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Management Development Centre (MDC) Faculty of Business & Economics, Universitas Islam Indonesia Condongcatur, Depok, Sleman, Yogyakarta
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INDONESIA
Jurnal Siasat Bisnis
Published by Universitas Islam Indonesia
ISSN : 08537666     EISSN : 25287001     DOI : https://doi.org/10.20885/jsb
Core Subject : Science, Social,
Decision Sciences, Operations Research & Management Social Sciences
Jurnal Siasat Bisnis (JSB) is a peer review journal published twice a year (January and July) by Management Development Centre (MDC)-Department of Management, Faculty of Economics, Universitas Islam Indonesia. JSB) addresses the broad area of management science and its applications in industry and business. It is particularly receptive to research relevant to the practice of management within the emerging regions and its effects beyond. It covers studies on how management work is done (descriptive) and/or should be done (normative) in diverse organisational forms, either in profit or non-profit firms, private or public sector institutions, or formal or informal social networks. We welcome qualitative studies with high-quality, rigorous methods, and strong impact on the field. Topics covered include, but not strictly limited to: 1. Business and management strategy 2. Marketing management 3. Operations management 4. Computing and technology management 5. Finance and investment management 6. Innovation and knowledge-based management 7. Entrepreneurship 8. Organisational behaviour and people management 9. Corporate social responsibility 10. Islamic business and management
Arjuna Subject : Bisnis, Menejemen, dan Akutansi (semua kategori) - Strategi dan Menejemen
Articles 8 Documents
 1 
Search results for , issue "Vol 25, No 2 (2021)" : 8 Documents clear
Employer brand attractiveness: the effect of demographic variables on career goals Gugup Kismono; Niken Lulanti Rahayu
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art1

Abstract

Purpose: This research aimed to observe the differences between respondents’ characteristics based on their career goals as part of employer brand, and to identify effective employer branding. It was important since many businesses failed to attract the best talent due to limited knowledge on organizational attractiveness and employer branding strategy.Design/methodology/approach: The data were collected through self-administered questionnaire. There were 16 items used to represent career goals attributes in employer branding. The data was ordered based on the characteristics’ relative importance and assigned points accordingly (the first rank is scored the highest = 6) and analyzed using a K-related samples test and weighted-mean average computation with ANOVA tables. K-independent samples and a One-Way ANOVA test to identify the differences of career goals preferences.Findings: Results showed that there were various significant different across respondents’ characteristics such as gender, marital status, academic achievement, work experience, and economic background. The differences between each group for the most and the least important career goals can still be observed. The findings for career goals items are generally consistent with the known theories of organizational attraction.Research limitation/implications: The data were collected from business school students. It is limited in that it may not have captured the reflections of potential employees groups in Indonesia whose characteristics combinations of experience and attitudes toward employer brand differed from the sample used. Applying these research findings should be done meticulously.Practical implications: This research offered an interesting insight on the relations of employer brand's attractiveness dimensions, career goals, and individual differences. Based on this research findings, organizations may consider emphasizing on the attributes that are attractive to high-achievers or to one specific gender.Originality/value: This research contributed to identifying how respondents perceive the dimensions ranking of employer brand attractiveness and analyzing the detail characteristics attractiveness (career goals) based on demographic variables.
How does gift with purchase influence your satisfaction in online buying? Ami Luki Andrian; Rokhima Rostiani
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art8

Abstract

Purpose – This study tries to examine the effectiveness of gift with purchase when utilized in a social media platform, measured through several variables: perceived usefulness, perceived quality, perceived ingenuity, and perceived cost. We believe that gift with purchase evoke a sense of surprise that leads individual to feel happier thus connects the effectiveness with happiness that subsequently influence individual loyalty.Design/methodology/approach – An online survey was conducted on 207 users of social media platforms for at least six months and received free gift with purchase.Findings – Perceived usefulness and perceived quality significantly influence happiness towards gifts with purchases. Perceived usefulness and perceived quality served as two important predictors for happiness. When consumers perceived they receive more values and benefits and good quality of the gift, their happiness will be significantly higher. Further, this study showed that happiness is a significant predictor for purchase satisfaction. When consumers are happy with their purchase, they report a higher satisfaction level on their buying decision and a particular seller's social media choice.Research limitations/implications – Results of this study have limited generalization due to sample’s characteristics. Further, this study did not differentiate between type of products such as hedonic or utilitarian that might influence how gift with purchase is perceived.Practical implications – This study provides insight into sellers participating in online shopping through social media to improve promotion strategy. Managers needs to show the information regarding usefulness and quality of free gift with purchase to their customers, thus showcasing the serious effort to keep consumer happy and satisfied.Originality/value – The inclusion of happiness variable is scant in research that tries to investigate the effect of gift with purchase and satisfaction. Although rare, happiness is closely related to gift with purchase that are free of charge and thus provide fresh insight on how satisfaction is created.
Do distressed firms manage earnings? Dian Anita Nuswantara; Warih Puspo Andjani
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art2

Abstract

Purpose: This research aims to test and analyze whether the central role of SOE compare with the phenomenon of financial distress will result in dysfunctional behavior. This motivates researchers to investigate SOE financial performance and behavior. Thus, this study aims to prove that the influence of financial distress on SOE and POE behavior is different.Design/methodology/approach: The researcher employs a quantitative approach to test the hypotheses. The data collected using documentation of financial data of 55 SOE and 135 POE listed in Indonesia Stock Exchange year 2014-2018. Distress status determines using Altman Z-score and earnings management measured using the Modified Jones Model. This study examines two groups of samples originating to test hypotheses using two independent sample t-tests.Findings: The research results succeeded in proving that SOE and POE react to a distressing condition in different ways. While SOE responds in the increasing pattern, means income maximization, the POE were in the opposite direction.Research limitations/implications: Scoring bankrupt prediction use only one equation, that is Altman Z-score, thus there are bias potential due to “no one-size-fits-all” view point.Practical implications: This result suggests that the government and other shareholders should be careful in making decisions concerning distressed SOE.Originality/value: Most earnings study was conducted in good financial performance in order to get a general conclusion. Since other scholars focus on how SOE performance in a “normal” situation, this research tries to investigate their behavior in the “abnormal situation.
The identification of the superior human resources in managing profitable entrepreneurs’ activities during Covid-19 pandemic in Indonesia Sumar’in Sumar’in; Sardjana Orba Manullang; Abdul Samad Arief; Syahril Syahril; Rita Kartika Sari
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art7

Abstract

Purpose: This project aimed to acknowledge the entrepreneurship program in managing human resources in the pandemic era in Indonesia. The essay to understand the entrepreneurship activities in managing human resources in the pandemic era is assumed to have a close connection with acknowledging the entrepreneurship programs in the outbreak of coronavirus 2019 in Indonesia.Methodology: A serial of online information searching and literature review sessions was conducted. After data was gathered, the analysis processing using a qualitative phenomenological approach and profound interpretations were done to see if the research question's reliability and validity were met.Findings: The existing literature on understanding the entrepreneurship program in managing human resources in the pandemic and crisis era of the Covid-19 showed that there are five entrepreneurship activities that were shown relatively significant business program in managing human resources since outbreaks 2020. Finally, we successfully outlined the five related programs as follows: 1) Creating a business crisis plan, 2) More care and services, 3) be among the community, 4) Community relations, 5) Creative thinking endure, 6) Be adjustable.   Originality: Direct insights into the entrepreneurship practices, policymaking, and academic business development are beneficial in creating the next entrepreneurship program plan, especially the strategy to manage human resources with an entrepreneurial role in the pandemic crisis.Research implication: Further project is needed to anticipate the next economic crisis and social-political changes that impacted economic development in Indonesia.
The influence of e-service quality, trust, brand image on Shopee customer satisfaction and loyalty Dola Fitritha Raras Handayani; Retno Widowati PA; Nuryakin Nuryakin
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art3

Abstract

Purpose: This research's main objective is to determine the relationship among e-service quality, trust, and brand image to customer loyalty. Customer satisfaction was a mediator which focused on Shopee customers in Yogyakarta.Design/methodology/approach: The research respondents consisted of 245 customers. The reliability and validity tests were conducted. The collected data were analyzed using the SEM AMOS method.Findings: The research results showed that: 1) e-service quality had a positive and significant influence on customer loyalty; 2) trust had a positive and significant influence on customer loyalty; 3) brand image had a positive and significant influence on customer satisfaction; 4) e-service quality had a positive and significant influence on customer loyalty; 5) customer trust had a positive and significant influence on customer loyalty; 6) brand image had a positive and significant influence on customer loyalty; 7) customer satisfaction had a positive and significant influence on customer loyalty; 8) e-service quality had a direct influence on customer loyalty without customer satisfaction as a mediator; 9) trust had a direct influence on customer loyalty without customer satisfaction as a mediator; 10) brand image had a direct influence on customer loyalty without customer satisfaction as a mediator.Research limitation/implications:  The research sample was Shopee customers in the Special Region of Yogyakarta. There had not been an analysis of other factors that influence customer satisfaction and loyalty, such as social risk and time risk. Practical implications: Future research should expand the research sample to Shopee customers outside of Yogyakarta Special Region. For further research, it is recommended to modify the proposed model so that the goodness of fit criteria obtained will be fulfilled by the good criteria.Originality/value:  In the context of customer satisfaction and loyalty, this research had offered an empirical research model on the relationship among e-service quality, trust, brand image, customer satisfaction and customer loyalty on Shopee customers outside of Yogyakarta Special Region. The use of satisfaction had mediating influence of e-service quality, trust, brand image on customer loyalty.
Strengthening digital ecosystem for SMEs through readiness to change and agile leadership Hasan Abdul Rozak; Ardian Adhiatma; Ika Rosyada Fitriati
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art6

Abstract

Purpose: This study aims to describe and analyze the relationship between readiness to change and agile leadership on the dynamic capabilities of SMEs. Furthermore, this study also examines the effect of dynamic capabilities in strengthening the digital ecosystem of SMEs.Design/methodology/approach: The data used in the study are collected from 250 SMEs through structured questionnaires. This study analyzes three hypotheses using structural equation modeling.Findings: The results of the study show that readiness to change and agile leadership can improve the dynamic capabilities of SMEs. The improved dynamic capabilities of SMEs are proven to be able to strengthen the digital ecosystem in SMEs. The results of this study are expected to contribute to SMEs in strengthening the growth of the digital economy in Indonesia.Research limitations/implications: This research has several limitation aspects, the research design is cross-sectional, and the research design cannot ensure that the causal relationship is specified in the hypothesis; in fact, the results tend to be consistent with theoretical reasoning. This study analyzes dynamic capabilities, a more specific approach may be needed to be able to fully utilize each process for the realization of a digital ecosystem. Another limitation, this study only examines the direct effect between a penchant for change and agile leadership on the capabilities of SMEs. Then test the direct influence between dynamic capabilities on the realization of a digital ecosystem.Practical Implications: The implication of the results of this research for management is as a literature on efforts to strengthen the digital ecosystem for SMEs through dynamic capabilities formed fro readiness to change and agile leadership. SME entrepreneurs must realize that change is a necessity along with the development of society and technology so that readiness to change becomes veri important. Besides, SME entrepreneurs are also required to have an agile leadership spirit so that they can guide and influence their team in achieving targets and solving problems properly.Originality/value: This study focuses on change readiness and agile leadership in relation to the dynamic capabilities of SMEs that can ultimately shape digital ecosystems. the results of this study provide additional empirical evidence for areas of research where there are few studies exist.
Generation Z and organizational citizenship behavior of sharia banking Ahyar Yuniawan; Eldes Willy Filatrovi; Iqbal Arraniri
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art4

Abstract

Purpose: The goal of this study is to test and examine the effect of organizational support on employee engagement and OCB; the impact of career development on employee engagement and OCB; as well as the impact of employee engagement on OCB. The survey was carried out on Indonesia's 200 Sharia Banking Generation Z employees.Design/methodology/approach: All Generation Z employees working as the population in Islamic banking companies in Indonesia use the questionnaire and interviews to collect data. The purposeful sampling was used in this study where the researcher understood that it was possible to gather the appropriate information from a particular population that was able to provide the information requested and that the predetermined criteria had been fulfilled. Since the population is too large, this method was chosen. 200 samples consist of the sample number. In this analysis, SEM is the method used to process information (Structural Equation Model)Findings: The organizational support variable is shown to be capable of influencing employee engagement, which means that the better organizational support offered by the company would also increase the greater engagement of Generation Z employees in Sharia banking. Variables in work growth can affect employee engagement, meaning that the greater company's career development, the greater employee's engagement. Organizational support has been shown to affect OCB, which shows that the better organizational support of the corporation, the greater organizational citizenship behavior of the employee. It is seen that career development is capable of impacting OCB, which means that the greater employee's additional position operation will bring  a stronger implementation of career development. The employee engagement variable has also proven to be able to influence OCB, which means that the greater employee engagement, the greater additional role of Generation Z employees in Islamic banking.Research limitations/implications: Limitations in this study include the nature of open-ended questions which are less understood by respondents, so that many respondents responded with inappropriate answers and some others were not filled in causing the lack of information obtained about the actual situation in current Islamic banking. With this limitation, it is hoped that further scientific research will be considered and made to obtain better research results.Practical implications: The organization would concentrate more on progress in the career development system, taking into account, among other considerations, other variables. Organizations could try to shape their identities as responsible corporate or global citizens by taking a leadership position in sustainable business practices and demonstrating to millennials that OCB is an important way to meet their service needs. The millennial workers would welcome these events, which would encourage them to take on additional duties by assisting other colleagues. Such efforts will be necessary in the twenty-first century to build an effective workforce.Originality/value: It has been shown that employee engagement as an intervening variable can mediate the impact on organizational citizenship behavior between organizational support and career growth, although calculations show that the direct effect of independent variables (organizational support and career development) on OCB is greater than that through employee engagement variable (indirect influence)
Proactive personality, voice behavior, and the roles of team social exchange Nikodemus Hans Setiadi Wijaya
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art5

Abstract

Purpose: This research examined the links of proactive personality, team social exchange comprising leader-member exchange (LMX) and team-member exchange (TMX), and two types of voice behavior comprising team-voice behavior (TVB) and organizational-voice behavior (OVB). Under self-determination theory, the current study proposes the mediating effects of team social exchange on proactive personality and voice behavior.Design/methodology/approach: This study was based on online questionnaire surveys from 238 Indonesian employees. A structural equation modeling (SEM) analysis with the bootstrapping technique was used to examine the hypothesized relationships.Findings: The current study found 1) the significant influences of proactive personality on both LMX and TMX; 2) the significant influences of proactive personality on TVB and OVB; 3) the influences of LMX and TMX on both TVB and OVB; and 4) the partial mediating effects of LMX and TMX.Research limitation/implications: A single-rater method in data collection may occur in some extents of common method variance (CMV). The findings contribute to the empirical evidence of the pivotal role of team social exchange on the relationships between proactive personality and two types of voice behavior.Practical implications: Since voice behavior may have positive impacts on the organization’s performance and survival, organizations may wish to include proactive attributes in the HRM process (e.g., selection, promotion) and may also want to place more attention on efforts directed at improving team social exchange relationships. Also, organizational practitioners are advised to promote team social exchange as an additional factor impacting voice behavior. In addition, the proposal of two types of voice behavior may offer a wider scope of this construct. Originality/value: This study proposes two types of voice behavior, namely team-voice behavior (TVB) and organizational-voice behavior (OVB) which extend the scope of this construct.

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