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All Journal Journal of Business and Management Gadjah Mada International Journal of Business Jurnal Sosioteknologi Journal of Innovation, Business and Entrepreneurship EMBISS: Jurnal Ekonomi, Manajemen, Bisnis, Sosial Journal Integration of Management Studies
Adita Pritasari
School Of Business And Management, Institut Teknologi Bandung
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Engineering Social Sciences

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ANALYSIS OF QUEUING SYSTEM AT IMMIGRATION OFFICE CLASS II CIREBON Fatima, Fatima; Pritasari, Adita
Journal of Business and Management Vol 6, No 3 (2017)
Publisher : Journal of Business and Management

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Abstrack. In daily activities, people often meet with queuing activity. Queue that often found is payment at mall cashier, buying a movie ticket at CGV, public toilet, Toll exit payment, and queuing at Teller Bank. The queuing line also happens in process making of passport. Passport is an official document issued by an authorized official of a country which contains the identity of the holder and is applicable to travel between countries. The passport is processed at the immigration office. The Immigration Office is a technical implementing unit performing the functions of the Directorate General of Immigration in a certain area or city and an Immigration Office may serve one or more districts and municipalities (General of Immigration, 2014). Immigration office class II Cirebon serves at least 4 districts and municipalities around Cirebon, like Cirebon, Indramayu, Kuningan, and Majalengka. Because of that, there is a long queue line of making a regular passport at the immigration office class II Cirebon. Long queue line can be seen in the taking queue numbers of customer service counters and interview and photo counter of the applicants until served. Waiting room capacity also cannot accommodate the numbers of registered applicants, so that many of them waiting in the parking area and canteen area of immigration office class II Cirebon until served. This research has a purpose of analyzing the queuing system of making regular passport at immigration office class II Cirebon. Queuing system used at immigration office class II Cirebon is model B (M / M / S). The process of data analysis using Microsoft Excel. Data from this research is obtained from the interview and observation. The results of this study indicate that the performance of the queuing system that is used today is not optimal because there are still many customers who queue especially at the interview and photo counters because they must wait for 36 minutes from the maximum standard of waiting 20 minutes. Therefore, the researcher suggests adding one more counter at the interview and photo counters so that the average customer time to wait becomes 14 minutes. Another suggestion is to make the information center counter because in April 2017 the average percentage of applicants who were rejected at the customer service counter by 31%.Keywords: Immigration office class II Cirebon, queuing system, model B (M/M/S).
UNDERSTANDING THE EFFECTIVENESS OF USING COSPLAY TO RAISE BRAND ATTRACTIVENESS IN INDONESIA’S COMIC INDUSTRY Agusta, Muhammad Radian; Pritasari, Adita
Journal of Business and Management Vol 6, No 3 (2017)
Publisher : Journal of Business and Management

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Abstract. Creative Industries refers to a range of economic activities which are concerned with the generation or exploitation of knowledge and information. People suggests that "human creativity is the ultimate economic resource” and "the industries of the twenty-first century will depend increasingly on the generation of knowledge through creativity and innovation”. Indonesia’s creative industry, specifically comic industry, have been on a more stable rise nowadays. Cosplay become a common phenomenon in Indonesia. Cosplay itself is an act in which people wear costume and accessories to represent specific characters. The practitioners are called cosplayer. This research is intended to understand the effectiveness of using cosplay to raise brand attractiveness. This research uses in-depth interview, to gain information regarding the topic from selected informants of three categories: creator/publisher, cosplayer, and customer. It was found that this method is indeed effective and there are factors supporting it such as: cosplay attracts people’s attention/visitor, profile of the cosplayer, the similarity between the cosplayer and the character, and the design of the character itself. This research will hopefully give insight to any industry considering to use this method. Keywords:  cosplay, comic, comic character, creative industry, brand attractiveness 
The Best Practices Of People Development System For Startup Company: Case Study Of Survived Startups in Bandung Keukeu Gustine, Izky; Pritasari, Adita
Journal of Innovation, Business and Entrepreneurship Vol 3, No 1 (2018)
Publisher : Journal of Innovation, Business and Entrepreneurship

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Abstract. Nowadays many startup companies in Indonesia are growing. The growth and development of startup companies have a positive effect on the country's economic development by creating jobs. Bandung is one of the cities in Indonesia with the many startup growing that are behind the creative industry. Even though many startups can grow up successfully, however,there is also Startup that cannot sustain and must end up with failure. One of the causes of startup failures is the lack of handling of human resources, especially in people development. Whereas people have the main role to develop the company. Moreover, the limited human resources in startup companies make management as if not important. When a startup company cannot develop their people, the company is ready to fail. Responding to the problem, this research was conducted to explore how to develop people at a startup company based on best practices in startup companies located in Bandung city. This study uses qualitative data analysis and semi-structured interviews, exploring how startup companies successfully to developed people used of human resource management concepts and experience from startup company owners. Human Resource Management used consists of four stages to describe the development of the company. The Recruitment and Selection stage explain how the companies look for prospective employees, the criteria needed and their selection. For the Training and Developing Employees stage, described the practices used by startup companies for employees to grow. Then for the Performance Appraisal stage, explained about practices that are suitable to be used to measure performance and action on the performance. Whereas in the Remuneration stage is shown the salary system and facilities provided in startup companies. In addition, there is a description of the experience in the form of tips taken by startup company owners when they fail in running their company. Startup companies in Indonesia can use these people development practices for startup companies to sustain or failure, as these practices have been used by seven startup companies in Bandung with different industry types. Keyword: Bandung, HRM, People Development, Startup
Identifying Major Factors That Motivate Students Volunteer In A Non-Profit Organization: A Case Study At PAS-ITB (Pembinaan Anak-Anak Salman - Institut Teknologi Bandung) Dwiyanti, Natalia; Pritasari, Adita
Journal of Business and Management Vol 9, No 1 (2020)
Publisher : Journal of Business and Management

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Pembinaan Anak-Anak Salman - Institut Teknologi Bandung – also known as PAS-ITB – is one of many nonprofit organizations in Bandung. PAS-ITB has established in 1982 and engaged in the field related to children education. Since 10 years after it was formed, PAS-ITB cannot accept all participants because it considers that participation from volunteers is still lacking. It can be seen from the less interest and high turnover. For this research, researcher uses the qualitative research method which data is gained through a semi-structured interview and participative observation. The result will be analyzed using coding method. The interview was done by interviewing 15 informants that consist of active members, alumnus, and ex- members. Researcher use motivation factors in non profit organization as the framework of the interview. The factors that influence to increase member motivation are altruism, egoism, reward, social relationship, leisure, and career development. The research, proven that six of the motivation factors in non profit organization exist in PAS-ITB. This research also found new factors that influence member motivation to join non profit organization, especially in PAS-ITB. These factors are belief, creative environment, leadership style, manage organization, motivated environment, organization rule, and distance. After the researcher interpreted the data, it can know that the dominant factors that influence member motivation in PAS-ITB are egoistic motivation, social relationship motivation, career development motivation, leisure motivation and organization rule. By known the dominant factors that influence motivation in PAS-ITB, directors can make programs that support member needs as their factors.
Identifying The Work Motivational Factors In NGOs For Millennials & Generation Z (Study Case: Five NGO’S In Bandung) Sopana, Wijang Praba; Pritasari, Adita
Journal of Business and Management Vol 9, No 1 (2020)
Publisher : Journal of Business and Management

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Motivation for someone to work is to obtain financial benefits, while people that working in NGOs should have social factors as their main motivation. Nowadays is the time for millennials and generation z to work. Millennials and generation z’s are the generation that has a lower social concern than the previous generation and is also a generation that that considers that profits are measured by financial measures. The reality is that at present, in Indonesia the number of NGOs and NGO members from the millennial generation continues to grow. The results are two contradictory matters. Therefore, this research tries to identify the determinants of work motivation for NGO workers in Bandung. Some selected NGOs are Environment, Law and Legal, Child Care, Health, and Social Entrepreneur NGOs. Data were collected by quantitative methods through a survey method by questionnaire and the result was proceeded by using factor analysis method to find the most dominant factor. Motivation factors for NGO workers are obtained from various experts and summarized into Self-Development, Self-Satisfaction, Humanitarian, Social Relations, Work Security, and Reward. After doing the analysis factor process and labeling for each new factor, five new factors emerge, namely rewards and work benefit, internal-orientation, development in self and society, external-orientation, and self-actualization and the main motivational factor is the reward and work benefits, and this was different from the first hypothesis that is due to social factors. This research will be useful for NGOs as data to make decisions about work motivation issues for millennials and generation z’s to improve performance and reduce turnover. 
Identify Positive Dominant Factors of Employee Loyalty On Generation X and Millennial: Case Study of State-Owned Enterprise In Bandung Nanda Putri, Assyifa Fauziah; Pritasari, Adita
Journal of Business and Management Vol 8, No 3 (2019)
Publisher : Journal of Business and Management

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The recent condition for workforce in most of companies today were dominated by two generations which are Generation X and Millennial. Researcher interested to learn the difference factors that influenced loyalty of employees because employee loyalty played an important role for the continuity of a company to adjust to changes. State-Owned Enterprise or BUMN (Badan Usaha Milik Negara) has a vital role for the economy and national income of the country. In the face of the industrial era 4.0, the State-Owned Enterprise is currently encouraged to make transformation in the field of human resource by starting to attract Millennial to enter SOE companies. This condition leads to retirement of baby boomers, Generation X replaced them and started to move into management positions, and Millennial are starting to get into the workforce and increase rapidly in the organization. Bandung has a high population of Millennial who are aged 20-38 by 900,833 people and for Generation X who are aged 39-53 are 684,460 people. Therefore, SOE companies especially in Bandung need to understand the difference for each generation that dominated the workforce to maintain their loyalty. Objective of the study is to find out the factors that are the most influencing drivers for each Generation X and Millennial which has known as the dominated generation in the workforce. This research is based on several theories of employee loyalty factor for general, and also specifically generation X and Millennial. By using quantitative method, researcher distributed the questionnaire in 4 SOE companies in Bandung and analyzed using multiple regression method. The result of this study indicated that there are different dominant factors affecting employee loyalty, the Flexibility for Generation X and Skill Development for Millennial. 
The relationships of employer branding towards final year students interest to work in Indonesian startup companies (case study of business economics and engineering students in ITB and UI, Indonesia) Ramadhan, Al Fathan; Pritasari, Adita
Journal of Business and Management Vol 9, No 2 (2020)
Publisher : Journal of Business and Management

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Abstract. Employer Branding is an image of Companies used as a tool to gain interest for employee candidates to work in the company. At the same time, many companies compete with each other to find the best candidates, especially for Startup Company. Nowadays, Generation Z is entering the new workforce. They have different characteristics than the previous generation, and most of them are in their final year in universities. The objective of this research is to find the suitable Employer Branding for Startup Companies to increase the Final Year Students' interest to apply. This research's scope is the Business Economics and Engineering cluster in ITB and UI, Indonesia. This research uses primary and secondary data from an online questionnaire gathered from 273 respondents and previous studies. PCA (Principal Component Analysis) was used to process the data. The result of this research shows the dominant factors of Employer Branding for each university and cluster are not similar. Transparency, Fringe Benefit and Interesting Job are the factors that are most dominant and corresponding with the Generation Z characteristics. While contradicting with Generation Z characteristics, Digital Savvy is not mentioned in Employer Branding since the technology may be considered as something that the company should have.Keywords: Generation Z, Employer Branding, Final Year Students, Startup Company
The influence of job burnout and work engagement toward turnover intention among co-assistant doctors (case study: the medical school of airlangga university, surabaya, Indonesia) Asrie, Putri Zahra Nabila; Pritasari, Adita
Journal of Business and Management Vol 9, No 2 (2020)
Publisher : Journal of Business and Management

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Abstract. Despite having a large number of citizens, Indonesia has a relatively low number of doctors compared to other countries in Southeast Asia. Each year, the number of general practitioners keep decreasing despite the increasing number of medical students. There is an indication that there could be a turnover in the medical field. Turnover itself is known to be caused by high burnout and low engagement at work yet the healthcare industry is known to have both high work engagement and high burnout level. The Medical School of Airlangga University has been one of the biggest contributors in terms of numbers for the general practitioner in Indonesia. However, the number of doctors inaugurated have been stagnant despite the increasing number of undergraduate students. It indicates that something may happen in the process in between which is the co-assistant stage. Due to that reason, this research is aimed to find the influence of job burnout and work engagement toward turnover intention among co-assistant doctors. This study found that both job burnout and work engagement have a significant effect on turnover intention. Even so, it turns out that having a high dedication can help reduce turnover intention the most. As a result, it is recommended for the related institution to allow personal development, and create a supportive work environment as well as providing a social spot.Keywords: Job Burnout, Work Engagement, Turnover Intention, Co-Assistant Doctors.
The usage of humor as a coping mechanism towards the academic performance of undergraduate students Nugroho, Raden Arif Adi; Pritasari, Adita
Journal of Business and Management Vol 9, No 2 (2020)
Publisher : Journal of Business and Management

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Abstract. Coping mechanisms can be defined as efforts to master, reduce, or tolerate demand or strain. Coping mechanisms aim to provide the user with a state of well-being. Humor is one of the available coping mechanisms. Humor, when being used as a coping mechanism, may help undergraduate students to perform better in their academic performance during times of crisis. In this case, undergraduate students have to endure a crisis-based online learning environment which proves to be more difficult than the usual with the presence of a strain (pandemic crisis). The research aims to determine the relationship between humor in general and the different types of humor as a coping mechanism and the academic performance of undergraduate students in a crisis-based online learning environment. The research uses primary data generated from a simple random sampling technique using an online questionnaire that was distributed to respondents and secondary data from journals and literature. The respondents of this research are 389 undergraduate students from the Bandung Institute of Technology (ITB). The data is analyzed using a Multiple Linear Regression and Pearson Correlation Method. The result shows that humor correlates positively with the academic performance of undergraduate students in a crisis-based online learning environment, albeit very weak or very small. The benign types of humor correlate positively with the academic performance of undergraduate students in a crisis-based online learning environment with a very low to a strong degree of strength. This research is unable to conclude the relationship between the injurious types of humor and the academic performance of undergraduate students in a crisis-based online learning environment due to statistically insignificant data. The findings of the research recommend practitioners such as undergraduate students and universities not to overuse humor as a coping mechanism to increase academic performance in a crisis-based online learning environment. The research also recommends using self-enhancing humor to build a crisis-based online learning environment with a sense of humor to make it easier to respond to crisis conditions. Future research may add moderating variables and greater sample size to approve or disprove the findings of this research.Keywords: Coping Mechanism, Humor, Academic Performance, Undergraduate Students
Identifying the aspects in employer branding of ksu putra mandiri to improve the employee engagement Rosidi, A. Syafiq Andriansyah; Pritasari, Adita
Journal of Business and Management Vol 9, No 2 (2020)
Publisher : Journal of Business and Management

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Abstract. Student's business organization transfers knowledge and skill related to business that will provide opportunities for the students to understand the business problems and solutions. This organization usually has a dynamic and flowing nature. Dynamic and flowing means the cadre or its management always changes from time to time. The data collected are from one business division of a students' business organization in the Bandung area, namely Kantin Barat Laut (KBL). KBL is one of Koperasi Kesejahteraan Mahasiswa Institut Teknologi Bandung (KOKESMA ITB) businesses. The dynamic and flowing nature causes miscommunication between management and employees, ex and current management, in employee’s perspective, they feel superior because they work longer, and in the manager’s perspective, they feel disinclined although their positions are higher. Miscommunication makes the company unable to achieve its goals effectively. The communication climate becomes an indicator for an organization to judge how well the interaction occurs between its members. A positive communication climate can make it easier for an organization to achieve its goals. The data collection used in this research are interviews, observation, and document review. The results show that employees tend to be closer to manager and president director because they are the authorities to make changes and developments.Keywords: Student's Business Organization, Fast Change Management, Communication Climate
Co-Authors Agusta, Muhammad Radian Anggara Wisesa Anggara Wisesa Aprilita, Kimtania Patricia Asrie, Putri Zahra Nabila Balabagan, Sara Fitria Christina Wirawan Dany Muhammad Athory Ramdlany Dematria Pringgabayu Dewanto, Nadira Dwiyanti, Natalia Fadillah, Fairuz Khansa Fatima Fatima Fitriani, Vida Fransisca Budyanto Ginting, Henndy Hibatullah, Fadhil Muhammad Keukeu Gustine, Izky Nanda Putri, Assyifa Fauziah Nugroho, Raden Arif Adi Nurfaisa Hidayanti Putri, Sri Nurhajianti Ramadhan, Al Fathan Rifqi, Fuadur Rosidi, A. Syafiq Andriansyah Sabila, Ghaissatika Fairuz Salsabila, Novira Aulia Sihotang, Sri Malasari Sopana, Wijang Praba Wicaksono, Dimas Fauzi Yosi Widarani Yuni Ros Bangun