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All Journal Jurnal Manajemen dan Bisnis (Performa) JAM : Jurnal Aplikasi Manajemen JURNAL ILMU MANAJEMEN DAN BISNIS Jurnal Bisnis dan Manajemen Jurnal Manajemen Indonesia SEIKO : Journal of Management & Business Creative Research Journal Almana : Jurnal Manajemen dan Bisnis Jurnal Ilmu Sosial Politik dan Humaniora (Jisora) Asian Management and Business Review Jurnal Riset Manajemen dan Bisnis
Elvira Azis
Universitas Telkom
Agriculture, Biological Sciences & Forestry Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences Other

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Journal : JAM : Jurnal Aplikasi Manajemen

 1 
OVERCOMING TURNOVER INTENTION PROBLEMS: DIRECT-INDIRECT MODEL TO IDENTIFY THE EFFECT OF PERCEIVED ORGANIZATIONAL SUPPORT AND JOB SATISFACTION IN SERVICE-BASED ORGANIZATIONS Azis, Elvira; Prasetio, Arif Partono; Utomo, Kristian Heri
Jurnal Aplikasi Manajemen Vol. 17 No. 3 (2019)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2019.017.03.20

Abstract

Current study investigates the direct effect of perceived organizational support on turnover intention and the mediation of job satisfaction in the relation. The turnover intention has become important issues in human resource management. It can cause losses and distraction in the business. The organization needs to identify what are the main factors which contribute or drive an employee to resign. By identifying such factors, they can improve their human resources practices to retain outstanding employees. Perceived organizational support considered havingan important effect on employee regarding their perception towards the organization. Meanwhile, the thoughts of leaving the organization can also develop from a low satisfaction level. The organization must be aware of this condition to retain the best performers. This study used 366 participants from the various organization in West Java and consisted of a manager, supervisor, and officer. We conducted mediation analysis, and the result showed only a small direct effect from perceiving organizational support on turnover intention while job satisfaction mediated the relation. The intervention proves to have a greater impact on reducing the intention. This finding corroborated previous literature and underlined that perceive organizational support and job satisfaction can help an organization in mitigating turnover level.
PERCEIVED ORGANIZATIONAL SUPPORT AS MEDIATOR IN THE RELATIONSHIP BETWEEN EFFECTIVE HUMAN RESOURCES PRACTICE AND EMPLOYEE ENGAGEMENT IN INDONESIA Djatmiko, Tri; Prasetio, Arif Partono; Azis, Elvira
Jurnal Aplikasi Manajemen Vol. 18 No. 2 (2020)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2020.018.02.11

Abstract

The purpose of the study is to examine the impact of the effects of human resources practice (HRP) on employee engagement in Indonesia through the mediation of and perceived organizational support (POS). Recently, employee engagement has been a decline, and the organization has to take action to seek out what are the main factors that can help to stop the negative trend. Data collected using a questionnaire distributed to an individual who worked in private & public organizations in Bandung. It took 3 months to collect 350 responses. And from 250 valid participants, the study found that HRP and POS were a significant predictor of employee engagement. Employee whose perceived effective human resources practice and receive support from the organization, have stronger engagement. This study also found that POS mediate the relationship, which means that HR managers should be conducted in a way that provides convenience so that employees can perform better in their job. The limitation of the study is based on cross-sectional data and using self-reports for independent and dependent variables. The practical implication of the study is that since HRP and POS were found to influence engagement, this provides a model for management regarding important factors that can be enhanced to increase employee engagement. This study also provides a wider discussion regarding the impact of HRP and POS on engagement which still limited in a local domain. Future studies are suggested to cover more detailed participants from large organizations or certain industries to gather homogenous information regarding HRP, POS, and engagement. Besides, scholars could also implement deeper analysis using other statistical methods like Structural Equation Model. Lastly, future research can also examine other work behavior such as job satisfaction, organizational commitment, and leadership style which believed to have a great impact on engagement.
Co-Authors Alya Rahmadhanty Alya Rahmadhanty Andrieta Shintia Dewi Annisa Yasya Zhafira Apriannisa, Tiara Arie Indra Gunawan Arif Partono Prasetio Arif Partono Prasetio Arif Partono Prasetio, Arif Partono Bunga Indraswari Irawan Deden Syarif Hidayatulloh Fakhrureza Maindra Grisna Anggadwita Heny Hendrayati Hilda Monoarfa Ikeu Kania Kamal, Ragil Muhammad Lugina Suciati Putri M. Malik Akbar Rohandi Mochamad Malik Akbar Rohandi Muhammad Fatwa F Nadya Pradipta Respati Nadya Pradipta Respati Ratih Hurriyati Roid Sadad Sa'adah, Samrotu Sumrahadi Sumrahadi Tiara Apriannisa Tri Djatmiko Utomo, Kristian Heri Zalza Nabilla Putri Mulyadi Zulfa Hazimah