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Sains Organisasi
Published by Yayasan Education Al Aqsho Modern
ISSN : 2828417     EISSN : 2827974     DOI : https://doi.org/10.55356/so.v1i4.34
Core Subject : Science,
Decision Sciences, Operations Research & Management
The journal will focus on research and theory in all topics associated with organizational studies within and across the individual, group, and organizational levels of analysis, including: At the individual level, such as personality, perception, beliefs, attitudes, values, motivation, career behavior, stress, emotions, judgment, and commitment. At the group level, such as size, composition, structure, leadership, power, group affect, and politics. At the organizational level, such as structure, change, goal-setting, creativity, and human resource management policies and practices. Across levels, such as decision-making, performance, job satisfaction, turnover and absenteeism, diversity, careers and career development, equal opportunities, work-life balance, identification, organizational culture and climate, inter-organizational processes, and multi-national and cross-national issues. Research methodologies in organizational studies.
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Perilaku Organisasi dan Menejemen Sumber Daya Manusia
Articles 6 Documents
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Search results for , issue "Vol. 2 No. 3 (2023): SAINS ORGANISASI" : 6 Documents clear
Affiliative and Aggressive Humor in Leadership and Mechanism to Creativity and Employee Well Being Via LMX Rahmat, Adi
SAINS ORGANISASI Vol. 2 No. 3 (2023): SAINS ORGANISASI
Publisher : Yayasan Education Al Aqsho Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55356/so.v2i3.58

Abstract

This study aims to determine the mediation of LMX on the influence of leadership humor which consists of affiliative and aggressive humor, on the mechanism of creativity of subordinates and employee welfare at the Colleges of Economics in Pekanbaru City. This study uses a quantitative approach with the PLS Structural Equational Modeling (SEM) statistical test method. Respondents in this study were all lecturers at the College of Economics in Pekanbaru City. The total population in this study was 173 lecturers spread over 7 Colleges of Economics in Pekanbaru City which were taken using a total sampling technique. This study found that humor leadership has a significant direct effect on leader member exchange, follower's creativity and wellbeing. In addition, humor leadership indirectly affects follower's creativity and well-being through the mediation of leader member exchange. In general, our information set preferably: It makes a direct effect of positive humor styles on pioneers on devotees' prosperity and innovativeness. In addition, this starts this relationship to be more grounded for subordinates with a low power distance direction. What's more, we started interceding properties that were directed through LMX as guessed for all result factors. To begin with, it could be essential to explore the methodology by which positive humor styles in pioneers uncover, eventually, impact adherent imagination and prosperity as do other progressive social variables. From one viewpoint, our outcomes recommend that social methodology might be a method for changing the effect of positive humor styles on pioneers. Although it may be ubiquitous, the phenomenon has received relatively little attention by organizational scholars, perhaps because of its frivolous and playful nature, and because it appears to contrast with the norms of rationality espoused in modern business, education, and government organizations.
The Impact of Leaders and Family Social Support on Work Family Balance and Individual Job Satisfaction Uli Agustina, Nova; Rasyid Abdillah, Muhammad; Asfar, Ali
SAINS ORGANISASI Vol. 2 No. 3 (2023): SAINS ORGANISASI
Publisher : Yayasan Education Al Aqsho Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55356/so.v2i3.59

Abstract

This study aims to explain the impact of leadership social support on work family balance in health workers at the Kec. Bagan Sinembah. Specifically, this study uses the Work Family Balance mechanism/balance between family and work at work as the psychological mechanism that underlies the relationship between the two variables. By involving 71 respondents who worked as health workers. Sinembah Chart and using SEM-PLS analysis, in which this study found that perceived leadership social support had a positive and significant effect on Work Family Balance, while perceived family social support had a positive and significant effect on Work Family Balance. Furthermore, this study found that Work Family Balance / family and work balance at work mediates the relationship between perceived social support and job satisfaction of Health Workers in Kec. Bagan Sinembah. The managerial implications felt by employees in this study are that social support from leaders can increase job satisfaction, through Work Family Balance, and family social support for Work Family Balance, so as to create Job Satisfaction for Health Workers at the Kec. Bagan Sinembah. Furthermore, this study found that work-family balance at work mediates the relationship between perceived social support and job satisfaction of health workers at the Puskesmas Kec. Bagan Sinembah
The Influence of Leadership on Job Satisfaction of Members of The Indonesian Democratic Party of Struggle in Riau Province: The Role of Interpersonal Communication Mediation Jeki; Rahmat, Adi; Fatkhurahman
SAINS ORGANISASI Vol. 2 No. 3 (2023): SAINS ORGANISASI
Publisher : Yayasan Education Al Aqsho Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55356/so.v2i3.60

Abstract

This study aims to investigate the effect of leadership on job satisfaction of members of the Indonesian Democratic Party of Struggle (PDIP) in Riau Province and examine the mediating role of interpersonal communication in the relationship. This research was conducted by collecting data from active PDIP members in Riau Province through the use of questionnaires. The research sample consisted of 100 randomly selected respondents. The results of data analysis using Structural Equation Modeling (SEM) processed using SmartPLS 3.2.9 for data processing show that leadership has an insignificant influence on job satisfaction of PDIP members in Riau Province. In addition, interpersonal communication was also found to have a significant mediating role between leadership and job satisfaction of PDIP members. This suggests that interpersonal communication is an important factor in linking effective leadership with higher levels of job satisfaction. The findings of this study have important implications for political party management and party leaders in developing effective leadership strategies and increasing the job satisfaction of party members. Improved interpersonal communication is also key in facilitating good relationships between leaders and party members, which in turn can contribute to higher job satisfaction. However, this study has several limitations, including geographical restrictions and a research population limited to PDIP members in Riau Province. In addition, the use of questionnaires as a data collection method may also affect the results of the study. Therefore, future research can involve a more representative sample and use different data collection methods to expand the generalizability of the research results
Employees Voice and Silence on Leadership and Organizational Culture as Mediation Variables Raffila Irawan, Raja; Rahmat, Adi; Wardi, Jeni
SAINS ORGANISASI Vol. 2 No. 3 (2023): SAINS ORGANISASI
Publisher : Yayasan Education Al Aqsho Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55356/so.v2i3.61

Abstract

This research study delves into the dynamics of employee behavior in relation to leadership and organizational culture, focusing on the roles of voice and silence as mediating variables. The study aims to understand how employees' perceptions of leadership and the prevailing organizational culture influence their decisions to speak up (voice) or withhold their opinions (silence). By investigating the mediating effects of voice and silence, the study seeks to provide insights into the intricate interplay between leadership effectiveness, organizational culture, and employee communication behavior. The research employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to capture a comprehensive view of the subject matter. Through a survey administered to a diverse sample of employees across various industries, data will be collected regarding their perceptions of leadership styles, organizational culture dimensions, and their tendencies to engage in vocal behaviors or remain silent. Concurrently, qualitative interviews with selected participants will delve deeper into the underlying motivations, barriers, and contextual nuances shaping employees' decisions to voice their opinions or remain silent. The study hypothesizes that both leadership styles and organizational culture significantly impact employees' likelihood to engage in voice or silence behaviors. Furthermore, it posits that employees' perceptions of leadership and organizational culture act as mediating factors in this relationship. By employing advanced statistical analyses and thematic coding techniques, the study aims to validate these hypotheses and uncover potential mechanisms through which leadership and culture jointly influence employee communication behavior. The findings of this research are expected to contribute to the existing body of knowledge by shedding light on the complex relationship between leadership, organizational culture, and employee communication behaviors. The study's outcomes could offer practical implications for organizational leaders and managers, helping them comprehend the importance of fostering an inclusive culture that encourages employee voice and reduces the prevalence of silence. Ultimately, the research strives to enrich the understanding of the dynamics that shape employee engagement, communication, and participation within their respective organizations.
The Influence of Work Environment and Work Motivation on Job Satisfaction and Implications for Employee Performance (Study on BPJS Employment Kanwil SUMBARRIAU) Yuyulianda, Eko; Heri, Helwen; N, Arizal
SAINS ORGANISASI Vol. 2 No. 3 (2023): SAINS ORGANISASI
Publisher : Yayasan Education Al Aqsho Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55356/so.v2i3.62

Abstract

The phenomenon that occurred, BPJS Ketenagakerjaan in any challenge must be able to provide the best public services. Some of the problems above are strong reasons for conducting research, besides that they are also supported by the existence of research gaps in several interesting studies to review. The location of this research is at the BPJS Ketenagakerjaan Regional Office of West Sumatra with the address: Komplek Mega Asri Green Office A09-A12, Jl. Arifin Ahmad, Tengkerang Tengah, Kec. Marpoyan Damai, Pekanbaru City, Riau. After that make observations and interviews with research subjects. The subjects of this study were employees working at the BPJS Ketenagakerjaan in the West Sumatra Regional Office. As the population in this study were all employees at the BPJS Ketenagakerjaan Regional Office of West Sumatra, totaling 43 people. The number of samples in this study were 43 respondents and sampling were carried out using the sample quota method, namely taking the entire sample from the population. Based on the results of the analysis, several conclusions can be drawn: 1) the first to fifth research hypotheses prove that the work environment and work motivation affect employee performance. 2) work environment has a significant effect on employee performance through job satisfaction. Significant influence can be seen from the results of the Path Coefficient. This means that the work environment has a significant effect on performance through employee job satisfaction at the BPJS Ketenagakerjaan Regional Office of West Sumatra. 3) Then the seventh hypothesis mediation test predicts that work motivation has a significant effect on employee performance through job satisfaction at the BPJS Ketenagakerjaan Regional Office of West Sumatra Riau. This means that work motivation has a significant effect on performance through employee job satisfaction at the BPJS Ketenagakerjaan Regional Office of West Sumatra
Altruistic Leadership and Employee Creativity with Intrinsic Motivation as Mediation Jumarno; Rahmat, Adi; Heri, Helwen
SAINS ORGANISASI Vol. 2 No. 3 (2023): SAINS ORGANISASI
Publisher : Yayasan Education Al Aqsho Modern

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55356/so.v2i3.63

Abstract

This research aims to investigate the impact of altruistic leadership on employee creativity. In depth, this research is to investigate and explain the influence of altruistic leadership on employee creativity through intrinsic motivation variables as mediation. The location of this research was the District Civil Service Police Unit. Rokan Hulu Province Riau. This study collected data by distributing questionnaires to employees using simple random sampling techniques. So the sample used in this research was 84 respondents. Research data analysis was processed using smartPLS version 3.0 software to analyze data and determine the relationship between constructs. The results of direct hypothesis testing. The path coefficient value of altruistic leadership on employee creativity is 0.674, which is positive, which means that altruistic leadership has a positive effect on employee creativity. The path coefficient value of altruistic leadership on intrinsic motivation is 0.952, which is positive, which means that altruistic leadership has a positive effect on intrinsic motivation. The coefficient value on the intrinsic motivation path towards employee creativity is 0.324, which is positive, which means that intrinsic motivation has a positive effect on employee creativity. The fourth hypothesis indirectly shows that Intrinsic Motivation has a positive and significant effect in mediating the relationship between Altruistic Leadership and employee creativity. In this calculation, the PV value level of significance is obtained at 0.003 < 0.05

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