cover
Article Per Year (5 Year)
All
Home Page
OAI Link
Editorial Team
Contact
Reviewer
Google Scholar
Contact Name
-
Contact Email
-
Phone
-
Journal Mail Official
-
Editorial Address
-
Location
Kota bandung,
Jawa barat
INDONESIA
Journal of Business and Management
Published by Institut Teknologi Bandung
ISSN : 22523898     EISSN : 22523308     DOI : -
Core Subject : Science,
Decision Sciences, Operations Research & Management
Journal of Business and Management (JBM)is an online journal that is published three times a year. It publishes research papers that give rigorous theoretical and practical insight of business and managament. JBM aims to provide a forum for the dissemination of theory application and research in all areas of business and management, including but are not limited to marketing, business strategy, decision science and decision-making, strategic negotiation, finance, business risk, knowledge management, human capital management, technology management, entrepreneurship, and others relevant subjects. It is intended for researchers, students, business practitioners, and entrepreneurs to publish their ideas and experiences, and share their knowledge on business and management issues.
Arjuna Subject : -
Articles 6 Documents
 1 
Search results for , issue "Vol 8, No 1 (2019)" : 6 Documents clear
The Influence of Physical & Non-Physical Work Environment Towards Perceived Employees Performance Fitriani, Vida; Pritasari, Adita
Journal of Business and Management Vol 8, No 1 (2019)
Publisher : Journal of Business and Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (849.131 KB)

Abstract

Abstract - In this modern era, the development of industry is very advanced and rapid. This matter supported by technological developments increasingly sophisticated so as to facilitate all human work activities. All work activities that exist within the company include producing good and working system arrangements. One of the most important elements to run the goals of a company is human resources. Human resources can affect the effectiveness in generating output as well as driving business. The work environment is one of the most important factors that can affect the physical condition and human psychology. The purpose of this research is to know how does effect of physical and non-physical works environment on employee performance and the most dominant influence between physical work environment and non-physical work environment. The selected research object is an employee of the division of TC&AP PT Pindad Persero Bandung. This is related to the identification of some problems that the employee related to the working environment through interviews. The method used by researchers is multiple linear regressions (MLR). The result of the research shows that the physical work environment is not significant effect on perceived employee performance. The non-physical work environment has significant positively effect on perceived employee performance. Simultaneously the result of work environment variable physical and non-physical has significant effect on employee performance. The results showed that the non-physical work environment had a dominant impact on employee performance of 65.6% compared with the physical work environment variables of 0.34%. Keywords: Non-Physical Work Environment, Perceived Employees Performance, Physical Work Environment, Work Environment
Analysis of itb students satisfaction level towards ayam geprek ganyang Gumilang, Muhammad Pring Ligar; Belgiawan, Prawira Fajarindra
Journal of Business and Management Vol 8, No 1 (2019)
Publisher : Journal of Business and Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (859.029 KB)

Abstract

Abstract. The high demand of different culinary taste from younger generation has led to an increasing amount culinary entrepreneurial activity in Bandung City, thus resulted in an intense competition among different types of restaurants. Therefore, it is highly important for culinary businesses to manage customer satisfaction in order to compete in this sector. This study investigates particularly on ayam geprek businesses in Bandung and has taken Ayam Geprek Gayang as the main company sample. In order to analyze the customer satisfaction, four possible factors were predicted to have an affect, for instance; product quality, price, service quality and easiness. With quantitative measurement from primary, this study surveyed 231 respondents and the data are measured using multi-linear regression. The result shows that only product quality and service quality are the possible factors, as it has a significant positive correlation with customer satisfaction. Furthermore, entrepreneurs and businesses are advised to focus more on the product and service quality instead of the price and easiness in order to better improve their business activity in the future.Keywords: Customer satisfaction, product quality, price, service quality, easiness, competition, business.
Analysis of PT. Freeport Indonesia internal csr programs towards alexander dahlsrud and geoffrey lantos theory Ramadhianto, Rizqi Dwi; Rudito, Bambang
Journal of Business and Management Vol 8, No 1 (2019)
Publisher : Journal of Business and Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (1061.882 KB)

Abstract

Abstract. Corporate Social Responsibility (CSR) has been known as an activity of a company to maintain good relations with their employee, local communities and government. It is also an act of contribution towards environment. The purpose of CSR is to create a sustainable business. Every company has their own CSR programs and their consideration on creating it. Therefore, this research tries to analyse frameworks of PT. Freeport Indonesia CSR program towards Alexander Dahlsrud and Geoffrey Lantos definition of CSR. Alexander Dahsrud created a CSR dimension that consist of 5 dimension which are environment, social, economic, stakeholder, and voluntaries. Geoffrey Lantos also created a CSR dimension that consist of 3 dimension which are ethical, altruistic, and strategic. The purpose of this research is to compare PT. Freeport Indonesia towards Alexander Dahlsrud and Geoffrey Lantos concept of CSR. Expectantly, this research will help PT. Freeport Indonesia on conducting further CSR programs. This research uses qualitative approach with several departments of PT. Freeport Indonesia and minor quantitative approach by crosschecking with PT. Freeport Indonesia CSR reports. From the findings, author knew frameworks used by PT. Freeport Indonesia are International Council on Mining and Metals: Sustainable Development and International Organization for Standardization 26000. Furthermore, author found that those frameworks have similarity towards Alexander Dahlsrud and Geoffrey Lantos CSR dimensions.Key words: CSR, ICMM, ISO 26000. Alexander Dahlsrud, Geoffrey Lantos
Evaluating employer branding from the perspective of bachelor degree SBM ITB a students by using the 4e model case study : PT Telkom Indonesia, tbk Ginting, Monica Sry Bina Br; Welly, John
Journal of Business and Management Vol 8, No 1 (2019)
Publisher : Journal of Business and Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (942.677 KB)

Abstract

Abstract. This study discusses more in depth about Employer Branding using the 4E approach (employee engagement, employee empowerment, employee education, employee equity). This research was conducted in one of the SOE’s in Indonesia, namely PT Telkom Indonesia, Tbk. The purpose is to measure the degree of employer branding of PT Telkom Indonesia, Tbk by using the 4E Model approach and to evaluate matters relating to employer branding of PT Telkom Indonesia, Tbk. The survey was conducted to 134 respondents of Management SBM ITB students batch 2018 who were seen as external assessors (job seekers). Responses were collected using a questionnaire, which contained questions compiled based on 4E Models (employee engagement, employee empowerment, employee education, employee equity). In data analysis, there are two approaches carried out in this study, namely quantitative analysis and qualitative analysis. Based on quantitative analysis results are obtained; 4E Model has a high degree of employer branding with an average of 4.55-5.01 (in detail the highest average degree is employee equity of 5.01 and the lowest is employee empowerment on a scale of 4.55). While qualitative analysis is used to find out what things need to be evaluated, especially related to employer branding, the evaluation process is done by analyzing unsatisfactory answers (illustrated on a scale of 1-3) by respondents to the distributed questionnaire. Based on qualitative analysis, PT Telkom Indonesia, Tbk must increase its employer branding by actively conducting recruitment campaigns in various media, for example: Linked-In; providing various corporate promotion programs such as campus visits ; utilizing gamification-based on technology in training and recruitment processes, and raising the community awareness by actively posted company achievements in various media, both social and print. Keywords: Employer branding, 4E's Model, Evaluation, Qualitative Analysis, Quantitative Analysis, State – owned Enterprises, Respondents
Employee Engagement and Job Satisfaction Among Part-Time and Full-Time Faculty Members : A Comparative Study in School of Business And Management Institut Teknologi Bandung Haekal, Muhammad; Ginting, Henndy
Journal of Business and Management Vol 8, No 1 (2019)
Publisher : Journal of Business and Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (908.674 KB)

Abstract

Abstract. Employee engagement towards an organization is one of the most important aspects to look after. It is one of the many factors that contributes to the overall performance of an organization considering how almost everything inside an organization is run by human resource (which includes part time faculty members). This research aims to define part-time and full-time faculty members’ job satisfaction level and condition, thereafter employee engagement. This paper is limited to only comparing and evaluating the satisfaction level of full-time and part-time faculty members of the School of Business and Management, Institut Teknologi Bandung, and focusing the analysis primarily towards factors that truly contribute to Minnesota Satisfaction Questionnaire’s job satisfaction and Gallup Q12, which will later determine overall employee engagement. The research participant is 40 people consisting of 29 part-time faculty members and 11 full-time faculty members and is conducted based on both primary and secondary data: primary being results based on circulating a 5-point Likert-scale questionnaire, and secondary being relevant information from online articles, websites, and offline references. This research will use Statistical Software for its analysis; T-Test to compare satisfaction and engagement between part-time and full-time faculty members, and Pearson Product-Moment Correlation Coefficient to find correlation between the two variables. The results indicates that there is a strong, positive correlation between Job Satisfaction and Employee Engagement level as where increases or decreases in satisfaction level were significantly related with increases or decreases in engagement level. Also, socio-demographic differences appeared to not have a significant impact on Faculty Members’ Job Satisfaction level, thereafter their Employee Engagement. The finding of this research is expected to help enhancing SBM ITB knowledge about their faculty members’ job satisfaction level, and be able to increase their engagement level. Key Words: Employee Engagement, Employee Satisfaction, Job Satisfaction, Part-Time, Faculty Member, Minnesota Satisfaction Questionnaire, Gallup Q12, Pearson Product-Moment Correlation Coefficient, T-Test, SPSS, School of Business and Management, Institut Teknologi Bandung
Designing Organizational Change in Solving Employee Resign Problem in the Middle of Project At ZYX Company in Jakarta Pratiwi, Widdya; Hendarman, Achmad Fajar
Journal of Business and Management Vol 8, No 1 (2019)
Publisher : Journal of Business and Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (557.23 KB)

Abstract

Abstract. The competition among the construction companies will have intense competition. The company should develop its own competitive advantages so the client will be satisfied with the work of the company. Human resources are quite important in construction companies. In this case, a family construction named PT. ZYX has only realized how important it is to manage human resources properly so that their business can continue to run as it should. The company knows that they have shortcomings in managing their human resources. The problem that PT. ZYX  face the situation of their employees in the field who resign in the middle of the project. It will affect the project as a whole. If it continues, then it will damage the image of the company. This research conducted to address the existing problems by implementing organizational change within the company. This research uses semi-structured interviews and non-participant observation. this research produced several issues, there are employee resign, an organizational structure that is not implemented and company changes. In addition, there are other findings from the results of interviews, there is the nepotism that happens in the company, employee loyalty to the company and the problem of official contracts between the company and employees. From the result of the issues, it can be concluded that the main source of the issue is the organizational structure. The company does not implement the organizational structure and the company does not have any specific division to take care of their human resource. The company only has a Personnel Division to take care of the employees' administration. The company needs a Human Resource Division to take care of all the human resource of the company. This Human Resource Division will manage human resource well and solve the existing problem that relates to the employees. In this research, the researcher uses Lewin's Change Model to change the organization and make a new division to the HR Division. So the company needs to change its organizational structure and design new division which is the Human Resource Division. Keywords: EmployeeResignation, Human Resource, Lewin’s Change Model, Organizational Change, Organizational Structure

Page 1 of 1 | Total Record : 6

 1 

Filter by Year

2019 2019


Reset
Filter By Issues
All Issue Vol 11, No 3 (2022) Vol 11, No 2 (2022) Vol 11, No 1 (2022) Vol 10, No 3 (2021) Vol 10, No 2 (2021) Vol 10, No 1 (2021) Vol 9, No 2 (2020) Vol 9, No 1 (2020) Vol 8, No 3 (2019) Vol 8, No 2 (2019) Vol 8, No 1 (2019) Vol 7, No 3 (2018) Vol 7, No 2 (2018) Vol 7, No 1 (2018) Vol 6, No 3 (2017) Vol 6, No 2 (2017) Vol 6, No 1 (2017) Vol 5, No 6 (2016) Vol 5, No 5 (2016) Vol 5, No 4 (2016) Vol 5, No 3 (2016) Vol 5, No 2 (2016) Vol 5, No 1 (2016) Vol 4, No 10 (2015) Vol 4, No 9 (2015) Vol 4, No 8 (2015) Vol 4, No 7 (2015) Vol 4, No 6 (2015) Vol 4, No 5 (2015) Vol 4, No 4 (2015) Vol 4, No 3 (2015) Vol 4, No 2 (2015) Vol 4, No 1 (2015) Vol 3, No 8 (2014) Vol 3, No 7 (2014) Vol 3, No 6 (2014) Vol 3, No 5 (2014) Vol 3, No 4 (2014) Vol 3, No 3 (2014) Vol 3, No 2 (2014) Vol 3, No 1 (2014) Vol 2, No 4 (2013) Vol 2, No 3 (2013) Vol 2, No 2 (2013) Vol 2, No 1 (2013) Vol 1, No 5 (2012) Vol 1, No 4 (2012) Vol 1, No 3 (2012) Vol 1, No 2 (2012) Vol 1, No 1 (2012) More Issue