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All Journal Bisnis Net : Jurnal Ekonomi dan Bisnis
Simbolon, Safii
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Economics, Econometrics & Finance

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INTEGRATING KNOWLEDGE MANAGEMENT AND CHANGE: EXPLORING SECI MODEL APPLICATIONS IN SME’s AND MODERN ORGANIZATIONS Ritonga, Ricky Rafii; Ernanda, Yovie; Simbolon, Safii
Bisnis-Net Vol 7, No 2: DESEMBER 2024
Publisher : Universitas Dharmawangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46576/bn.v7i2.5534

Abstract

Knowledge management is a crucial element in ensuring organizational sustainability amid rapid changes. The SECI framework (Socialization, Externalization, Combination, Internalization) provides a strategic approach to creating, managing, and utilizing knowledge to support organizational transformation. This paper explores the application of the SECI model in knowledge management, the handling of tacit and explicit knowledge, and the role of technology as a catalyst for change. Through case studies of manufacturing companies, batik-based SMEs, and educational technology start-ups, the paper demonstrates how effective knowledge management enhances operational efficiency, drives innovation, and strengthens competitiveness. Furthermore, it offers practical recommendations for large organizations, SMEs, academia, and governments to adopt sustainable knowledge management strategies. The findings emphasize that integrating the SECI model with modern technology, supported by cross-sector collaboration, enables organizations to adapt and innovate in the face of change. Knowledge management serves not only as an internal organizational asset but also as a strategic tool for creating value and delivering positive impacts for both organizations and society.
JOB SATISFACTION: DETERMINANTS AND ITS IMPLICATIONS IN HUMAN RESOURCE MANAGEMENT Ernanda, Yovie; Ritonga, Ricky Rafii; Simbolon, Safii
Bisnis-Net Vol 8, No 1: JUNI 2025
Publisher : Universitas Dharmawangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46576/bn.v8i1.5602

Abstract

Job satisfaction is a fundamental concept in Human Resource Management (HRM) that profoundly impacts employee behavior, organizational productivity, and overall performance. It reflects employees’ emotional and psychological attitudes toward their job, influenced by various intrinsic and extrinsic factors. This article aims to comprehensively explore the determinants of job satisfaction, its relationship with individual and organizational performance, and effective strategies to enhance it. Intrinsic factors, such as the meaningfulness of tasks, recognition, and opportunities for professional growth, significantly contribute to positive job satisfaction. Additionally, extrinsic factors like competitive compensation, a supportive work environment, and harmonious interpersonal relationships further strengthen employees' attachment and commitment to their roles. The analysis highlights how job satisfaction drives higher productivity, reduces absenteeism, and minimizes turnover rates. Conversely, dissatisfaction can lead to disengagement, increased stress, and higher operational costs due to frequent employee replacements.To address these challenges, the article proposes several strategies, including fostering open communication, implementing robust career development programs, offering fair rewards and recognition, and ensuring work-life balance through flexible work policies. By adopting these approaches, organizations can cultivate a motivated and loyal workforce, thereby enhancing long-term sustainability and competitiveness.
Co-Authors Ricky Rafii Ritonga Yovie Ernanda