomological network involving 160 respondents showed two critical points. First, on the relationship between the dimensions, the dimensions of love for work and self-direction behavior are related to the harmonious passion variable and the proactive work behavior of career initiatives and personal initiatives. Second, the relationship within the dimension shows that the dimensions of love for work, driven by self-values, and self-directed behavior are interrelated. Additional validity tests, such as convergent, discriminant, and predictive validity tests, indicate that the question items are valid. Future research needs to pay more attention to the affective dimensions of love for work and harmonious passion.e.
Flexible Working Arrangements and Subjective Career Success: Coping Mechanisms as Mediator during the COVID-19 Pandemic: - Hartanto, Alysia; Nilawati, Levi; Nugroho, Yohanes Arianto Budi
Journal The Winners Vol. 25 No. 1 (2024): Journal The Winners
Publisher : Bina Nusantara University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21512/tw.v25i1.11214

Abstract

The research aimed to examine the effect of Flexible Working Arrangements (FWA) on subjective career success (SCS) with the mediation of coping mechanisms (social support, active coping, and identity awareness) among employees during the COVID-19 pandemic. The research investigated whether coping mechanisms can act as a mediator when a work policy supports their employees during uncertain times through working from home to improve long-term health and well-being. The research was conducted in the e-commerce companies in Jakarta with a convenience sample of 205 respondents. The analysis was conducted empirically using Macro Hayes to examine the mediating role of coping mechanisms on the relationship between FWA and SCS. The results indicate that FWA has a significant positive effect on coping mechanisms. Coping mechanisms (social support and active coping) have a significant positive effect on SCS, except for identity awareness. FWA does not have a direct effect on SCS. Moreover, coping mechanisms (social support and active coping) mediate the relationship between FWA and SCS, except for coping mechanism (identity awareness), which does not have a significant effect. The research emphasizes the importance of coping mechanisms, namely social support and active coping, and calls for future researchers to pay more attention to coping mechanisms as countermeasures during a pandemic-induced public health crisis. 
Strategi, Struktur, dan Proses Organisasi: Review terhadap Model Miles Dan Snow Nilawati, Levi; Silalahi, Engelbertha E.; Bimo, Irenius Dwinanto; Sulistyaningsih, Endang
EQUILIBRIUM - Jurnal Bisnis dan Akuntansi Vol. 17 No. 2 (2023): EQUILIBRIUM - Jurnal Bisnis dan Akuntansi (EJBA)
Publisher : Universitas Kristen Immanuel

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61179/ejba.v17i2.512

Abstract

Keselarasan antara kinerja manajemen dan proses organisasi yang dikembangkan untuk mengkoordinasikan dan mengendalikan teknologi memberikan kontribusi bagi kelangsungan hidup organisasi. Proses asosiasi tersebut dapat terjadi melalui tiga proses yaitu seleksi alam, seleksi rasional dan seleksi strategis. Child dalam Miles dan Snow (2003) berpendapat bahwa proses penyelarasan yang paling akurat adalah pendekatan pilihan strategis, karena struktur organisasi hanya sebagian ditentukan oleh kondisi lingkungan, pendekatan artikel ini menekankan peran pembuat keputusan senior yang bertindak sebagai penghubung utama antara organisasi dan lingkungannya. Empat tipe bentuk stabil organisasi seperti defender, prospector, analyzer, dan reactor. Disamping itu, dengan mempertimbangkan posisi organisasi di kuadran I, II, III atau IV strategi adaptasi dapat didefinisikan sebagai formulasi sukses dan implementasi strategi. Eksistensi evolusi dari teori manajemen juga akan mempengaruhi pengambilan keputusan. Selain itu, strategi dan struktur campuran juga memiliki tantangan seperti kompleksitas manajemen dan koordinasi yang lebih tinggi, resiko terjadinya konflik yang dapat menghambat pelaksanaan strategi dan mencapai tujuan organisasi. Kesimpulannya, peran pembuat keputusan sangat penting dalam menghadapi perubahan lingkungan dan memastikan adaptasi organisasi yang tepat. Mereka harus mampu mengenali perubahan yang signifikan, menganalisis peluang dan risiko, serta mengambil keputusan strategis yang sesuai dengan tipe bentuk stabil organisasi yang ada (defender, prospector, analyzer, dan reactor). Pemanfaatan teknologi sebagai alat untuk mendukung strategi dan adaptasi juga menjadi bagian penting dari peran pembuat keputusan dalam lingkungan bisnis yang dinamis.
Unlocking Work Autonomy: A Hybrid Approach for Sustainable Job Satisfaction in the Post-Covid Era Purba, Sylvia Diana; Nilawati, Levi; Nugroho, Yohanes Arianto Budi; Budianto, Erin; Geat, Johan Lim Kii
JDM (Jurnal Dinamika Manajemen) Vol 15, No 1 (2024): March 2024
Publisher : Department of Management, Faculty of Economics and Business, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jdm.v15i1.50277

Abstract

This research aims to design a hybrid work model with a task-characteristic autonomy job design. Remote work or Work from Anywhere (WFA) is widely used, as the Covid-19 pandemic accelerated this method. For some people, the WFA method is enjoyable because it can provide freedom to organize work methods, allowing for high work autonomy. However, some people also feel that working remotely creates a feeling of isolation and boredom and reduces job satisfaction. The hybrid method will increase work autonomy, work-life balance, and job satisfaction. This research is aimed at employees in Jakarta and surrounding areas who can work hybrid. The research population is difficult to calculate, so the sampling method is purposive, and the sampling technique is convenience method. Hypothesis testing was done using Structural Equation Modeling (SEM). The research results prove that applying the hybrid method can significantly increase job satisfaction by fully mediating the task characteristic autonomy and the work-life balance variables. Therefore, applying the Hybrid method is an option because, in the next decade, the world of work will increasingly be dominated by Gen Y and Gen Z.
Peran Teori Motivasi Terhadap Kreativitas Individu Karyawan: Hasil Sebuah Review Nilawati, Levi
EQUILIBRIUM - Jurnal Bisnis dan Akuntansi Vol. 18 No. 2 (2024): EQUILIBRIUM - Jurnal Bisnis dan Akuntansi (EJBA)
Publisher : Universitas Kristen Immanuel

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61179/ejba.v18i2.650

Abstract

Banyak perusahaan telah memfokuskan beragam upayanya untuk meningkaykan kreativitas individu karyawan. Kreativitas secara luas dianggap sebagai factor penting untuk mendapatkan keunggulan bersaing dalam mencapai keberhasilan Perusahaan. Implikasinya, banyak Perusahaan melalui manajer untuk mengembangkan system yang dapat meningkatkan kreativitas karyawan melalui pemberian motivasi ekstrinsik. Akan tetapi, literatur memberikan pandangan yang berbeda terkait hubungan antara penghargaan dan kreativitas karyawan. Para peneliti menganggap penting bahwa individu karyawan perlu termotivasi secara intrinsik untuk menjadi kreatif, sementara yang lain menganggap motivasi ekstrinsik (misalnya penghargaan) penting untuk meningkatkan kreativitas. Tulisan ini bertujuan untuk memberikan tinjauan literatur yang komprehensif dengan menyajikan teori-teori populer yang membahas peran motivasi intrinsik dan ekstrinsik dalam meningkatkan kreativitas karyawan.
Mengejar Karir yang Berkelanjutan: Bagaimana Digital Leadership Mengembangkan Kemampuan Beradaptasi Karir dan Mengimbangi Orientasi Karir Protean Nilawati, Levi
EQUILIBRIUM - Jurnal Bisnis dan Akuntansi Vol. 19 No. 1 (2025): EQUILIBRIUM - Jurnal Bisnis dan Akuntansi (EJBA)
Publisher : Universitas Kristen Immanuel

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61179/ejba.v19i1.731

Abstract

Dalam era revolusi industry 4.0 yang menjadikan lingkungan kerja yang semakin intensif dan bergejolak, menuntut karyawan dan organisasi untuk mengenali dan menghargai berbagai cara yang mendukung karier yang dapat meningkatkan happiness, health, dan produktivitas. Career sustainable yang merupakan salah satu model karier kontemporer yang dapat menjadi pilihan individu karyawan atau organisasi. Tentu model karier ini tidak terlepas dari berbagai tantangan yang harus dihadapi. Peran pemimpin dalam konteks organisasi digital menjadi buffer untuk menghadapi tantangan tersebut. Tulisan ini menggunakan lensa teori Conservation of Resources (COR) untuk menjelaskan bahwa individu berusaha untuk memperoleh, mempertahankan, melindungi, dan mengembangkan hal-hal yang mereka hargai dan entitas yang bernilai yang disebut sebagai sumber daya, misalnya sumber daya pribadi, organisasi, terkait pekerjaan, dan terkait karier. Sumber daya career merupakan sumber daya terkait karier yang tertanam dalam diri individu yang diperlukan untuk menavigasi karier seseorang atau kompetensi karier. Sumber daya individu dapat diidentifikasikan sebagai rasa individu atas kemampuan mereka untuk mengendalikan dan mempengaruhi lingkungan, yang dapat digunakan untuk mencapai tujuan kariernya.
The effect analysis of mediation variable of task productivity on the self-efficacy and employees’ performance Soebandono, Annissa Chairum; Nilawati, Levi
Journal of Economics, Business, and Accountancy Ventura Vol. 19 No. 2 (2016): August - November 2016
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jebav.v19i2.587

Abstract

This research was conducted for analyzing the effect of mediating variable that is individual task proactivity as one of the proactivities of behavior towards the relationship between self-efficacy and the employees’ performance in the logistics companies of shipping the goods. It uses convenience sampling, which is a non-probability sampling method for getting the sample of 52 employees. They were divided into two divisions, namely infrastructure and quality assurance. The questionnaire consists of two parts, in which some were assessed by themselves and others that were assessed by the supervisor. They were analyzed using path analysis using analytical tools developed by Hayes, Preacher-Hayes with the simple mediation models. It was found that employees have self-efficacy, individual task proactivity, and relatively high performance, in which individual task proactivity can be a mediating variable on the effect self-efficacy on performance.
Iklim kerja yang etis dan intensi melakukan whistleblowing Nur, Ahmad Lidiono; Sulistyaningsih, Endang; Nilawati, Levi
Jurnal Manajemen Maranatha Vol 23 No 2 (2024): Jurnal Manajemen Maranatha
Publisher : Universitas Kristen Maranatha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.28932/jmm.v23i2.7817

Abstract

The purpose of this study is to examine the impact of an ethical work environment on the intention to report wrongdoing, with job satisfaction and self-efficacy as mediating factors, drawing from the Theory of Planned Behavior. The research was conducted at a state-owned bank, employing purposive sampling to gather data from 210 banking employees in Jakarta, Indonesia. Hypothesis testing utilized Structural Equation Modeling (SEM) with the Lisrel 8.80 program. The findings indicate that an ethical work climate has a positive influence on job satisfaction, self-efficacy, and whistleblowing intention. However, job satisfaction exerts a negative impact on whistleblowing intention, and therefore does not mediate the relationship between the ethical work environment and whistleblowing intention. Meanwhile, self-efficacy positively affects whistleblowing intention, but similarly does not mediate the relationship with ethical work climate. This study demonstrates that the intention to behave is the primary determinant of a person's actions and is not significantly influenced by the two tested mediating variables, following the Theory of Planned Behavior.
Co-Authors Arianto Budi Nugroho, Yohanes Budianto, Erin Darmoyo, Syarief Diana Purba, Sylvia Endang Sulistyaningsih Engelbertha Silalahi, Engelbertha Geat, Johan Lim Kii Gugup Kismono Hani Handoko Hartanto, Alysia Irenius Dwinanto Bimo Nugroho, Yohanes Arianto Budi Nur, Ahmad Lidiono Reni Rosari Silalahi, Engelbertha E. Soebandono, Annissa Chairum Sylvia Diana Purba Winstinindah Sandroto, Christine