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All Journal Jurnal Leverage, Engagement, Empowerment of Community (LeECOM) Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Social and Management Studies (IJOSMAS) Milestone: Journal of Strategic Management Feedforward: Journal of Human Resource Journal of Innovation Research and Knowledge Media Bina Ilmiah
Daniel Ong Kim Kui
Universitas Pelita Harapan
Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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PRESTASI KERJA BERBASIS KEDISIPLINAN, KEMAMPUAN KERJA, DAN PROFESIONALISME PEGAWAI NEGERI SIPIL DI SATUAN KERJA INSTANSI XYZ Fadhilah Agustya; Daniel Ong Kim Kui; Rudy Pramono
Journal of Innovation Research and Knowledge Vol. 4 No. 7: Desember 2024
Publisher : Bajang Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53625/jirk.v4i7.9082

Abstract

Human resources are the main asset in an organization because their contribution plays important role that can reflect the organization's achievements. In this way, an HR management process is needed so that organizational goals can be achieved, supported by a high level of work performance. In this research, the authors examine whether discipline, work ability and professionalism can influence work performance. This research is based on the author's curiosity about what factors influence work performance in government organizations, especially one of the work units at the XYZ Department which has 228 Civil Servants (PNS). This work unit is dominated by employees with relatively long working period and the phenomenon of declining work performance that occurred in first and second period in 2021 that was discovered. It is expected that this research will find factors that can significantly influence work performance. Questionnaires were used in the data collection process, and 163 respondents were obtained for the measurement process using SmartPLS software. The results show that discipline and work ability can have a positive and significant influence on increasing work performance. Meanwhile, professionalism does not show positive and significant influence on the work performance of civil servants as research subjects.
PENGARUH MOTIVASI INTRINSIK DAN MOTIVASI EKSTRINSIK TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA KARYAWAN DIVISI FARMASI RUMAH SAKIT XYZ Pamungkas, Yohanes Farrel; Ong Kim Kui , Daniel; Pramono, Rudy
Media Bina Ilmiah Vol. 19 No. 1: Agustus 2024
Publisher : LPSDI Bina Patria

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

Abstract

This research aims to identify the influence of intrinsic motivation and extrinsic motivation on employee performance with job satisfaction as an intervening variable. This research uses a quantitative method, where the data collection method is through a questionnaire process that is given online. The data collection technique used a purposive sampling technique where the respondents were employees of the Pharmacy Division of XYZ Hospital, Jakarta. The total sample for this research was 69 respondents. The statistical analysis method used in this research uses Smart PLS 4.0 software. Through the results of data processing, results are obtained 1) Intrinsic Motivation has a positive influence on Job Satisfaction, 2) Extrinsic Motivation has a positive influence on Job Satisfaction, 3) Intrinsic Motivation has a positive influence on Employee Performance, 4) Extrinsic Motivation has a positive influence on Employee Performance, 5) Job satisfaction does not have a positive influence on Employee Performance. 6) Intrinsic motivation does not have an indirect positive influence on employee performance through job satisfaction. 7) Extrinsic motivation does not have an indirect positive influence on employee performance through job satisfaction.
SETTLING INTERNAL STRENGTHS AND EXTERNAL DEPENDENCIES: A CONCEPTUAL FRAMEWORK INTEGRATING RDT AND RBV THEORIES FOR ORGANIZATIONAL SURVIVAL Kui, Daniel Ong Kim; Widjaja, Anton Wachidin; Pramono, Rudy
Milestone: Journal of Strategic Management Vol. 4 No 2 September 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ms.v4i2.8745

Abstract

The purpose of this study is to explore the integration of two mainstream theories of strategic management rooted in resource Dependency Theory (RDT) and Resource-Based View (RBV) in utilizing the internal strengths and external dependencies of companies. This study will explore the area of theory integration by using a literature review method that involves the collection, analysis and synthesis of influential publications on both theories, semi-systematic literature review is carried out with narrative analysis techniques. The results of the study provide a conceptual framework in understanding organizational strategy and to gain stability in managing the main sources of competitive advantage and dependency of the organization. Studies of how organizations are leveraging their internal strengths, and external dependencies can reveal improvement trends and under-explored areas in strategic management research. The implications of exploring the integration of these two key perspectives will enhance the prospect of using both theories together in strategic planning, organizational behavior and decision-making, and serve as an integration view for managers to engage in process utilization. Internal forces and external dependencies are rooted in two mainstream theories: Resource Dependency Theory (RDT) and Resource Based View (RBV). This study explores the area of integration of these theories using a literature review method that involves the collection, analysis, and synthesis of existing influential publications from both theories. The implications of this research provide a conceptual framework in understanding organizational strategy and to gain stability in managing the main sources of competitive advantage and dependency of the organization
Analisis Sistem Reward dan Punishment untuk Meningkatkan Motivasi Kerja dan Organizational Commitment Karyawan dengan Studi Kasus Pada PT XYZ [Analysis of Reward and Punishment to Increase Work Motivation and Organizational Commitment of Employees at XYZ Company] Christie, Olivia Brenda; Kui, Daniel Ong Kim; Huliselan, Juanna Judith
Feedforward: Journal of Human Resource Vol. 2 No. 2: September 2022
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v2i2.6007

Abstract

This study aims to determine the effect of reward and punishment on work motivation and organizational commitment of employees at PT XYZ company. This study uses quantitative methods and non-probability sampling techniques, where samples taken using purposive sampling totalling 130 employees. Data was collected using a questionnaire with a Likert scale which was then analyzed using the Partial Least Squares - Structural Equation Modeling (PLS-SEM) technique on SmartPLS 3.0 software. The results of the study prove that organizational commitment has no effect on employee motivation and performance, while employee empowerment and reward and punishment have a positive influence on employee motivation and performance. The importance of implementing employee empowerment and reward and punishment will create a high level of motivation and performance for employees if it is carried out according to employee expectations.Bahasa Indonesia Abstrak: Penelitian ini bertujuan untuk mengetahui pengaruh reward dan punishment terhadap motivasi kerja dan komitmen organisasi karyawan pada perusahaan PT XYZ. Penelitian ini menggunakan metode kuantitatif dan teknik non-probability sampling, di mana sampel yang diambil menggunakan purposive sampling yang berjumlah 130 karyawan. Pengumpulan data dilakukan menggunakan kuesioner dengan skala Likert yang kemudian dianalisis menggunakan teknik Partial Least Squares - Structural Equation Modeling (PLS-SEM) pada software SmartPLS 3.0. Hasil penelitian membuktikan bahwa komitmen organisasi tidak berpengaruh terhadap motivasi dan kinerja karyawan, sedangkan employee empowerment serta reward dan punishment memiliki pengaruh positif terhadap motivasi dan kinerja karyawan. Pentingnya implementasi employee empowerment dan reward dan punishment akan menciptakan tingkat motivasi dan kinerja yang tinggi terhadap karyawan jika dilakukan sesuai harapan karyawan.
Peran Transformational Leadership dan Job Satisfaction Terhadap Intention to Stay dengan Job Engagement sebagai Mediasi pada Karyawan PT XYZ [The Role of Transformational Leadership and Job Satisfaction on Intention to Stay with Job Engagement as Mediation for PT XYZ Employees] Heren, Langisa; Ong, Daniel
Feedforward: Journal of Human Resource Vol. 3 No. 1: April 2023
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v3i1.6720

Abstract

This research was conducted to determine the role of Transformational Leadership and Job Satisfaction on Intention to Stay with Job Engagement as Mediation for PT XYZ Employees. The high sense of intention to stay for PT XYZ employees to carry out their responsibilities as employees is influenced by the transformational leadership style, job satisfaction and job engagement. The research was carried out using quantitative research methods, with a judgment sampling technique in which respondents had to meet predetermined requirements as research respondents. Respondents in this study amounted to 130 respondents. The data collection technique uses a research instrument in the form of a questionnaire with a Likert scale of 1-5. The data obtained was then analyzed and processed using the Structural Equation Model (SEM) technique with SmartPLS 4.0 Software. Based on the research conducted, it can be concluded that transformational leadership has a positive effect on job engagement, job satisfaction has a positive effect on job engagement, transformational leadership has a positive effect on intention to stay mediated by job engagement, and job satisfaction has a positive effect on intention to stay mediated by job engagement. This research has benefits for companies in being able to maintain and improve transformational leadership, job satisfaction, and job engagement in order to increase employees' intention to stay, as well as become a reference for further research.Bahasa Indonesia Abstrak: Penelitian ini dilakukan untuk mengetahui peran transformational leadership dan job satisfaction terhadap intention to stay dengan job engagement sebagai mediasi pada Karyawan PT XYZ. Tingginya rasa intention to stay pada karyawan PT XYZ untuk tetap melakukan tanggung jawabnya sebagai karyawan dipengaruhi oleh gaya kepemimpinan transformational leadership, job satisfaction dan job engagement. Penelitian dilakukan dengan metode penelitian kuantitatif, dengan teknik judgment sampling di mana responden harus memenuhi syarat yang telah ditentukan sebagai responden penelitian. Responden dalam penelitian ini berjumlah  130 responden. Teknik pengumpulan data menggunakan instrumen penelitian berupa kuesioner dengan skala Likert 1-5. Data yang diperoleh kemudian dianalisis dan dilakukan pengolahan menggunakan teknik Structural Equation Model (SEM)  dengan Software SmartPLS 4.0 Berdasarkan penelitian yang dilakukan, dapat disimpulkan bahwa transformational leadership berpengaruh positif terhadap job engagement, job satisfaction berpengaruh positif terhadap job engagement, transformational leadership berpengaruh positif terhadap intention to stay yang dimediasi oleh job engagement, dan job satisfaction berpengaruh positif terhadap intention to stay yang dimediasi oleh job engagement. Penelitian ini memiliki manfaat bagi perusahaan untuk dapat mempertahankan dan meningkatkan gaya kepemimpinan transformational leadership, job satisfaction, dan job engagement guna meningkatkan rasa intention to stay pada karyawan, serta menjadi referensi untuk penelitian selanjutnya.
PENGARUH JOB INVOLVEMENT DAN JOB CHARACTERISTICS TERHADAP JOB OUTCOME MELALUI WORK ENGAGEMENT SEBAGAI VARIABEL MEDIASI PADA KARYAWAN PT XYZ [THE EFFECT OF JOB INVOLVEMENT AND JOB CHARACTERISTICS ON JOB OUTCOMES THROUGH WORK ENGAGEMENT AS A MEDIATING VARIABLE IN PT XYZ EMPLOYEES] Anam, Yeninda Yaumil; Ong, Daniel
Feedforward: Journal of Human Resource Vol. 4 No. 1: April 2024
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v4i1.7568

Abstract

The purpose of this research is to determine the effect of 1) Job Involvement on Job Outcome; 2) Job Involvement towards Work Engagement; 3) Job Characteristics on Job Outcomes; 4) Job Characteristics on Work Engagement; 5) Work Engagement towards Job Outcomes; 6) Work Engagement as a mediating variable between Job Involvement and Job Outcome; and 7) Work Engagement as a mediating variable between Job Characteristics and Job Outcomes. The respondents to this research are employees who work at PT. XYZ. The method used in this research is a quantitative method, using data collection in the form of an online questionnaire. The data collection technique in this research uses a non-probability sampling technique with a convenience sampling method, where the respondents are only employees who work at PT. XYZ. The number of samples used in this research was 200 respondents. Statistical data analysis in this research uses Structural Equation Modeling where data processing uses the SmartPLS 3.2.9 application. The results obtained from this research are 1) Job Involvement has a positive effect on Job Outcome; 2) Job Involvement has a positive effect on Work Engagement; 3) Job Characteristics have a positive effect on Job Outcomes; 4) Job Involvement has a positive effect on Work Engagement; 5) Work Engagement has a positive effect on Job Outcome; 6) Job Involvement has a positive influence on Job Outcomes through Work Engagement as a mediating variable; and 7) Job Characteristics have a positive influence on Job Outcomes through Work Engagement as a mediating variable.Bahasa Indonesia Abstrak: Tujuan dari penelitian ini untuk mengetahui pengaruh 1) Job Involvement terhadap Job Outcome, 2) Job Involvement terhadap Work Engagement, 3) Job Characteristics terhadap Job Outcome, 4) Job Characteristics terhadap Work Engagement, 5) Work Engagement terhadap Job Outcome, 6) Work Engagement sebagai variabel mediasi antara Job Involvement terhadap Job Outcome, 7) Work Engagement sebagai variabel mediasi antara Job Characteristics terhadap Job Outcome. Responden dari penelitian ini adalah karyawan yang bekerja di PT XYZ. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif, dengan menggunakan pengumpulan data berupa kuesioner secara online. Teknik pengambilan data dalam penelitian ini menggunakan teknik nonprobability sampling dengan metode convenience sampling, dimana responden hanyalah karyawan yang bekerja di PT XYZ. Jumlah sampel yang digunakan dalam penelitian ini adalah 200 responden. Analisis data statistik dalam penelitian ini adalah menggunakan Structural Equation Modelling dimana pegolahan data menggunakan aplikasi SmartPLS 3.2.9 Hasil yang diperoleh dari penelitian ini adalah 1) Job Involvement berpengaruh positif terhadap Job Outcome, 2) Job Involvement berpengaruh positif terhadap Work Engagement, 3) Job Characteristics berpengaruh positif terhadap Job Outcome, 4) Job Involvement berpengaruh positif terhadap Work Engagement, 5) Work Engagement berpengaruh positif terhadap Job Outcome, 6) Job Involvement memiliki pengaruh positif terhadap Job Outcome melalui Work Engagement sebagai variabel mediasi, 7) Job Characteritics memiliki pengaruh positif terhadap Job Outcome melalui Work Engagement sebagai variabel mediasi.
Co-Authors Adriani Ajeng Dewi Putri Prabowo Alatas, Thania Anam, Yeninda Yaumil Anton Wachidin Widjaja Christie, Olivia Brenda Fadhilah Agustya Heren, Langisa Hutabarat, Zoel Innocentius Bernarto, Innocentius Juanna Judith Huliselan, Juanna Judith Luki Arlita Anggraini Pamungkas, Yohanes Farrel Pramono, Rudy Yohana F. Cahya Palupi Meilani