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<![CDATA[On the Rise of Social Media Influencer Marketing: A Systematic Literature Review and Future Research Agenda ]]>
<![CDATA[Bansah, Pearl Fafa]]>;
<![CDATA[Gaffar, Vanessa]]>;
<![CDATA[Disman, Disman]]>;
<![CDATA[Yuliawati, Ayu Krishna]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 12, No 1 (2024): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2024.004
<![CDATA[The study aimed to explore the definitions and principles of social media influencers (SMIs) and investigate their role as a marketing strategy. A systematic literature review was conducted using databases such as EBSCOhost, ScienceDirect, and Emerald, resulting in 89 peer-reviewed articles from 2007 to 2023. The findings revealed various definitions of SMIs, highlighting their role as marketing communication tools to influence consumer purchase intention. SMIs were described as individuals with a large fan base, attracting a significant following and becoming advisors to their followers. The study also identified a growing trend of businesses using influencers in their communication strategies. Additionally, the elements of influencer brand-fit, engagement, attractiveness, expertise, and perceived credibility were found to impact consumer purchase intention. Overall, the research provides valuable insights into the field of influencer marketing and its effects.]]>
<![CDATA[Keragaman Gender di Dewan Komisaris dan Risiko Perusahaan: Perspektif Teori Agensi Perilaku ]]>
<![CDATA[Medidjati, R Adam]]>;
<![CDATA[Nugraha, Nugraha]]>;
<![CDATA[Heryana, Toni]]>;
<![CDATA[Hartono, Pierdijono]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 11, No 2 (2023): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2023.014
<![CDATA[The purpose of this study is to verify the influence of gender diversity in the Board of Commissioners on the financial risks of the company from the perspective of behavioral agency theory, where the presence of gender diversity in the board of commissioners can improve the ability of the board of commissioners to manage company risks. However, there is also the possibility that gender diversity on the board of commissioners may increase the company's risk. This can happen if there is a conflict between members of the board of commissioners of different genders, thereby disrupting the smooth decision-making process. The company's financial risk indicators measured in this study are Debt to Equity Ratio (DER) and Debt to Asset Ratio (DAR). This research study was conducted on companies incorporated in LQ45 with a research period from 2015 to 2020 as many as 51 companies. This study was conducted using secondary data and the data was processed using unbalanced panel data regression with the help of the EVIEWS 12 application. The results of this study show that gender diversity in the Board of Commissioners has a significant effect on DAR where an increase in the composition of the number of men will reduce DAR by -0.53 this means that gender diversity will increase the company's risk in DAR indicators. But on the contrary, this gender diversity does not have a significant effect on DER.]]>
<![CDATA[Interaksi Diantara Kelelahan dan Keterikatan Kerja Serta Efeknya Terhadap Perilaku Proaktif Karyawan BPR ]]>
<![CDATA[Sunardi, Sunardi]]>;
<![CDATA[Pradesa, Hafid Aditya]]>;
<![CDATA[Risfandini, Andini]]>;
<![CDATA[Taufik, Nur Imam]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 11, No 2 (2023): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2023.024
<![CDATA[Karyawan yang bekerja di Bank selalu berorientasi pada pemenuhan standar layanan keuangan yang berkualitas dan berintegritas, dan untuk itulah bahwa karyawan Bank selalu dituntut untuk lebih proaktif berkaitan dengan pemenuhan target capaian pekerjaan. Tujuan penelitian ini adalah untuk mengetahui bagaimana jenis pekerjaan yang sangat menuntut sumber daya personal seperti bekerja di bank dapat memunculkan sikap karyawan atas pekerjaannya yang mempengaruhi perilaku proaktif dalam bekerja. Metode kuantitatif digunakan pada penelitian ini dengan menentukan sampel target secara convenience adalah karyawan Bank Perkreditan Rakyat (BPR) yang berasal dari dua kota besar yakni Bandung Provinsi Jawa Barat serta Malang Provinsi Jawa Timur. Pada saat pengumpulan data diketahui sebanyak 86 karyawan BPR yang berpartisipasi menjadi responden penelitian. Data yang terkumpul dianalisis menggunakan analisis jalur mempertimbangkan model pengaruh langsung dan tidak langsung. Hasil penelitian menunjukkan bahwa kelelahan kerja tidak dapat memberikan efek penting secara langsung pada perilaku proaktif. Pengaruh secara tidak langsung kelelahan kerja terhadap perilaku proaktif melalui keterikatan kerja yang diungkapkan dengan baik pada penelitian ini. Temuan penelitian berimplikasi pada kebutuhan untuk mengelola dan meningkatkan keterikatan kerja bagi karyawan BPR.]]>
<![CDATA[Stages of International Virtual Competition Implementation in Indonesia ]]>
<![CDATA[Dianita, Indria Angga]]>;
<![CDATA[Adim, Adrio Kusmareza]]>;
<![CDATA[Dirgantara, Pradipta]]>;
<![CDATA[Kalaloi, Abdul Fadli]]>;
<![CDATA[Ramdan, Andry Mochamad]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 12, No 1 (2024): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2024.015
<![CDATA[The purpose of this study was to explore and describe the stages of implementing virtual competition as one of the types of virtual events. The virtual competition which was being studied was the 2021 International Photography and Short Movie Festival (IPSMF). One of the industries most affected by the Covid-19 pandemic is the event industry. As an industry that generates revenue from crowds of visitors, most event organizers are turning their offline agenda into virtual events. These phenomena continue to rise during the post-pandemic days. This research was conducted using a qualitative descriptive method. The analysis in this study was carried out based on the stages of organizing virtual which consists of Pre-Plan, Plan, Accomplish, and Response and Engage. This study indicate that the implementation of the 2021 IPSMF virtual competition has several differences. These differences exist in all stages. Based on these differences, it can be concluded that the activities carried out in the implementation of virtual events can be adjusted to the conditions and needs of the virtual event in question. The implementation of virtual events has a very wide audience reach compared to conventional events. Event organizers are required to create a digital platform with up to date, accurate, and interactive content.]]>
<![CDATA[Menggali Potensi Kinerja: Tinjauan Pelatihan dan Manajemen Karir di Institusi Polisi ]]>
<![CDATA[Affandi, Muhammad Khoer]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 11, No 1 (2023): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2023.009
<![CDATA[The police is a state institution whose role is to provide protection and maintain the security of society and the state. This is expalined in law No. 2 of 2002 concerning the National Police of the Republic of Indonesia, article 5 pragraph 1. To improve the professionalism of police performance, superior human resources are neede as the main movers in institutions. Training is closely related to increasing the intellectual abilities neede to carry out better job duties and functions. A future career for employees wjo can achieve it is also an effort made by the institution so that employees can improve their performance for the future of police institution. This research aims to determine and analyze the influence of training and career management on the performance of Sukabumi City Police employees. This research was conducted using a quantitative approach. The population was 772 people, with a sample of 200 people taken using the Slovin formula. Research data was obtained using a questionnaire that had been tasted for validity and reliability. Data analysis uses multiple regression after testing the analysis requirements. The research results show that separately, training and career management have a positive effect on employee performance. Meanwhile, training and career management simultaneously have a positive effect on employee performance.]]>
<![CDATA[Effectiveness of Competency and Organizational Culture in Encouraging Sustainable Cooperative Business Growth ]]>
<![CDATA[Ramadhan, Rega]]>;
<![CDATA[Muhyi, Herwan Abdul]]>;
<![CDATA[Maulina, Erna]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 12, No 1 (2024): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2024.010
<![CDATA[This study aims to determine and validate examples derived from several hypotheses and existing theories. This research method is quantitative with a verification type that examines cooperatives consisting of all cooperatives in the city of Bandung that are active and fostered by the Office of Cooperatives and small businesses of West Java Province, using a total of 403 cooperatives with a sample of 80 respondents. This study uses the main data whose data collection uses questionnaires and interviews. The data analysis technique used means the classical assumption test and multiple linear regression analysis methods. the results of this study explain that there is a significant impact between competency on sustainable business growth, the influence of organizational culture on sustainable business growth. The coefficient of determination of Competency and Organizational Culture is simultaneously 60.3% on Sustainable Struggle Growth, while the remaining 39.7% is the amount of donation given by other variables that are not studied. This study highlights the important role of competency and organizational culture in promoting sustainable business growth in the cooperative sector.]]>
<![CDATA[How To Maintain Employee Job Satisfaction Through Organizational Trust, LMX, And Negative Workplace Gossip ]]>
<![CDATA[Kuntardina, Ari]]>;
<![CDATA[Adiputra, Eka]]>;
<![CDATA[Rochmayanti, Dewi]]>;
<![CDATA[Lestariningsih, Marsudi]]>;
<![CDATA[Safii, Abdul Azis]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 13, No 1 (2025): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2025.002
<![CDATA[Employees with high job satisfaction will reduce the desire to leave the organization. Organizations try to retain high-potential employees by paying attention to variables that affect employee job satisfaction. Negative workplace gossip and LMX allegedly affect organizational trust and job satisfaction. Organizational trust may affect job satisfaction. Quantitative research with a total sample of 41 from educational institutions and electrical installation companies. Data analysis used Smart PLS. The results showed that negative workplace gossip had a negative and significant effect on organizational trust, LMX had a positive and significant effect on organizational trust. LMX has a positive and significant effect on Job satisfaction. However, negative workplace gossip and organizational trust have a negative and insignificant effect on job satisfaction. The results show that to retain potential employees, efforts are needed to increase employee job satisfaction. Companies can do this by paying attention to negative workplace gossip and improving LMX to increase organizational trust.]]>
<![CDATA[Ghana Local Government Procurement: A Path Towards Fairness, Efficiency and Transparency ]]>
<![CDATA[Awudu, Shaibu]]>;
<![CDATA[Nugraha, Nugraha]]>;
<![CDATA[Sari, Maya]]>;
<![CDATA[Furqon, Chairul]]>;
<![CDATA[Yuliawati, Ayu Krishna]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 12, No 2 (2024): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image/2024.029
<![CDATA[The development of fashion trends has undergone major changes performance in Ghana's local government procurement, taking into account government regulations, supplier capacity and capability, procurement transparency, and supplier diversity. The ordinary least squares regression technique was employed to statistically evaluate data from procurement stakeholders. Our research demonstrates that transparent tools enhance supplier satisfaction and performance without affecting perceptions of justice. Conversely, strict government procurement regulations significantly improve perceptions of fairness as well as supplier satisfaction and performance. Supplier capacity and capability disparities adversely affect the results, while diversity programs do not significantly impact either outcome. The results indicate that suppliers are more content and perform better when strict restrictions and transparency mechanisms are in place. However, inadequate execution of diversity policies and competence discrepancies undermine fairness and engagement. This research supports the resource-based view theory, which contends that robust procurement regulations are essential for achieving long-term success. Legislators should prioritize capacity-building programs and diversity initiatives to ensure successful and equitable procurement procedures. This research is distinctive in that it surpasses the conventional compartmentalized approach by conducting a comprehensive and concurrent analysis of a multitude of procurement aspects. This comprehensive approach, which illuminates the interplay between numerous factors, has the potential to enhance public procurement policy and strategy.]]>
<![CDATA[Management Analysis: Community Empowerment Based on Local Wisdom ]]>
<![CDATA[Kusuma, Dedy Wijaya]]>;
<![CDATA[Sari, Nurshadrina Kartika]]>;
<![CDATA[Wahid, Abdul]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 12, No 2 (2024): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2024.25
<![CDATA[Tanoker Learning Village is unique in its community empowerment process based on local wisdom. Tanoker Village is complex, because it’s a structured organization that modifies traditional and modern culture and adopts innovations in the development of traditional and modern culture. This research aims to empower the community to play an active role in development activities. The reality of existing life, namely how local wisdom acts as social capital in empowering the community in Ledokombo Village. Research like this has not yet been carried out much in Indonesia. This research uses qualitative data with techniques interactive model of analysis to analyze local wisdom as strengthening social capital in community empowerment. The local wisdom values taught by the Tanoker Learning Village have succeeded in forming changes in individual consciousness, both in children, mothers, fathers and grandparents in Ledokombo Village. This change is visible in their thinking patterns and behavior. After following various guidance, their motivation changed to full awareness, where they wanted to contribute to making Ledokombo Village and its community better. In this case, it is proven that the Tanoker Ledokombo Learning Village acts as an agent of social change in rural areas of Ledokombo District through a local wisdom-based approach.]]>
<![CDATA[The Impact of Work Environment, Work Ethics, and Reward on Increasing Employee Productivity with Work Discipline as Intervening Variable ]]>
<![CDATA[Wahidah, Zahrotul]]>;
<![CDATA[Sumartik, Sumartik]]>;
<![CDATA[Andriani, Dewi]]>
<![CDATA[ Image : Jurnal Riset Manajemen Vol 12, No 2 (2024): Image : Jurnal Riset Manajemen ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia ]]>
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DOI: 10.17509/image.2024.023
<![CDATA[This research aims to examine how the Work Environment, Work Ethic and Rewards affect the Increase in Employee Productivity of Tas Grosir Sederhana MSMEs with Work Discipline as an intervening variable. With quantitative methods and data analysis approaches using SmartPLS software and data collection techniques using Likert scale model questionnaires distributed to a sample of a number of populations (total sampling) of Tas Grosir Sederhana MSMEs, this study provides results that 1) Work Environment, Work Ethic and Reward variables do not have a significant effect on Employee Work Productivity 2) Work Environment, Work Ethic and Reward variables do not have a significant effect on Work Discipline 3) Work Environment Discipline variables affect Employee Productivity 4) Work Discipline variables are unable to mediate Work Environment, Work Ethic and Respect towards Employee Productivity. From the results of this study, the company should review its strategies and policies. This means that there are other factors of productivity that have more influence. This can be used as insight for companies in considering factors that can increase employee productivity.]]>
