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Improving The Organizational Citizenship Behaviour (OCB) Through Developing Job Satisfaction And Interpersonal Communication (Empirical Study At Junior High-Schools In Bogor, Indonesia) Nancy Yusnita; Widodo Sunaryo; Herfina Herfina
JURNAL MANAJEMEN PENDIDIKAN Vol 11, No 1 (2023): Jurnal Manajemen Pendidikan
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jmp.v11i1.7699

The teachers’ Organizational Citizenship Behaviour (OCB) becomes an important factor in the teaching process at school. Unfortunately, based on the preliminary survey at several Junior High-School in Bogor, it had been found that many teachers had a low level of OCB. Also, it had been found that teachers had low levels of job satisfaction and ineffective interpersonal communication. Based on that issues, we formulated the objectives of this research to improve the teachers’ OCB through developing job satisfaction and interpersonal communication. The objectives of improving teachers’ OCB will become an effective effort to improve the teaching process in the classroom and further will improve the quality of education. This research was carried out on 266 teachers from 20 Junior High-Schools, in Bogor. This research used a quantitative method and used the correlational technique to assess the degree of relationship among those variables. The findings of this research can be summarized that there is a positive and significant correlation: between job satisfaction with OCB (r = 0.605, p0.01), between interpersonal communication with OCB (r = 0.604, p0.01)and between job satisfaction and interpersonal communication simultaneously with OCB (r = 0.613, p0.01). Based on those findings, it can be concluded that job satisfaction, as well as interpersonal communication, have the strength to predict teachers’ OCB. These findings supported the recommendations to improve OCB by developing teachers’ job satisfaction and interpersonal communication.

BIG DATA TO FIND OUT THE RELATIONSHIP BETWEEN LABORS DEMAND AND SUPPLY WITH SEARCH INDEXES GOOGLE TRENDS Roosganda Elizabeth; Geraldy Samuel Ivan; Giovanni Inez Erika Margaretha; Didik Notosudjono; Martinus Tukiran; Widodo Sunaryo; Didit Ardianto; Nancy Yusnita; Yayan Hadiyat
Journal of Finance, Economics and Business Vol. 1 No. 2 (2023): JFEB, May 2023
Publisher : Laboratorium Riset Ekonomi

Show Abstract | Download Original | Original Source | Check in Google Scholar

The study aims to observe the dynamics of unemployment rate and the number of job openings in Java as the region that becomes the main crutch of the Indonesian economy and analyze the relationship between supply and demand of labor in during the pandemic using Web Scraping and Pearson correlation analysis. Web scraping results show that the largest number of job openings in Java Island early 2021 are in West Java and DKI Jakarta and the most demanded jobs are sales, marketing, followed by administration staff, low-level accounting, and finance. The correlation analysis shows a weak positive relationship of 0.45 between labor market supply and demand using the keyword” Lowongan Kerja” based on the google trends search index and a moderate positive of 0.54 using the keyword ”Loker” on the google trends search index.

THE IMPROVING EMPLOYEE PERFORMANCE IN LARGE-SCALE OF MANUFACTURING-INDUSTRIAL WORKERS THROUGH THE ORGANIZATION'S CLIMATE REINFORCEMENT, THE TRAINING, CAREER SUCCESS AND WORK MOTIVATION IN PALEMBANG Susi Handayani; Musa Hubeis; Nancy Yusnita
International Journal of Economy, Education and Entrepreneurship Vol. 3 No. 2 (2023): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v3i2.188

This research aims to investigate employee performance improvement strategies in large-scale manufacturing industries in Palembang by integrating organizational climate strengthening, training, career success, and work motivation. Specifically, this investigation will focus on the manufacturing industry in Palembang. The mixed method is used, which provides a comprehensive understanding of the factors that contribute to improving employee performance by combining quantitative and qualitative approaches. The findings from this study indicate that Organizational Climate has a significant positive impact on employee motivation (t-statistic value = 2.639, P-Value = 0.004). Improving Organizational Climate has the potential to increase Work Motivation. In addition, Organizational Climate also has a significant positive effect on Employee Performance (t-statistic value = 1.966, P-Value = 0.025). Improving Employee Performance can also be achieved through this factor. Training positively and significantly impacts employee motivation (t-statistic value = 3.257, P-value = 0.001). Improvements in training also have a positive and significant impact on Employee Performance (t-statistic value = 2.264, P-Value = 0.012). Employee success also significantly affects employee motivation (t-statistic value = 3.341, P-value = 0.000). Career development can increase Work Motivation, and an increase in Career Success also contributes positively and significantly to Employee Performance (t-statistic value = 2.243, P-Value = 0.013). Work Motivation wholly and substantially influences Employee Performance (t-statistic value = 2.314, P-value = 0.011). These findings confirm that higher work motivation can help improve employee performance. The P-value = 0.013). Work Motivation positively and significantly affects Employee Performance (t-statistic value = 2.314, P-value = 0.011). This finding confirms that higher work motivation can help improve employee performance. The P-value = 0.013). Work Motivation positively and significantly influences Employee Performance (t-statistic value = 2.314, P-value = 0.011). These findings confirm that higher work motivation can help improve employee performance. The role of work motivation mediators is investigated, and this research reveals several significant findings related to that role. There is no significant influence between organizational climate and employee performance through work motivation as a mediator (the significance level of the P-value for the Sobel test is 0.065). Despite this, training has been shown to significantly impact employee performance, with work motivation serving as a mediator (significance P-value from the Sobel test = 0.036). Career success has a significant indirect effect on employee performance, mediated by work motivation (the considerable p-value for the Sobel test is 0.035).

The relationship between training program and emotional intelligence with training effectiveness Syamsul Huda; Widodo Sunaryo; Martinus Tukiran; Nancy Yusnita; Idarianty Idarianty; Sumirah Sumirah
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol 7, No 2 (2021): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020211126

Training effectiveness is one of the determinant factor that could improve employees’ job performance. When we found in a government district office at Jambi Province where the organization had provided many training program to the employees but it had not had significant impact on their employees’ job performance. We realized that we need to study the factors which assumed to have relationship with the training effectiveness. Prior research in training effectiveness found that employees perceived toward the training program designed by organization and individual employees’ emotional intelligence had influence the training effectiveness. Based on those findings we formulated the aim of this study that is to investigate the relationship between the training program and employees’ emotional intelligence with the training effectiveness. This study designed as a quantitative research used sample of 209 employees derived by random sampling from its population. This study utilized questionnaires as instruments to collect empirical data. The correlational analysis technique used to analyze the data. This study had generated findings that there were strong relationship between the training program and employees’ emotional intelligence with training effectiveness.

Synergy of Competence and Leadership in Improving Employee Commitment, Motivation, and Performance for Organizational Development: Systematic Literature Review Isbat Isbat; Martinus Tukiran; Nancy Yusnita; Widodo Sunaryo; Abdillah Munawir; Abdul Haris Maraden
Asian Journal of Social and Humanities Vol. 2 No. 9 (2024): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i9.346

This study aims to identify the synergy between competence and leadership in improving employee commitment, motivation, and performance for organizational development. The methodology used in this study is meta-analysis with a focus on quality data from international journals indexed by Scopus. The tools used include VOSviewer software for article review and WordStat for descriptive statistical analysis. The results of the study show that competence and leadership have an important role in improving employee commitment, motivation, and performance. This study reveals that improvements in both variables can overcome various obstacles in organizational development. Effective leadership and strong competencies are able to increase employee commitment, develop creative abilities, provide leadership training, and motivate employees through the right organizational strategy. This research has several important implications. First, organizations that want to improve employee performance must focus on strengthening leadership and developing competencies. Good management of intervening variables will help in designing more effective strategies, which in turn will improve the overall performance of the organization. Second, the results of the study show that organizations not only need to rely on leadership and competence alone, but also must consider the context and conditions of other variables that can affect the final result. A more comprehensive and holistic approach is needed to face the challenges and dynamic changes in organizational development. Based on the findings of this study, it is recommended that organizations implement training and development programs that focus on improving competence and leadership.

The Role of Personality in Lecturer Engagement and the Effectiveness of Job Satisfaction as an Intervening Junengsih Junengsih; Nancy Yusnita; Widodo Sunaryo
West Science Business and Management Vol. 2 No. 02 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i02.967

This research to identify methods to enhance lecturer engagement by focusing on job satisfaction and personality factors. The research sample consists of 166 lecturers from private universities in Bekasi. Path analysis and sobel test were employed in the methodology. The finding concludes that: 1) Enhancing personality can boost the engagement of permanent lecturers at private universities. 2) There is an indirect influence of personality on lecturer engagement through job satisfaction, the job satisfaction variable is able to mediate effectively between personality variables and lecturer engagement. It is recommended to strengthen the indicators of these variables to enhance personality through job satisfaction.

Improving Employee Performance through Strengthening Transformational Leadership and Job Satisfaction in the Bogor Regency Civil Service Police Unit Syaiful Anwar; Nancy Yusnita; Widodo Sunaryo
West Science Business and Management Vol. 2 No. 02 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i02.997

The objective of this study is to examine and assess the direct and indirect impact of organizational culture and transformational leadership on the performance of Civil Service Police Unit (Satpol PP) employees in Bogor Regency, primarily through their job satisfaction. The study focuses on Satpol PP employees in the Bogor district, with a sample size of 232 individuals. Path analysis is utilized for data analysis. The findings reveal the following: (1) There is a direct positive correlation between transformational leadership and employee performance, suggesting that enhancing transformational leadership is likely to enhance employee performance. (2) Job satisfaction directly contributes to employee performance, indicating that bolstering job satisfaction is expected to improve employee performance. (3) Transformational leadership significantly influences job satisfaction, implying that strengthening leadership is likely to elevate job satisfaction levels. (4) Through both quantitative research and qualitative analysis, it is established that transformational leadership positively impacts the performance of Bogor Regency Satpol PP employees. Moreover, job satisfaction effectively acts as a mediator between transformational leadership and employee performance, indicating that enhancing both transformational leadership and job satisfaction is anticipated to enhance employee performance.

Peran Kepuasan Kerja Terhadap Pengaruh Lingkungan Kerja Terhadap Kinerja Pegawai Perusahaan Manufaktur Nancy Yusnita; Nurul Sahda, Naflah; Totok Irawan, Towaf
International Journal Administration, Business & Organization Vol 4 No 3 (2023): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.23.311

The purpose of this study is to provide recommendations for companies to improve the performance of their employees by analyzing the relationship between the variables in this study, namely work environment and job satisfaction with performance. This research was conducted at PT. Faco Global Engineering is a steel fabrication company that will continue to support the needs of steel construction manufacturing and engineering services. This research is quantitative research with a survey approach. The number of samples used in the study was 81 people who were employees of PT Faco Global Engineering. The method for processing and analyzing data uses Partial Least Square (PLS) with SmartPLS software. The results of the study show that there is a positive and significant direct effect of the work environment on employee performance. There is a positive and significant direct effect of job satisfaction on employee performance. There is a positive and significant direct effect of the work environment on job satisfaction. There is a positive and significant indirect effect of the work environment on employee performance. Through job satisfaction. This study shows the effective role of the intervening variable, namely job satisfaction.

Synergy of Competence and Leadership in Improving Employee Commitment, Motivation, and Performance for Organizational Development: Systematic Literature Review Isbat Isbat; Martinus Tukiran; Nancy Yusnita; Widodo Sunaryo; Abdillah Munawir; Abdul Haris Maraden
Asian Journal of Social and Humanities Vol. 2 No. 9 (2024): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i9.346

This study aims to identify the synergy between competence and leadership in improving employee commitment, motivation, and performance for organizational development. The methodology used in this study is meta-analysis with a focus on quality data from international journals indexed by Scopus. The tools used include VOSviewer software for article review and WordStat for descriptive statistical analysis. The results of the study show that competence and leadership have an important role in improving employee commitment, motivation, and performance. This study reveals that improvements in both variables can overcome various obstacles in organizational development. Effective leadership and strong competencies are able to increase employee commitment, develop creative abilities, provide leadership training, and motivate employees through the right organizational strategy. This research has several important implications. First, organizations that want to improve employee performance must focus on strengthening leadership and developing competencies. Good management of intervening variables will help in designing more effective strategies, which in turn will improve the overall performance of the organization. Second, the results of the study show that organizations not only need to rely on leadership and competence alone, but also must consider the context and conditions of other variables that can affect the final result. A more comprehensive and holistic approach is needed to face the challenges and dynamic changes in organizational development. Based on the findings of this study, it is recommended that organizations implement training and development programs that focus on improving competence and leadership.

Strategy to Improve Employee Performance Through Strengthening Empowerment, Teamwork and Job Satisfaction : Empirical Study Using Survey Method and Path Analysis Technique on Employees of Bogor City Environmental Service Nanan Triyani; Widodo Sunaryo; Nancy Yusnita
ePaper Bisnis : International Journal of Entrepreneurship and Management Vol. 1 No. 4 (2024): December: ePaper Bisnis : International Journal of Entrepreneurship and Managem
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/epaperbisnis.v1i4.136

The purpose of this study was to determine the Strategy for Improving Employee Performance through Strengthening Empowerment, Teamwork and Job Satisfaction at the Bogor City Environmental Service. The study population was 280 people with a sample size of 165 people calculated using the Slovin formula. Data collection for each variable studied using a questionnaire with a rating scale. Data analysis techniques using descriptive statistical analysis techniques and path analysis techniques. The results showed (a) there is a positive direct effect of empowerment on job satisfaction, with a path coefficient value of βzx1 = 0.155, a t-value of 1.998> t table value of 1.654 (b) there is a positive direct effect of teamwork on job satisfaction, with a path coefficient value of βzx2 = 0.415, and a t-value of 5. 167> t table value of 1.654 (c) there is a positive direct effect of job satisfaction on performance, with a path coefficient value of βzy 415, and a calculated t-value of 5.167 > t table value of 1.654 (c) there is a positive direct effect of job satisfaction on performance, with a path coefficient value of βzy 209, and a calculated t-value of 2.722 > t table value of 1.654. (d) there is a positive direct effect of empowerment on performance, with a path coefficient value of βyx1 = 0.470, and a calculated t value of 4.149 > t table value of 1.654. (e) there is a positive direct effect of teamwork on performance, with a path coefficient value of βyx2 = 0.466, and a calculated t value of 5.599> t table value of 1.654. (f) there is a positive indirect effect of empowerment on performance through job satisfaction, with a regression coefficient value of 0.891 and 0.238, and from the calculation of the Sobel test, the z-count value is 10.241> 1.96. (g) there is a positive indirect effect of teamwork on performance through job satisfaction, with a coefficient value of 0.706 and 0.238 and from the calculation of the Sobel test, the z-count value is 8.115> z-table 1.96. Thus, it can be concluded that by strengthening empowerment, teamwork and job satisfaction, employee performance in the organization can be improved.

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