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INDONESIA
JAM : Jurnal Aplikasi Manajemen
Published by Universitas Brawijaya
ISSN : 16935241     EISSN : 23026332     DOI : -
Core Subject : Science,
Decision Sciences, Operations Research & Management
Jurnal Aplikasi Manajemen - Journal of Applied Management (JAM) publishes all forms of quantitative and qualitative research articles and other scientific studies related to the field of functional management (marketing, finance, human resources, and operations) as well as the applied management and a wide range of applications.
Arjuna Subject : -
Articles 20 Documents
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Search results for , issue "Vol. 20 No. 3 (2022)" : 20 Documents clear
THE RELATIONSHIP BETWEEN AUTONOMY, WORKLOAD, AND WORK-LIFE BALANCE TO JOB PERFORMANCE OF FEMALE LECTURERS AT PRIVATE UNIVERSITIES DURING PANDEMIC COVID -19 Meilani, Yohana F. Cahya Palupi; Bernarto, Innocentius; Nahar, Faiza Husnayeni
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.02

Abstract

The urgency of this research is to see the performance of female lecturers during the COVID-19 pandemic. This study aimed to analyze the relationship of each variable, namely autonomy, workload and work-life balance, to the job performance of female lecturers at private universities during pandemic covid-19. This type of research is quantitative research. The object of this research is female lecturers at private universities in Tangerang, Indonesia. The sampling used purposive sampling techniques. The analytical tool used is the multiple regression used program SPSS. The results show a positive relationship between autonomy and job performance. Then, the workload has a negative relationship with job performance. Also, work-life balance has a positive relationship with job performance. The managerial implication found in this study shows that this research can give input to private university managers to manage female lecturer performance during pandemic Covid-19. Future researchers are  expected to research lecturers at private and nonprivate Universities. The contribution of this research expected can give input to private university managers to manage female lecturer performance during pandemic Covid-19.
PERCEIVED EXTERNAL PRESTIGE ON DEVIANT WORKPLACE BEHAVIOR WITH MEDIATION OF JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT Pratiwi, Ita Wahyu; Armanu, Armanu; Rahayu, Mintarti
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.16

Abstract

This study focuses on perceived external prestige in reducing deviant workplace behavior by mediating job satisfaction and organizational commitment. This study aimed to determine and analyze the effect of perceived external prestige on deviant workplace behavior, either directly or indirectly, through the mediation of job satisfaction and organizational commitment. This study used saturated sampling. The sample used in this study is the civil servant of the Regional Government of Kediri Regency, East Java, especially the Regional Apparatus Organizations. Three Regional Apparatus Organizations are the Regional Personnel Agency, the Department of Transportation, and the Region Financial and Asset Management Agency, with a sample of 117 civil servants. The analytical method used is a causal study. Data were analyzed and processed using PLS-SEM statistical programming to evaluate the outer and inner structure of the model. The results reveal that perceived external prestige negatively and significantly affects deviant workplace behavior. The results of the mediation test show that job satisfaction and organizational commitment partially mediate the effect of perceived external prestige on deviant workplace behavior. Subsequent research studies will yield different results in another industry or region. Further research can conduct thorough research on all Regional Apparatus Organizations to obtain comprehensive research results, and systematic sampling techniques can be used to avoid cognitive bias from respondents.
THE INFLUENCE OF ORGANIZATIONAL CULTURE ON THE EMPLOYEE PERFORMANCE MEDIATED BY JOB SATISFACTION AND ORGANIZATIONAL COMMITMENT Wua, Injilia Wulan Gratia; Noermijati, Noermijati; Yuniarinto, Agung
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.07

Abstract

The digital era is now making competition between companies increasingly competitive. Companies need to pay attention to and improve the performance of existing human resources to be able to compete. This research aims to test and analyze the direct and indirect influence between organizational culture and employee performance with the mediator variable, job satisfaction, and organizational commitment. The quantitative analysis was used in this research, and there were 112 employees of Bank SulutGo of Manado Main Branch Office as the samples were collected through questionnaires. Furthermore, the analytical instrument to analyze these data was Smart PLS 3.0. The results showed that organizational culture has a direct and significant influence on employee performance. Organizational culture has a direct and significant influence on job satisfaction. Organizational culture has a direct and significant influence on organizational commitment. Organizational commitment has a direct and significant influence on employees' performance. Job satisfaction has a direct and significant influence on employees' performance. Job satisfaction influences organizational commitment. However, organizational commitment is the one that has the biggest influence on improving employee performance. Moreover, job satisfaction and organizational commitment can mediate the relationship between organizational culture and employee performance with partial mediation. The results of this study will help companies to improve employee performance, so that companies can compete in digital era.
THE ROLE OF LEADERSHIP AND WORK MOTIVATION IN IMPROVING EMPLOYEE PERFORMANCE: WITH JOB SATISFACTION INTERVENING VARIABLES Qomariah, Nurul; Lusiyati, Lusiyati; Martini, Ni Nyoman Putu; Nursaid, Nursaid
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.12

Abstract

This paper aims to examine the role of leadership style and work motivation in improving performance by involving feelings of satisfaction from employees (job satisfaction) as an intermediary variable in Freelance Daily Workers (THL) at the Banyuwangi Regional Secretary. The number of freelance daily workers (THL) at the Banyuwangi Regency Secretariat. The population in this study were all employees of the Daily Leasing Office of the Regional Secretariat of Banyuwangi Regency, amounting to 101 employees. Determination of the sample using a saturated sample so that the number of samples is 101 respondents. The descriptive analysis method is used to describe the respondents, and the variables used. Smart PLS 3.0 application is used in this study as an analytical tool to answer the hypothesis. The results showed that the leadership style variable in an organization could increase the job satisfaction of THL employees at the Banyuwangi Regional Secretariat. Work motivation from employees has a significant effect on job satisfaction. Job satisfaction of casual daily workers also affects employee performance. The leadership style possessed by the leaders at the Banyuwangi Regency Secretary also affects employee performance. Work motivation significantly affects employee performance at the Daily Leasing Office of the Regional Secretariat of Banyuwangi Regency. Leadership style and work motivation can increase employee satisfaction and performance at the Regional Secretary of Banyuwangi Regency. Therefore there needs to be an effort to improve employees' leadership style and work motivation.
ANALYZING THE ROLE OF ORGANIZATIONAL COMMITMENT AND JOB SATISFACTION IN MINIMIZING TURNOVER INTENTION Hermawati, Adya; Sambung, Roby; Ramlawati; Iswati; Haditomo, Alfabetian Harjuno Condro; Hendarto, Totok
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.01

Abstract

As an organization, hospitals should always make efforts to improve the performance of their employees because those employees will help the hospitals to attain their vision, mission, and goals. This research aims to analyze the effect of organizational climate on turnover intention in mediating organizational commitment and job satisfaction. The research type is a cross-sectional study with a quantitative approach. Data collection is done in one-time observation through a survey involving questionnaires. Items of the questionnaire are arranged on the Ordinal Likert Scale. The data analysis instrument is Variance Based Structural Equation Modelling (SEM), or Second-Order Partial Least Square Program (Smart PLS Version 2.0). The research subject or analysis unit is all employees at Mother-Child Health Hospital of Rembang. Population (N) of research includes all hospital employees, a total of 218 individuals. The employees are divided into clinical staff involved in health care services and non-clinical staff who are definitely not included in the clinical group. The sampling technique is random sampling which takes only some population members to represent the population. There are 70 individuals selected from the workgroup to act as respondents. Then, several conclusions are obtained from the analysis and results of the hypothesis test. A good organizational climate can strengthen organizational commitment. Regarding this position, it is suggested that Mother-Child Health Hospital of Rembang maintain and improve its organizational climate.
OPTIMIZATION OF INTELLECTUAL CAPITAL TO REALIZE EMOTIONAL INTELLIGENCE THROUGH ORGANIZATIONAL STRESSORS Asj’ari, Fachrudy; Dwiarta, I Made Bagus; Suharyanto, Suharyanto; Widhayani, Puri Setioningtyas
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.03

Abstract

This research is important for the achievement of the college plan because at PGRI University Adi Buana Surabaya is also developing student cooperatives and employee cooperatives so that business sustainability occurs that can educate employees and students to get to know cooperatives and entrepreneurship. This study aims to test the influence of intellectual capital on emotional intelligence through organizational stressors as an intervening variable for cooperative actors in Surabaya. This study analyzes how intellectual capital plays a role in optimizing organizational stressors and emotional intelligence and how organizational stressors play a role in optimizing the emotional intelligence of cooperative actors in Surabaya. Some variables are analyzed as factors that affect emotional intelligence, namely intellectual capital and organizational stressors. This study is a type of explanatory study, reviewed from its analytical approach and classified into quantitative methods. The population of this study is all cooperative actors in Surabaya, and the sample is determined based on accidental techniques. Sampling in this study used Ferdinand's formula with the number of samples used as many as 156 people. The data was collected through questionnaires and analyzed using SEM (semantic equation modeling). This research is useful for the development of human resource management science. This study showed that intellectual capital has a significant and positive effect on organizational stressors, and intellectual capital has a significant and positive effect on emotional intelligence. In contrast, organizational stressors have insignificant and negative effects on emotional intelligence. The Cooperative is expected to solve or fix the cooperative actors' organizational stressors to solve the cooperative actor's problems.
THE ROLE OF ADAPTIVE MILLENNIAL LEADERSHIP, ORGANIZATIONAL CULTURE, AND COMPETENCY AS A STRATEGY TO INCREASE EMPLOYEE PERFORMANCE Dewi, Puspa; Fitrio, Tomy
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.17

Abstract

This study aimed to develop a conceptual model of the relationship between organizational culture, competency, adaptive millennial leadership, and employee performance. Data were collected from 130 employees of Bank X of Riau Regional Office. Data were processed using Structural Equation Modeling (SEM) PLS. This study proposed adaptive millennial leadership as a strategy to improve employee performance. The results show that organizational culture and competencies mediated by adaptive millennial leadership increased employee performance. It supports the hypothesis regarding the importance of adaptive millennial leadership in improving employee performance. Also, the results strengthen social capital theory, where social capital argues that social relations are resources that can lead to the development and accumulation of human capital in achieving organizational goals.
THE ROLE OF SELF-CONFIDENCE IN MEDIATING THE EFFECTS OF SKILL PRACTICES AND TRAINING ON EMPLOYEES' PERFORMANCE Sutarto, Sutarto; Setyaningrum, Retno Purwani; Rezeki, Fitri
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.08

Abstract

This study examines the direct effect of skill practices and training on employees' performance and the indirect effect of skill practices and training on employees' performance through self-confidence. This study was conducted at PT. Mulia Glass Float Division, Cikarang, Bekasi, West Java. This study is a quantitative study that collected data using a survey technique through a questionnaire. The data was then processed using PLS 3.3.3 software. The study population was 151 employees. Based on purposive sampling, the entire population was used as a sample. The results showed that self-confidence had a positive effect on employees' performance, skill practices had a positive impact on self-confidence, skill practices had a positive effect on employees' performance, training had a positive impact on self-confidence, and training had no effect on employees' performance, skill practices had a positive effect on employees' performance through self-confidence mediation, and training had a positive effect on employees' performance through self-confidence mediation. The expertise possessed by employees and the training provided could increase the employees' confidence that they could conduct their duties and responsibilities properly. Consecutively, it affected increasing employees' performance. This study is expected to be a reference for company management to conduct training to improve employees' skill practices continuously. It is also expected to increase employees' self-confidence and have an impact on improving employees' performance.
EMPLOYEE PERFORMANCE BASED ON COMPETENCY, CAREER DEVELOPMENT, AND ORGANIZATIONAL CULTURE Marnisah, Luis; Kore, Jefirstson Richset Riwu; Ora, Fellyanus Haba
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.13

Abstract

The research objective is to analyze and prove the influence of competence, career development, and organizational culture on employee performance. For 3 (three) months, the research was carried out, starting from January-March 2022, at the Regional Secretariat of the Kupang City Government. This research belongs to quantitative research. The population in this study was 1034 employees. The number of research samples was 288, determined by proportional stratified random sampling and the Slovin technique. The Likert scale is used to obtain data from questionnaires and use observation, interviews, and documentation techniques. Data analysis used multiple linear regression analysis techniques. The results showed a positive and significant influence between career development variables and organizational culture on employee performance. In contrast, the competence variable had a negative influence on employee performance at the Kupang City Government Regional Secretariat. Competence of employees who show a negative influence shows information that the competence of employees needs to be a concern of the organization to be improved so that employees can develop from the aspect of working ability in achieving organizational goals. This study also proves that competence, career development, and organizational culture can simultaneously be used as organizational strategies to improve employee performance.
TELEWORK, WELL-BEING, STRESS, AND PRODUCTIVITY DURING COVID-19 PANDEMIC: DOES WOMEN'S RESILIENCE MATTER? Anindita, Rina; Korompis, Veinne Nathasia
Jurnal Aplikasi Manajemen Vol. 20 No. 3 (2022)
Publisher : Universitas Brawijaya, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21776/ub.jam.2022.020.03.04

Abstract

This study aims to analyze the relationship between perceived stress, psychological well-being and perceived productivity through teleworking with resilience as moderation for married female employees in the telecommunications network company in Jakarta. The data analysis method used was Structural Equation Modeling (SEM)–Partial Least Square (PLS) by distributing questionnaires to 148 married women employees. Data were collected from December 2021 to 2022 through an online questionnaire distributed through the human resources department. The results of this study supported the six hypotheses proposed, and 1 of the seven hypotheses did not. Perceived stress and teleworking have a relationship with psychological well-being. Moreover, teleworking can mediate the relationship between perceived stress and psychological well-being. Surprisingly women's resilience does not moderate the relationship between teleworking and psychological well-being. This study also revealed that perceived stress and psychological well-being are related to perceived productivity. This condition requires an active role of corporate leaders to find effective ways to deal with stress and increase well-being and employee productivity during teleworking or Work From Home. Corporate leaders must begin to design and plan better methods to support employees who have flexible working hours.

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