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All Journal Journal of Economic, Bussines and Accounting (COSTING) INVEST : Jurnal Inovasi Bisnis dan Akuntansi
Eny Nuraeni
Universitas Mayjen Sungkono
Economics, Econometrics & Finance

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MENAVIGASI MASA DEPAN: STRATEGI MANAJEMEN SUMBER DAYA MANUSIA YANG INOVATIF UNTUK ERA DIGITAL Ferawati Usman; Ulfa Rahmawati; Eny Nuraeni
Journal of Economic, Bussines and Accounting (COSTING) Vol 7 No 6 (2024): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/costing.v7i6.13204

Abstract

Penelitian ini mengeksplorasi dampak dari strategi manajemen SDM yang inovatif terhadap kinerja karyawan di PT. Borneo Bintang Pasifik, dengan fokus pada peran mediasi pengembangan kompetensi digital dan pengalaman karyawan. Dengan menggunakan pendekatan kuantitatif dan pemodelan persamaan struktural (SEM) dengan Smart PLS, data dikumpulkan dari sampel 70 karyawan melalui pengambilan sampel acak. Temuan menunjukkan bahwa pengembangan kompetensi digital secara signifikan memediasi hubungan antara strategi SDM yang inovatif dan kinerja karyawan (β = 0,496, p = 0,000), yang menekankan pentingnya peningkatan keterampilan dan literasi digital yang berkelanjutan untuk produktivitas tenaga kerja. Namun, efek mediasi dari pengalaman karyawan terhadap kinerja tidak signifikan (β = 0,020, p = 0,833), yang mengindikasikan bahwa keterlibatan dan kepuasan saja mungkin tidak secara langsung meningkatkan kinerja. Hasil ini menunjukkan bahwa meskipun praktik-praktik SDM yang inovatif berkontribusi pada pengalaman kerja yang positif, penyelarasan praktik-praktik ini dengan inisiatif pengembangan keterampilan yang ditargetkan sangat penting untuk mencapai hasil organisasi yang berkelanjutan. Studi ini memberikan wawasan praktis bagi para pemimpin SDM, menyoroti perlunya mengintegrasikan upaya pengalaman karyawan dengan program kompetensi digital untuk mengoptimalkan kinerja dan mempertahankan keunggulan kompetitif dalam lingkungan bisnis yang dinamis.
Between Loyalty and Integrity: The Paradox of Organizational Support and Employee Behavior in Healthcare Anna Kridaningsih; Ratna Agustina; Eny Nuraeni
INVEST : Jurnal Inovasi Bisnis dan Akuntansi Vol. 6 No. 1 (2025): INVEST : Jurnal Inovasi Bisnis dan Akuntansi
Publisher : Lembaga Riset dan Inovasi Al-Matani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55583/invest.v6i1.1194

Abstract

This research investigates the interplay between Perceived Organizational Support (POS), Organizational Identification (OI), Unethical Pro-Organizational Behavior (UPB), and Organizational Citizenship Behavior (OCB) among healthcare professionals at RSU Dr. Iskak, Tulungagung. Employing a quantitative methodology with Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS 4.0, data from 150 employees were analyzed to determine the direct and indirect effects of POS on workplace behaviors. The results indicate that POS significantly affects both UPB and OCB, with OI serving as a key mediating factor. Employees with a strong perception of organizational support tend to develop a heightened sense of identification with their organization, which in turn promotes discretionary behaviors, both constructive and ethically questionable. The study highlights that OI positively influences UPB, suggesting that employees with deep organizational attachment may justify unethical actions in pursuit of organizational objectives. Simultaneously, the positive indirect impact of OI on OCB affirms that a strong identification with the organization encourages voluntary prosocial behaviors. These findings emphasize the dual effects of organizational identification, reinforcing the necessity for organizations to cultivate employee commitment while instilling ethical leadership and well-defined behavioral standards. The practical implications suggest that healthcare institutions must establish clear ethical guidelines and reinforce leadership practices that support ethical conduct while fostering organizational loyalty.
Between Loyalty and Integrity: The Paradox of Organizational Support and Employee Behavior in Healthcare Anna Kridaningsih; Ratna Agustina; Eny Nuraeni
INVEST : Jurnal Inovasi Bisnis dan Akuntansi Vol. 6 No. 1 (2025): INVEST : Jurnal Inovasi Bisnis dan Akuntansi
Publisher : Lembaga Riset dan Inovasi Al-Matani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55583/invest.v6i1.1194

Abstract

This research investigates the interplay between Perceived Organizational Support (POS), Organizational Identification (OI), Unethical Pro-Organizational Behavior (UPB), and Organizational Citizenship Behavior (OCB) among healthcare professionals at RSU Dr. Iskak, Tulungagung. Employing a quantitative methodology with Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS 4.0, data from 150 employees were analyzed to determine the direct and indirect effects of POS on workplace behaviors. The results indicate that POS significantly affects both UPB and OCB, with OI serving as a key mediating factor. Employees with a strong perception of organizational support tend to develop a heightened sense of identification with their organization, which in turn promotes discretionary behaviors, both constructive and ethically questionable. The study highlights that OI positively influences UPB, suggesting that employees with deep organizational attachment may justify unethical actions in pursuit of organizational objectives. Simultaneously, the positive indirect impact of OI on OCB affirms that a strong identification with the organization encourages voluntary prosocial behaviors. These findings emphasize the dual effects of organizational identification, reinforcing the necessity for organizations to cultivate employee commitment while instilling ethical leadership and well-defined behavioral standards. The practical implications suggest that healthcare institutions must establish clear ethical guidelines and reinforce leadership practices that support ethical conduct while fostering organizational loyalty.
Co-Authors Kridaningsih, Anna Ratna Agustina Ulfa Rahmawati