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All Journal International Journal of Economics Development Research (IJEDR) Return : Study of Management, Economic and Bussines
Intan Ratna Wati
Universitas Diponegoro
Economics, Econometrics & Finance Social Sciences

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Analysis of HR Development on HR Competency and Performance Mediated by Readiness for Change in The Era of Industrial Revolution 4.0 Ananto Pramandhika; Intan Ratna Wati
International Journal of Economics Development Research (IJEDR) Vol. 5 No. 3 (2024): International Journal of Economics Development Research (IJEDR)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ijedr.v5i3.4559

Abstract

The Industrial Revolution is a condition that has an impact on various areas of life caused by global change. In the Industrial Era 4.0, cyber technology is combined with automatic technology. The implementation concept focuses on the concept of automation that technology carries out which in the end can minimize or even eliminate individual labor. The research problem is how to improve HR competency and performance through HR development and readiness for change. The aim of this research is to analyze the influence of HR development on readiness for change in improving HR competency and performance. The sample for this research is employees of PT. Indofood CBP Sukses Makmur, Tbk. Semarang Branch Instant Noodle Division, a total of 203 respondents. SEM analysis with AMOSS software was used to analyze the data. The results of the analysis showed that human resource development had an effect on readiness for change in increasing competence and readiness for change. These empirical findings indicate that human resource development has a significant positive effect on competence; HR development has a significant positive effect on HR performance; HR development has a significant positive effect on readiness for change; readiness for change has a significant positive effect on competency and readiness for change has a significant positive effect on HR performance.
The Influence of Servant Leadership and Organizational Climate on Employee Performance Through Affective Commitment as an Intervening Variabel (Study on Health Workers of Kumala Siwi Mijen Kudus Public Hospital) Rizkia Prima Rahayu; Intan Ratna Wati
Return : Study of Management, Economic and Bussines Vol. 2 No. 2 (2023): Return : Study of Management, Economic And Bussines
Publisher : PT. Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/return.v2i2.75

Abstract

Hospital is an integral part of the entire health care system that serves patients with various types of services. Health problems have a big role in improving people's standard of living. The spearhead of the hospital, namely health workers, consists of various professions that work collaboratively. Health worker performance refers to the extent to which health workers carry out their roles based on work expertise and efficiently achieve hospital goals. This study aims to examine how the influence of servant leadership and organizational climate on employee performance through affective commitment as an intervening variable. The research study was conducted at Kumala Siwi Mijen Kudus Public Hospital. The method used in this study is quantitative, namely using a representative sample to answer each statement submitted and using a questionnaire to collect research data. The research sample was 152 as health workers other than doctors at Kumala Siwi Mijen Public Hospital with a minimum working period of two years. The research analysis tool uses the AMOS 22.00 software with the SEM (Structural Equation Modeling) method. The results showed that servant leadership had no significant effect on the performance of health workers with a p-value of 0.689 (H1 was rejected). There is a significant influence of organizational climate on the performance of health workers with a p-value of 0.006 (H2 accepted). There is a significant influence of servant leadership on affective commitment with a p-value of 0.001 (H3 accepted). There is a significant influence of organizational climate on affective commitment with a p-value of 0.022 (H4 accepted). There is a significant effect of affective commitment on the performance of health workers with a p-value of 0.025 (H5 accepted). The conclusion is that affective commitment can be a mediating variable between servant leadership on the performance of health workers with an indirect effect value of 0.120 compared to a direct effect of 0.066. Then affective commitment does not mediate between organizational climate and the performance of health workers because the value of the direct effect is 0.318 greater, compared to the indirect effect of 0.073.
Co-Authors Ananto Pramandhika Rizkia Prima Rahayu