2024-03-29T15:04:35Z
https://journal.unj.ac.id/unj/index.php/ijhcm/oai
oai:jurnalunj.journal.unj.ac.id:article/1103
2023-08-15T02:38:47Z
ijhcm:ART
driver
PROGRAM EVALUATION INVOLVEMENT INDONESIAN NATIONAL ARMED FORCES (TNI) ON MISSION UNITED NATIONS PEACEKEEPING OPERATIONS (UNPKO)
Gede Sumertha KY, I
Asmawi, Moch
Gunawan, Khasan
evaluation
program
vision 4.000
TNI
UNPKO and CIPP
Abstract This research is constructed in order to study and to evaluate involvement TNI on mission United Nations Peacekeeping Operations (UNPKO) in Lebanon program FY 2014-2015 due to achieve vision 4000 Peacekeepers. The CIPP model is using on apply qualitative method for the research with consist of four evaluation components: (1) context; (2) input; (3) process; (4) product. The mechanism collecting data were collected through interviews, observations, questionnaires and documentation study. There are three levels of evaluation for judgment each aspect: low, moderate, and high. The summarized results and figured into case-order effect matrix was figure out of the categorization.The results of this research indicates that TNI involvement in mission UNPKO Lebanon, aspire to increase the number of peacekeepers up to 4.000 personnel in the category “highâ€, but still have some minor additional improvement especially on coordination among stake holders. This is because the Results of Context Evaluation has a category of "high" with a scale of assessment "many" (75.3%); the Results of Input Evaluation has a category of "high" with a scale of assessment "moderate" (60.6%); the Results of Process Evaluation has a category of "high" with a scale of assessment "moderate" (65.3%) and the Results of Product Evaluation has a category of "high" with a scale of assessment "moderate" (63.3% ). Keywords: evaluation, program, vision 4.000,TNI, UNPKO and CIPP.
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/1103
10.21009/IJHCM.01.01.01
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 1 - 15
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/1103/2468
Copyright (c) 2017 I Gede Sumertha KY, Moch Asmawi, Kazan Gunawan
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/1119
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE EFFECT OF COMPETENCE, LEADERSHIP, AND MANAGEMENT INNOVATION OVER THE PERFORMANCE OF STRUCTURAL OFFICIAL OF ECHELON IVB
Sujanto, Bedjo
Akbar, Maruf
Apriyadi, Darmawan
Performance
Competency
Abstract The aim of this research was to analyze the effect of competency, leadership, and innovations management on structural office holder of echelon IVB performance.This research was conducted at the One Stop Service Agency of Province of DKI Jakarta, using the method of path analysis in hypothesis testing. The sample in this research is of 75 people with simple random sampling. The results of this study are: (1) Competency positive direct effect on structural office holder echelon IVB performance. (2) Leadership positive direct effect on structural office holder echelon IVB performance. (3) Management of Innovation positive direct effect on structural office holder echelon IVB performance. (4) Competency positive direct effect on Management of Innovation, and (5) Leadership positive direct effect on Management of Innovation.The results of this research has implications for the effect of competency, leadership, and innovations management which can support on the structural office holder of echelon IVB performance One Stop Service Agency of Province of Jakarta Special Capital Region. Keywords: Performance, Competency, Leadership, Innovation Management
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/1119
10.21009/IJHCM.01.01.04
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 33 - 43
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/1119/957
oai:jurnalunj.journal.unj.ac.id:article/3429
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE EFFECT OF JOB SATISFACTION, MOTIVATION AND ORGANIZATIONAL COMMITMENT TO THE PERFORMANCE OF THE PROCUREMENT EXPERTS IN THE INDONESIAN HOUSE OF REPRESETATIVE
Utama, Zahera Mega
Expert Staff Performance,
Job Satisfaction
work motivation
Organizatinal commitment
The objective of this research has to study the effect of job satisfaction, motivation and organizational commitment on performance or the board of expert staff members of parliament, The research was conducted in Jakarta, and The data had been analyzed using path analysis. The population of this research were 91 person of expert staffs in the Parliament. The questionares of this research had been testing on the 40 expert staff. Therefore by simple randomly. The research finding more as follows : 1. There was positive direct effect of job satisfaction onexpert staffs performance, 2, there was a positive direct effect of motivation on performance of expert staff 3. There was a positive direct effect of organization commitment of expert staff. 4. There was a positive direct effect of organization commitment on performance, 5. There was a positive direct effect of job satisfaction on motivation of expert staff and 6. There was a positive direct effect job satisfaction on organizational commitment
Keywords: Expert Staff Performance, Job Satisfaction, work motivation, Organizatinal commitment
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3429
10.21009/IJHCM.01.01.02
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 16 - 22
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3429/2451
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3431
2023-08-15T02:38:47Z
ijhcm:ART
driver
SELF-EFFICACY: STAIRCASE TO THE INTENTION OF EMPLOYEES' TURNING-OVER
Anwar, Johansyah
R. Madhakomala, R. Madhakomala
self efficacy
employee turnover intention
The aim of this study is to explore and to analyze the impact of self efficacy to employees, mostly considered as those performing ones who have their own certain level of self efficacy, and its effect to turnover intention.Attempting to assess the influence of self efficacy on the intention of individuals to leave the organization, it is observed that individuals having high level of self-efficacy, though reveal in such a positive effect in their cooperation to attain the objectives of the organization, appears to be one among the reasons why they intend to leave the organization and to look for entering a new one.The writer has put his best effort to identify the main implications of self efficacy of employees and following up to increase the level of motivation to more perform in such an efficient and effective manner, and at the same time to minimize employee turnover. It is all for the sake of retaining those employees with high level of self efficacy for the well-being of the organization to achieve its sustainable corporate competitive advantage.Keywords: self efficacy, employee turnover intention.
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3431
10.21009/IJHCM.01.01.03
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 23 - 32
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3431/2453
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3436
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE EFFECT OF EMPOWERMENT, SELF EFFICACY AND JOB SATISFACTION ON JOB PERFORMANCE OF EMPLOYEES IN THE MINISTRY OF FINANCE'S PROCUREMENT ENTITIES
Gunawan, Edy
Djaali, Djaali
Sudiardhita, I Ketut R
Empowerment
Self-Efficacy
Job Satisfaction
Job Performance
Path Analysis
The aims and purposes of this research are to identify and assess the direct effect of empowerment, self efficacy, and job satisfaction on job performance.This research is a quantitative research which conducts survey research methods and path analysis. The population in this study are Unit Layanan Pengadaan members in the Ministry of Finance of the Republic of Indonesia which amount to 262 people in which 158 people are used as samples. Analitical tools of path analysis have been conducted to analize the data. Based on the result of examination of the hypothesis, its been concluded that (1) Empowerment has positive and significant effect on Job Performance; (2) Self Efficacy has positive and significant effect on Job Performance); (3) Job Satisfaction has positive and significant effect on Job Performance; (4) Empowerment has positive and significant effect on Job Satisfaction; (5) Self Efficacy has positive and significant effect on Job Satisfaction; (6) Empowerment has positive and significant effect on Self Efficacy.Keywords: Empowerment, Self-Efficacy, Job Satisfaction, Job Performance, Path Analysis
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3436
10.21009/IJHCM.01.01.05
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 44 - 55
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3436/2457
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3440
2023-08-15T02:38:47Z
ijhcm:ART
driver
EVALUATION OF PROGRAM BORDER MANAGEMENT TO KEEP SOVEREIGN NATION THE NORTH KALIMANTAN (Regional leadership Based on Transformational Leadership and lokal wisdom)
Usman, Dicky Wainal
Djaali, Djaali
R. Madhakomala, R. Madhakomala
This research aimed to evaluate on five (5) steps;: (1) design of Border Management, (2) installation for Border Management,(3) process of Border Management, (4) product of Border Management, and cost / benefit for Border Management, for keep sovereignNation on North Kalimantan, This research is the programme evaluation research use Discrepancy Evaluation Model (DEM), data collection techniques are using; interview, observation, documentation and questionnaire for analyzer discussion support. Analysis of the data use Raph Tylor model as follows data reduction, data display and verification as conclusion.Results of this research include: (1) draft design, (2) border management plan, (3) compile of policy strategy with the help of stakeholders and HR agencies (4) the process of planning, organizing, staffing, directing, coordinating, reporting and budgeting for border management, and (5)lack of budget management.Besides is non-functioning of transformational leadership and effective local wisdom on North Kalimantan Keywords: Program Evaluation, Border Management, Regional Leadership, Transformational Leadership, Local Wisdom, Discrepancy Evaluation Model (DEM)
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3440
10.21009/IJHCM.01.01.06
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 56 - 75
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3440/2460
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3441
2017-09-24T23:57:30Z
ijhcm:ART
oai:jurnalunj.journal.unj.ac.id:article/3442
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE EFFECT OF SELF-CONCEPT, MOTIVATION AND DISCIPLINE ON THE PERFORMANCE OF THE PRIMARY SCHOOL PRINCIPALS AT JAKARSA REGENCY OF SOUTH JAKARTA
Sriyono, Heru
self - concept
motivation
discipline
school - principal’s performance
This research was about the effects of self-concept, motivation and discipline on the performance of the primary school principals at Jagakarsa regency of South Jakarta. The objectives of this research were: determining whether self-concept has a direct effect on discipline, determining whether motivation has a direct affect on discipline, determining whether discipline has a direct effect on performance, determining whether the self-concept has direct effect on performance, determining whether the motivation has a direct effect on performance, determining whether the self-concept has an indirect effect on performance but through discipline, and determining whether the motivation have an indirect effect on performance through discipline. The research was conducted by survey method with path-analysis. The sample size was 63 principals of the school. The result are as follows : (1) that the self-concept directly affect the discipline of the principals; (2) the motivation directly affect their discipline, and (3) the discipline directly affect their performance, therefore, improvement of performance of to the principal should be improved by enhancing the rules and working standard.Keyword : self-concept, motivation, discipline, school-principal’sperformance
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3442
10.21009/IJHCM.01.01.08
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 95 - 114
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3442/2462
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3443
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE EFFECT OF INFORMATION SYSTEMS, COMMUNICATIONS AND CAREER DEVELOPMENT TO COMMITMENT IN MARITIME HIGHER EDUCATION INSTITUTE JAKARTA
Rosmayana, Rosmayana
Information System
Communication
career Development and Commitment
This study aimed to determine the effect of system information, communications and career development of commitment to lecturer Maritime Higher Education Institute of Jakarta. This study uses a quantitative approach with survey methods and data analysis techniques using correlation analysis and path analysis (path analysis).Discussion: Affordable population in this study is a lecturer in Maritime Higher Education Institute of Jakarta with samples of 108 lecturer in Technique proportional random sampling of each program of study Maritime Higher Education Institute of Jakarta.The results showed that: (1) there is a direct positive influence on the commitment of information system; (2) there is a direct positive influence on the commitment of communication; (3) there is a direct positive influence on the commitment of career development; (4) there is a direct positive influence on information systems, communications, and career development together against of commitments.Keywords: Information System, Communication, career Development and Commitment
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3443
10.21009/IJHCM.01.01.09
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 115 - 123
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3443/2463
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3444
2023-08-15T02:38:47Z
ijhcm:ART
driver
LEADERSHIP STYLE, DISCIPLINE, MOTIVATION AND THE IMPLICATIONS ON TEACHERS'PERFORMANCE
Ratnasih, Cicih
Leadership Style
Discipline
Motivation
Teacher Performance
This study aims to determine the effect of leadership style, discipline, motivation and performance either partially or simultaneously in East Jakarta area.This study is using quantitative method. Total population in the human resource development as the study sample counted as many as 112 respondents. The sampling technique is using purposive sampling.The variables in this study areindependent variable, consist of leadership style, discipline, motivation and performance, and the dependent variable consist. Tests proved that motivation has a positive influence on the performance of teachers. Looking at the calculationsthat have been done the coefficient values obtained is 0.416 and t-count value is 5.984 with a significance level of 0.000 which less than 0.05, means that this hypothesis accepts Ha and reject Ho, Tests proved that the style of leadership have a positive impact on teacher performance. Judging from the calculations that have been done obtained coefficient value of 0.421 and t-count value of6.446 with a significance value of 0.000, smaller than 0.05. Thus, Ha is accepted and Ho is rejected., The tests proved that the discipline of work has a positive influence on the performance of teachers. Judging from the calculations that has been done obtained coefficient value of 0.151 and the t-count value of 2.055 with a significance level of 0,042 which smaller than 0.05, means that the hypothesis in this research reject Ho and accept Ha. The results showed that the leadership style, discipline, and motivation partially have significant effect on performance ofaudit quality in East Jakarta area.Leadership style, discipline, motivationsimultaneously have significant effect on performance with coefficient of determination 81.6%.
Keywords: Leadership Style, Discipline, Motivation, Teacher Performance
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3444
10.21009/IJHCM.01.01.10
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 124 - 135
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3444/2464
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3445
2023-08-15T02:38:47Z
ijhcm:ART
driver
EVALUATION OF CORPORATE SOCIAL RESPONSIBILITY PROGRAM IMPLEMENTATION IN BOGOR PDAM TIRTA PAKUAN, WEST JAVA PROVINCE
Ismartaya, Ismartaya
Djaali, Djaali
Widodo, suparno Eko
evaluation
corporate social responsibility
CIPP Model
The purpose of this research is to determined whether the evaluation corporate social responsibility program implementation in Bogor PDAM Tirta Pakuan has been implemented in accordance with the vision, mission, and objectives of the company. PDAM Tirta Pakuan has a vision of CSR as a pioneer in the implementation of social responsibility in Bogor city especially and Indonesia in generally. Through this vision, PDAM Tirta Pakuan Bogor city, would really seriously on the implementation of the CSR programs. Based on these purposes, this research is done by evaluating the CSR programs which implemented by PDAM Tirta Pakuan Bogor city and use CIPP evaluation model to conduct an evaluation of the program. The type which used on this research is evaluation research with use qualitative approach. The source of information used is the Chief Executive of CSR PDAM Tirta Pakuan Bogor. Data collected by the observation, interview and documentation. Test validity of this research by using triangulation technique, while data analysis is done by reducing the data, presenting and concluding . The result shows that the program Tirta Pakuan care as the company’s strategy goes according to the purposes and plans that have been made by the company.Keywords: evaluation, corporate social responsibility, CIPP Model
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3445
10.21009/IJHCM.01.01.11
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 136 - 151
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3445/2465
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3647
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE EFFECT OF EMPOWERMENT, EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL COMMITMENT TOWARDS PERFORMANCE OF GOVERNMENTAL-EMPLOYEES OF FINANCIAL-MANAGEMENT
Merry, Liz Zeny
Syarief, Faroman
empowerment
employee engagement
organizational commitment
performance
The objectives of this research is to study the influence of empowerment, employee engagement, and organizational commitment on performance of the financial management staffs at Riau Islands Provincial Government. Quantitative approach used in this research with survey method. The samples of this research were 230 staffs selected randomly. The data were obtained by distributing questionnaire and analyzed by using path analysis. The results of research shows that: (1) empowerment, employee engagement and organizational commitment had a positive direct effect on employee performance; (2) empowerment and employee engagement had a positive direct effect on organizational commitment; (3) empowerment have a positive direct effect on employee engagement. The research findings recommend to improve employee performance by improving empowerment, employee engagement and organizational commitment of the financial management staff at Riau Island Provincial GovernmentKeywords: empowerment, employee engagement, organizational commitment, and performanceRealizing
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3647
10.21009/IJHCM.01.01.12
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 152 - 163
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3647/2677
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/3911
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE EFFECT OF FUNCTIONAL TRAINING, INTEGRITY, COMPETENCY AND ORGANIZATIONAL COMMITMENT OF QUALITY AUDIT IN THE AUDIT BOARD OF REPUBLIC INDONESIA
Sunyoto, Edi
Djaali, Djaali
Akbar, Maruf
functional training
integrity, competency
organizational commitment
quality audit
This research investigate about the influence of functional training, integrity, competence and organizational commitment to quality audit. The purpose of this research was to determine the effect of functional training, integrity, competence and organizational commitment to quality audit, in The Audit Board of Republic Indonesia, Jakarta in 2017. The research used survey method quantitative approach with path analysis technique. Methods of survey research using quantitative approach path analysis techniques. The data were collected from 100 auditor as sample. Sample were sellected by simple random sampling from 130 Auditor as population. The results showed there is the significant direct effect functional of training on quality audit; integrity on qualty audit; competency on quality audit; organizational commitment on quality audit; functional training, Integrity and Competence significant direct effect on organizational commitment; functional training and Integrity significant direct effect on the competence; direct effect on the integrity of functional training is significant.
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3911
10.21009/IJHCM.01.01.07
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 76 - 94
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/3911/2930
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4039
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE EFFECT OF KNOWLEDGE OF MANAGEMENT, KNOWLEDGE OF INFORMATION SYSTEM AND ASSERTIVENESSON TRANSFORMATIONAL LEADERSHIP
Widodo, Agus Tri
leadership
knowledge of management
knowledge of information system
and assertiveness
The objective of this research is to study the direct effects of knowledge of management, knowledge of information system, and assertiveness on transformational leadership of department head at PT Bank Syariah Mandiri Head Office. Quantitative method was used in this research as well as Survey Method. The data were obtained by distributing questionnaire and test, and were analyzed by using descriptive and inferential analysis with path analysis approach. This sample of this research were sixty respondent from the population of one hundred and fifty department head and selected by simple random sampling.The study finding are follow: (1)there is a direct effect of knowledge of management on transformational leadership capability, (2)there is a direct effect of knowledge of information system on transformational leadership capability, (3)there is a direct effect of assertivenesson transformational leadership capability, (4) there is a direct effect of knowledge of management on assertiveness, (5) there is a direct effect of knowledgeof information system on assertiveness. As a conclusion, the transformational leadership can be enhanced by knowledge of management, knowledge of information system, and assertiveness.
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4039
10.21009/IJHCM.01.01.13
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 164 - 182
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4039/3016
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4122
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE MANAGEMENT OF INDUSTRIAL INTERNSHIP
Sujarwo, Sujarwo
Supriyati, Yetti
industrial internship
learning by doing
learning by experience
The research objective was to determine of Industrial Internship consisting of planning, organizing, actuating, controling and monitoring.This is a qualitative research by employing a case study method which was conducted at public vocational senior high school (SMK Negeri 5) Makassar from April 2013 to September 2016. Interviews, document review, and direct observation were taken for data collection while the validity of the data was measured by using triangulation of source and technique. For data analysis, the stages of reduction, data display, and conclusion were used. The results show that 1) Planning of Industrial Internship has not been implemented optimally; such as curriculum validation and mapping the business and industrial were not well-conducted by the school; 2) Organizing aspects of industrial internship were less than optimal implemented, such as arranging of Industrial Internship committee was not equipped clearly with the structuring of tasks, job descriptions and distribution of authority. In addition, appointment of school instructur is simply to accommodate the interests of educators with the principle of equity not competency; 3) In actuating aspect, learning by doing and learning by experience were not optimal since the location of industrial internship did not meet the school's need; 4) Controlling and monitoring Industrial Internship were not optimal as well since the teachers as instructors did not control the students' activities continously. To sum up, the industrial internship conducted in vocational high school must obtain serious attention by the school, industry and government as to improve the students' knowledge and skills. Additionally, the school, industry and government are required to collaborate and synergize optimally for the sake of students' improvement.
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4122
10.21009/IJHCM.01.01.14
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 183 - 191
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4122/3088
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4140
2023-08-15T02:38:47Z
ijhcm:ART
driver
THE INFLUENCE OF ORGANIZATIONAL CLIMATE, TRANSFORMATIONAL LEADERSHIP, AND WORK MOTIVATION ON TEACHER JOB PERFORMANCE
Kartini, Kartini
Sujanto, Bedjo
Mukhtar, Mukhneri
organizational climate
transformational leadership
work motivation
and job performance.
This research aimed at investigating the influence of organizational climate, transformational leadership, and work motivation on teacher job performance at Pondok Modern Tazakka, Batang - Central Java.The research using quantitative approach with survey method. Amount of the samples in this research are 55 teachers that selected randomly. The data were analyzed by using descriptive statistics and inferential statistic using path analysis. (1) organizational climate have positive direct effect on teacher performance with path coefficient (py1) = 0,257 and t-count 2,963> t-table 1,684; (2) transformational leadership have positive direct effect on teacher performance with path coefficient (py2) = 0,489 and t-count 5,164> t-table 1,684, (3) work motivation have positive direct effect to teacher performance with path coefficient (py3) = 0,261 and t count 2,42> t-table 1,684, (4) organizational climate have positive direct effect (p31) = 0.391 and t-count 3.990> t-table 1.684, and (5) transformational leadership have a direct positive effect on work motivation with path coefficient (p32) = 0.526 and t-count 5,376> t- table 1,684. The Conclusion is organizational climate, transformational leadership, and work motivation have a direct effect on teacher job performance. Organizational climate and transformational leadership also have a direct effect on teacher work motivation. Therefore to improve teacher job performance, organizational climate, transformational leadership, and work motivation must be considered to be improved.
Program Studi S3 Ilmu Manajemen
2017-07-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4140
10.21009/IJHCM.01.01.15
IJHCM (International Journal of Human Capital Management); Vol 1 No 01 (2017): IJHCM (International Journal of Human Capital Management); 192 - 205
2580-9164
10.21009/IJHCM.01.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4140/3103
Copyright (c) 2017 IJHCM-international journal of Human Capital management
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4465
2017-11-14T15:52:31Z
ijhcm:ART
oai:jurnalunj.journal.unj.ac.id:article/4743
2023-08-15T02:37:59Z
ijhcm:ART
driver
EFFECT OF LEARNING CULTURE, EMPOWERMENT, AND CYBER SKILL COMPETENCY ON SELF-ENGAGEMENT EMPLOYEES
Permata Sari, S.R.M. Indah
The purpose of this research is to comprehensively about the effect of learning culture, empowerment, and cyber skill competence on self engagement of the employee in Directorate General of Potential for Defense Ministry of Defence Republic of Indonesia. The research methodology was survey with path analysis applied in testing hypothesis. It was conducted to 150 employees from population 241 employee who was selected in simple random way.Analysis and interpretation of data indicate that (1) learning culture has a positive direct effect in self engagement, (2) empowerment has a positive direct effect in self engagement, (3) cyber skill competence has a positive direct effect in self engagement, (4) learning culture has a positive direct effect in cyber skill competence, (5) empowerment has a positive direct effect in cyber skill competence, and (6) learning culture has a positive direct effect in empowerment
Keywords: Learning Culture, Empowerment, Cyber Skill Competency, Self Engagement.
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4743
10.21009/IJHCM.01.02.01
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 1-9
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4743/3544
Copyright (c) 2017 S.R.M. Indah Permata Sari
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4745
2023-08-15T02:37:59Z
ijhcm:ART
driver
INFLUENCE OF ORGANIZATIONAL CULTURE, TEAM CONDUCTIVITY, PERSONALITY, AND TRUST TO THE OUTLET LEADING ORGANIZATION COMMITMENT
Sutan Ardani, Dedi
The purpose of this study was to Determine the effect of organizational culture, cohevision team, persoanlity, and trust of organizational commitment outlet leader in Bank Negara Indonesia, Regional offices, Senayan Jakarta. This research tried to answer problems about the organizational comitment with increasing evidence of service employee. The research was conducted on organizational commitment involving of 98 outlet leader had been selected from a target Populations of 130 outlet leader by using the quantitative approach with path analysis methods. The research of hypothesis testing show: (1) organizational culture had a direct positive effect on organizational commitment; (2) personality had a direct positive effect on organizational commitment; (3) trust had a direct positive effect on organizational commitment; (4) organizational culture had a direct positive effect on trust: (5) cohevision team had a direct positive effect on trust: (6) personality had a direct positive effect on trust: (7) organizational culture had a direct positive effect on cohevision team (8) personality had a direct positive effect on cohevision team: Therefore to improve the organizational commitment of outlet leader in Bank Negara Indonesia, Regional Offices Senayan Jakarta. Need to increase is organizational culture, cohevision team, personality and trust.
Keywords:Organzational Culture, Cohevision Team, Personality, Trust, OrganizationalCommitment.
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4745
10.21009/IJHCM.01.02.02
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 10-18
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4745/3547
Copyright (c) 2017 Dedi Sutan Ardani
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4748
2023-08-15T02:37:59Z
ijhcm:ART
driver
EVALUATION OF MICRO, SMALL AND MEDIUM ENTERPRISES DEVELOPMENT PROGRAM IN PT FREEPORT INDONESIA
Oktavia, Theresia
This research is aimed to evaluate the implementation of Micro, Small and medium enterprise development Program in PT Freeport Indonesia. The method used for this research was qualitative descriptive, using CIPP (Context, Input, Process, and Product) evaluation model. Primary data was obtain through interviews and observation, and secondary data document study. The results showed that Program Context, Input and process were classified as high category, while outcomes as moderate categories. The overall evaluation shows Moderate categories.The Program was rendered effective to achieve the goal of enhancing the Micro, Small and Medium enterprise Development.It should be continued and further enhanced by the management to acquire better enterprise graduates.Keywords: Evaluation of Program, Micro, small and medium enterprise, PT Freeport Indonesia
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4748
10.21009/IJHCM.01.02.03
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 19-26
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4748/3550
Copyright (c) 2017 Theresia Oktavia
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4751
2023-08-15T02:37:59Z
ijhcm:ART
driver
IMPACT OF TRANSFORMATIONAL LEADERSHIP, PERSONALITY AND JOB INVOLVEMENT TO ORGANIZATIONAL CITIZENSHIP BEHAVIOR
Dwirosanti, Nining
The purpose of this study examines the impact of transformational leadership, personality, job involvement to organizational citizenship behavior (OCB) structural officials directorate general of teachers and education personnel of the ministry of education and culture. The research used quantitative method with survey approach. Research sample of 123 structural officials of echelon 4 are taken at random. Collecting data using questionnaires and data analyzed using path analysis. The results showed: transformational leadership had a direct positive and significant effect on OCB; personality had a direct positive and significanton OCB; And job involvement has a direct positive and significant effect on OCB; Transformational leadership has a direct positive and significant impact on job involvement; Personality has a direct positive and significant effect on job involvement; Transformational leadership has a direct positive and significant effect on the personality. Thus, in order to increase OCB to structural officials in the directorate general of teachers and education personnel environment, transformational leadership, personality, and job involvement need to be improved.
Keywords: Transformational leadership, personality, job involvement, organizational citizenship behavior.
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4751
10.21009/IJHCM.01.02.04
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 27-36
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4751/3552
Copyright (c) 2017 Nining Dwirosanti
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4754
2023-08-15T02:37:59Z
ijhcm:ART
driver
EVALUATION OF COMMUNITY COMMUNITY SERVICES AND MEDIATION SERVICES INFRINGEMENT OF CHILDREN'S RIGHTS IN THE COMMISSION OF INDONESIAN CHILD PROTECTION
Naswardi, Naswardi
This study aimed to evaluate the service programs of public complaints and mediation of dispute child rights violations in the Indonesian child protection commission (KPAI) . Evaluation model used was Discrepancy Evaluation Model (DEM). This study used a qualitative approach. Data collected through observation, interviews, focus groups and internal supporting data. The results showed that the sub-focus research on the Desain of the program resulted in a Skor value of three, it’s means lower inequality. This illustrates that the Desain of the program has been good. Sub focus of the program installation Skord eight, it’s means inequality are quite low and illustrates quite well the installation program. Sub focus on the process of implementing the program generates a Skor value of ten, it’s means that inequality is high enough and illustrates that the process of program implementation should be improved both from the aspect of organization, management of human resources and services. Sub focus of product produces a value of ten, it’s means that high inequality. This illustrates that the product of service complaints and dispute mediation and child rights violations in KPAI, in need of repair and upgrading. This study found some substantial weaknesses in the implementation of the program by KPAI. Limited human resources, organizational structure ineffective, limited information service system, the absence of a quality management system in service and availability of facilities, infrastructure and facilities that have not been friendly for users of the service. This is a major problem that must be corrected to improve the quality of public complaints service program of and mediation of dispute child rights violations in KPAI.
Keywords:Evaluation, Program, Service, Complaint, Mediation, Dispute, Violation of Childs Right
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4754
10.21009/IJHCM.01.02.05
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 37-44
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4754/3555
Copyright (c) 2017 Naswardi Naswardi
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4756
2023-08-15T02:37:59Z
ijhcm:ART
driver
EFFECT OF PERSONALITY, ORGANIZATIONAL CLIMATE, AND WORK SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHER
Asari, Asari
The purpose of this research is to study the influence of personality, organizational climate, and job satisfaction toward the Organizational Citizenship Behavior of teachers at public vocational high school in Central Jakarta Administration city of DKI Jakarta province. This research uses quantitative approach with survey method. The population of this research is all civil servant teachers at 14 public vocational high schools in Central Jakarta Administration. The number of samples of the study were 212 teachers who were taken with the Slovin formula of a population of 451 teachers. Data collection of research with questionnaires then analyzed descriptive statistics and inferential statistical path analysis. Based on hypothesis testing, 1) there is positive direct effect of personality toward Organizational Citizenship Behavior, 2) there is positive direct effect of organizational culture toward Organizational Citizenship Behavior; 3) there is positive direct effect of job satisfaction toward Organizational Citizenship Behavior; 4) there is positive direct influence Personality to Job Satisfaction, and 5) there is a direct positive influence of organizational climate on Job Satisfaction. Thus to improve OCB teachers in vocational high schools by improving teacher personality, quality organizational climate, increasing teacher job satisfaction.
Keywords: Organizational Citizenship Behavior, Personality,Organizational Climate and job saticfication
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4756
10.21009/IJHCM.01.02.06
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 45-51
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4756/3556
Copyright (c) 2017 Asari Asari
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4757
2023-08-15T02:37:59Z
ijhcm:ART
driver
THE IMPACT OF VISIONARY LEADERSHIP, LEARNING ORGANIZATION AND INNOVATIVE BEHAVIOR TO PERFORMANCE OF CUSTOMS AND EXCISE FUNCTIONAL
Anshar, Muhammad
This research aims to determine the impact of visionary leadership, learning organization, and innovative behavior on the performance of Functional Officers of Customs and Excise Inspectors at Tanjung Priok Customs and Excise Main Service Office. The research was conducted at Tanjung Priok Customs and Excise Service Office using the number of samples of 78 Functional Officers of Customs and Excise Inspectors. The sample was selected using simple random sampling technique. Data collection was done by using questionnaire and data analysis using path analysis. The results showed that 1) visionary leadership, learning organization and innovative behavior have a direct and positive impact on performance, 2) visionary leadership, and learning organization have a direct and positive impact on innovative behavior and 3) visionary leadership have a direct and positive impact on learning organization. The conclusion of this research is to improve the performance of Functional Officer of Customs and Excise Inspectors at TanjungPriok Customs and Excise Main Service Office, it is necessary to increase the aspect of visionary leadership from Head of Main Service Office, learning organization at Main Service Office and innovative behavior at Functional Officers of Customs and Excise Inspectors.
Keywords : visionary leadership, learning organization, innovative behavior, and Performance.
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4757
10.21009/IJHCM.01.02.07
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 52-60
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4757/3557
Copyright (c) 2017 Muhammad Anshar
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4758
2023-08-15T02:37:59Z
ijhcm:ART
driver
THE EVALUATION OF EDUCATION PROGRAM IMPLEMENTATION ON HEAD OF INDONESIAN REPUBLIC BANK UNIT
Y., Afrizal
Sujanto, Bedjo
Akbar, Makruf
This study aims to evaluate education programs head of Indonesia Republic Bank (BRI) Unit head in Pekanbari Regional Office at BRI Corporate University Padang. The study conducted for six months (October 2015 up to March 2016) using CIPP evaluation model. The results showed that educational programs of head of BRI Unitis already well underway in accordance with the educational programs that have been compiled. Nevertheless, it is necessary to evaluate on the improvement of the competence of the Head of BRI in the workplace after attending the educational process and the impact of education programs to the banking business. Recommendations are given for the improvement of the education programs is to revise the Instructional Systems Design so that the effectiveness of the educational program after participants return to their bases can be evaluated.
Keywords: Evaluation, CIPP Model, Educational Program, Bank BRI
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4758
10.21009/IJHCM.01.02.08
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 61-72
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4758/3559
Copyright (c) 2017 Afrizal Y.
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4759
2023-08-15T02:37:59Z
ijhcm:ART
driver
THE EFFECT TRANSFORMATIONAL LEADERSHIP, PERSONALITY AND JOB PERFORMANCE ADMINISTRATION EMPLOYEE
Andinasari, Andinasari
Sujanto, Bedjo
Mukhtar, Mukhneri
The purpose of this study was determine the effect transformational leadership, personality and job performance administration employeeUniversity of Indonesian Teachers Union of Palembang (PGRI). This research try answer problems about job performance involving of 144 administration employee had been selected from the target population of 223 employee by using quantitative approach with path analysis methods. The reseach of conclude show (1) transformational leadership had a direct effect positif on job performance; (2) Personality had a direct effect positif. Therefore to improve the job performance administration employee PGRI University of Palembang.
Keywords:Transformational Leadership, Personality, Job Performance.
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4759
10.21009/IJHCM.01.02.09
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 73-80
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4759/3560
Copyright (c) 2017 Andinasari Andinasari
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4760
2023-08-15T02:37:59Z
ijhcm:ART
driver
INFLUENCE OF COMPETENCE, TRANSFORMATIONAL LEADERSHIP, SOCIAL CAPITAL AND PERFORMANCE ON EMPLOYEE CAREERS
Kusuma Wardhani, Nia
Every employee would expect a career enhancement in his job. There are many factors that affect employee careers. This study aims to examine the influence of Competence, Transformational Leadership, Social Capital and Performance to Career Employees of Mercu Buana University, is a quantitative research with Path Analysis method. This research was conducted at Mercu Buana University in West Jakarta area, the research sample was 185 employees using Simple Random Sampling method. Associated with the performance of employees, the results showed that there is an influence of competence on performance, there is the influence of transformational leadership on performance, there is the influence of social capital on performance. In the case of employee career, the result of research indicate that there is influence of competence to career of employee, there is influence of employee career performance, there is influence of social capital to career of employee. The result of path analysis gives a structural equation Y = 0,258X1 + 0,213X2 + 0,229X3 + 0,416X4 + 0,36. Thus it can be explained that the most direct influence on Employee Career is a Performance variable of 41.6%, while the Competence variable of 25.8% and social capital variable of 22.9%.
Keywords:Competence,Transformational Leadership, Social Capital, Performance,Careers
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4760
10.21009/IJHCM.01.02.10
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 81-94
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4760/3561
Copyright (c) 2017 Nia Kusuma Wardhani
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4761
2023-08-15T02:37:59Z
ijhcm:ART
driver
EVALUATION OF EDUCATION IMPLEMENTATION OF TRAINING PIM III IN AGENCY OF HUMAN RESOURCE DEVELOPMENT
Sari, Kencana
Mukhtar, Mukneri
Supriyati, Yetti
This study is a qualitative research aims to find out how the implementation of leadership level III training at Human Resources Development Board of Province of South Sumatera based on: (1) participant's satisfaction covers: participant's satisfaction to widyaiswara or resource person, participant's satisfaction to organizer committee service, participant's satisfaction on training materials, participant's satisfaction on training schedule, Participants on training facilities and infrastructure, and participant's satisfaction with the training consumption; (2) learning activities include: participant activity in learning process, widyaiswara activity or resource in learning process, and organizer activity of organizer in learning process; (3) changes in the behavior of alumni after returning to their respective duties, including: behavioral changes in implementing management functions, behavior change in task delegation, behavior change in coordination, and behavior change in decision making; (4) Impact of change in employment behavior of alumni to improve agency performance; and (5) Impact of change in work behavior of alumni to improve service quality of institution.
Keywords: Evaluation, Educational, Training and Leaderships.
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4761
10.21009/IJHCM.01.02.11
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 95-100
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4761/3563
Copyright (c) 2017 Kencana Sari
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4770
2023-08-15T02:37:59Z
ijhcm:ART
driver
THE EFFECT OF ORGANIZATIONAL STRUCTURE AND LEADERSHIP STYLE ON TEACHER PERFORMANCE IN PRIVATE SECONDARY SCHOOL
Fitria, Happy
Mukhtar, Mukhneri
Akbar, Maruf
The objective of the research were to analyze the influence of organizational structure, and leadership, to teacher performance in the private secondary school in Palembang city. This research method using quantitative method with path analysis technique (path analysis). Samples in this study were 326 teachers from 1,773 private junior high school teachers in Palembang city. The finding of the study showed that: (1) there was a direct positive effect of organizational structure to teacher performance, (2) there was a direct positive effect of leadership to teacher performance,. It is suggested to private junior high school teachers of Palembang city that in improving the performance of teachers can pay attention to the variable of good organizational structure, and leadership, because it is believed as a factor that can encourage the creation of good teacher performance.
Keywords : Organizational Structure, Leadership, And Performance.
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4770
10.21009/IJHCM.01.02.12
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 101-112
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4770/3569
Copyright (c) 2017 Happy Fitria
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4772
2023-08-15T02:37:59Z
ijhcm:ART
driver
STRATEGY OF PROMOTING LIBRARIAN’S PERFORMANCE IN CREATING USER’S SATISFACTION IN NATIONAL LIBRARY OF INDONESIA
Masykuri, Ahmad
The objective of this research is to determine the influence of the corporate culture, employee empowerment, librarianship training and work ethics towards employee performance (case study in National Library of Indonesia) Jl. Salemba Raya 28 A Jakarta, UPT Bung Karno Library in Blitar, and UPT Bung Hatta Library in Bukit Tinggi. The research approach is using quantitave method with path analysis. Sampling techniques is simple random sampling with a representative sample of 124 librarians. The data was collected through a Likert type structured questionaire toward variables. The next step is to test the validity by using the Pearson Product Moment test analysis and Realibility test by using Cronbach Alpha test and then the data was analyzed as requirement of statistic test; normality test error with Lilliefors, homogenity test and tests of significance and linearity of regression coefficients. The result such as: 1. Corporate culture, employee empowerment, librarianship training and work ethic has direct positive and significant effects towards performance. 2. Corporate culture and employee empowerment has direct positive and significant effects towards work ethic. 3. Employee empowerment has direct positive effects, but not significant to work ethics. Research implication showed the important of policy and chief regulatory about strengthen corporate culture, librarian empowerment equality and enhancement librarianship training.
Keywords: Performance, Corporate culture, employee empowerment, librarianship training, work ethic
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4772
10.21009/IJHCM.01.02.13
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 113-122
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4772/3570
Copyright (c) 2017 Ahmad Masykuri
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/4827
2023-08-15T02:37:59Z
ijhcm:ART
driver
THE EFFECT OF SUPERVISION, ENVIRONMENTAL WORK, TRAINING AND LEARNING ORGANIZATION TO THE MANAGERIAL EFFECTIVENESS OF THE HEAD OF HIGH SCHOOL PRIVATE
Kurniasih, Nani
Abdullah, Thamrin
Akbar, Maruf
The purpose of this research is to know the influence of supervision, work environment, training, learning organization on managerial effectiveness of private high school principal in East Jakarta. This research tries to answer the problem about managerial effectiveness of private high school principals with evidence of quality improvement of school services. The research on the effectiveness of managerial involving 105 private high school principals has been selected from the target population of 83 principals using a quantitative approach with path analysis method. Hypothesis testing research shows: (1) supervision has a positive effect on managerial effectiveness; (2) learning organization have positive effect toward managerial effetivity (3) work environment have positive effect toward managerial effectiveness; (4) job training has a positive effect on managerial effectiveness; (5) the positive impact on the learner organization (6) The positive effect on the learner organization (8) the positive effect on the learner organization (8) the supervision has a positive effect on the work environment; Therefore, to increase managerial effectiveness of private high school principals in East Jakarta. Need to improve supervision, work environment, training and learning organization.
Keywords : Supervision, Work Enviornment, Training, Learning Organization, And Managerial Effectivitness
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4827
10.21009/IJHCM.01.02.14
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 123-135
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/4827/3594
Copyright (c) 2017 Nani Kurniasih
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/5423
2023-08-15T02:37:59Z
ijhcm:ART
driver
EVALUATION OF BUREAUCRACY REFORM PROGRAM AT STATE PERSONNEL AGENCY
Naibaho, Ramli Effendi Idris
The objective of this research is to evaluate the bureaucracy reform program at State Personnel Agency. The evaluation focused on five stages, namely design, installation, process, product and benefit. Qualitative approach used in this research with using Discrepansy Evaluation Model design. Data collecting with in-depth interview, orbservation and documantation study. Interview Data analyzed quantitatively through data reduction, data display, and conclussion drawing. The evaluation results toward the bureaucratic reform program at State Personnel Agency shows: (1) the program has been well defined which is indicated by an explanation of the urgency aspect, has clear goals and objectives, and equipped with key success indicator, (2) the program has been well designed including the formulation of implementation guidelines, resource preparation, work programs, and evaluation and monitoring, (3) implementation of eight areas of changes which cover organizational structuring, structuring of governance managemnt system, structuring of human resources management system, harmonization of legislation, strengthening of supervision, strengthening of performance accountability, public services, mindset and work culture is good. However, has’t shown the ideal conditions if associated with position of State Personnel Agency as a pioneer and role model for the ministries or other institutions in the implementation of bureaucratic reform program, (4) the bureaucratic reform program has given positive results in the improvement of the quality of clean bureaucracy and free of corruption, collusion and nepotism, the quality of public services, and the capacity and performance accountability, and (5) the bureaucratic reform programs can provide positive benefits in improving bureaucratic governance, enhance the positive image and improve the apparatus job performance. Therefore, State Personnel Agency needed to improve the implementation of bureaucracy reform program continuously in order to achieved the optimal results
Keywords: Program Evaluation, And Bureaucracy Reform, Discrepancies Evaluation Model
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/5423
10.21009/IJHCM.01.02.15
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 136-145
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/5423/4050
Copyright (c) 2017 Ramli Effendi Idris Naibaho
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/5739
2023-08-15T02:37:59Z
ijhcm:ART
driver
EVALUATION OF QUALITY ASSURANCE PROGRAM
Yanto, Murni
This study is to investigate the implementation of the evaluation program of quality assurance State Islamic High School Curup. This study design is evaluative survey. In this study, the level of implementation of the evaluation results are divided into five categories, namely: excellent, good, average, less, much less. The results of the evaluation study the implementation of quality assurance programs included in both categories. Program quality assurance Sekolah Tinggi Agama Islam Negeri Curup necessary to repair all fronts, this can be illustrated as follows: (1) Basic policy program quality assurance, (2) resource program quality assurance, (3) implementation of the guarantee program, (4) Results the achievement of a quality assurance program. The results of the study suggested the central quality assurance to be able to follow up on some of the findings, especially concerning the quality assurance program resources, training and dissemination of quality, and implement improved quality assurance program so that the process of quality assurance programs to be more effective.Keywords : Evaluation, Implementation of the quality program, CIPP
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/5739
10.21009/IJHCM.01.02.16
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 146-152
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/5739/4253
Copyright (c) 2017 Murni Yanto
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/5906
2023-08-15T02:37:59Z
ijhcm:ART
driver
DEVELOPMENT STRATEGY OF HUMAN CAPITAL OF PT KIMIA FARMA (PERSERO) TBK
Arifin, Antoni Ludfi
This research is a qualitative research with case study at PT Kimia Farma (Persero) Tbk. The purpose of this research is to understand the overall development strategy of human capital of the Company. Data were collected from primary data through interview, observation, and recording; while secodary data were obtained from PT Kimia Farma (Persero) Tbk or from the externals that are used by the researcher to strengthen the premise, theory building, or data from previous researchers. The data collected from primary and secondary sources are then processed. The validity of data is checked though data accuracy checking process (triangulation). This research found that the Company has conducted human reseource development strategy through 1) Integrated HR Development with the Company’s visions and missions; 2) open recruitment and selection process will decide and find the candidates who meet the qualifications; 3) preparing assessement center to select the right candidate for the right position; 4) employees training can improve the employees’ competence; and 5) the right development of human capital to prepare for the competitiveness in the future..
Keywords: Human Capital, Development, Strategy, HR Planning
Program Studi S3 Ilmu Manajemen
2017-12-01
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/5906
10.21009/IJHCM.01.02.17
IJHCM (International Journal of Human Capital Management); Vol 1 No 02 (2017): IJHCM (International Journal of Human Capital Management); 153-162
2580-9164
10.21009/IJHCM.01.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/5906/4361
Copyright (c) 2017 Antoni Ludfi Arifin
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/7604
2023-08-15T02:37:00Z
ijhcm:ART
driver
MANAGING ORGANIZATIONAL CITIZENSHIP BEHAVIOR HUMAN RESOURCES OF EDUCATION IN BASIC SCHOOL IN THE SERANG CITY
Pancasasti, Ranthy
The purpose of this research is to know the direct influence of transformational leadership, organizational climate, team work, and emotional intelligence toward organizational citizenship behavior of human resources at State Elementary School in Serang City. This study used survey methods, and included in quantitative research. The number of population in this study as many as 433 people, the sample amounted to 100 people, taken by random sampling technique. Method of data collection were conducted by interviews, questionnaires, and documentation studies. The result of the research shows that there are positive direct influence of transformational leadership, organizational climate, team work, and emotional intelligence toward the organizational citizenship behavior of human resources personnel at elementary school in Serang city. The emotional intelligence factor is the variable that has the greatest influence on the organizational citizenship behavior. Teamwork factor is the smallest variable of influence on organizational citizenship behavior.
Keywords: Transformational Leadership, Organizational Climate, Team Work, Emotional Intelligence, and Organizational Citizenship Behavior.
Program Studi S3 Ilmu Manajemen
2018-07-13
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7604
10.21009/IJHCM.02.01.01
IJHCM (International Journal of Human Capital Management); Vol 2 No 1 (2018): IJHCM (International Journal of Human Capital Management); 1-9
2580-9164
10.21009/IJHCM.02.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7604/5440
Copyright (c) 2018 Ranthy Pancasasti
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/7605
2023-08-15T02:37:00Z
ijhcm:ART
driver
EFFECT OF PERSONALITY, ORGANIZATIONAL CLIMATE, AND WORK SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TEACHER IN SECONDARY HIGH SCHOOL IN THE CITY OF ADMINISTRATION JAKARTA CENTER PROVINCE DKI JAKARTA
Asri, Asri
The purpose of this research is to study the influence of personality, organizational climate, and job satisfaction toward the Organizational Citizenship Behavior of teachers at public vocational high school in Central Jakarta Administration city of DKI Jakarta province. This research uses quantitative approach with survey method. The population of this research is all civil servant teachers at 14 public vocational high schools in Central Jakarta Administration. The number of samples of the study were 212 teachers who were taken with the Slovin formula of a population of 451 teachers. Data collection of research with questionnaires then analyzed descriptive statistics and inferential statistical path analysis. Based on hypothesis testing, 1) there is positive direct effect of personality toward Organizational Citizenship Behavior, 2) there is positive direct effect of organizational culture toward Organizational Citizenship Behavior; 3) there is positive direct effect of job satisfaction toward Organizational Citizenship Behavior; 4) there is positive direct influence Personality to Job Satisfaction, and 5) there is a direct positive influence of organizational climate on Job Satisfaction. Thus to improve OCB teachers in vocational high schools by improving teacher personality, quality organizational climate, increasing teacher job satisfaction.
Keywords: Organizational Citizenship Behavior, Personality, Organizational Climate and job saticfication
Program Studi S3 Ilmu Manajemen
2018-07-13
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7605
10.21009/IJHCM.02.01.02
IJHCM (International Journal of Human Capital Management); Vol 2 No 1 (2018): IJHCM (International Journal of Human Capital Management); 10-16
2580-9164
10.21009/IJHCM.02.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7605/5441
Copyright (c) 2018 Asri Asri
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/7606
2023-08-15T02:37:00Z
ijhcm:ART
driver
THE EVALUATION OF TECHNICAL TRAINING PROGRAM FOR CAREER DEVELOPMENT IN LIMITED COMPANY OF BRANTAS ABIPRAYA JAKARTA
PERKASA, DIDIN HIKMAH
WIDODO, SUPARNO EKO
The focus of this research is to ensure that the implementation of the Technical Career Development Program. This research was Review at limited company of Brantas Abipraya Jakarta who use Technical Training as the one of strategy in human capital career development. The research is used evaluation method with CIPP approach. Data were taken using interview guideline, questionnaire observation and document study and analyzed by descriptive method through discussion and triangulation. The component of evaluation aspect (CIPP): Context Evaluation (Context): vision of program mission and program objectives; Input Evaluation: strategy, design, plan and readiness of resources; Process Evaluation (Process): implementation of strategy, design, plan and readiness of resources; Evaluation of Results (Product): Results and Benefits of the program. The findings of the evaluation research, the program's mission, all the strategies, goals and objectives well implemented.
Keywords: Program, Evaluation, Technical Training, Career Development, and Implementation
Program Studi S3 Ilmu Manajemen
2018-07-13
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7606
10.21009/IJHCM.02.01.03
IJHCM (International Journal of Human Capital Management); Vol 2 No 1 (2018): IJHCM (International Journal of Human Capital Management); 34-39
2580-9164
10.21009/IJHCM.02.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7606/5442
Copyright (c) 2018 DIDIN HIKMAH PERKASA, SUPARNO EKO WIDODO
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/7607
2023-08-15T02:37:00Z
ijhcm:ART
driver
IMPLEMENTATION PROGRAME EVALUATION OF SOCIAL HEALTH SERVICE IN HEALTH INSURANCE BY FAMILY DOCTOR IN PONTIANAK
Imran, Imran
The purpose of the research was to evaluate the implementation of health service process, participant of social health insurance by family doctor, that consist of necessary, the background of the program, readiness of the program, realization of the program and the accomplishment of the health service program in health insurance by family doctor. The research used qualitative and quantitative approach by CIPP (Context, Input, Process, Product) evaluation model. The participants of social health insurance program by family doctor were 10.487 people. Most of them gave positive response and the satisfaction index of health service by family doctor was good. The result of the research showed the implementation of health service in health insurance by family doctor have done with the appropriate purpose and standard. The result of this evaluation research was the health service in health insurance program by family doctor could increase the participants of health insurance’s health level in Pontianak City and it can be continued by The Social Health Insurance Provider.
Keywords: Social health insurance, family doctor, health service program, health level.
Program Studi S3 Ilmu Manajemen
2018-07-13
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7607
10.21009/IJHCM.02.01.04
IJHCM (International Journal of Human Capital Management); Vol 2 No 1 (2018): IJHCM (International Journal of Human Capital Management); 40-47
2580-9164
10.21009/IJHCM.02.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7607/5443
Copyright (c) 2018 Imran Imran
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/7608
2023-08-15T02:37:00Z
ijhcm:ART
driver
THE EFFECT OF PERSONALITY, WORK STRESS AND DECISION MAKING TO ORGANIZATIONAL COMMITMENT AT LIMITED COMPANY OF BHUMYAMCA SEKAWAN IN SOUTH JAKARTA
SARIWULAN, TUTY
This title of this research is the influence of employees personality, work stress dan decision making to organizational commitment at Limited Company of Bhumyamca Sekawan in South Jakarta.This study used quantitative approach with survey methods and path analysis technique. The amount of population is 213 employees and using random sampling technique, so the total of sample is 70 employees calculated by slovin formulation Data that used in this research is quantitative data with path analysis methods to find out the path coefficient score. Based on the calculation and hypothesis test, can be concluded as these results: (1) personality has direct positive influence to decision making; (2) work stress has direct positive influence to decision making; (3) personality has direct positive influence to organizational commitment; (4) work stress has direct positive influence to organizational commitment; (5) decision making has direct positive influence to organizational commitment.
Keywords: personality, work stress, decision making and organizational commitment
Program Studi S3 Ilmu Manajemen
2018-07-13
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7608
10.21009/IJHCM.02.01.05
IJHCM (International Journal of Human Capital Management); Vol 2 No 1 (2018): IJHCM (International Journal of Human Capital Management); 48-56
2580-9164
10.21009/IJHCM.02.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7608/5444
Copyright (c) 2018 TUTY SARIWULAN
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/7609
2023-08-15T02:37:00Z
ijhcm:ART
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ORGANISATION CULTURE OF SAKA BAHARI SCOUT MOVEMENT
Syahbudi, Syahbudi
Hamidah, Hamidah
Supriyati, Yetti
This research aims to acknowledge and describe the research in order to obtain a depth understanding on the focus of research namely Organisation Culture of Saka Bahari Scout Movement and sub-focus of the research, namely: 1. norms, values, and beliefs of Saka Bahari Scout Movement; 2. application of norms, values, and beliefs of Saka Bahari Scout Movement; 3. traditions to be the main characteristic of Saka Bahari Scout Movement; 4. symbol of Saka Bahari Scout Movement; 5. implication of application of Organisation Culture of Saka Bahari Scout Movement. This research used qualitative approach, with phenomenology methodology research as the basis to describe the research result conducted by observation, interview, and documentation, to subsequently carry out triangulation test. The result of research was made a discussing theme from each subfocus namely: 1. Saka Bahari Scout Movement as a Forming Forum of Maritime Character Nation; 2. The method of Nation Character Forming of Saka Bahari Scout Movement; 3. Tradition of Saka Bahari Scout Movement in Forming Maritime National Character; 4. Symbol of Scout Movement and Saka Bahari as the forum to build the Identity of Maritime Nation Character; 5. Application on the Implication of Organisation Culture of Saka Bahari Scout Movement.
Keywords: Organisation Culture, Nation Character Building and Human Resource Development.
Program Studi S3 Ilmu Manajemen
2018-07-13
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7609
10.21009/IJHCM.02.01.06
IJHCM (International Journal of Human Capital Management); Vol 2 No 1 (2018): IJHCM (International Journal of Human Capital Management); 69-79
2580-9164
10.21009/IJHCM.02.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/7609/5445
Copyright (c) 2018 Syahbudi Syahbudi, Hamidah Hamidah, Yetti Supriyati
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/10616
2023-08-15T02:34:37Z
ijhcm:ART
driver
Entrepreneurship Education in Higher Education
Idris, Fahmi Idris
Entrepreneurship, entrepreneurship education, higher education, critical theory
Unemployment, economic growth, and low entrepreneurial ratio hasbecome current problem in Indonesia. Entrepreneurship education is animportant form of intervention to overcome these problems.This articlereviews the concepts and developments in the field of entrepreneurshipeducation in the literature.Furthermore, this study critically examines thedevelopment of entrepreneurship education in Indonesia and implementthe existing theoretical framework to recommend a number ofimprovements that can be taken by higher education and otherstakeholders to enhance the quality of entrepreneurship education inIndonesia.
Program Studi S3 Ilmu Manajemen
2018-12-21
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/10616
10.21009/IJHCM.02.02.01
IJHCM (International Journal of Human Capital Management); Vol 2 No 2 (2018): IJHCM (International Journal of Human Capital Management); 1-8
2580-9164
10.21009/IJHCM.02.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/10616/7106
Copyright (c) 2018 Fahmi Idris Idris
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11051
2023-08-15T02:34:37Z
ijhcm:ART
driver
Influence of Leadership Training Level III, Creativity and Commitment to Performance of Employees Duties of Health Ministry of The Republic of Indonesia
Daulay, Haslinda
Akbar, Ma'ruf
Ramly, Mansyur
Employee Performance, Level III Leadership Training, Creativity and Task Commitment
The purpose of this study was to study the effect of level III leadership training, creativity and task commitment on employee performance. The research process was carried out at the Ministry of Health of the Republic of Indonesia using a case study method. The study sample was 168 employees of the Ministry of Health of the Republic of Indonesia who were selected by simple random sampling from 289 populations. The findings are: (1) there is a positive direct effect of level III leadership training on employee performance, (2) there is a positive direct effect of creativity on employee performance, (3) there is a positive direct influence on task commitment to employee performance, (4) direct influence positive level III leadership training on creativity, (5) there is a positive direct influence on task commitment to creativity. Referring to these findings, researchers can conclude that employee performance is positively influenced by level III leadership training, creativity and task commitment. Therefore, to maintain employee performance, organizations must implement level III leadership training, creativity and task commitment. Finally, it was concluded that level III leadership training, creativity and task commitment must be considered in producing employee performance.
Program Studi S3 Ilmu Manajemen
2018-12-24
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11051
10.21009/IJHCM.02.02.03
IJHCM (International Journal of Human Capital Management); Vol 2 No 2 (2018): IJHCM (International Journal of Human Capital Management); 18-29
2580-9164
10.21009/IJHCM.02.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11051/7108
Copyright (c) 2018 Haslinda Daulay
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11188
2023-08-15T02:34:37Z
ijhcm:ART
driver
The Influence of Transformational Leadership, Interpersonal Communication, and Organizational Commitment of Public Service Quality in BNP2TKI
Ghofar, Abdul -
Wibowo
Tola, Burhanuddin
The Quality of Public Service, Transformational Leadership, Interpersonal Communication, Organizational Commitment.
ABSTRACT
The purpose of this research is to measure direct and indirect influence of transformational leadership, interpersonal communication, and organizational commitment for public service quality in BNP2TKI. This study used survey method, and included in quantitative research. Sample is calculated using Slovin method, is set minimum sample for 140 people, taken by systematic random sampling. Method of data collection by dissemination research instrumens to selected respondents. Method of data analysis using path analysis. The result of the research shows that there are positive direct influence of transformational leadership, interpersonal communication and organizational commitment toward the quality of public service in BNP2TKI. Transformational leadership and interpersonal communication has the positive direct influence for organizational commitment. Transformational leadership has the positive direct influence for interpersonal communication. Transformational leadership has the biggest direct influence for the quality of public service of BNP2TKI.
Keywords: The Quality of Public Service, Transformational Leadership, Interpersonal Communication, Organizational Commitment.
Program Studi S3 Ilmu Manajemen
2018-12-23
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11188
10.21009/IJHCM.02.02.02
IJHCM (International Journal of Human Capital Management); Vol 2 No 2 (2018): IJHCM (International Journal of Human Capital Management); 9-17
2580-9164
10.21009/IJHCM.02.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11188/7107
Copyright (c) 2018 abdul - ghofar
https://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11202
2023-08-15T02:34:09Z
ijhcm:ART
driver
The Influence of Effectiveness of Management, Work Culture, Trust and Engagement, towards Work Effectiveness of Employee Property Company at Jakarta
Tridasawarsa, Dewi
Akbar, Ma'ruf
Abdullah, Thamrin
Management effectiveness, Work culture, Trust, Engagement, Work effectiveness.
This study aims to measure and analyze the effect of management effectiveness, work culture, trust, and engagement on the work effectiveness of employees of family-based property companies in Jakarta. Of the 193 homogeneous employee populations spread in Jakarta, Cinere, Bogor and Tangerang, the samples were based on Slovin and the simple random sampling technique was 130 people. This study uses a quantitative approach with linear regression analysis, single test, and path analysis. From the results of the study, it can be seen that: (1) management effectiveness, work culture, and trust have a positive and significant direct effect on work effectiveness, (2) effectiveness of management and work culture indirectly affect work effectiveness through trust, (3) engagement is not effect directly or indirectly on work effectiveness. The results of the study found that Trust is the most influential and very significant variable in influencing the work effectiveness of employees in family companies. Conclusions obtained, namely transparency, honesty, and fairness, and high integrity can make work more effective.
Program Studi S3 Ilmu Manajemen
2019-07-17
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11202
10.21009/IJHCM.03.01.01
IJHCM (International Journal of Human Capital Management); Vol 3 No 1 (2019): IJHCM (International Journal of Human Capital Management); 1-9
2580-9164
10.21009/IJHCM.03.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11202/7147
Copyright (c) 2019 dewi tridasawarsa dewi tridasawarsa
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11219
2023-08-15T02:34:09Z
ijhcm:ART
driver
The Effect of Leadership Style and Welfare on The Performance of Manado Religious and Education Training Center
Rusli
Wibowo
Tola, Burhanuddin
Employee Performance, Leadership Style, Welfare.
The aim of this study is to observe and analyze the influence of Leadership Styles and Welfare on the Performance of Employees in Manado Religious Education and Training Center. This study used Partial Last Square (PLS) method. The population of this study was 60 employees (N = 60), and all of these employees were sampled (n = 60) with an error rate of 5% (0.05). Data was collected based on questionnaire with Likert scale. The results of this study showed that there are direct contributions between Leadership style and welfare variables on employee performance. Overall, Leadership style and Welfare have a positive and very strong influence on Employee Performance.These results showed the importance of improving the quality of Leadership Styles and Welfare to improve the Performance of Employees in Manado Religious Education and Training Center.
Program Studi S3 Ilmu Manajemen
2019-07-17
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11219
10.21009/IJHCM.03.01.04
IJHCM (International Journal of Human Capital Management); Vol 3 No 1 (2019): IJHCM (International Journal of Human Capital Management); 39-47
2580-9164
10.21009/IJHCM.03.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11219/7150
Copyright (c) 2019 Rusli, Wibowo, Burhanuddin Tola
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11248
2023-08-15T02:34:37Z
ijhcm:ART
driver
Effect of Work Culture and Leadership on Trust in PT. Astra Agro Lestari Tbk.
Sitompul, Pandapotan
Widodo, Suparno Eko
R. Madhakomala
Trust, Work Culture, and Leadership
The purpose of this study was to study the effect of work culture, leadership on trust. The research process was carried out at PT. Astra Agro Lestari Tbk. uses a case study method. The study sample was 105 employees of PT. Astra Agro Lestari Tbk. selected in simple random sampling. The findings are: (1) there is a positive direct influence of work culture on trust, (2) there is a positive direct influence of leadership on trust, (3) there is a positive direct influence of work culture and leadership together on trust. Referring to these findings, researchers can conclude that trust is positively influenced by work culture and leadership. Therefore, to maintain trust, organizations must implement a work culture and leadership. Finally, it was concluded that work culture and leadership must be considered in generating better trust.
Program Studi S3 Ilmu Manajemen
2018-12-28
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11248
10.21009/IJHCM.02.02.06
IJHCM (International Journal of Human Capital Management); Vol 2 No 2 (2018): IJHCM (International Journal of Human Capital Management); 60-70
2580-9164
10.21009/IJHCM.02.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11248/7146
Copyright (c) 2018 Pandapotan Sitompul, Suparno Eko Widodo, R. Madhakomala
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11320
2023-08-15T02:34:37Z
ijhcm:ART
driver
The Increasing Performance of School Principal Through Remuneration, Personality, and Job Satisfaction
Virgana
principal performance
remuneration,
personalities
job satisfaction
This research aims to know the influence of remuneration, personality, and job satisfaction on performance school principal, both directly and indirectly. Research using path analysis, a sample of randomly selected as many as 65 principal of elementary schools are civil servants in South Jakarta. The path analysis was done with some tests namely: Test of Normality of Error; Homogeneity Test; and significance and linearity test of regression coefficient. The results of the analysis found that there are: 1) direct influence of remuneration towards job satisfaction; 2) direct influence personality towards job satisfaction; 3) direct influence of regional allowances toward performance of principal; 4) direct influence of personality toward performance of principal; 5) direct influence job satisfaction toward performance of principal; 6) indirect influences of remuneration toward performance through job satisfaction; and 7) the indirect influence of personality toward performance of principal through job satisfaction. Therefore the variation improvements of principal performance are influenced by variation of the variable remuneration, personality, and job satisfaction
Program Studi S3 Ilmu Manajemen
2018-12-25
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11320
10.21009/IJHCM.02.02.05
IJHCM (International Journal of Human Capital Management); Vol 2 No 2 (2018): IJHCM (International Journal of Human Capital Management); 45-59
2580-9164
10.21009/IJHCM.02.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11320/7145
Copyright (c) 2018 Virgana
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11350
2023-08-15T02:34:37Z
ijhcm:ART
driver
The Effect of Interpersonal Communication, Self Engagement and Organizational Commitment toward The Employee Performance
Ghofar, Abdul
Akbar, Ma'ruf
Luddin, Muchlis
The effect, employee performance, organizational commitment, self-engagement, and interpersonal communication
The objective of this reseach was to understand comprehensively the effect of Interpersonal Communication, Self-Engagement and Organizational Commitment toward the Employee Performance. It was a quantitative research with survey method in the communication and information ministery in Jakarta 2016.
The data were colected through observation. The data analysis and interpretasion indicates that (1) the effect Interpersonal Communication toward the Employee Performance; (2) the effect Self-Engagement toward the Employee Performance; (3) the effect Organizational Commitment toward the Employee Performance; (4) the effect Interpersonal Communication toward the Employee Organizational Commitment; (5) the effect Self-Engagement toward the Employee Organizational Commitment; (5) the effect Interpersonal Communication toward the Employee Self-Engagement.
The findings lead to the recomendation to practice effectively Employee Performance, Organizational Commitment and Self-Engagement, with Interpersonal Communication. Interpersonal Communication practice by (1) communication opens, (2) empaty, (3) supporting, (4) positif thingking and (5) equality.
Program Studi S3 Ilmu Manajemen
2018-12-24
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11350
10.21009/IJHCM.02.02.04
IJHCM (International Journal of Human Capital Management); Vol 2 No 2 (2018): IJHCM (International Journal of Human Capital Management); 30-44
2580-9164
10.21009/IJHCM.02.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11350/7144
Copyright (c) 2018 Abdul Ghofar, Ma'ruf Akbar, Muchlis Luddin
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11357
2023-08-15T02:34:09Z
ijhcm:ART
driver
The Effect of Coach Leadership, Team Cooperation, and Achievement Motivation on The Performance of The Depok City Athlete
Fahmi, Muhammad
Wibowo
Purwana, Dedi
Coach leadership, teamwork, achievement motivation, athlete’s performance
ABSTRACT: The objective of this research was to examine and analyze the effect of coach leadership, teamwork, and achievement motivation on the performance of Depok city’ athletes, It was a quantitative research with associative approach, conducted at Depok National Sports Committee (KONI). The data were collected through questionnaire involving 203 samples of respondent of athletes and coach among Depok National Sports Committee. Data collection techniques carried out in this study were using questionnaire instruments. The questionnaire used consisted of questionnaires, variables of coach leadership, teamwork, achievement motivation and athlete's performance. The type of questionnaire is a closed questionnaire where the questionnaire distributed to respondents has provided the answer in the form of five answer choices, so the respondent just has to choose one of the five answers provided. The measurement scale of the coach leadership questionnaire, teamwork, achievement motivation and athlete's performance used a Likert scale. The primary data collected then through the estimated error normality test, linearity test and significance test. Then analyzed and tested the hypothesis using path analysis. Data analysis techniques in this study include: (1) descriptive data analysis, (2) requirements test, (3) inferential data analysis.
The data analysis and interpretation indicates that: (1) Coach’ leadership has no direct effect on athletes’ performance. (2) Coach’ leadership has no direct effect on achievement motivation. (3) Coach’ leadership has direct effect on teamwork. (4) Teamwork has direct effect on achievement motivation. (5) Teamwork has direct effect on athletes’ performance. (6) Achievement motivation has direct effect on athletes’ performance. (7) Coach’ leadership has no indirect effect on athletes’ performance through achievement motivation. (8) Coach’ leadership has an indirect effect on athletes’ performance through teamwork. (9) Coach’ leadership has an indirect effect on athletes’ performance through teamwork and achievement motivation
Keywords: coach leadership, teamwork, achievement motivation, athletes’ performance
Program Studi S3 Ilmu Manajemen
2019-07-17
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11357
10.21009/IJHCM.03.01.03
IJHCM (International Journal of Human Capital Management); Vol 3 No 1 (2019): IJHCM (International Journal of Human Capital Management); 27-38
2580-9164
10.21009/IJHCM.03.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11357/7149
Copyright (c) 2019 Muhammad Fahmi, Wibowo, Dedi Purwana
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11363
2023-08-15T02:34:09Z
ijhcm:ART
driver
The Effect of Military Ethics and Motivation on The National Commitment of The Indonesian Military
Sukmadi, Bambang Heru
Akbar, Ma'ruf
Tunas, Billy
Khalid, Zulvia
National commitment, Military ethics, Motivation, Indonesian military
This research is aimed to explore and find out the effect of military ethics and motivation on the national commitment of the soldiers of the Indonesian Army. The research is conducted on the soldiers in the rank of non-commissioned and enlisted soldiers at one of the Indonesian Army units in Jakarta. The data is collected with the survey method on the sample that comprises of 83 respondents which are taken with a simple random sampling technique. The data is analyzed quantitatively from an organizational behavior perspective with the Path Analysis technique utilizing SPSS 22 software. The test of normality and linearity of each regression between variables results in a normal distribution of residual and linearly related. The results of this research show that (1) military ethics has a positively direct effect on national commitment; (2) military ethics has a positively direct effect on motivation; (3) motivation has a positively direct effect on national commitment; (4) military ethics has an indirect effect on national commitment through motivation.
Program Studi S3 Ilmu Manajemen
2019-07-22
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11363
10.21009/IJHCM.03.01.05
IJHCM (International Journal of Human Capital Management); Vol 3 No 1 (2019): IJHCM (International Journal of Human Capital Management); 48-58
2580-9164
10.21009/IJHCM.03.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11363/7155
Copyright (c) 2019 Bambang Heru Sukmadi
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11364
2023-08-15T02:34:09Z
ijhcm:ART
driver
Enterprenuerial Motivation Amongst University Students in Pakistan: Proposing and Testing a Mediation Model
Ahmad, Muhammad Ali
Shah, Syed Alamdar Ali
Mallah, Waqar Ahmed
Saud, Muhammad
Entrepreneurship, entrepreneurial motivation, mediation model, phychological factors, economic factors.
Objective of this research is to explore factors that contribute towards entrepreneurial motivation amongst university students in Pakistan. Data of 500 respondents from HEC recognized universities in Pakistan has been collected and analyzed for the purpose of our research. Data has been gathered from students of different degree programs commerce, business administration, banking and finance, and marketing department of public and private universities of Pakistan. A mediation model has been proposed and tested in order to achieve our objectives. Data has been analyzed using different econometric and statistical techniques. The results suggest that there exists some “psychological†and “economic†factors that influence the entrepreneurial motivation of university students in Pakistan. Over and above, there also that exits a group of psychological factors that partially mediate in our model.
Program Studi S3 Ilmu Manajemen
2019-07-17
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11364
10.21009/IJHCM.03.01.02
IJHCM (International Journal of Human Capital Management); Vol 3 No 1 (2019): IJHCM (International Journal of Human Capital Management); 10-26
2580-9164
10.21009/IJHCM.03.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11364/7148
Copyright (c) 2019 Muhammad Ali Ahmad, Syed Alamdar Ali Shah, Waqar Ahmed Mallah, Muhammad Saud
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11476
2023-08-15T02:33:26Z
ijhcm:ART
driver
Occupational Diseases Workers’ Protection as a Important Aspect on OSH Program
Astono, Sudi
Akbar, Ma'ruf
Asmawi, Moch.
Key words: occupational accident/injury, occupational diseases, worker’s protection, occupational safety and health, work compensation.
Abstract
The Aim of this study are to answer the question: "Why is the attention to protection of workers against the occupational disease (OD) is less than to protection against the occupational accident/injury (OA/OI)?" The method used in this study consisted of two processes, namely collecting documents and information, and conduct a analysis of documents and information related to the aspects of the OD in the Occupational and Safety (OSH) program. Information was also obtained through the interviews, discussions, and attending OSH program activities or meetings which carried out by the MOM and also by keys stakeholders.The results of the study that have been conducted show that the number of OD cases that handled and received of work compensation is less than the OI cases.
Program Studi S3 Ilmu Manajemen
2019-12-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11476
10.21009/IJHCM.03.02.02
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 10-16
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11476/7217
Copyright (c) 2019 Astono Sudi, Ma'ruf Akbar, Moch. Asmawi
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11501
2023-08-15T02:34:09Z
ijhcm:ART
driver
The Effect of Organizational Commitment and Organizational Citizenship Behavior Toward Service Quality at Universitas Kristen Indonesia
Siregar, Edison
Luddin, Muchlis R.
Suyatno, Thomas
organizational commitment, organizational citizenship behavior, service quality
The objective of this research is to find out the effect organizational commitment and organizational citizenship behavior towards service quality at Universitas Kristen Indonesia. The research method used was a quantitative method wiht using path analysed design. In collecting the data, 71 employees were chosen from 243 employees randomly to be the sample of this research. The data of the this research were obtained by distrubuting questiinnaires and analyzed them using path analysis. The result shows that there exists a positive direct effect of (1) organizational commitment towards service quality, (2) organizational citizenship behavior towards service quality, and (3) organizational commitment towards organizational citizenship behavior. Therefore, as the conclussion to this research, to improve the service quality of the employee at Universitas Kristen Indonesia, the organizational commitment, and organizational citizenship behavior should be improved.
Program Studi S3 Ilmu Manajemen
2019-07-22
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11501
10.21009/IJHCM.03.01.06
IJHCM (International Journal of Human Capital Management); Vol 3 No 1 (2019): IJHCM (International Journal of Human Capital Management); 58-73
2580-9164
10.21009/IJHCM.03.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11501/7157
Copyright (c) 2019 Edison Siregar, Muchlis R. Luddin, Thomas Suyatno
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11543
2023-08-15T02:33:26Z
ijhcm:ART
driver
Continuous Improvement Post Organizational Changes in the Official School of Meteorological, Climatological and Geophysical Agency
Soegiarto, Ita
Tunas, Billy
Yasin, Muhammad
continuous improvement, sustainability efforts, organizational change, official schools.
As we know that there are some of vocational educations that have official ties with ministries or ministry-level bodies, one of them is the College of Meteorology, Climatology and Geophysics. The purpose of this study is to find things to improve the organization after changes. The main question that guides this research is the sustainability effort that needs to be applied and influences the organization. Research uses qualitative methods and case study approaches. The sampling technique was purposive and snowball sampling with 40 informants. Based on the research that has been done, found that improvements must be made continuously after organizational changes are divided into two factors. Internal factors such as lecturer competency, lecturer availability, and additional composition in the teaching-learning process from theory to practicum. While external factors regularly review of curriculum and syllabus, technology updates, and digitalization. The update in this study, each lecturer is required not only in the transfer of knowledge but also to instill ethical and moral values. The cadets were prepared as agents of change. As an official school, each graduate not only understands the knowledge gained during education but also must be ready to work at the parent institution. The cadets must be well prepared to work at the Meteorology, Climatology and Geophysics Agency. For this reason, the things that need to be done in maintaining sustainability after the change in the official school organization are updating technology. There needs to be "digital culture" in various activities at STMKG, comparative studies, and participation in national and international seminars so that continuous learning and continuous improvement are always rolling.
Program Studi S3 Ilmu Manajemen
2019-12-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11543
10.21009/IJHCM.03.02.01
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 1-9
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11543/7686
Copyright (c) 2019 Ita Soegiarto, Billy Tunas, Muhammad Yasin
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11581
2023-08-15T02:33:26Z
ijhcm:ART
driver
Industrial Relationship Between Worker, Entrepreneur and Government On the Outsourcing Program in PT. Aru Raharja Indonesia
budiantoro, Anandha
Akbar, Ma'ruf
Wibowo
Industrial Relationship, Worker, Entrepreneur, Government, Outsourcing Program
This study aims to determine whether the Industrial Relationship Between Worker, Entrepreneur and Government at PT. Aru Raharja Indonesia has achieved its goal.
This research method used an evaluative descriptive method. The object of the research was focused on the Industrial relationship between worker, entrepreneur and government
On the outsourcing program of PT. Aru Raharja Indonesia
Data is collected through observatied, documentation studied, and indepth interview. Data analysis used descriptive evaluative techniques, through four stages, namely: data collection, data reduction, data display and conclusion drawing/verification.
The results of the studied found that industrial relationship at the outsourcing program of PT. Aru Raharja Indonesia is classified as moderate. This indicates that the industrial relation to the outsourcing program of PT. Aru Raharja Indonesia still needs to be repaired in its implementation. It can be less effective in the process of communication between worker, entrepreneur and government in the form of coaching, supervision and coordination between the parties involved in the relationship industry
Program Studi S3 Ilmu Manajemen
2019-12-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11581
10.21009/IJHCM.03.02.03
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 17-26
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11581/7320
Copyright (c) 2019 Anandha budiantoro, Ma'ruf Akbar, Wibowo
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11644
2023-08-15T02:33:26Z
ijhcm:ART
driver
Human Resource Architecture Transformation Case Study in Construction Company
Wikumurti
Luddin, Muchlis R.
Suyatno, Thomas
Transformation, HR systems, employee engagement and satisfaction, Performance company.
This study focuses on the transformation of the architecture of human resource construction services companies into toll road development companies, to get the right model in the implementation of the Human Resources system towards employee engagement and satisfaction which is reflected in the improvement of company performance. The study used a qualitative approach through case studies in construction service companies with data collection methods using observation, interviews, document observation and surveys of company employees by questionnaire. Research informants are the management of the Human Resources construction services company. The results of the case study show that the implementation of a human resource system in a company that is transformed from a construction services company to a toll road development company includes establishing the company's vision and mission from a construction company to a toll road developer, changing company organizations from a construction services business organization to a road development organization toll road, employee recruitment system, employee development and training, career management, reward system and termination / retirement system have been well applied in the process of transformation from construction service companies to toll road development companies. This has an effect on increasing the value of employee engagement and satisfaction and is reflected in the improvement of the company's performance over the past 4 years from 2015 to 2018.
Program Studi S3 Ilmu Manajemen
2019-12-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11644
10.21009/IJHCM.03.02.04
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 27-41
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11644/7322
Copyright (c) 2019 Wikumurti, Muchlis R. Luddin, Thomas Suyatno
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11687
2023-08-15T02:33:26Z
ijhcm:ART
driver
Influence of Supportive and Directive Leadership Styles on Employee Job Satisfaction in Commercial Banks in Kenya
Mwaisaka, Davidson
K'Aol, George
Ouma, Caren
Keywords: Directive Leadership, Supportive Leadership, Path-Goal Leadership Styles, Employee Job Satisfaction.
Abstract
Purpose: The purpose of the study was to investigate the influence of supportive and directive leadership style on employee job satisfaction in commercial banks in Kenya.
Methodology: The study adopted positivism research philosophy to guide the study and limited itself to descriptive correlational research design to analyze and provide responses to the research questions. The research design was preferred because it allows description and comparison of characteristics of populations based on data collected from samples through questionnaires. The target population of the study was 15,030 employees in all the 43 commercial banks licensed to operate in Kenya as of June 2018. Using stratified sampling technique, the study drew a sample size of 386 employees reporting to middle level managers. Data was collected by means of a questionnaire and analyzed using descriptive and inferential statistics, which included factor analysis, correlational analysis, chi-square, one-way analysis of variance (ANOVA), and regression analysis using Statistical Package for Social Sciences (SPSS) version 20 and Windows’ Microsoft excel programs.
Results: From the findings of multiple linear regression analysis, it was established that directive leadership style had a positive and significant relationship with employee job satisfaction, R2 = .228, F(1, 362) = 53.396, p < .05; β = .454, p < .05. The results from multiple linear regression analysis also showed that supportive leadership style positively and significantly predicted employee job satisfaction, R2 = .603, F(1, 366) = 278.269, p < .05; β = .716, p < .05. In addition, the study tested the moderating influence of environmental contingency factors and was confirmed that environmental contingency factors significantly moderated the relationship between path-goal leadership style and employee job satisfaction, R2=0.090, F(5,364) = 35.04, p < .05; β= 0.229, p<.05.
Unique contribution to theory, practice and policy: The study makes a contribution to the literature of the influence of directive and supportive leadership styles from Kenyan commercial banks’ perspective and adds an impetus to employees, management and policymakers to address issues that are impeding employee job satisfaction. The future researchers should include all bank employees in their study to determine the influence of directive leadership style and supportive leadership style on employee job satisfaction.
Program Studi S3 Ilmu Manajemen
2019-12-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11687
10.21009/IJHCM.03.02.05
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 42-60
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11687/7454
Copyright (c) 2019 Davidson Mwaisaka, George K'Aol, Caren Ouma
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/11837
2023-08-15T02:32:51Z
ijhcm:ART
driver
Evaluation for education program and basic training for Jakarta public order agency
sihombing, urkanus
Hamidah
Tunas, Billy
program evaluation,civil service police, Special Capital Region of Jakarta, CIPP
This research/evaluation be held for evaluating Evaluation for education program and basic training for Jakarta public order agency in periode 2012 until 2018 which be held by Civil service police and Human Resources Development Agency (Field Study). This evaluation for analising comprehensively to significant several aspect in several stages, which consists of stages1, including aspect : a. Legal foundation, b. Need analysis, c. Purpose, also program targets, and stages2, including aspect: a. Participant, b. Organization structure, c. Program and activities, d. Procedure, e.Guidebook, f. Instructors, g. Administrator/Committee, h. Instructional media, i. Means, infrastructure, and Budget, and stages3, including aspect, a. Participant reaction, b. Learning, c. Behavior, also stages4, which including: a.result, b. Program impact. Qualitative approach used on this research. Primary data, and secunder was obtained through observation, interview, study of document, focus group discussion, with all the credible informants. This evaluation be held by using Stufflebeam model, Context, Input, Process and Product (CIPP). Data analysis trough interactive approach Miles and Huberman in data display activity, data reduction, and drawing conclusion. Research/evaluation result. Evaluation result showing that most aspects in contex stages, input, and process also product, getting good judgment, Which means it's done / available according to criteria, so program recommended need to be developed with adjustment on law No.23 of 2014 about local government and Government regulation No. 16 of 2018 about civil service police which has become the development guidelines of education basic program, technical, and functional civil service police all over Indonesia.
Program Studi S3 Ilmu Manajemen
2020-06-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11837
10.21009/IJHCM.04.01.04
IJHCM (International Journal of Human Capital Management); Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management); 42-58
2580-9164
10.21009/IJHCM.04.1
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/11837/8055
Copyright (c) 2020 urkanus sihombing, Hamidah, Billy Tunas
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/12358
2023-08-15T02:33:26Z
ijhcm:ART
driver
Evaluation of Leadership Programs (PIM) Level III For Civil Servants In The Education and Training Center (Pusdiklat) of The Ministry of Manpower (Kemnaker) RI
Sudiharto
Purwana, Dedi
Tunas, Billy
Diklat PIM III, Evaluation, Context, Input, Process, Product and Impact
The purpose of this study is to describe the implementation of Level III Education and Training Program (PIM III) for Civil Servants (PNS) in the Education and Training Center Institution of the Ministry of Manpower Republic of Indonesia (Pusdiklat Kemnaker RI), so that it can be used by policy makers to improve its implementation. The research method uses the program evaluation model CIPP (Context, Input, Process and Product) and Impact. Evaluation was carried out on the implementation of Program Diklat PIM III held in the 2015-2016 period by the Pusdiklat Kemnaker RI. In this study involved 57 informants from the Ministry of Administrative and Bureaucratic Reform (PAN RB) as regulators, the State Administration Institute (LAN) as the implementing policy, National Board for Placement and Protection of Indonesian Overseas Workers (BNP2TKI ) as a place for alumni and the Pusdiklat Kemnaker RI as the organizer. Overall the results of evaluation research on the implementation of the Program Diklat PIM III by the Pusdiklat Kemnaker RI is considered to be Less or 57.69% of the evaluation criteria can be met. The Context Sub-focus (C) reaches a value of Very Less or 40.43%; The Input subfocus achieved a Good value or 77.92%; The Process sub-focus (P) achieves Very Good or 100%; The Product sub-focus (P) achieves less or 59% and The Impact (I) of alumni on organizations reach Very Less or 11.1%. The recommendations of this study can be applied to the Program Diklat PIM III Cycle Model as part of the Echelon III Position Selection with the central point of the Echelon III Structural Position Competence set by the measured and traceable PANRB so as to produce superior and competitive human resources personnel.
Program Studi S3 Ilmu Manajemen
2019-12-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12358
10.21009/IJHCM.03.02.07
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 70-90
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12358/7672
Copyright (c) 2019 Sudiharto, Dedi Purwana, Billy Tunas
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/12367
2023-08-15T02:33:26Z
ijhcm:ART
driver
The Effect of Work Atmosphere, Training, Incentives, and Motivation on Sales Productivity in PT. Suzuki Indonesia
Setiawan, Sigit
Sujanto, Bedjo
Purwana, Dedi
work atmosphere, training, incentives, motivation and sales force productivity
The aims of this study effect of work atmosphere, training, incentives, and motivation on sales force productivity at PT. Suzuki Indonesia. This study uses correlational studies. The sample from this study was 120 people selling PT. Suzuki Indonesia personnel in the Jabodetabek area. The results of this study indicate that; 1) The work environment has a positive direct effect on the productivity of the sales force of 0.613 with a tcount of 8.43, 2) training has a positive direct effect on sales force productivity of 0.628 with a tcount of 8.77, 3) incentives have a positive direct effect on labor productivity sales of 0.609 with a tcount of 8.34, 4) motivation has a positive direct effect on sales force productivity of 0.635 with a tcount of 8.94, 5) work environment, training, incentives, and motivation together have a positive direct effect on productivity sales force of 0.812 with a tcount of 55.78. Thus an increase in sales force productivity can be achieved well if there is a strong influence of the work environment, training, incentives and motivation that are well-developed.
Program Studi S3 Ilmu Manajemen
2019-12-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12367
10.21009/IJHCM.03.02.06
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 61-69
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12367/7517
Copyright (c) 2019 Sigit Setiawan, Bedjo Sujanto, Dedi Purwana
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/12599
2023-08-15T02:32:51Z
ijhcm:ART
driver
Employees Perception on Performance Appraisal Effectiveness in The Cyprus Public Sector (EAC)
Petasis, Andreas
Christodoulou, Stylianos
Louca, Alexia
performance management system, performance appraisal, appraisal error, performance management effectiveness, Electricity Authority of Cyprus
Performance appraisals are important for effective evaluation and management of personnel. This research investigates the Electricity Authority of Cyprus’ employees’ perceptions of performance appraisal. Data were collected from 161 employees of the Organization, using an online semi-structured questionnaire, and analyzed using SPSS; the qualitative data were analyzed manually. The results of the study highlighted respondents’ perceptions with regard to the Organization’s performance management practices, which have a created a culture of mistrust towards the performance management system in use. The Organization’s present performance appraisal system seems to posit more shortcomings than strengths and it doesn’t seem to be integrated or linked with the organizational goals and missions of the Authority’s. The research has delivered some information on what needs to be changed in order to improve the current system. The findings have serious managerial implications for redesigning the performance appraisal system so as to be more effective, more credible and more transparent. These implications include actions towards introducing new methods, training the appraisers, increasing motivation and provision of resources for effective performance appraisal.
Program Studi S3 Ilmu Manajemen
2020-06-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12599
10.21009/IJHCM.04.01.03
IJHCM (International Journal of Human Capital Management); Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management); 26-41
2580-9164
10.21009/IJHCM.04.1
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12599/8159
Copyright (c) 2020 Andreas Petasis, Stylianos Christodoulou, Alexia Louca
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/12732
2021-01-06T03:16:04Z
ijhcm:ART
oai:jurnalunj.journal.unj.ac.id:article/12745
2023-08-15T02:33:26Z
ijhcm:ART
driver
The Effect of Transformational Leadership and Work Motivation on Innovative Behavior
Purnomo Hadi, Tavip
Tola, Burhanuddin
Akbar, Ma'ruf
transformational leadership, internal communication, work motivation, innovative behavior.
This research is entitled "The Effect of Transformational Leadership and Work Motivation towards the Innovative Behavior". This research aims to determine the direct and indirect effects of transformational leadership work motivation on innovative behavior. The research approach is a quantitative method with path analysis. The population of this research is the medical representative from 3 pharmaceutical companies, taken proportionally in the Greater Jakarta Area of each company, namely: PT. X 40 people, PT. Y 40 people and PT. Z 30 people, with an affordable population of 110 people. The sampling technique was Simple Random Sampling through Krejcie and Morgan Tables, so that a representative sample of 86 respondents was obtained. Data collection was carried out through a Likert model structured questionnaire of the independent and dependent variables. The next step is to test the validity with Pearson Product Moment test analysis and reliability test with Cronbach Alpha test. Then the data analysis is performed as a statistical test requirement, namely; error normality test with Liliefors, homogeneity test and significance and linearity regression coefficient test. Found several conclusions, as follows; first, there is a direct effect of Transformational Leadership on Work Motivation, which means that transformational leadership styles can increase work motivation; second, there is a direct effect of Transformational Leadership on Innovative Behavior, which means that transformational leadership styles can enhance innovative behavior; third, there is a direct influence of Work Motivation on Innovative Behavior, which means work motivation can enhance innovative behavior; fourth, there is an indirect effect of Transformational Leadership on Innovative Behavior through Work Motivation, which means that transformational leadership styles can indirectly enhance innovative behavior through work motivation
Program Studi S3 Ilmu Manajemen
2019-12-12
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12745
10.21009/IJHCM.03.02.09
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 100-108
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12745/7710
Copyright (c) 2019 Tavip Purnomo Hadi, Burhanuddin Tola, Ma'ruf Akbar
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/12820
2023-08-15T02:32:11Z
ijhcm:ART
driver
Phenomenology Study on The Formulation of A Vision to Achieve The Future of The University
Uus Mohammad Darul Fadli
Akbar, Maruf
Hamidah
Vision, University, Phenomenology, Strengths, Weaknesses, Opportunities, Threats, SWOT
The purpose of this study is to analyze the process of making a vision in a private tertiary institution (PTS) in Karawang when it was founded and the prospects for achieving the vision in the next 5 to 10 years. The existence of a vision for a tertiary institution in Indonesia is a necessity, so the existence of a vision is one of the most important assessment items in tertiary accreditation. The National Accreditation Board for Higher Education (Ban-PT) established the vision as the first serial number instrument of all tertiary accreditation assessment instruments. The research method uses phenomenology which will reveal the experience of the leaders and founders of the University. The number of informants was 17 people, consisting of 8 university leaders who made the vision, and the remaining 9 people acted as validators to validate the research data, consisting of 8 program leaders and 1 external party of the university. Data were collected using interview techniques, document studies, field observations and FGDs. Data were analyzed using content analysis, frequency analysis, and SWOT matrix analysis. The results of the study indicate that at the time of its founding, the university was in a strong condition and had many opportunities while the prospect of achieving the vision in the next 5 to 10 years seemed that university performance had to be higher because it would face the challenges of higher external factors, both from national universities and from universities international high
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12820
10.21009/IJHCM.04.02.02
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 11-26
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12820/8628
Copyright (c) 2020 Uus Mohammad Darul Fadli, Maruf Akbar, Hamidah
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/12873
2023-08-15T02:33:26Z
ijhcm:ART
driver
Education Program Evaluation of Air Force Unit Command School (SEKKAU) In the Development of Human Resources
Soleh
Tunas, Billy
Supriyati, Yetty
Education Program Evaluation, Indonesian Air Force Unit Command School
The purpose of this study is to obtain empirical and analytic data on substantive and important issues that affect the implementation of the Air Force Unit Command School’s education program. The study was conducted from 1 January 2019 to 30 June 2019 at Air Force Unit Command School (Sekkau) in Jakarta. This study used a qualitative approach with the CIPP model to evaluate the results and benefits of implementing education at Sekkau. Respondents in this study were Sekkau’s students who were studying at the time of data gathering, former Sekkau’s student serving in Air Force units, as well as instructors and officers who have authority on policies of applied at Sekkau. The informants in this study were Air Force Chief of Staff (Kasau), Assistant to Chief of Air Force Staff for Personnel (Aspers Kasau), Commander of Air Force Education and Training Command (Dankodiklatau), Head of Air Force Education Service (Kadisdikau), Sekkau Commander, and Sekkau alumni batch 104 of the 2017 academic year. The sampling procedure for this population used multi-stage (clustering). The sample selection for the survey was carried out using a purposive sampling method of 15 respondents distributed proportionally consisting of Kasau, Aspers Kasau, Dankodiklatau, Kadisdikau, Dansekkau, and Sekkau alumni of the batch 104 of the 2017 academic year. The selection of population and respondent samples, especially in modeling, was adjusted to environmental conditions and the number of interviewees to be taken i.e. those who were considered to be able to represent and understand the issues under study.The findings are: (1) the educational program of Sekkau is in accordance with the background or context of the program, which is seen based on aspects of needs, aspects of the problem and aspects of objectives, (2) the available support for education program at Sekkau in general is in a sufficiently supportive condition for the effectiveness of the education and training program for students which is seen based on aspects of human resources, budget, and the curriculum (3) implementation of educational programs were well done based on aspects of timeliness, application of learning methods, evaluation and monitoring, development of human resources, recruitment of teaching staff and staff and services to students, (4) the achieved results of the educational program at Sekkau in general was quite good from the aspect of responsiveness, toughness and vigour. The novelty of this research is that the evaluation of education program of Sekkau was obtained through two design models, namely using the David Stufflebeam CIPP evaluation model and the Four Models Kirkpatrick evaluation model that has never been done before. The results of program evaluation in this study were also obtained through the match between the idealism of evaluation criteria that were built with real conditions in the field that were different from previous studies. These are the novelties resulting from this research.
Program Studi S3 Ilmu Manajemen
2019-12-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12873
10.21009/IJHCM.03.02.08
IJHCM (International Journal of Human Capital Management); Vol 3 No 2 (2019): IJHCM (International Journal of Human Capital Management); 91-99
2580-9164
10.21009/IJHCM.03.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12873/7682
Copyright (c) 2019 Soleh, Billy Tunas, Yetty Supriyati
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/12886
2023-08-15T02:32:51Z
ijhcm:ART
driver
The Effect of Organizational Culture, Leadership Style, and Trust to Organizational Commitments of LP3I Polytechnic Jakarta Lectures
Hamonangan Ismail, Dingot
Asmawi, Moch.
Widodo, Suparno Eko
Organizational Culture, Leadership Style, Trust, Organizational Commitment
The purpose of this study is to obtain valid and reliable empirical data, facts and information about the influence of organizational culture, leadership style, and trust to the organizational commitment of the LP3I Polytechnic Lecturers in Jakarta. This study makes the use of associative quantitative approach and path analysis technique. The population in this study were all permanent lecturers at the LP3I Polytechnic Jakarta with 215 people in total. The sampling method was using simple random sampling upon all permanent lecturers at the LP3I Polytechnic Jakarta who were actively working in 2017. The sample was taken using the Slovin formula and the sample size therefore was 145 lecturers. The research data was filtered through questionnaires. The results of the study concluded that there was a positive direct effect of Organizational Culture to the Organizational Commitment, there was a positive direct effect of Leadership Style to Organizational Commitment, there was a positive direct influence Trust to Organizational Commitment, there was a positive direct influence Organizational Culture to Trust, there was a positive direct influence Leadership Style to Trust , there was a positive influence of Organizational Culture, Leadership Style and trust simultaneously to Organizational Commitment and there was a positive influence of Organizational Culture and Leadership Style simultaneously to the trustworthiness of the LP3I Polytechnic Lecturers in Jakarta. This finding implied that, should you want to increase the Commitment of LP3I Polytechnic Jakarta Lecturers to the organization, it can be done through the increase of Organizational Culture, Leadership and Trust Style in a systematic and planned manner.
Program Studi S3 Ilmu Manajemen
2020-06-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12886
10.21009/IJHCM.04.01.02
IJHCM (International Journal of Human Capital Management); Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management); 16-25
2580-9164
10.21009/IJHCM.04.1
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/12886/8038
Copyright (c) 2020 Dingot Hamonangan Ismail, Moch. Asmawi, Suparno Eko Widodo
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/13032
2023-08-15T02:32:51Z
ijhcm:ART
driver
Strategic Leadership For The Implementation of Three Values of Higher Education Performed by The Indonesian Defense University (IDU) In The 2015-2018 Period
Dohamid, Ahmad Gafuri
Akbar, Ma'ruf
Luddin, Muchlis R.
Three Values of Higher Education, strategic leadership, higher education management, Indonesia Defense University.
This research will discuss about IDU’s management in strategic leadership to implement Three Values of Higher Education in the 2015-2018 period of time using qualitative method of research. The result obtained from the research show that in educational aspect, IDU has taken necessary strategic steps for IDU’s improvement. IDU manages the resources that are owned by IDU in academic aspect. IDU has done management processes according to the vision and mission during their time of leadership. In research department, the strategic leadership of IDU is not conducted optimally, especially when using and keeping the core competency. In community service, IDU is not capable in creating an innovation for the community. It is also found in the research that the biggest challenge that IDU has is regarding human resources. Most of the lecturers teach in IDU do not have defense background in their previous education.
Program Studi S3 Ilmu Manajemen
2020-06-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/13032
10.21009/IJHCM.04.01.07
IJHCM (International Journal of Human Capital Management); Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management); 82-86
2580-9164
10.21009/IJHCM.04.1
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/13032/8350
Copyright (c) 2020 Ahmad Gafuri Dohamid, Ma'ruf Akbar, Muchlis R. Luddin
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/13456
2023-08-15T02:32:51Z
ijhcm:ART
driver
Program Evaluation Certification of Indonesian Library Competence
Sumiati, Opong
Luddin, Muchlis R.
Akbar, Ma'ruf
Librarian Competence; Librarian Certification; Librarian Professional Certification Institute. CIPP model
Librarian Work Competency Certification Program has been implemented since 2013. The significance and sustainability of the program's implementation need to be evaluated comprehensively to give decision makers the sustainability of the program going forward. The evaluation uses the context, input, process, product (CIPP) model by analyzing the objectives, planning, implementation planning and the certification program results. The study was conducted at the Jakarta Librarian Professional Certification Institute (LSP) competency test site. Based on interview data, focus group discussions, observations, and study of related documents it is known that the program has been carried out by applicable procedures and regulations. So that in general, the Librarian LSP is eligible to provide a certificate of competence to the librarian following the results of the competency certification test package that is followed. However, there are still several aspects that need to be corrected and refined immediately, bearing in mind that the certification program has an impact on librarians for career development and increasing competitive value for their parent institutions. Optimizing the performance of Librarian LSPs or the formation of other forms of Librarian LSPs is needed to accelerate the certification of Indonesian librarians.
Program Studi S3 Ilmu Manajemen
2020-06-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/13456
10.21009/IJHCM.04.01.01
IJHCM (International Journal of Human Capital Management); Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management); 1-15
2580-9164
10.21009/IJHCM.04.1
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/13456/8010
Copyright (c) 2020 Opong Sumiati, Muchlis R. Luddin, Ma'ruf Akbar
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/13717
2023-08-15T02:32:51Z
ijhcm:ART
driver
Do Transformational Leadership, Interpersonal Communication, and Career Development Have Direct and Indirect Effect on Diplomats’ Organizational Commitment at the Ministry of Foreign Affairs Republic of Indonesia in Jakarta?
Asrarudin
Purwana, Dedi
Madhakomala, R.
Transformational leadership, interpersonal communication, career development, organizational commitment
Objective of this research is to determine direct and indirect effects of transformational leadership, interpersonal communication, and career development on the commitment of diplomats at the Ministry of Foreign Affairs of the Republic of Indonesia in Jakarta. The sample design used is probability sampling which provides equal opportunity for each element (member) of the population to be selected as a sample member. And the technique for determining the number of samples is proportionate Stratified Random Sampling. This technique is used because the population is not homogeneous and proportionally distributed.
The research design used is a quantitative approach with a total sample of 255 respondents. The data analysis tool used is Structural Equation Modeling (SEM) with WarpPLS 5.0 software. This research reveals that transformational leadership has a positive and significant effect on interpersonal communication which indicates that the better transformational leadership, interpersonal communication will be more increased; transformational leadership has a positive and significant influence on career development which describes that the better transformational leadership, career development will get better; Transformational leadership contributes positively and significantly to organizational commitment through career development which shows an increase in career development then transformation leadership will be better and have an impact on increasing organizational commitment; and interpersonal communication has a positive but not significant role on organizational commitment through career development which shows that good interpersonal communication has neither effect on career development nor impact on the commitment of diplomatic organizations in the Ministry of Foreign Affairs of the Republic of Indonesia.
Program Studi S3 Ilmu Manajemen
2020-06-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/13717
10.21009/IJHCM.04.01.05
IJHCM (International Journal of Human Capital Management); Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management); 59-73
2580-9164
10.21009/IJHCM.04.1
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/13717/8699
Copyright (c) 2020 Asrarudin, Dedi Purwana, R. Madhakomala
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/13837
2023-08-15T02:32:51Z
ijhcm:ART
driver
The Influence Of Protean Career Attitude On Proactive Work Behavior With Passion For Work And Career Self Management As Mediator Milennial Employees Dki Jakarta Provincial Government
Saraswati, Ade Maya
Purwana, Dedi
Eryanto, Henry
Proactive Work Behavior, Passion For Work, Protean Career Attitude Career Self Management.
The purpose of this study is to determine and analyze the influence of protean career attitude toward proactive work behavior with passion for work and career self management as a mediators. The sample determination uses purposive sampling technique. There are 389 respondents used as the samples in this research and are analyzed using Structural Equation Model (SEM). The result from this research is that protean career attitude has a significant positive effect to proactive work behavior. Protean career attitude has a significant positive effect to the passion for work. Passion for work has a significant positive effect to proactive work behavior. Protean career attitude has a significant positive effect to career self management. Career self management has a significant positive effect to proactive work behavior. Protean career attitude has a significant effect to proactive work behavior through passion for work. Protean career attitude has a significant effect to proactive work behavior through career self management.
Keywords : Proactive Work Behavior, Passion For Work, Protean Career Attitude Career Self Management.
Program Studi S3 Ilmu Manajemen
2020-06-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/13837
10.21009/IJHCM.04.01.06
IJHCM (International Journal of Human Capital Management); Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management); 74-81
2580-9164
10.21009/IJHCM.04.1
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/13837/8698
Copyright (c) 2020 Ade Maya Saraswati, Dedi Purwana, Henry Eryanto
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/14095
2023-08-15T02:32:51Z
ijhcm:ART
driver
Analysis Of Factors That Effect Lecturer Productivity Producing International Scientific Article In Private University: Motivation As A Moderating Variable
Andriani, Dewi
Purwana, Dedi
Susita, Dewi
Reward System, Transformational Leadership Style, Communication, Motivation, Lecturer and Structural Equation Modeling
In accordance with the demands facing global challenges, lecturers are one of the important factors for creating competent university graduates, and the main role of colleges/universities is teaching, research and community service and directed to expand knowledge and open new avenues of science and technology. The purpose of this study is to analyze the factors that affect the productivity of lecturers producing international scientific article in Private Universities by using the Structural Equation Modeling. The data used are primary data by conducting surveys with a total of 310 respondents, and the analysis used includes validity, reliability, multiple linear regression, sobel tests, and hypothesis testing. The results showed that the positive direct effect of Reward System, Transformational Leadership Style, Communication and Motivation on Lecturer Productivity. Furthermore. From the four exogenous variables, Communication proved to be the most dominant influence on Productivity, amounting to 5,132, and also the results of the study showed that the positive indirect effect through Motivation was a moderating variable.
Program Studi S3 Ilmu Manajemen
2020-06-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14095
10.21009/IJHCM.04.01.08
IJHCM (International Journal of Human Capital Management); Vol 4 No 1 (2020): IJHCM (International Journal of Human Capital Management); 87-107
2580-9164
10.21009/IJHCM.04.1
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14095/8697
Copyright (c) 2020 Dewi Andriani, Dedi Purwana, Dewi Susita
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/14308
2023-08-15T02:32:11Z
ijhcm:ART
driver
The Effect of Empowerment, Training, Compensation through Organizational Commitment on the Performance of the Financial Management of the North Sulawesi Provincial Government
Hilimi, Zainudin
Susita, Dewi
Kindangen, Paulus
Empowerment, Training, Compensation, Organizational Commitment, Performance
This study aims to analyze and determine the effect of empowerment, training, compensation through organizational commitment to the financial management performance of the North Sulawesi Provincial Government. The methodology used in this research is a quantitative approach with a descriptive survey method. Research respondents numbered 267 financial management employees.The results of this study indicate that 1) Empowerment has a direct and positive effect on the performance of financial management employees. 2) Training has a direct and positive effect on the performance of financial management employees. 3) Compensation has a direct and positive effect on the performance of financial management employees. 4) Organizational commitment has a direct and positive effect on the performance of financial management employees. 5) Empowerment of employees has a direct and positive effect on organizational commitment of financial management employees. 6) Employee training has a direct and positive effect on organizational commitment of financial management employees. 7) Compensation has a direct and positive effect on organizational commitment of financial management employees. 8) Empowerment of employees has an indirect and positive effect on employee performance through organizational commitment. 9) Employee Training has an indirect and positive effect on employee performance through organizational commitment. 10) Employee compensation has an indirect and positive effect on employee performance through organizational commitment.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14308
10.21009/IJHCM.04.02.01
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 1-10
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14308/8696
Copyright (c) 2020 Zainudin Hilimi, Dewi Susita, Paulus Kindangen
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/14578
2023-08-15T03:13:36Z
ijhcm:ART
driver
Extent and Justifications for Strike Proneness in The Nigeria Public Sector Industries
Idowu, Taofik
Anekwe, Chigozie
Balogun, Aminat
Strike proneness, public sector, Nigeria
Strike has become one of the most effective tools used by workers to drive home their demands and the intensity of this varies from one sector to another. Therefore, the objective of this study is to investigate strike proneness and why public sector industries are more strike prone in Nigeria. The study takes an exploratory approach by reviewing extant literatures as a focal point of analysis to determine the extent of strike intensity among industries in the public sectors with a view towards drawing up relevant justifications. The findings of the study shows that in comparison with other sectors, education as sub sector of public sector are more strike prone and the reason generally for public sector strike proneness is because government is the highest employer of labour as well as the umpire ensuing the behaviour of an employer and at the same time involve in the regulatory framework that guides the employment relations between the employer and employees in the private and public sector which often leads to unilateral decisions in the face of collective bargaining ; unfair treatment of employees and anti-union activities appears to be factors responsible for more industrial strike in the public sector among others. Therefore, the study recommend that government should practice unbiased democracy that is just, fair and deal equitably with the respective organized union so as to prevent conflict and not control conflict because of the after math consequences.
Program Studi S3 Ilmu Manajemen
2021-06-02
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14578
10.21009/IJHCM.05.01.1
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 1-11
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14578/10532
Copyright (c) 2021 Taofik Idowu, Chigozie Anekwe, Aminat Balogun
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/14849
2023-08-15T02:32:11Z
ijhcm:ART
driver
Student’s Motivation of Counseling in Entrepreneurs
Yulianto
Entrepreneurship, Motivation, Students’ Motivation
The aim of the study was explored student’s motivation for Guidance and Counseling major at STKIP Muhammadiayah Pringsewu in entrepreneurship. The results of research can be concluded that the study involved three subjects, namely STKIP Muhammadiyah Pringsewu students who were entrepreneurs. The three subjects came from the Department of Counseling Guidance. The three subjects are from different semesters. The first subject was entrepreneurship in selling Muslim clothing and equipment, the second subject was entrepreneurship in the field of selling food and beverages, and the third subject was entrepreneurship in the field of typing services. The three subjects in this study had different entrepreneurial motivations, DMS had a motive for self-development, ASP had an independence motive, and the AL had income motives. Students who are entrepreneurs is not only because of their income, but the subject prioritizes the interests of their studies compared to entrepreneurs, this is because the subject does not pursue the income target of the entrepreneur, while the subject makes the entrepreneur as source of income that meets the economic needs of his life, when there are things that must be solved simultaneously between study and entrepreneurship, subjects tend to choose entrepreneurship, because entrepreneurship can provide income that can meet their daily needs and meet their security needs.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14849
10.21009/IJHCM.04.02.05
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 42-48
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14849/9631
Copyright (c) 2020 Yulianto
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/14900
2023-08-15T02:32:11Z
ijhcm:ART
driver
An Analysis of The Nurses Service In Preventing Stunting at UPT Puskesmas Astana Anyar Bandung
Hendra, Afrizal
Akbar, Ma'ruf
Sariwulan , Rd. Tuty
nurses, stunting, community health, service quality.
This study focuses on the nurses’ service in preventing stunting at UPT Puskesmas Astana Anyar, Bandung. This study employs qualitative research method with a phenomenological approach. Data collection was carried out using the informant's perspective (emic perspective), and key instruments, such as observation, interviews, documentation studies, and questionnaires. Qualitative analysis is deployed as the data analysis in this study. The validity of the research findings was measured using the validity and reliability standards of qualitative research, namely: credibility, dependability, confirmability, and transferability. The findings showed that: nurses' service in preventing stunting at UPT Puskesmas Astana Anyar Bandung is considered as quite good; this can be seen from the perceptions and expectations of patients using and receiving the service of stunting prevention.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14900
10.21009/IJHCM.04.02.04
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 33-41
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/14900/9630
Copyright (c) 2020 Afrizal Hendra, Ma'ruf Akbar, Rd. Tuty Sariwulan
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/15486
2023-08-15T03:13:36Z
ijhcm:ART
driver
An Extensive Review of Health and Economy of Bangladesh Amid Covid-19 Pandemic
Mohiuddin, Abdul Kader
domestic violence during lockdown
healthcare denial
poor adherence to self-quarantine
natural Disasters amid Covid-19
repatriation of migrant workers
supply chain crisis
COVID-19 has affected 213 countries around the world, killing around 390,000 and infecting close to 6.6 million by June 04, 2020 (worldometer.info). Bangladesh, a South Asian low-middle-income economy, has experienced a demographic and epidemiological transition with rapid urbanization and a gradual increase in life expectancy. It is the seventh most populous country in the world and population of the country is expected to be nearly double by 2050. The increasing burden of communicable diseases in Bangladesh can be attributable to rapid urbanization and nearly 50% of all slum dwellers of the country live in Dhaka division. In 2017, National Rapid Response Team of IEDCR investigated 26 incidents of disease outbreak. The joint survey of the Power and Participation Research Centre and BRAC Institute of Governance and Development reveals that per capita daily income of urban slum and rural poor drops by 80% due to present countrywide shutdown enforced by the government to halt the spread of Covid-19. 40%-50% of these population took loans to meet the daily expenses. However, the country has just 127,000 hospital beds, 91,000 of them in government-run hospitals. Researchers say, the country’s economy is losing BDT 33 billion every day from its service and agriculture sectors during the nationwide shutdown.
Program Studi S3 Ilmu Manajemen
2021-06-02
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/15486
10.21009/IJHCM.05.01.2
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 12-27
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/15486/10531
Copyright (c) 2021 Abdul Kader Mohiuddin
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/15843
2023-08-15T03:13:36Z
ijhcm:ART
driver
Effects Of Employee Motivation On Organizational Performance At Ethiopian Telecom South West Region Jimma
wolde
Negash, Eminent
Asmare, Aregu
Eshete , Shimekit Kelkay
Ethiopia, Employee, Training, promotion, Teamwork, Employee Benefit, Organization performance,Working environment.
The study examined the effects of employee motivation on organization performance of crews in Ethio telecom South West Region Jimma. The data were collected through self-administered questionnaire from 229 respondents and 219 were returned. Both primary and secondary sources of data were consumed in this study. The quantitative research approach was implemented and simple random sampling technics were adopted to provide equal chances for respondents. The data were analyzed by SPSS version 20.0 using an exploratory research design and data was analyzed using correlation and regression analysis. The correlation analysis indicates that there was a positive relationship between the independent variables (employee motivation) and dependent variables (organization performance). The result of the regression implies that the independent variables (employee benefit, promotion, teamwork, training and working environment) have accounted for 78.1% of variance in the dependent variable. Based on the outcome of the study, the researchers recommend that, it is better if the company focuses on employee motivation factors, mostly Promotion, employee benefit, teamwork and training so as to improve its performance.
Program Studi S3 Ilmu Manajemen
2021-06-02
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/15843
10.21009/IJHCM.05.01.3
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 28-41
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/15843/10530
Copyright (c) 2021 wolde, Eminent Negash, Aregu Asmare, Shimekit Kelkay Eshete
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/16322
2023-08-15T02:32:11Z
ijhcm:ART
driver
How Leadership And Organizational Culture Shape Organizational Agility In Indonesian SMEs??
Khalid, Zulfia
R, Madhakomala
Purwana, Dedi
A highly competitive market has increased the importance of organizational agility in attaining competitiveness through strengthening leadership and organizational culture. This study aims at examining the effect of entrepreneurial leadership on organizational agility mediated by organizational culture in Indonesian Small and Medium-sized Enterprises. There was a lack of evidence on which entrepreneurial leadership could significantly influence organizational agility through organizational culture. Using simple random sampling technique, a total of 200 employees from the centre of Industrial Village in East Jakarta, Indonesia was selected as the sample. Data were obtained through survey method and quantitatively analysed using Structural Equation Modelling with LISREL 8.8 software. The findings show that entrepreneurial leadership and organizational culture respectively have positive and significant direct effects on organizational agility. Entrepreneurial leadership has a positive and significant direct effect on organizational culture, and entrepreneurial leadership has a positive and significant indirect effect on organizational agility mediated by organizational culture. The research findings can provide guidelines for the SMEs entrepreneur to facilitate appropriate leadership and organizational culture, so as to foster organizational agility and achieve business benefits.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/16322
10.21009/IJHCM.04.02.06
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 49-63
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/16322/9632
Copyright (c) 2020 Zulfia Khalid, Madhakomala R, Dedi Purwana
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/16700
2023-08-15T02:32:11Z
ijhcm:ART
driver
Private university lecturer's professional commitment in Jakarta
Permatasari, Marisa
Purwana, Dedi
Akbar, Maruf
professional commitment
transformational leadership
academic culture
self - engagement
This study aims to analyze the effect of transformational leadership, academic culture, self – engagement on lecturer’s professional commitment of private university in Jakarta. A quantitative approach were used in the study. Data were analyzed from 212 lecturers of B-Accreditation private universities in Jakarta using Structural Equation Modelling (SEM). The findings delivers two things; First, there were positive and significant effect of transformational leadership on lecturer’s professional commitment; self – engagement on lecturer’s professional commitment; transformational leadership on academic culture; academic culture on self – engagement. Second, there were no significant effect of academic culture on lecturer’s professional commitment; transformational leadership on self – engagement.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/16700
10.21009/IJHCM.04.02.07
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 64-77
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/16700/9633
Copyright (c) 2020 Marisa Permatasari, Dedi Purwana, Maruf Akbar
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/16716
2023-08-15T02:32:11Z
ijhcm:ART
driver
The Influence of Training, Customer Orientation and Work Engagement on The Hotel Supervisor Professionalism
Arini, Dewi Eka
Purwana, Dedi
Luddin, Muchlis R.
The hospitality industry has grown in size and complexity to service demands that require a higher level of skills from its personnel. Qualified personnel and skilled personnel are at the core of any profession, thus the professional status of the hotel industry should encourage to maintain the quality of employees. This study aims to determine the effect of training, customer orientation and job engagement on the professionalism of hotel supervisors in the hotel industry in Indonesia based on the rapidly changing needs of customers in the industry. The data collected was taken from a national hotel chain totaling 49 hotels from several regions in Indonesia and taking a sampling of 219 supervisors.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/16716
10.21009/IJHCM.04.02.10
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 114-124
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/16716/9636
Copyright (c) 2020 Dewi Eka Arini, Dedi Purwana, Muchlis R. Luddin
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/16792
2023-08-15T02:32:11Z
ijhcm:ART
driver
The Effect of Supervision, Motivation Andwork Commitment with Employee Performance at Directorate General of Islamic Community Guidance Ministry of Religion of The Republic Of Indonesia
Aliyati
Supriyati, Yetty
Akbar, Ma'ruf
Supervision, Motivation, Commitment and Employee Performance
The objective of the research is to find out the effect of supervision, motivation, andwork commitment to the employee performance at DirektoratJenderalBimbinganMasyarakat Islam Kementerian Agama Republik Indonesia.Survey was applied in this study which data have been analyzed by path analysis after all variables put into correlation matrix and multiple regression. In this research, the employee have been chosen as a unit analysis and 150 samples selected randomly. The results of the study found that employee performance was directly influenced by supervision, motivation, and work commitment. And indirectly, employee performance is influenced by the supervisory variable and the motivation variable through work commitment, this shows that the commitment variable is not a good mediating variable. Based on these findings, it can be concluded that the variation of Supervision, Motivation and Commitment each has an effect on employee performance, but the motivation variable is more dominant in influencing employee performance, for that it is suggested to the leadership element that to improve employee motivation performance becomes a benchmark in the success of organizational performance. .
The objective of the research is to find out the effect of supervision, motivation, andwork commitment to the employee performance at DirektoratJenderalBimbinganMasyarakat Islam Kementerian Agama Republik Indonesia.Survey was applied in this study which data have been analyzed by path analysis after all variables put into correlation matrix and multiple regression. In this research, the employee have been chosen as a unit analysis and 150 samples selected randomly. The results of the study found that employee performance was directly influenced by supervision, motivation, and work commitment. And indirectly, employee performance is influenced by the supervisory variable and the motivation variable through work commitment, this shows that the commitment variable is not a good mediating variable. Based on these findings, it can be concluded that the variation of Supervision, Motivation and Commitment each has an effect on employee performance, but the motivation variable is more dominant in influencing employee performance, for that it is suggested to the leadership element that to improve employee motivation performance becomes a benchmark in the success of organizational performance.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/16792
10.21009/IJHCM.04.02.08
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 78-95
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/16792/9634
Copyright (c) 2020 Aliyati, Yetty Supriyati, Ma'ruf Akbar
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/17277
2023-08-15T02:32:11Z
ijhcm:ART
driver
Deradicalization of Terrorism Prisoner: Evaluation of The Terrorism Client Guidance Program at the Surakarta Correctional Facility
Isnanto, Samto Hadi
Akbar, Ma'ruf
Tunas, Billy
The radicalism that leads to terrorism is a threat to almost every country in the world, leading many countries to employ a deradicalization program to deradicalize people that have been influenced by terrorist ideology. This research purpose is to evaluate the effectiveness of deradicalization effort conducted through “terrorism client guidance program at Surakarta Correctional Facility”. Using the CIPP model of evaluation, data is collected from eighteen terrorism clients and a few structural officials as well as all related documents at Surakarta Correctional Facility. The result of this study found that: (1) Evaluation of context component is worth average, (2) Evaluation of input component is worth poor, (3) Evaluation of process component is worth good, and (4) Evaluation of product component is worth average. Overall, the effectiveness of deradicalization conducted through guidance for terrorism client program at Surakarta Correctional Facility is worth average. Although the total evaluation merit of the terrorist client’s guidance program is still in the level of average, however, the author suggests that the program should be continued by revising some areas of concern.
Keywords: Deradicalization, Evaluation Program, Guidance of Terrorism Client.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/17277
10.21009/IJHCM.04.02.09
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 96-113
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/17277/9635
Copyright (c) 2020 Samto Hadi Isnanto, Ma'ruf Akbar, Billy Tunas
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/17452
2023-08-15T02:32:11Z
ijhcm:ART
driver
How Employee Competency and Self Efficacy Affect Employee Work Engagement in Human Resource Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia
Winadi Prasetyoning Tyas, Ari Anggarani
Tippe, Syarifuddin
Sutanto, Slamet
Employee Engagement; Self-Efficacy; Employee Competency
Human Resources Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia is a supporting agency in the Ministry of Law and Human Rights which is in charge of developing human resources in the field of law and human rights. As a supporting unit for the main task of BPSDM, the Ministry of Law and Human Rights of Republic of Indonesia improves the quality of law and human rights apparatus to be professional and have a high level of engagement to provide excellent service. This study aims to analyse the effect of employee competence on employee work engagement mediated by self efficacy in Human Resoruces Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia. The study involved 221 employee respondents at BPSDM Ministry of Law and Human Rights Republic of Indonesia for group III. Analysis of the data was using the LISREL Structural Equation Modelling of self-efficacy and employee engagement. The results showed that employee competency and self efficacy respectively have positive and significant direct effects on employee work engagement. Employee competency has a positive and significant direct effect on self efficacy, and employee competency has a positive and significant indirect effect on employee work engagement mediated by self efficacy. Implications of the results of this study, BPSDM Ministry of Law and Human Rights Republic of Indonesia needs to develop employee competency attributes that can improve self-efficacy. This needs to be done given that self-efficacy will affect the degree of engagement of BPSDM employees to the Indonesian Ministry of Law and Human Rights.
Program Studi S3 Ilmu Manajemen
2020-12-07
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/17452
10.21009/IJHCM.04.02.11
IJHCM (International Journal of Human Capital Management); Vol 4 No 2 (2020): IJHCM (International Journal of Human Capital Management); 125-140
2580-9164
10.21009/IJHCM.04.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/17452/9637
Copyright (c) 2020 Ari Anggarani Winadi Prasetyoning Tyas, Syarifuddin Tippe, Slamet Sutanto
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/17474
2023-08-15T03:13:36Z
ijhcm:ART
driver
The The Effect Of Academic Supervision, Work Experience, Skills And Managerial Work Commitment In The Principal Elementary School State In Batam Riau Islands
Sarmini
managerial skills principal, academic supervision, work experience, job commitment
This study aims to investigate the influence of the academic supervision, work experience, and a commitment to work towards the managerial skills of school principals. This study uses a quantitative approach using a survey method. Path analysis was used to analyze the data collected. The population in this study are all heads of public primary schools in the city of Batam totaling 143 principals. The number of samples taken in this study were 106 randomly selected people. The results showed that the managerial skills of school principals directly influenced by the academic supervision, work experience, and job commitment. The study also found that the work commitment is influenced by the academic supervision and work experience. Based on these findings it can be concluded that any changes occur in the principal managerial skills are influenced by the academic supervision, work experience, and job commitment. Therefore, the managerial skills of principals, academic supervision, work experience, and job commitment can be taken into consideration in strategic planning for the development of human resources in the education sector.
Program Studi S3 Ilmu Manajemen
2021-06-02
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/17474
10.21009/IJHCM.05.01.6
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 68-79
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/17474/10587
Copyright (c) 2021 Sarmini
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/17510
2023-08-15T03:13:36Z
ijhcm:ART
driver
THE Factors In Building Employee Commitment: Mediating Role Of Job Satisfaction At Bank Central Asia.
Kustiawan, Bambang
Gunawan, Kazan
Akbar, Ma'ruf
Policy Evaluation, Labor Use, Human Resources Development of the TNI
The condition of the use of the logistics workforce in the development of human resources of the TNI can still occur imbalances resulting from the aspects that’s not synergized well affecting the improvement of the quality of human resources of the TNI. The purpose of this study is to gather information related to the implementation evaluation results of the use of the logistics workforce in the construction of Human Resources in TNI with its evaluation by using William Dunn policy evaluation with evaluation criteria such as effectiveness, adequacy, alignment, responsiveness and accuracy. The qualitative method is used under the design of case study research.
This research shows that from the evaluation of the implementation of the logistics workforce usage in the construction of TNI Human Resources in supporting the main tasks of the Indonesian National Army Headquarter with the findings: (1) The effectiveness of the use of logistics workers has a strategic function in achieving the performance of the TNI logistics workforce (2) The efficiency of the use of logistics workforce with diverse contributions, starting from planning, implementation and evaluation of logistical support, (3) Adequacy is interpreted to achieve conducive policy results, (4) Alignment/Justice leads to the issue of balance of results obtained will be comparable to the contribution given, (5) Responsivity cultures optimal service as TNI Logistics Staff, and (6) Accuracy of carrying out work by the respective task areas is in lined with the objectives of the implementation of activities to support the main tasks of the TNI
Keywords: Policy Evaluation, Labor Use, Human Resources Development of the TNI
Program Studi S3 Ilmu Manajemen
2021-06-02
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/17510
10.21009/iJHCM.05.01.5
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 59-67
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/17510/10581
Copyright (c) 2021 Bambang Kustiawan, Kazan Gunawan, Ma'ruf Akbar
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/18302
2023-08-15T03:13:18Z
ijhcm:ART
driver
Management 3.0: A Systematic Literature Review and Research Agenda
Almeida, Fernando
Espinheira, Eduardo
Management 3.0
Self-managed Teams
Leadership
Organizational Agility
Empowerment
Management 3.0 is a new concept that intends to revolutionize the way managers and leaders act within companies to offer a more happy, collaborative, and productive work environment. This paper aims to analyze the management 3.0 phenomenon and establish a research agenda in the field. A systematic review was conducted considering 215 published studies in the field between 2010 and 2019. The findings reveal that management 3.0 is an emerging area and one that has grown in 2019 and involves multidisciplinary research teams from management, leadership, information technology, and psychology.
Program Studi S3 Ilmu Manajemen
2021-12-15
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/18302
10.21009/IJHCM.05.02.5
IJHCM (International Journal of Human Capital Management); Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management; 44-57
2580-9164
10.21009/IJHCM.05.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/18302/11624
Copyright (c) 2021 Fernando Almeida, Eduardo Espinheira
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/18403
2023-08-15T03:13:36Z
ijhcm:ART
driver
Factors in Building Employee Commitment: Mediating Role of Job Satisfaction at Bank Central Asia
Chandra, Andoko
Saputra, Andreas
Broto, Anto
Pamungkas, Dorotea
Nasution, Khomensyah
employee commitment
job satisfaction
human capital
bank central asia
This study aims to establish an understanding of specific factors in HR practices in BCA upon employee commitment and the role of job satisfaction as a mediating role. The study analyzed four factors with a sample of 409 employees in Bank Central Asia, Tbk. The researchers used regression analysis to investigate the hypothesis. The findings revealed that job enrichment and job training in Bank Central Asia were positively related to job satisfaction and employee commitment. Salary and job stability were found to be insignificant factors in job satisfaction. Job satisfaction mediates the effect of salary, job enrichment, and job training but not job stability. We hope to provide insight into the role of HR best practices in Bank Central Asia, Tbk, as one of the top-performing banks in Indonesia.
Program Studi S3 Ilmu Manajemen
2021-05-31
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/18403
10.21009/IJHCM.05.01.4
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 42-58
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/18403/10580
Copyright (c) 2021 Andoko Chandra, Andreas Saputra, Anto Broto, Dorotea Pamungkas, Khomensyah Nasution
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/18501
2023-08-15T03:13:36Z
ijhcm:ART
driver
Political Behaviours of Internal Auditors in the Indonesian Public Organisation
Syaebani, Muhammad
Merdekawati, Annisa
Devina, Monica
Primadini, Dindha
internal auditor, organisational behaviour, political behaviours, public organisation
Political behaviours are common in a workplace, including in a public organisation. However, political behaviours are like a double-edged sword. They could support the management, but on the other hand, they could also turn into a negative side which generates some drawbacks and inhibits the effectiveness of management. This research focuses on types, causes, impacts, and solutions of internal auditors’ political behaviours. We used the phenomenological methodology and qualitative approach. Interviews were conducted with ten auditors from various backgrounds to ensure the validity of the findings. This research revealed four main conclusions. First, there are two types of political behaviour, namely defensive political behaviour and impressive management. Second, the causes of political behaviour are individual and organisational. Third, the political behaviour could impact intrapersonal auditors, interpersonal relationship, and organisation as a whole. Fourth, this research indicates solutions to encounter the problems by improving the human resource system and organisational culture.
Program Studi S3 Ilmu Manajemen
2021-05-31
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/18501
10.21009/IJHCM.05.01.7
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 80-90
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/18501/10588
Copyright (c) 2021 Muhammad Syaebani, Annisa Merdekawati, Monica Devina, Dindha Primadini
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/19647
2023-08-15T03:13:36Z
ijhcm:ART
driver
Influence Analysis Of Forced Distribution Rating Performance Appraisal And Merit Pay To Performance Of Directorate General Of Taxes’s Employees With Job Satisfaction As Intervening Variable At Blora Tax Service Office
-, Sigit Fadhil Rais
Mirwan Surya Perdhana
Zainur Hidayah
forced distribution rating performance appraisal
merit pay
job satisfaction
performance
This study aims to analyze and determine influence of forced distribution rating performance appraisal and merit pay toward performance of Directorate General of Taxes’s employees with job satisfaction as intervening variable at Blora Tax Service Office. Technique used for this study is census then data analyzed with SmartPLS. This research’s subjects are 80 low management employees at Blora Tax Service Office. The result of this research shows that forced distribution rating performance appraisal and merit pay don’t affect directly on employee’s performance. But forced distribution rating performance appraisal and merit pay have positive and significant effect on job satisfaction while job satisfaction has positive and significant effect on performance. Then indirectly through job satisfaction, forced distribution rating performance appraisal and merit pay have positive and significant effect to employee’s performance. This result shows that job satisfaction is a suitable intervening variable for this research. Based on this research, it is suggested for future managerial policy with goal to increase performance, job satisfaction should be one of deciding factors.
Program Studi S3 Ilmu Manajemen
2021-05-31
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/19647
10.21009/IJHCM.05.01.8
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 91-106
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/19647/10594
Copyright (c) 2021 Sigit Fadhil Rais -, Mirwan Surya Perdhana, Zainur Hidayah
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/19776
2023-08-15T03:13:36Z
ijhcm:ART
driver
Effect of Quality of Work Life on Performance Employees with Variables Work Commitments Intervening in Millenial Generation Employees in PT Pelabuhan Indonesia II (Persero) Head Office
Fatchiya, Fella
R. Sudiarditha, I Ketut
Eryanto, Henry
quality of work life, work commitment, employee performance
Abstract: This study aims to analyze the influence of quality of work life on employee performance with work commitment as an intervening variable on employees of the millennial generation of PT head office. Port of Indonesia II (Persero). Determination of samples using Probability Sampling method with 160 respondents and analyzed using Structural Equation Model Partial Least Square (SEM PLS) analysis method. The results of the study showed that 1) the quality of work life has a positive and significant effect on employee performance, indicating that if the quality of work life in employees of the millennial generation of PT Pelabuhan Indonesia II (Persero) the better the employee performance will increase, 2) the quality of work life will have a positive and significant effect on work commitment, indicating that if the Quality of Work Life in employees of the millennial generation of PT Pelabuhan Indonesia II (Persero) the better then the employee's work commitment will increase , 3) work commitments have a positive and significant effect on employee performance, indicating that if the Work Commitment to millennial employees of PT Pelabuhan Indonesia II (Persero) is getting better then the Employee Performance will increase, and 4) the quality of work life on employee performance through work commitment has a positive and significant influence, showing an increase in the Work Commitment of millennial employees of PT Pelabuhan Indonesia II (Persero) able to mediate the influence of Quality of Work Life on Employee Performance.
Program Studi S3 Ilmu Manajemen
2021-05-31
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/19776
10.21009/IJHCM.05.01.9
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 107-114
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/19776/10595
Copyright (c) 2021 Fella Fatchiya, I Ketut R. Sudiarditha, Henry Eryanto
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/20797
2023-08-15T03:13:36Z
ijhcm:ART
driver
The Systematic Procurement: Educational Supply Chain Management System
Kyaw Zay Ya
Rizal, Fahmi
Ramadhan, Anugrah Agung
Keywords: procurement, Education Supply Chain, regular procurement, urgent procurement
Procurement is one of the functions involving in the Educational Supply Chain. It is highly important for teaching-learning process, more specifically Engineering programs that are comprised with practical teaching and theory teaching. For practical teaching, the supplies of equipment, facilities, tools and learning materials are dependent on the systematic procurement. This study is aimed to discover the procurement system of the Engineering Faculty, Universitas Negeri Padang, as a single case study. This is the qualitative research which uses semi-structured interview. Thirteen academicians and thirty five management practitioners were interviewed to gain in-depth information about the procurement existing in the case faculty. Purposive sampling method and simple random sampling method were used to select the research subjects. O'Connor & Gibson (2003)’s step-by-step qualitative analysis method was employed to analyze the data. The study resulted the regular procurement system and urgent procurement system in the faculty.
Program Studi S3 Ilmu Manajemen
2021-05-31
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/20797
10.21009/IJHCM.05.01.10
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 115-120
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/20797/10597
Copyright (c) 2021 Kyaw Zay Ya, Fahmi Rizal, Anugrah Agung Ramadhan
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/21142
2023-08-15T03:13:36Z
ijhcm:ART
driver
Human Resource Planning Study in Hot Strip Mill 2 (HSM#2) factory at PT. Krakatau Steel, Tbk
Dibyantoro
Pramono, Abdul Chatim
Rahmatullah, Asep
Pancasasti, Ranthy
Human resource planning
HSM#2
Phenomenology
SWOT
The purpose of this study was to analyze the human resource planning process at the Hot Strip Mill 2 (HSM#2) factory at PT. Krakatau Steel, Tbk from before it was established until the first commercial operation (first coil). The existence of human resource planning is very important forfactory new, so that human resources will be obtained in quantity and quality in accordance with the needs to support effectiveness and efficiency in order to achieve the vision and mission set by the company. HSM#2 factory isproduction work unitPT. Krakatau Steel, Tbk which started operating for the first time (first coil) on May 17, 2021. The research method is qualitative descriptive using a phenomenological approach that will reveal the experiences of leaders and the human resource planning department related to the HSM#2 factory. The number of informants is7 people consisting of2 persons the manager who makes the mapping of human resource needs, and5 staff person directly involved in human resource planning at the HSM#2 plant. Data were collected beforehand by using interview techniques, document studies, and field observations. Data were analyzed using SWOT matrix analysis by considering strengths, weaknesses, opportunities, and threats. The results of the study indicate that at the time of planning human resources, the procurement of employees is divided into two, namely those from internal for supervisory, superintendent, and manager positions and those frommix of internal and external for officer, foreman, and supervisor positions.
Program Studi S3 Ilmu Manajemen
2021-07-06
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21142
10.21009/IJHCM.05.01.11
IJHCM (International Journal of Human Capital Management); Vol 5 No 1 (2021): (IJHCM) International Journal of Human Capital Management; 121-131
2580-9164
10.21009/IJHCM.05.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21142/10862
Copyright (c) 2021 Dibyantoro; Abdul Chatim Pramono, Asep Rahmatullah, Ranthy Pancasasti
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/21289
2023-08-15T03:13:18Z
ijhcm:ART
driver
How Home–Based Teleworking during COVID-19 Pandemic Affects Employee’s Occupational Stress and Job Performance
Alifia Daariy
Due to societal distancing norms and nationwide lockdowns, the COVID-19 pandemic has inevitably resulted in increased use of new technology, and most institutions are shifting to home-based telework [or work from home (WFH)]. The downside of working from home has been described as a high level of job stress, which significantly affects employee mental well-being. This essay explains how home-based teleworking during a pandemic affects work-related stress and, further, employee job performance. A literature review revealed that job overload and organizational discomfort have a negative impact on employee anxiety. Meanwhile, as the barrier between personal and work lives was lifted during the pandemic, workers were unable to contribute constructively to the job. On that account, it is critical to establish distinctions between working from home and personal life. Proper training is needed if work from home is to become a feasible working option or the current norm.
Program Studi S3 Ilmu Manajemen
2021-11-11
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21289
10.21009/IJHCM.05.02.1
IJHCM (International Journal of Human Capital Management); Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management; 1-10
2580-9164
10.21009/IJHCM.05.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21289/11406
Copyright (c) 2021 Alifia Daariy
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/21350
2023-08-15T03:13:18Z
ijhcm:ART
driver
The Influence of Learning Organization and Employee Resilience on Work Engagement at Bumn Bank Branch Office in Bogor
Sholikhah, Sholikhah
Nathasya Marbun, Reny
Parimita, Widya
Learning Organization, Employee Resilience, Work Engagement
The purpose of this study are: 1) To determine the description of learning organizations, employee resilience and work engagement to employees of BUMN bank branch offices in Bogor City, 2) To determine the influence of learning organizations on work engagement to employees of BUMN bank branch offices in Bogor City, 3) To determine the effect of employee resilience on work engagement to employees of BUMN bank branch offices in Bogor City, 4) To determine the prediction of the learning organization and employee resilience research model to work engagement to employees of BUMN bank branch office in Bogor City. This research was conducted on 200 employees of BUMN bank branch office in Bogor City. The technique used in data collection is the survey method by distributing questionnaires then processed using the SPSS 24 program. This study uses descriptive analysis and ex post facto. The results of the regression show that there is a positive and significant influence between learning organizations on work engagement, employee resilience to work engagement and research models of learning organizations and employee resilience can predict work engagement to employees of BUMN bank branch offices in Bogor City with Fcount> Ftable (19,157> 3.04) and significance (0.000 <0.05).
Program Studi S3 Ilmu Manajemen
2021-11-11
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21350
10.21009/IJHCM.05.02.2
IJHCM (International Journal of Human Capital Management); Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management; 11-25
2580-9164
10.21009/IJHCM.05.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21350/11417
Copyright (c) 2021 Sholikhah Sholikhah; Reny Nathasya Marbun, Widya Parimita
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/21926
2023-08-15T03:13:18Z
ijhcm:ART
driver
The linkage of Leadership, Psychological Empowerment, and Employee Engagement with Affective Commitment to Change: A study at public/state-owned organization.
Wicaksana, Seta
Mangundjaya, Wustari L.
Affective Commitment to Change
Change Leadership
Employee Engagement
Psychological Empowerment
The objective of the study is to identify the significant impact of Leadership, people’s engagement, and empowerment on affective commitment to change. The research conducted at a Public/State-Owned Organization with 539 respondents. Data was collected using employee engagement inventory, psychological empowerment, and commitment to change inventory, and was analysed using descriptive analysis and SEM. Results showed that change leadership has a significant and positive impact on affective commitment to change through employee engagement, but not through psychological empowerment. The implications of this result are beneficial for management, especially change agents. In this regard, they should create a conducive climate to develop engagement and providing many programs to increase people’s competence to establish employee commitment to change, which will be resulted in a stronger affective commitment to change.
Program Studi S3 Ilmu Manajemen
2021-12-16
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21926
10.21009/IJHCM.05.02.7
IJHCM (International Journal of Human Capital Management); Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management; 71-81
2580-9164
10.21009/IJHCM.05.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21926/11632
Copyright (c) 2021 Seta Wicaksana
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/21927
2023-08-15T03:13:18Z
ijhcm:ART
driver
Education level and disability type as causes for the discernible wage divergence for people with disabilities
Petasis, Andreas
Education, Employment, Disability, Discrimination, Wages, Unemployment
In Cyprus, disabled people face many difficulties in accessing employment, as more than 10,000 people with appropriate qualifications remain unemployed. According to worldwide estimates, disabled people receive lower wages compared to individuals without disabilities due to being either unemployed or underemployed more frequently. Using other countries with similar cultural and legal environments, this study examined the correlation between disabled people's wage levels and their disability types and educational levels. In order to gather primary data used for this correlational and regression study, 117 online questionnaire responses were collected from 6,000 registered members with physical disabilities in related organizations in Cyprus. The study examined the effect of education and disability type, on wages for disabled individuals in Cyprus using a cross-sectional survey utilizing judgment sampling (purposive sampling), in order to identify possible relationships between them, and hence see if education and disability cause a lower wage. According to the results, the two variables are not significantly associated with disability wages in Cyprus. These coefficients differ, however, between the variables 'education' and 'type of disability,' showing that in Cyprus education predicts the wage levels for disabled workers, as it is for other groups.
Program Studi S3 Ilmu Manajemen
2021-12-15
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21927
10.21009/IJHCM.05.02.6
IJHCM (International Journal of Human Capital Management); Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management; 58-70
2580-9164
10.21009/IJHCM.05.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/21927/11625
Copyright (c) 2021 Andreas Petasis
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/23115
2023-08-15T03:13:18Z
ijhcm:ART
driver
Leadership, Millenials, And Job Satisfaction
Brand, David
Walker, Scott
Full Range of Leadership Theory, Transformational Leadership, Transactional Leadership, Passive/Avoidant Leadership, Employee Satisfaction
Employee turnover is a disruptive and costly phenomenon for organizations. Understanding the causes of turnover and how to mitigate such causes offers a tangible benefit to organizations, especially as it relates to Millennials which are the largest portion of the workforce in 2020. The study herein sought to determine whether Millennial generation employee perceptions of leadership style have an association with job satisfaction for college-educated, full-time employees at a mid-sized professional services firm in the United States. The relationship between perceptions of leadership style and employee job satisfaction were evaluated via a non-experimental quantitative study. The research design was a cross-sectional survey administered to 1,567 participants with 354 usable responses obtained. Data collected via a survey demonstrated there is a statistically significant moderate correlation (rs = .32, p < .01) between perceptions of leadership style and job satisfaction at the scale level and that the relationship is stable regardless of gender, tenure, ethnicity, or age. The findings support previous studies of various generational cohorts and extend the knowledge base specific to a Millennial subgroup. This study extends the body of knowledge related to the Full Range of Leadership Theory and adds information for a specific generational cohort in one industry segment. Implications include opportunities for organizations to implement leadership development programs focused on specific behaviors that will increase employee satisfaction.
Program Studi S3 Ilmu Manajemen
2022-01-04
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/23115
10.21009/IJHCM.05.02.8
IJHCM (International Journal of Human Capital Management); Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management; 82-96
2580-9164
10.21009/IJHCM.05.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/23115/11792
Copyright (c) 2022 David Brand, Scott Walker
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/23157
2023-08-15T03:13:18Z
ijhcm:ART
driver
Analysis of the Manpower Supply Strategy at PT Bank Pembangunan Daerah Jawa Barat and Banten, Tbk with the SWOT Analysis Method
Pancasasti, Ranthy
Saefulloh, Ujang Aep
Nugraha, Yugi Adhari
Provision of intenal and external human resources, SWOT, Strength, Weakness, Opportunity, Threat.
The purpose of this study was to analyze the provision of human resources at PT Bank Pembangunan Daerah Jawa Barat and Banten, Tbk. Where the provision of human resources is very important for the sustainability and development of the company. It is important for companies to be able to determine strategies and steps that must be taken to determine effective strategies in providing human resources that are used to analyze SWOT. Data analysis uses SWOT matrix analysis by considering strengths, weaknesses, opportunities, and threats. The results of the study indicate that when the provision of human resources is differentiated based on external and internal factors, it is found that the company can choose the provision of human resources both internally and externally according to the company's needs
Program Studi S3 Ilmu Manajemen
2021-11-11
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/23157
10.21009/IJHCM.05.02.3
IJHCM (International Journal of Human Capital Management); Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management; 26-31
2580-9164
10.21009/IJHCM.05.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/23157/11415
Copyright (c) 2021 Ranthy Pancasasti, Ujang Aep Saefulloh, Yugi Adhari Nugraha
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/23518
2023-08-15T03:12:47Z
ijhcm:ART
driver
Financial literacy and personal financial management assessment among students in border area of indonesia-timor leste
Ndapa Deda, Yohanis
Disnawati, Hermina
Missa, Ando
Financial literacy, personal financial management, linear Regression.
Financial literacy has become a global trend and the need for individuals to take responsibility for their finances. Still, financial literacy and financial management have not yet become a course in some universities, especially Timor University, which lies in the border area of Indonesia-Timor Leste (BAITL). Economic literacy and student financial management levels need to be analyzed because they relate to expenditure, income, credit, savings, and investments. This study aimed to evaluate financial literacy level and personal financial management level among college students in BAITL. This research includes quantitative descriptive analysis. Data was collected using a questionnaire from 165 undergraduate college students in the mathematics education department of a public university in East Nusa Tenggara (NTT), Indonesia. The results showed that the total average level of student financial literacy (SFL) was 67.48%. The comprehensive middle student personal finance management (SPFM) is 57.34%, and the estimated result of the linear regression model is SPFM = 3.158 + 0.338SFL. These results were significant at a degree of freedom of 163 and Alpha 5% of the t-test results. From the study results, it can conclude that the personal financial management of students of mathematics education is still low. The level of financial literacy of students in the border area includes less literate. If the SFL is a fixed value, then each increase in SFL of 1 unit will increase SPFM 0.338.
Program Studi S3 Ilmu Manajemen
2022-06-30
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/23518
10.21009/IJHCM.06.01.1
IJHCM (International Journal of Human Capital Management); Vol 6 No 1 (2022): (IJHCM) International Journal of Human Capital Management; 1-12
2580-9164
10.21009/IJHCM.06.01
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/23518/12653
Copyright (c) 2022 Yohanis Ndapa Deda, Hermina Disnawati, Ando Missa
http://creativecommons.org/licenses/by-nc-sa/4.0
oai:jurnalunj.journal.unj.ac.id:article/23568
2023-08-15T03:13:18Z
ijhcm:ART
driver
Analysis of Policy Models in Improving Effectiveness of HR Leadership for Educators at Senior High Schools in Banten Province
Pancasasti, Ranthy
Arthawati, Sri Ndaru
Mulyani, Anna Susi
Knowledge Management, Emotional Intelligence, Independence, Competitive Advantage, And Leadership Effectiveness
Background: Facing the era of globalization as it is today, every country must have a competitive advantage, especially in the field of education in order to be able to survive, play a role, and compete, both in input, process, output, and outcome. According to Unesco (2018), one of the causes of the low Educational Development Index (EDI) in Indonesia in 2018 is the low effectiveness of the leadership of school principals as human resources for educators, where there are still principals who do not carry out their duties and functions as leaders. education because: (1) in the process of appointment it is not in accordance with the provisions (procedures) as set by the government, (2) low management knowledge, intellectual and emotional intelligence, independence, and competitive advantage of the Principal which will affect the effectiveness of his leadership in carrying out his duties, so that it becomes an inhibiting factor in improving the quality of education, and has implications for the low productivity and quality of the principal's human resources (input, process, output/outcome). Purpose: The grand design of this study will analyze the basic framework or policy model in improving management knowledge, emotional intelligence, independence, competitive advantage, and the effectiveness of the Principal's leadership as Human Resources for Educators at Senior High Schools (SLTA) in Banten Province. Originality/value: What distinguishes this research from previous research (novelty) is the difference in: (1) the aspects studied, namely aspects of management knowledge, emotional intelligence, independence, competitive advantage, and the effectiveness of the principal's leadership as human resources for educators in schools Senior High School (SLTA) in Banten Province, (2) the unit of analysis used in this study, namely HR Principals as Educators at Senior High Schools (SLTA) in Banten Province, and (3) Independence (X3) and Excellence Competing (X4) has no significant effect on Leadership Effectiveness (Y), and Emotional Intelligence (X2) has no significant effect on Competitive Advantage (X4). Research Limitations: The limitations in this study are only to analyze and calculate the influence of management knowledge, emotional intelligence, independence, and competitive advantage on the effectiveness of the Principal's leadership as Human Resources for Educators at Senior High Schools (SLTA) in Banten Province. Design/methodology/approach: This research was conducted in Banten Province, for 6 months. The population in this study is the Principal as Human Resources for Educators at Senior High Schools (SMA, SMK and MA) in Banten Province. Sampling was carried out using a random sampling method of 60 respondents, which were processed using the Smart PLS Ver 3.0 application and SEM. Findings: The results of this study explain that Knowledge Management (X1), and Emotional Intelligence (X2) have a significant effect on Leadership Effectiveness (Y). Independence (X3) and Competitive Advantage (X4) have no significant effect on Leadership Effectiveness (Y). Management Knowledge (X1) has a significant effect on Independence (X3), while Emotional Intelligence (X2) has no significant effect on Competitive Advantage (X4).
Program Studi S3 Ilmu Manajemen
2021-11-11
info:eu-repo/semantics/article
info:eu-repo/semantics/publishedVersion
Peer-reviewed Article
application/pdf
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/23568
10.21009/IJHCM.05.02.4
IJHCM (International Journal of Human Capital Management); Vol 5 No 2 (2021): (IJHCM) International Journal of Human Capital Management; 32-43
2580-9164
10.21009/IJHCM.05.02
eng
https://journal.unj.ac.id/unj/index.php/ijhcm/article/view/23568/11416
Copyright (c) 2021 Ranthy Pancasasti, Sri Ndaru Arthawati, Anna Susi Mulyani
http://creativecommons.org/licenses/by-nc-sa/4.0
0effcdb7034f8ebb00ae655ea400b935