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<![CDATA[KEPEMIMPINAN TRANSFORMASIONAL PADA ORGANIZATIONAL CITIZENSHIP BEHAVIOR DAN KOMITMEN AFEKTIF ]]>
<![CDATA[Heru Kurnianto Tjahjono]]>;
<![CDATA[Fajar Prasetyo]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ Jurnal Manajemen dan Pemasaran Jasa Vol. 11 No. 2 (2018): September ]]>
Publisher : <![CDATA[Lembaga Penerbit Fakultas Ekonomi dan Bisnis ]]>
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DOI: 10.25105/jmpj.v11i2.2771
<![CDATA[The aims of this study are to explore a number of antecedents that affect the organizational citizenship behavior. The antecedent of organizational citizenship behavior is transformational leadership while affective commitment serves as a mediation variable. The respondents in this research are lecturers at private universities in Special Province of Yogyakarta Province. The number of samples used is 145 respondents by using purposive sampling. The analytical technique used in this study is Structural Equation Modeling (SEM). Based on the analysis, the influence of transformational leadership on the behavior of organizational citizenship is positively significant while transformational leadership to the affective commitment has significant positive effects, and the same also for affective commitment to behavior organizational citizenship which has a significant positive effect. The results of this study explain the phenomenon of organizational citizenship behavior among the lecturers which is increasingly demanding profession. The role of transformational leadership and affective commitment of lecturers are also becoming increasingly important.]]>
<![CDATA[The Effect of Organizational Justice on Desire to Change Jobs: Organizational Citizenship Behavior (OCB) as a Variable ]]>
<![CDATA[Muhammad Afif Setiawan]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ Jurnal Syntax Transformation Vol 3 No 11 (2022): Jurnal Syntax Transformatin ]]>
Publisher : <![CDATA[CV. Syntax Corporation Indonesia ]]>
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DOI: 10.46799/jst.v3i11.642
<![CDATA[Human resource management is an important task that must be performed on an ongoing basis. Part of the reason is that human resources are fundamental to driving business growth. This study aims to examine and analyze the effect of organizational justice on the desire to change jobs mediated by Organizational Citizenship Behavior (OCB). The study was conducted on employees of a manufacturing company located in Cikarang, Bekasi Regency with a total sample of 59 respondents. Data was collected by distributing questionnaires with a Likert Scale of 1-6. Data analysis using quantitative method PLS-SEM (Partial Least Square-Structural Equation Modeling) with the help of Smart PLS software. The results showed that procedural justice had a negative and significant effect on the desire to change jobs. Interactional justice has a positive and significant effect on the desire to change jobs. Distributive justice and procedural justice both have a positive and significant effect on OCB, but not on interactional justice which shows a positive and insignificant effect on OCB. OCB has a negative and significant effect on the desire to change jobs. OCB also proved unable to mediate the relationship of the three dimensions of organizational justice (distributive justice, procedural justice and interactional justice) to the desire to change jobs.]]>
<![CDATA[Analisis pengaruh kepemimpinan transformasional dan pelatihan terhadap kinerja karyawan melalui kepuasan kerja hotel ]]>
<![CDATA[RR. Anggraeni Rahma Safarina]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ KINERJA Vol 19, No 3 (2022): Agustus ]]>
Publisher : <![CDATA[Faculty of Economics and Business Mulawarman University ]]>
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DOI: 10.30872/jkin.v19i3.11502
<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan transformasiomal dan pelatihan terhadap kinerja karyawan melalui kepuasan kerja di Hotel Ros In Yogyakarta. Metode pengumpulan data menggunakan kuesioner. Sampel sekaligus responden sebanyak 82 karyawan. Metode analisis menggunakan Structural Equation Modeling (SEM), Smart PLS v.2.0. Hasil penelitian menunjukkan bahwa, pertama, ada pengaruh yang signifikan dari kepemimpinan transformasional terhadap kinerja karyawan. Kedua, ada pengaruh yang signifikan dari Pelatihan terhadap kinerja karyawan. Ketiga, ada pengaruh yang signifikan dari kepemimpinan terhadap kepuasan kerja. Keempat, ada pengaruh yang signifikan dari pelatihan terhadap kepuasan kerja. Kelima, ada pengaruh yang signifikan dari kepuasan kerja terhadap kinerja karyawan. Keenam, kepuasan kerja terbukti memdiasi hubungan antara kepemimpinan transformasional dan kinerja karyawan. Ketujuh, kepuasan kerja terbukti memdiasi hubungan antara pelatihan dan kinerja karyawan. Manfaat dari penelitian ini yaitu untuk meningkatkan kinerja karyawan dan mengetahui faktor yang mempengaruhi kinerja karyawan di perusahaan, terutama yang berkaitan dengan kepemimpinan transformasiomal, pelatihan dan kepuasan kerja.]]>
<![CDATA[Peran work generation sebagai variabel moderator hubungan antara job burnout dan komitmen organisasional terhadap kinerja karyawan ]]>
<![CDATA[Bayu Sulistiyanto]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ FORUM EKONOMI Vol 24, No 3 (2022): Juli ]]>
Publisher : <![CDATA[Faculty of Economics and Business Mulawarman University ]]>
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DOI: 10.30872/jfor.v24i3.11275
<![CDATA[Penelitian ini bertujuan untuk mengetahui dan menganalisis job burnout terhadap kinerja karyawan; untuk mengetahui dan menganalisis komitmen organisasional terhadap kinerja karyawan; untuk mengetahui dan menganalisis job burnout terhadap cyberloafing; untuk mengetahui dan menganalisis komitmen organisasional terhadap cyberloafing; untuk mengetahui dan menganalisis cyberloafing terhadap kinerja karyawan; untuk mengetahui dan menganalisis cyberloafing memediasi hubungan antara job burnout terhadap kinerja karyawan; untuk mengetahui dan menganalisis cyberloafing memediasi hubungan antara komitmen organisasional terhadap kinerja karyawan; untuk mengetahui dan menganalisis work generation memoderasi hubungan antara job burnout dan cyberloafing; untuk mengetahui dan menganalisis work generation memoderasi hubungan antara komitmen organisasional dan cyberloafing. Pendekatan penelitian yang digunakan oleh peneliti dalam penelitian ini adalah pendekatan kuantitatif untuk membuktikan hipotesis penelitian. Populasi yang digunakan adalah seluruh karyawan Universitas Islam Indonesia. Teknik pengambilan sampel menggunakan convenience sampling. Convenience sampling adalah sebagai kumpulan informasi dari anggota-anggota populasi yang mudah diperoleh dan mampu menyediakan informasi tersebut. Alat analisis yang digunakan dengan SEM PLS. Hasil penelitian menunjukkan bahwa terdapat pengaruh negative job burnout terhadap kinerja karyawan; terdapat pengaruh positif komitmen organisasi terhadap kinerja karyawan; terdapat pengaruh positif job burnout terhadap Cyberloafing; terdapat pengaruh negative Komitmen Organisasi terhadap Cyberloafing; terdapat pengaruh positif cyberloafing terhadap kinerja karyawan; cyberloafing tidak memediasi pengaruh job burnout terhadap kinerja karyawan; Cyberloafing tidak memediasi pengaruh komitmen organisasional terhadap kinerja karyawan; Work generation tidak memoderasi hubungan antara job burnout dan cyberloafing; Work generation memoderasi hubungan antara komitmen organisasional dan cyberloafing.]]>
<![CDATA[Effect of Work-Life Balance and Person-Organization Fit on Organizational Citizenship Behavior through Organizational Commitment on Employees of PT. Baba Rafi Indonesia ]]>
<![CDATA[Mohammad Arif Andrianto]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ TIJAB (The International Journal of Applied Business) Vol. 7 No. 1 (2023): APRIL 2023 ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/tijab.v7.I1.2023.39076
<![CDATA[Background: Well-managed human resources can be a competitive advantage for organizations. The step to creating competitive resources is organizational citizenship behavior. Organizational citizenship behavior can be obtained for every organization if employees have organizational commitment which is influenced by work-life balance and person-organization fit. Objective: This study aims to examine and analyze the effect of work-life balance and person-organization fit on organizational citizenship behavior through organizational commitment. Method: The research was conducted on employees of PT. Baba Rafi Indonesia located in Sidoarjo, East Java, and the Special Capital Region of Jakarta with a sample of 108 respondents. The analytical tool used is the Partial Least Square (PLS) quantitative method. Results: The results showed that: (1) work-life balance has a significant positive effect on organizational commitment; (2) person-organization fit has a significant positive effect on organizational commitment; (3) work-life balance has a significant positive effect on organizational citizenship behavior; (4) person-organization fit has a significant positive effect on organizational citizenship behavior; (5) organizational commitment has a significant positive effect on organizational citizenship behavior; (6) work-life balance has a significant positive effect on organizational citizenship behavior through organizational commitment; and (7) person-organization fit has a significant positive effect on organizational citizenship behavior through an organizational commitment to employees of PT. Baba Rafi Indonesia. Conclusion: Work-life balance and person-organization fit affect organizational citizenship behavior through an organizational commitment to employees of PT. Baba Rafi Indonesia. Keywords: organizational citizenship behavior; organizational commitment; person-organization fit; work-life balance]]>
<![CDATA[High Performance of Human Resource Practice Towards Work Engagement: A Practice at a Government Public Office ]]>
<![CDATA[Agung Prasetyo]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ JBTI : Jurnal Bisnis : Teori dan Implementasi Vol 14, No 1 (2023): April 2023 ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Yogyakarta ]]>
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DOI: 10.18196/jbti.v14i1.18361
<![CDATA[This study aims to examine and analyze the effect of high-performance human resource practice on work engagement in the Secretary Office of the Regional House of the Representatives City of Dumai by using indicators of high-performance human resource practices, which consist of extensive training, employment security, participation and communication, selection and recruitment, and reward and compensation as independent variables. This quantitative research had a total sampling technique of 100 respondents. Data was collected by distributing questionnaires which were then processed using the IBM SPSS 26 application. The results indicated that the variables of extensive training, selection and recruitment, and reward and compensation had a positive and significant impact on work engagement. At the same time, the variable employment security had a positive but insignificant impact on work engagement. The variable of participation and communication had a negative but insignificant impact on work engagement.]]>
<![CDATA[Program Pengembangan Kompetensi Karyawan Melalui Coaching dan Mentoring Sebagai Upaya Peningkatan Kinerja Karyawan:Kasus pada Lembaga Administrasi Negara Republik Indonesia ]]>
<![CDATA[Zanuba Arrasyi Khonsa]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ Innovative: Journal Of Social Science Research Vol. 3 No. 4 (2023): Innovative: Journal Of Social Science Research ]]>
Publisher : <![CDATA[Universitas Pahlawan Tuanku Tambusai ]]>
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DOI: 10.31004/innovative.v3i4.4469
<![CDATA[Lembaga Administrasi Negara Republik Indonesia dalam mewujudkan visi dan misi instansi menyelenggarakan kegiatan pengembangan kompetensi yaitu program coaching dan mentoring. Penelitian ini bertujuan untuk mengetahui pengaruh coaching dan mentoring terhadap kinerja karyawan. Penelitian ini menggunakan metode kualitatif deskriptif dengan sumber data berupa data primer dan wawancara. Berdasarkan penelitian maka diperoleh hasil diantaranya ASN memiliki tingkat standar kompetensi jabatan. LAN RI telah menjalankan program coaching dan mentoring sesuai peraturan yang dimana program tersebut diberikan berdasarkan hasil evaluasi kinerja dan tingkat standar kompetensi jabatan karyawan. Berdasarkan pada hasil penelitian maka diperoleh kesimpulan bahwa program coaching dan mentoring dapat menunjukkan kontribusi kinerja karyawan terhadap kinerja organisasi termasuk kinerja unit dan departemen, memberikan pengaruh pada peningkatan pengetahuan dan keahlian karyawan, serta dapat meningkatkan motivasi kerja melalui kerja tim dan diskusi. Coaching dan mentoring juga dapat menjalin relasi yang berpengaruh pada pengembangan karier karyawan.]]>
<![CDATA[PENGARUH REWARD DAN PUNISHMENT TERHADAP KINERJA KARYAWAN MELALUI DISIPLIN KERJA SEBAGAI VARIABEL INTERVENING: STUDI KASUS PT JUMBO POWER INTERNATIONAL ]]>
<![CDATA[Anisya Chaerunisa Sakinah]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ Cerdika: Jurnal Ilmiah Indonesia Vol. 4 No. 1 (2024): Cerdika : Jurnal Ilmiah Indonesia ]]>
Publisher : <![CDATA[Publikasi Indonesia ]]>
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DOI: 10.59141/cerdika.v4i1.738
<![CDATA[Penelitian ini bertujuan untuk mengetahui pengaruh reward dan punishment terhadap kinerja karyawan melalui disiplin kerja sebagai variabel intervening. Penelitian ini dilakukan pada PT Jumbo Power International dengan jumlah 78 responden. Analisis data menggunakan metode kuantitatif SEM-PLS dengan software Smart PLS 4.0. Berdasarkan hasil uji dan analisis data pada penelitian ini ditemukan bahwa 1) reward berpengaruh positif dan signifikan terhadap kinerja karyawan, 2) punishment tidak berpengaruh positif dan signifikan terhadap kinerja karyawan, 3) disiplin kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, 4) reward tidak berpengaruh positif dan signifikan terhadap disiplin kerja, 5) punishment berpengaruh positif dan signifikan terhadap disiplin kerja, 6) disiplin kerja tidak dapat memediasi reward terhadap kinerja karyawan, 7) disiplin kerja dapat memediasi punishment terhadap kinerja karyawan.]]>
<![CDATA[The Effectiveness Of Human Resource Management In Improving Employee Performance At PT. Nafac Mitra Utama ]]>
<![CDATA[Muhammad Zidan]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ Asian Journal of Management, Entrepreneurship and Social Science Vol. 3 No. 04 (2023): November, Asian Journal of Management, Entrepreneurship and Social Science ]]>
Publisher : <![CDATA[Cita Konsultindo Research Center ]]>
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<![CDATA[This internship report discusses matters related to the effectiveness of human resource management (HRM) in improving employee performance at PT. Nafac Mitra Utama. This study utilizes the theory of strategic human resource management, which focuses on enhancing the effectiveness of HRM implementation in the company. PT. Nafac Mitra Utama is a company operating in the field of construction, particularly technical consulting. This research adopts a qualitative approach with a descriptive method through interviews and direct observations. The conclusion of this study is that PT. Nafac Mitra Utama has implemented several strategic human resource management practices, as evidenced by how the company manages its human resources to enhance effectiveness and employee performance. Some of the strategic human resource management efforts undertaken include providing regular training and development, implementing effective communication within the company, offering both financial and non-financial compensation to employees, promoting job advancements, enhancing employee commitment, improving performance monitoring and evaluation systems, establishing health and safety procedures, and creating a harmonious work environment.]]>
<![CDATA[The Effect of Workload on the Performance of Nurses at Muslimat Ponorogo Hospital: Work Engagement and Job Satisfaction as Intervening Variables ]]>
<![CDATA[Veprilia Permata Dewi]]>;
<![CDATA[Majang Palupi]]>
<![CDATA[ Business and Investment Review Vol. 2 No. 2 (2024) ]]>
Publisher : <![CDATA[CV. Lenggogeni Data Publishing ]]>
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DOI: 10.61292/birev.95
<![CDATA[Abstract This research was purposed to analyze the relation between workload and nurse performance at Muslimat Hospital Ponorogo with work engagement and job satisfaction as intermediary variables. The method used in the research is quantitative with two-stage multiple linear regression as a measuring tool. The number of samples used in the research was 50 nurses at the Muslimat Hospital Ponorogo with various criteria of gender, age, length of work and different educational backgrounds. The research results show that workload directly has a positive and significant effect on performance, workload directly has a positive and significant effect on work engagement, while workload directly has no significant effect on nurse satisfaction. The relationship between work engagement and performance directly and job satisfaction has a significant effect. Meanwhile, work engagement and job satisfaction are considered not to be able to significantly mediate workload on nurse performance.]]>
