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Feedforward: Journal of Human Resource
Published by Universitas Pelita Harapan
ISSN : -     EISSN : 27762025     DOI : -
Core Subject : Social,
Social Sciences
Feedforward: Journal of Human Resource aims to foster leading scientific research on human resource management. It provides a central and independent forum for the critical evaluation and dissemination of research and to publish the highest quality research with evaluation, evidence and conclusions that are relevant to human resource management while engaging human resource management scholars and practitioners. Feedforward: Journal of Human Resource places a strong emphasis on both knowledge and practice, facilitating the exchange of ideas and discoveries on research issues. The journal is intended to give both an academic and practical focus, reflecting the trends, interests in on going human resource initiatives, phenomenon related to business human resource management.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 5 Documents
 1 
Search results for , issue "Vol 1, No 2: September 2021" : 5 Documents clear
Pengaruh Kepemimpinan Transformasional dan Kepercayaan Interpersonal Terhadap Organizational Citizenship Behavior Karyawan [Effect Of Transformational Leadership and Interpersonal Trust on Employee's Organizational Citizenship Behavior] Ie, Mei; Widjaja, Oey Hannes
Feedforward: Journal of Human Resource Vol 1, No 2: September 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i2.4053

Abstract

One of the factors that encourage organizational citizenship behavior is transformational leadership. Transformational leadership encourages organizational citizenship behavior that is voluntary and is not directly connected to the organizational reward system, but contributes to improving organizational effectiveness and climate. Apart from transformational leadership, a factor that can affect organizational citizenship behavior is interpersonal trust. When the interpersonal trust among employees is very strong, they tend to show strong Organizational Citizenship Behavior. The purpose of this study was to determine the effect of transformational leadership and interpersonal beliefs on organizational citizenship behavior. Researchers distributed questionnaires to 100 respondents. The sampling method is probability sampling with a simple random sampling type. The data analysis method in this study is a quantitative method and Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The results of this study state that transformational leadership affects organizational citizenship behavior and interpersonal beliefs affect organizational citizenship behavior of employees.BAHASA INDONESIA ABSTRACT:Salah satu faktor yang mendorong terjadinya organizational citizenship behavior adalah kepemimpinan transformasional. Kepemimpinan transformasional mendorong organizational citizenship behavior yang bersifat sukarela dan tidak terhubung langsung ke sistem penghargaan organisasi, tetapi berkontribusi untuk meningkatkan efektivitas dan iklim organisasi. Selain kepemimpinan transformasional, faktor yang dapat mempengaruhi organizational citizenship behavior adalah kepercayaan interpersonal. Ketika kepercayaan interpersonal di antara karyawan sangat kuat, mereka cenderung menunjukkan perilaku Organizational Citizenship Behavior yang kuat. Tujuan penelitian ini adalah untuk mengetahui pengaruh dari kepemimpinan transformasional dan kepercayaan interpersonal terhadap organizational citizenship behavior. Peneliti menyebarkan kuesioner kepada 100 responden. Metode pengambilan sampel adalah probability sampling dengan jenis simple random sampling Metode analisis data dalam penelitian ini adalah metode kuantitatif dan Structural Equation Modelling (SEM) dengan pendekatan Partial Least Squares (PLS). Hasil dari penelitian ini menyatakan bahwa kepemimpinan transformasional berpengaruh terhadap organizational citizenship behavior dan kepercayaan interpersonal berpengaruh terhadap organizational citizenship behavior karyawan.
Kinerja Karyawan Studi Pada Bank X [Employee Performance at Bank X] Anggarian, Inga; Meilani, Yohana F. Cahya Palupi
Feedforward: Journal of Human Resource Vol 1, No 2: September 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i2.4255

Abstract

The purpose of this study was to determine the effect of caring climate, affective commitment, job satisfaction on employee performance at Bank X in Jakarta and Tangerang. This research is a quantitative research with descriptive method, the data used is primary data with survey data collection techniques using an online questionnaire Google Form using a Likert scale to 150 respondents who are employees of Bank X in Jakarta and Tangerang. Data processing using SPSS 26.0 software. This study has four hypotheses tested that are valid and reliable. This study shows that a caring climate has a positive effect on job satisfaction (H1), a caring climate has no positive effect on affective commitment (H2), a caring climate has no positive effect on performance (H3), job satisfaction has a positive effect on affective commitment (H4), job satisfaction work has a positive effect on performance (H5), affective commitment has no positive effect on performance (H6), caring climate has no indirect effect on performance through mediation of affective commitment (H7), and job satisfaction has a positive effect on performance by mediating affective commitment (H8) at Bank X in Jakarta and Tangerang. The contribution of this research provides input for banking managers in improving employee performance through job satisfaction which is built from a caring climate and affective commitment.BAHASA INDONESIA ABSTRACT:Tujuan dari penelitian ini untuk mengetahui pengaruh iklim peduli, komitmen afektif, kepuasan kerja terhadap kinerja karyawan pada Bank X di Jakarta dan Tangerang. Penelitian ini merupakan penelitian kuantitatif dengan metode deskriptif, data yang digunakan adalah data primer dengan teknik pengumpulan data survei menggunakan kuesioner online Google Form menggunakan skala Likert kepada 150 responden yang merupakan karyawan Bank X di Jakarta dan Tangerang. Penggolahan data menggunakan software SPSS 26.0. Penelitian ini memiliki empat hipotesis yang diuji bersifat valid dan reliable. Penelitian ini menunjukkan bahwa iklim peduli berpengaruh positif terhadap kepuasan kerja (H1), iklim peduli tidak berpengaruh positif terhadap komitmen afektif (H2), iklim peduli tidak berpengaruh positif terhadap kinerja (H3), kepuasan kerja berpengaruh positif terhadap komitmen afektif (H4), kepuasan kerja berpengaruh positif terhadap kinerja (H5), komitmen afektif tidak berpengaruh positif terhadap kinerja (H6), iklim peduli tidak berpengaruh tidak langsung terhadap kinerja melalui mediasi komitmen afektif (H7), dan kepuasan kerja berpengaruh  positif terhadap kinerja dengan mediasi komitmen afektif (H8) pada Bank X di Jakarta dan Tangerang. Kontribusi penelitian ini memberi input bagi pengelola perbankan dalam meningkatkan kinerja karyawan melalui kepuasan kerja yang dibangun dari iklim peduli dan komitmen afektif.
Peningkatkan Kemandirian Usaha Para Pelaku UMKM Melalui Perilaku Kewirausahaan [Increase of Entrepreneurial Independence of Small Business Owners Through Entrepreneurial Value] Mulja, Vincent Feriano; Sembel, Jacquelinda Sandra
Feedforward: Journal of Human Resource Vol 1, No 2: September 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i2.4316

Abstract

This research was triggered by the massive disruption caused by COVID-19 pandemic which has heavily affected small businesses in a negative way. The unprecedented pandemic resulted in a sharp decline in the number of micro businesses in affected areas in Indonesia, including Semarang. Thus, there is an urgent need to revive micro businesses. This research aims on analyzing the effect of entrepreneurial spirit and values through entrepreneurial behavior to develop business independence. Data analysis in this study was conducted using Structural Equation Modelling (SEM). Research samples consisted of 200 entrepreneurs in Semarang who have run their businesses for more than one year. The findings show that there is an effect of entrepreneurial value and spirit on entrepreneurial independence directly and through entrepreneurial behavior.BAHASA INDONESIA ABSTRACT:Penelitian ini dipicu oleh disrupsi secara massif pada usaha kecil di daerah-daerah terdampak di Indonesia di masa pandemi COVID-19, Semarang. Untuk itu perlu adanya upaya untuk membangkitkan kembali geliat para pelaku bisnis kecil menuju kemandirian usaha. Penelitian ini bertujuan untuk mengetahui keterkaitan antara jiwa kewirausahaan para pelaku usaha dan nilai kewirausahaan yang mereka yakini, yang dapat meningkatkan kemandirian usaha melalui perilaku usaha. Penelitian ini menggunakan Structural Equation Modelling (SEM) untuk melakukan analisis data. Sampel penelitian terdiri dari 200 wirausahawan di Semarang yang sudah menjalani usaha selama lebih dari satu tahun. Hasil penelitian menunjukkan bahwa jiwa kewirausahaan dan nilai kewirausahaan berpengaruh terhadap kemandirian usaha baik secara langsung mampun melalui perilaku kewirausahaan. Perilaku kewirausahaan berpengaruh positif terhadap kemandirian usaha.
Kontribusi Pemimpin Terhadap Kepuasan Kerja Karyawan [Leader's Contribution to Employee's Job Satisfaction] Noferian, Aldy; Hutabarat, Zoel
Feedforward: Journal of Human Resource Vol 1, No 2: September 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i2.4344

Abstract

This study aims to determine the effect of the leader-subordinate relationship, task structure, and strength of the leader's position on job satisfaction of Bank X employees in Jakarta and South Tangerang. This research is a quantitative research with survey using online questionnaire with Likert scale with 105 respondents who are employees of Bank X in Jakarta and South Tangerang. The results of this study indicate that the leadership-subordinate relationship, task structure, and strength of the leader's position altogether affect job satisfaction of Bank X’s employees in Jakarta and South Tangerang. Partially, the task structure and strength of the leader's position variables affect job satisfaction, while the leader-subordinate relationship has no effect on job satisfaction. This study emphasizes the relationship between the leader and subordinates, task structure and strength of the leader's position in order to be maintained so that employee productivity can increase in the company.BAHASA INDONESIA ABSTRACT:Penelitian ini bertujuan untuk mengetahui pengaruh hubungan pimpinan-bawahan, struktur tugas, dan kekuatan posisi pemimpin dengan kepuasan kerja karyawan Bank X di Jakarta dan Tangerang Selatan. Penelitian ini merupakan penelitian kuantitatif dengan survei menggunakan kuesioner online dengan skala Likert kepada 105 responden yang merupakan karyawan Bank X di Jakarta dan Tangerang Selatan. Hasil penelitian ini menunjukkan bahwa hubungan pimpinan-bawahan, struktur tugas, dan kekuatan posisi pemimpin secara bersama-sama berpengaruh terhadap kepuasan kerja karyawan Bank X di Jakarta dan Tangerang Selatan. Secara parsial, variabel struktur tugas dan kekuatan posisi pemimpin berpengaruh kepada kepuasan kerja sedangkan hubungan pimpinan-bawahan tidak berpengaruh terhadap kepuasan kerja. Penelitian ini menekankan hubungan antara pimpinan dengan bawahan, struktur tugas dan kekuatan posisi pemimpin agar tetap terjaga sehingga produktivitas karyawan dapat meningkat dalam perusahaan.
Employer Branding Literature Review Singh, Rajesh Prettypal
Feedforward: Journal of Human Resource Vol 1, No 2: September 2021
Publisher : Universitas Pelita Harapan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.19166/ff.v1i2.4472

Abstract

The concept of employer branding has attracted many researchers’ attention in the recent years. In today’s business environment, employer branding becomes one important source of competitive advantage that creates value for all companies. Organizations have identified employer branding as an important tool for attracting and retaining a talented workforce. The aim of this study is to get an understanding of employer branding on a broader spectrum and to examine employee engagement, employee retention, and employee satisfaction as the outcomes of employer branding. The paper focused by clarifying the definitions and the outcomes of employer branding.

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