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IJHCM (International Journal of Human Capital Management)
Published by Universitas Negeri Jakarta
ISSN : -     EISSN : 25809164     DOI : -
Core Subject : Economy, Science, Social,
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences
International Journal of Human Capital Management (IJHCM) E-ISSN: 2580-9164 for English version publication. IJHCM is dedicated to the latest research and developments in both theoretical and practical aspects of Human Capital Management. The journal is intended as a forum for practitioners and reseachers to share their findings from the research in the area, to identify new issues and to shape future direction for reseach, while education practitioners may use and apply the findings in a large-scale method.
Arjuna Subject : -
Articles 167 Documents
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The Influence of Learning Organization and Employee Resilience on Work Engagement at Bumn Bank Branch Office in Bogor Sholikhah Sholikhah; Reny Nathasya Marbun; Widya Parimita
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.2

Abstract

The purpose of this study are: 1) To determine the description of learning organizations, employee resilience and work engagement to employees of BUMN bank branch offices in Bogor City, 2) To determine the influence of learning organizations on work engagement to employees of BUMN bank branch offices in Bogor City, 3) To determine the effect of employee resilience on work engagement to employees of BUMN bank branch offices in Bogor City, 4) To determine the prediction of the learning organization and employee resilience research model to work engagement to employees of BUMN bank branch office in Bogor City. This research was conducted on 200 employees of BUMN bank branch office in Bogor City. The technique used in data collection is the survey method by distributing questionnaires then processed using the SPSS 24 program. This study uses descriptive analysis and ex post facto. The results of the regression show that there is a positive and significant influence between learning organizations on work engagement, employee resilience to work engagement and research models of learning organizations and employee resilience can predict work engagement to employees of BUMN bank branch offices in Bogor City with Fcount> Ftable (19,157> 3.04) and significance (0.000 <0.05).
The linkage of Leadership, Psychological Empowerment, and Employee Engagement with Affective Commitment to Change: A study at public/state-owned organization. Seta Wicaksana; Wustari L. Mangundjaya
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.7

Abstract

The objective of the study is to identify the significant impact of Leadership, people’s engagement, and empowerment on affective commitment to change. The research conducted at a Public/State-Owned Organization with 539 respondents. Data was collected using employee engagement inventory, psychological empowerment, and commitment to change inventory, and was analysed using descriptive analysis and SEM. Results showed that change leadership has a significant and positive impact on affective commitment to change through employee engagement, but not through psychological empowerment. The implications of this result are beneficial for management, especially change agents. In this regard, they should create a conducive climate to develop engagement and providing many programs to increase people’s competence to establish employee commitment to change, which will be resulted in a stronger affective commitment to change.
Education level and disability type as causes for the discernible wage divergence for people with disabilities Andreas Petasis
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.6

Abstract

In Cyprus, disabled people face many difficulties in accessing employment, as more than 10,000 people with appropriate qualifications remain unemployed. According to worldwide estimates, disabled people receive lower wages compared to individuals without disabilities due to being either unemployed or underemployed more frequently. Using other countries with similar cultural and legal environments, this study examined the correlation between disabled people's wage levels and their disability types and educational levels. In order to gather primary data used for this correlational and regression study, 117 online questionnaire responses were collected from 6,000 registered members with physical disabilities in related organizations in Cyprus. The study examined the effect of education and disability type, on wages for disabled individuals in Cyprus using a cross-sectional survey utilizing judgment sampling (purposive sampling), in order to identify possible relationships between them, and hence see if education and disability cause a lower wage. According to the results, the two variables are not significantly associated with disability wages in Cyprus. These coefficients differ, however, between the variables 'education' and 'type of disability,' showing that in Cyprus education predicts the wage levels for disabled workers, as it is for other groups.
Leadership, Millenials, And Job Satisfaction David Brand; Scott Walker
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.8

Abstract

Employee turnover is a disruptive and costly phenomenon for organizations. Understanding the causes of turnover and how to mitigate such causes offers a tangible benefit to organizations, especially as it relates to Millennials which are the largest portion of the workforce in 2020. The study herein sought to determine whether Millennial generation employee perceptions of leadership style have an association with job satisfaction for college-educated, full-time employees at a mid-sized professional services firm in the United States. The relationship between perceptions of leadership style and employee job satisfaction were evaluated via a non-experimental quantitative study. The research design was a cross-sectional survey administered to 1,567 participants with 354 usable responses obtained. Data collected via a survey demonstrated there is a statistically significant moderate correlation (rs = .32, p < .01) between perceptions of leadership style and job satisfaction at the scale level and that the relationship is stable regardless of gender, tenure, ethnicity, or age. The findings support previous studies of various generational cohorts and extend the knowledge base specific to a Millennial subgroup. This study extends the body of knowledge related to the Full Range of Leadership Theory and adds information for a specific generational cohort in one industry segment. Implications include opportunities for organizations to implement leadership development programs focused on specific behaviors that will increase employee satisfaction.
Analysis of the Manpower Supply Strategy at PT Bank Pembangunan Daerah Jawa Barat and Banten, Tbk with the SWOT Analysis Method Ranthy Pancasasti; Ujang Aep Saefulloh; Yugi Adhari Nugraha
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.3

Abstract

The purpose of this study was to analyze the provision of human resources at PT Bank Pembangunan Daerah Jawa Barat and Banten, Tbk. Where the provision of human resources is very important for the sustainability and development of the company. It is important for companies to be able to determine strategies and steps that must be taken to determine effective strategies in providing human resources that are used to analyze SWOT. Data analysis uses SWOT matrix analysis by considering strengths, weaknesses, opportunities, and threats. The results of the study indicate that when the provision of human resources is differentiated based on external and internal factors, it is found that the company can choose the provision of human resources both internally and externally according to the company's needs
Analysis of Policy Models in Improving Effectiveness of HR Leadership for Educators at Senior High Schools in Banten Province Ranthy Pancasasti; Sri Ndaru Arthawati; Anna Susi Mulyani
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.4

Abstract

Background: Facing the era of globalization as it is today, every country must have a competitive advantage, especially in the field of education in order to be able to survive, play a role, and compete, both in input, process, output, and outcome. According to Unesco (2018), one of the causes of the low Educational Development Index (EDI) in Indonesia in 2018 is the low effectiveness of the leadership of school principals as human resources for educators, where there are still principals who do not carry out their duties and functions as leaders. education because: (1) in the process of appointment it is not in accordance with the provisions (procedures) as set by the government, (2) low management knowledge, intellectual and emotional intelligence, independence, and competitive advantage of the Principal which will affect the effectiveness of his leadership in carrying out his duties, so that it becomes an inhibiting factor in improving the quality of education, and has implications for the low productivity and quality of the principal's human resources (input, process, output/outcome). Purpose: The grand design of this study will analyze the basic framework or policy model in improving management knowledge, emotional intelligence, independence, competitive advantage, and the effectiveness of the Principal's leadership as Human Resources for Educators at Senior High Schools (SLTA) in Banten Province. Originality/value: What distinguishes this research from previous research (novelty) is the difference in: (1) the aspects studied, namely aspects of management knowledge, emotional intelligence, independence, competitive advantage, and the effectiveness of the principal's leadership as human resources for educators in schools Senior High School (SLTA) in Banten Province, (2) the unit of analysis used in this study, namely HR Principals as Educators at Senior High Schools (SLTA) in Banten Province, and (3) Independence (X3) and Excellence Competing (X4) has no significant effect on Leadership Effectiveness (Y), and Emotional Intelligence (X2) has no significant effect on Competitive Advantage (X4). Research Limitations: The limitations in this study are only to analyze and calculate the influence of management knowledge, emotional intelligence, independence, and competitive advantage on the effectiveness of the Principal's leadership as Human Resources for Educators at Senior High Schools (SLTA) in Banten Province. Design/methodology/approach: This research was conducted in Banten Province, for 6 months. The population in this study is the Principal as Human Resources for Educators at Senior High Schools (SMA, SMK and MA) in Banten Province. Sampling was carried out using a random sampling method of 60 respondents, which were processed using the Smart PLS Ver 3.0 application and SEM. Findings: The results of this study explain that Knowledge Management (X1), and Emotional Intelligence (X2) have a significant effect on Leadership Effectiveness (Y). Independence (X3) and Competitive Advantage (X4) have no significant effect on Leadership Effectiveness (Y). Management Knowledge (X1) has a significant effect on Independence (X3), while Emotional Intelligence (X2) has no significant effect on Competitive Advantage (X4).
Evaluation of The Distance Learning System Success of Apparatus Training: User Satisfaction Mediation Azwar Azwar; Siti Aisyah; Adji Suradji Muhammad
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.10

Abstract

This research aims to find out the influence of system quality and service quality of distance learning system on user satisfaction and the achievement of learning outcomes of trainees during the covid-19 pandemic era at the Financial Education and Training Agency of Makassar. In addition, the study also aims to examine how the role of user satisfaction in mediating the influence of system quality and service quality of distance learning systems on learning outcomes. This study used data obtained from respondents through questionnaires and quantitative approaches through component or variant-based of Structural Equation Modelling (SEM) techniques with Partial Least Square (PLS). The results show that in general the distance learning system has fully run well and successfully based on indicators of DeLone and McLean model. The system quality significantly has positive influence on user satisfaction, service quality significantly has positive influence on user satisfaction and user satisfaction also significantly has positive influence the learning outcomes. Meanwhile, user satisfaction can be a mediator in strengthening the influence of system quality service quality on learning outcomes. Financial Education and Training Agency of Makassar is expected to maintain and improve the quality of systems and services in the existing distance learning system in order to maintain and improve the satisfaction of trainees and learning outcomes.
Virtual Reality in Military Training to Maintain Indonesian Military Readiness in The Era of Covid-19 Pandemic K L Herdayatamma
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.9

Abstract

During the COVID-19 pandemic, there have been many changes to human activities, not to mention Indonesia's military armed forces (TNI). Despite the COVID-19 pandemic, threats to national security still exist. There are even some potential threats that developed during the COVID-19 pandemic and could explode at any time. This article is written based on a qualitative method and used a literature study approach of various literature that related to the topic. The author wants to show the importance of maintaining Indonesian Military Armed Force (TNI) readiness by continuing military education and training with some adjustments. Virtual Reality has become the solution to this problem. With fully immersive system technology, VR can provide an experience that is closest to reality. So that even in a pandemic condition with a policy of restricting human activities, military readiness can still be maintained.
The Effect of Person-Job Fit on Turnover Intention: Mediated by Job Satisfaction Yugi Adhari Nugraha
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.13

Abstract

Abstract Background: In the banking industry, employees have an important role in the success and stability of the company in facing challenges, competition, and employee mobility.. Objective: aims to analyze the effect of person-job fit and job satisfaction on employee turnover intention. Authenticity/Value: The novelty of this research is because there are still few who pay attention to the problem of the influence of persob-job fit on turnover intention for the sustainability of the bank. Limitations: The research problem is limited to the effect of person-job fit and job satisfaction on employee turnover intention. Methodology/ Approach: This research was conducted with a sample unit taken from 54 employees. Research data obtained by distributing questionnaires were analyzed using the SEM-PLS method. Findings: The results showed that there was an effect of person-job fit on job satisfaction. There is an effect of job satisfaction on turnover intention. There is no effect of person-job fit on employee turnover intention.
The Effect of Compensation, Transformational Leadership and Organizational Culture on Employee Turnover Intensity Ringkot Sihotang
IJHCM (International Journal of Human Capital Management) Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management
Publisher : Program Studi S3 Ilmu Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/IJHCM.05.02.12

Abstract

Background - PT. Lestari Banten Energi is a subsidiary under Genting Group and is engaged in the electricity industry. Based on the phenomenon that occurred at PT. Lestari Banten Energi that employee turnover is very high so that employee turnover can affect the company's operational activities. In addition, employee turnover can also affect work culture due to differences in individual thinking. Purposed - This study aims to determine the effect of compensation on the intensity of employee turnover, transformational leadership style on the intensity of employee turnover and to see the effect of organizational culture on the intensity of employee turnover. Originality /Value - The novelty in this study is that there is no research on compensation, transformational leadership and organizational culture on the intensity of employee turnover at PT. Lestari Banten Energi. Research Limitations - information, primary and secondary data in this study were only obtained from PT. Lestari Banten Energy. Design/methodology/approach - The population and sample of this study were employees of operation and maintenance at PT. Lestari Banten Energi numbered 42 people. This study uses a quantitative approach method. The data collection technique used primary data in the form of a questionnaire. The data analysis technique of this research uses the Structural Equation Modeling-Partial Least Square (SEM-PLS) method. Findings - This study shows that 1) Compensation has a negative and insignificant effect on turnover intensity, 2) Transformational leadership has a negative and insignificant effect on turnover intensity, 3) Organizational culture has a negative and insignificant effect on turnover intensity.

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