Willingness Of Employees Research Articles

Flying High in Academia—Willingness of University Staff to Perform Low-Carbon Behavior Change in Business Travel

This study aims to explore the factors that influence business travel decisions of university staff, in particular the extent and ways in which they are willing to reduce emission-intensive air travel, and the personal and structural barriers to such behavior change. Three strategies to reduce air travel were investigated: abstaining from particular events, substituting travel through virtual participation and mode shifting to ground-based public transport. We tested the effects of (1) specific decision factors for engaging in long-distance travel, choosing specific modes of travel and choosing virtual solutions; (2) former travel activities; (3) postponed trips due to COVID-19; and (4) sociodemographic factors, on the willingness of individuals to reduce air travel in a sample of university employees. We calculated regression models for the three strategies and added a qualitative analysis of open-ended comments. Former travel behavior as well as pro-environmental considerations play significant roles, influencing the willingness of employees to change their business travel behavior. Furthermore, we found that willingness to reduce air travel depends on the scope of behavior change. Although travel behavior is unevenly distributed across different subgroups, sociodemographic factors only play a minor role in the regression models. The present study adds to the limited body of quantitative research on the reduction potential of academic air travel, presenting an examination of university staff's willingness to change their long-distance travel behavior. Implications for university polices are discussed.

PENGARUH PENGALAMAN KERJA, PENGAWASAN DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DI PUSKESMAS DASUK KABUPATEN SUMENEP

This type of research is explanatory research, the approach used is a quantitative approach with a total sample of 36 employees. The objectives of this study are 1). To find out and describe the object or research subject at the Puskesmas Dasuk, Sumenep Regency. 2). To test and analyze work experience, supervision and work discipline have a positive and significant effect on employee performance at the Dasuk Public Health Center, Sumenep Regency simultaneously. 3.) To know and analyze work experience, supervision and work discipline partially have a positive and significant effect on employee performance at the Dasuk Public Health Center, Sumenep Regency. The results showed that 1.) Work experience is a measure of the length of time or years of work that the health center employees have taken in understanding the duties of a job and have done it well. Supervision is a process to ensure that organizational goals in the Puskesmas Dasuk management are achieved. Work discipline is an attitude of the willingness and willingness of employees to comply with and obey the norms of work regulations at the Dasuk Puskesmas that apply around them. 2.) Work experience, supervision and work discipline simultaneously have a significant influence on the performance of employees at the Puskesmas Dasuk, Sumenep Regency, proven to be true and the hypothesis is accepted, 3.) Work experience, supervision and work discipline partially have a significant effect on employee performance at the Puskesmas In Sumenep Regency, the truth is proven and the hypothesis is accepted

HUMAN RESOURCES MANAGEMENT STRATEGY TO INCREASE EMPLOYEE PERFORMANCE

In general, employee performance can be improved through increased compensation and work motivation. With the compensation provided by the company to employees, the enthusiasm, willingness, and thoroughness of employees at work will be maximized, focused, and disciplined. This study aims to determine and analyze the first strategy of human resource management in improving the performance of employees of PT Pelabuhan Indonesia 1 (Persero) Medan. Second, to find out the results of the SWOT analysis of the strategy for improving employee performance with the IFAS and EFAS matrices, it is possible to identify important factors from both the external and internal environment which are the strengths, weaknesses, opportunities and threats of improving performance. The research approach carried out in this study is descriptive qualitative, the author also uses SWOT analysis. SWOT analysis is the identification of various factors systematically to formulate corporate strategy. From the analysis results obtained a growth strategy or growth oriented strategy, this strategy indicates a strong company condition and is able to continue to grow by taking the opportunities and opportunities that exist to achieve maximum turnover. This strategy was chosen because the calculation results are in quadrant I where the total weighted score for strengths and weaknesses is 2.710504 while the total weighted score for opportunities is 2.653142. Positions in this quadrant are very profitable and can be applied to the fullest. SWOT analysis is the identification of various factors systematically to formulate corporate strategy. From the analysis results obtained a growth strategy or growth oriented strategy, this strategy indicates a strong company condition and is able to continue to grow by taking the opportunities and opportunities that exist to achieve maximum turnover. This strategy was chosen because the calculation results are in quadrant I where the total weighted score for strengths and weaknesses is 2.710504 while the total weighted score for opportunities is 2.653142. Positions in this quadrant are very profitable and can be applied to the fullest. SWOT analysis is the identification of various factors systematically to formulate corporate strategy. From the analysis results obtained a growth strategy or growth oriented strategy, this strategy indicates a strong company condition and is able to continue to grow by taking the opportunities and opportunities that exist to achieve maximum turnover. This strategy was chosen because the calculation results are in quadrant I where the total weighted score for strengths and weaknesses is 2.710504 while the total weighted score for opportunities is 2.653142. Positions in this quadrant are very profitable and can be applied to the fullest. This strategy indicates that the company is strong and able to continue to grow by taking the opportunities and opportunities that exist to achieve maximum turnover. This strategy was chosen because the calculation results are in quadrant I where the total weighted score for strengths and weaknesses is 2.710504 while the total weighted score for opportunities is 2.653142. Positions in this quadrant are very profitable and can be applied to the fullest. This strategy indicates that the company is strong and able to continue to grow by taking the opportunities and opportunities that exist to achieve maximum turnover. This strategy was chosen because the calculation results are in quadrant I where the total weighted score for strengths and weaknesses is 2.710504 while the total weighted score for opportunities is 2.653142. Positions in this quadrant are very profitable and can be applied to the fullest.

PENINGKATAN ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) GURU DENGAN CARA PENGUATAN KEPEMIMPINAN TRANSFORMASIONAL DAN EFIKASI DIRI

IMPROVING TEACHERS' ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) BY STRENGTHENING TRANSFORMATIONAL LEADERSHIP AND SELF-EFFICIENCYThe success and sustainability of an organization is largely determined by the willingness of employees to behave well, not only when doing their main tasks, but also the extra behavior of wanting to be good employees. However, it is indicated that the teachers at MTs Negeri Jakarta Timur only carry out basic tasks and do not show behaviors that support organizational effectiveness beyond that. The purpose of this study was to determine the relationship between Transformational Leadership and Self-Efficacy on Organizational Citizenship Behavior either partially or jointly. The population in this study were MTSn teachers in the East Jakarta area with a sample of 243 respondents consisting of 18 MTSn in East Jakarta. Data was collected by distributing questionnaires and data processing was done by simple regression analysis and multiple regression analysis. The results showed that (1) Transformational Leadership has a positive and significant relationship with the teacher's Organizational Citizenship Behavior. (2) Self-efficacy has a positive relationship with the teacher's Organizational Citizenship Behavior. (3) Transformational Leadership and Self-Efficacy together have a positive and significant relationship with the teacher's Organizational Citizenship Behavior.

Impacts of high-involvement HRM practices on organizational innovation capability: the mediating mechanism of tacit and explicit knowledge sharing

PurposeGiven the important role of knowledge sharing (KS) processes for organizational innovation, the purpose of this study is to investigate the mediating roles of tacit and explicit KS in bridging the relationship between high-involvement human resource management (HRM) practices and specific aspects of innovation capability, namely, product and process innovation.Design/methodology/approachAnalysis of moment structures and structural equation modeling are applied to examine the correlation among the constructs based on the survey data collected from 111 manufacturing and service firms.FindingsThe empirical findings reveal that KS processes positively mediate the relationship between high-involvement HRM practices and innovation capability. It highlights the important role of explicit KS in fostering aspects of innovation capability compared to the effects of tacit KS on aspect of innovation capability.Practical implicationsVietnamese firms should pay much attention to high-involvement HRM practices to improve their innovation capabilities. In addition, fostering the willingness of employees for sharing tacit knowledge (e.g. experiences, uncommon understandings and insights) and explicit knowledge (e.g. formal information, official documents and reports and procedures and policies) is one of the most optimal solutions for firms to pursuit product and process innovation capability.Originality/valueThis paper significantly contributes to increasing knowledge and insights on the correlation between high-involvement HRM practices and specific forms of innovation. The understanding on mediating role of KS processes contributes to advancing the body of knowledge of HRM practices and innovation theory.

Problems of formalization of the mentoring institute in healthcare and ways of solving them

Introduction. This study focuses on the formalization of the institution of mentoring in health care. The mentoring system in Russia has existed for a long time. Still, there is a particular interest in this topic since the requirements for the quality of medical care are changing, new challenges arise in the healthcare sector, and reducing staff turnover and retaining highly qualified specialists in the workplace arises. Targets and goals. The aim of the study is to clarify the need for institutional consolidation of the institution of mentoring. The tasks of the work included identifying factors motivating or demotivating medical workers to participate in the mentoring system, as well as the search for problems of formalizing the institution of mentoring. Material and methods. The author conducted a sociological study in Moscow: a mass questionnaire survey among doctors and nurses in 6 medical institutions subordinated to the Department of Health of the city of Moscow and a series of in-depth structured interviews with representatives of medical organizations in charge of mentoring in their organizations (17). Analysis of quantitative data was carried out using the construction of classification trees using the CHAID method. Results. The main issue that experts propose to spell out when formalizing mentoring is the skills and abilities. Employee willingness to become mentors varies. The study found that physicians over the age of 27 are most likely to become mentors convinced of the need to introduce and expand mentoring in the workplace. Young doctors under the age of 27 are less likely to take on the mentoring function due to a lack of confidence in their qualifications, as well as older colleagues who are dissatisfied with the working conditions in the workplace and do not consider it necessary to introduce or expand a mentoring system in their organization. Conclusion. The study showed that experts have a positive attitude to formalizing the institute of mentoring, noting that there should be a single document of a recommendatory nature.

Development and testing of an explorative BPM acceptance model: Insights from the COVID-19 pandemic

When emerging technologies transform an organization’s way of working, explorative business process management (BPM) becomes a new challenge. Although digital innovations can boost process efficacy and business productivity, employees do not necessarily accept the implied work changes. We therefore looked at the increased digitalization efforts during the COVID-19 lockdowns, during which employees were forced to drastically rethink work by heavily depending on technology for communication and almost all business tasks. This global setting allowed us to scrutinize disruptive work changes and how employees can cope with disruptive work adaptations. We also looked into the explorative skillset needed to adapt to these changes. To theorize about an explorative BPM acceptance model, eleven hypotheses were supported based on a solid theoretical foundation. We followed a quantitative research design using partial least squares for structural equation modeling (PLS-SEM) at the university administration settings in two regions, including purposive sampling. Data analysis covered both a measurement model assessment and structural model assessment. Our findings reveal that employees’ perceived work modalities, feeling creative and feeling flexible are more promising features than perceived influence and attitude related to explorative work and skill development. We also offer novel insights into explorative business process management (BPM) skills, and which skills are more productive in uncertain or dynamic working conditions. This research is a learning path for managers struggling with flexible or competitive business environments, and more specifically to facilitate employee willingness.

INFLUENCE OF ORGANIZATIONAL CLIMATE AND JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR MEDIATED BY MOTIVATION VARIABLES

The success of an organization is largely determined by its employees, not only because of their abilities and competencies but also the personality values that employees apply in carrying out their work. Perum Jasa Tirta II (PJT II) has the task of servicing and guaranteeing the availability of water to fulfill the interests of water resource exploitation while still prioritizing the fulfillment of water needs for daily basic needs and irrigation for smallholder agriculture in the existing irrigation system. To serve the fulfillment of agricultural needs, employees are expected to work and contribute optimally. For this reason, organizational citizenship behavior (OCB) or the willingness of employees to contribute in their work even beyond the demands of the role is needed. This study aims to determine the effect of organizational climate and job satisfaction on OCB which is mediated by motivational variables. This study uses a quantitative approach with data analysis in testing the measurement model and testing the structural model using SmartPLS software version 3.2.7. The results of the study reveal that organizational climate has a significant positive effect on motivation and OCB. Job satisfaction has a significant positive effect on motivation but does not have a significant positive effect on OCB. Organizational climate and job satisfaction simultaneously have a positive and significant effect on motivation. In addition, motivational variables mediate organizational climate and job satisfaction on OCB.

Construction of cleaner production management system in China: mode innovation of cleaner production.

This study is based on the practice of cleaner production (CP) audits in more than 300 enterprises. After reviewing 1484 CP options, it is found that 82.5% of the options are directly and indirectly related to management. Moreover, there are common problems such as the poor sustainability of CP audit results. This shows that enterprise management plays a significant role in implementing CP options. Based on these, this study proposes a new concept of cleaner production management (CPM) system, and draws lessons from the modern environmental management theory and method to establish the framework of CPM system. This system combines the theory and method of CP with the management system of enterprises and presents the CPM requirements in the current enterprise management system, which mainly includes CPM responsibilities, CP objectives, CPM indexes, CP energy resources management, CP process control, CP product management, CPM inspections, and CP performance evaluation. The characteristic of the proposed system is to construct a modern information-based CPM system. With highly systematic, concise structure, and easy operability, this system not only simplifies and improves the CP work in enterprises and reduces several tedious tasks such as document preparation, but also enhance the enterprise management efficiency and motivate the willingness of employees to participate in CP. Innovated and developed for CP implementation, the system has been implemented and applied in Chinese enterprises, and the implementation and application have obvious effects on improving production level as well as environmental and economic benefits.

Impact of Sustainable HRM Practices on Employee Performance: A Study of Employees in a Selected Private Sector Company in Sri Lanka

Private sector plays a distinct role in Sri Lankan economy at the present context. Lack of employee performance is one of the major challenging problems faced by the private sector organizations. Private sector organizations incur a huge investment on improving employee performances and introduce novel HRM practices in order to improve employee performance. Sustainable HRM is also such a novel concept aimed at improving employee performance with sustainable outcomes. The major objective of conducting this study is to investigate current sustainable HRM practices and to identify the impact of those sustainable HRM practices on employee performance in one of the leading broiler companies in Sri Lanka. Based on the objectives of the study, semi structured questionnaire was used to collect data from a sample of 100 employees through simple random sampling and the collected data was analyzed descriptively and statistically. Sustainable recruitment and selection, sustainable training and development and sustainable motivation and rewards were considered as the major factors to identify the existing sustainable HRM practices in the company and to test the willingness of employees for implementing sustainable HRM practices. Findings of the study reveal that all the selected sustainable HRM practices were existed within the company and employees were willing to practice, except the practices which are related with advanced technology. In case of impact identification of sustainable HRM practices on employee performance, sustainable recruitment and selection have a significant negative impact. Sustainable motivation and rewards have a significant positive impact on employee performance. In case of identifying the constraints for practicing sustainable HRM practices in the company, lack of knowledge was identified as the most affecting constraint. Consequently, the results of this study may give policy implications for the company to enhance employee performance with sustainable HRM practices while expanding existing literature on sustainable HRM in Sri Lankan context.
 Keywords: Employee performance, Sustainable HRM, Sustainable motivation and rewards, Sustainable recruitment and selection, Sustainable training and development

The Effect of Employer Branding on Employee Willingness In Bank Mellat: Mediating Role of Job Attachment

بانک ملت در سال‌های اخیر با چالش نگهداشت کارکنان خوب خود مواجه شده است که به نظر می‌رسد جذابیت این بانک در حوزه برند کارفرمایی و سطح دل‌بستگی شغلی در بین کارکنان این بانک می‌تواند تبیین‌کننده این مسئله باشد. پژوهش حاضر باهدف ارائه راهکارهایی برای ارتقای ماندگاری و نگهداشت کارکنان بانک ملت از طریق بررسی میزان تأثیر جذابیت برند کارفرمایی بر آن و با نقش واسطه دل‌بستگی شغلی انجام شد. از منظر روش‌شناسی، این پژوهش از نوع توصیفی-پیمایشی و به‌صورت مقطعی و از نوع کاربردی بود. جامعه آماری شامل کلیه کارکنان بانک ملت شهر همدان در سال 1398 بودند که با روش سرشماری اقدام به اخذ اطلاعات از همه افراد شد به تعداد 143 نفر شد. روش گردآوری اطلاعات از نوع پرسشنامه‌های استاندارد بود. برای تحلیل داده‌ها ، از معادلات ساختاری و با کمک نرم‌افزار PLS استفاده شد. نتایج نشان داد که جذابیت برند کارفرمایی به‌طور مستقیم به میزان 62 درصد بر تمایل به ماندگاری کارکنان تأثیرگذار است، جذابیت برند کارفرمایی به میزان 61 درصد بر دل‌بستگی شغلی اثرگذار بود و دل‌بستگی شغلی به میزان 19 درصد متغیر تمایل به ماندگاری کارکنان را تبیین می‌کند. نتایج نشان داد که سرمایه‌گذاری سازمان‌ها جهت ارتقای جذابیت برند کارفرمایی خود موجبات دل‌بسته شدن کارکنان به شغلشان را فراهم آورده و از این محل تمایل آن‌ها برای ماندگاری در سازمان را ارتقاء می‌دهد.

How Do We Perceive a Humorous Manager? Manager Humor, Impression Management, and Employee Willingness to Work With the Manager.

Humor is a form of communication that is intended to be entertaining and produce positive affective and cognitive responses from receivers. Nonetheless, humor in the workplace is a complicated matter. It has been recognized as a valuable tool for managers because it can activate various favorable outcomes and alter employees’ perception of the manager’s warmth and competence (impression management), but not always to the benefit of the manager. In our studies, the use of humor showed changed attitudes toward a manager’s warmth and competence, and eventually influenced the employee’s behavioral intentions. In Study 1, we tested the use of managerial humor in two emails. The humorous manager was perceived as warm, but not competent. Impression management mediated the employee’s willingness to work with the manager. In Study 2, we tested the use of managerial humor with one introductory email. In this study, we also monitored the gender of both the manager and the employee. Once again, the humorous manager was perceived as warm and humor mediated employees’ behavioral intentions. As for competence, gender moderated the results, such that male employees perceived humorous female managers as more competent, while female employees perceived humorous male managers as less competent. Practical implications are presented.

Implementation of across-sectoral care concept : Results of asecondary data analysis

HintergrundAufgrund einer gestiegenen Nachfrage nach ambulanten Leistungen von älteren Menschen aus der unmittelbaren Nähe zu seinen stationären Pflegeeinrichtungen erweiterte ein Träger sein (teil-)stationäres Pflegeangebot um ambulante Leistungen. Für die Realisierung einer solchen strategischen Neuausrichtung kommt es neben einer Orientierung an dem Wandlungsbedarf und der Wandlungsfähigkeit insbesondere auf die Wandlungsbereitschaft der Mitarbeiter des Trägers an.Ziel der SekundärdatenanalyseIdentifikation von Faktoren, welche den Wandlungsbedarf, die Wandlungsfähigkeit und die Wandlungsbereitschaft der Mitarbeiter beeinflusst haben. Der Fokus dieses Artikels liegt auf der Wandlungsbereitschaft der Mitarbeiter.Material und MethodenBasierend auf 32 leitfadengestützten (Einzel- bzw. Fokusgruppen‑)Interviews, die im Zeitraum von 2016 bis 2018 zu 3 verschiedenen Zeitpunkten mit 3 verschiedenen Mitarbeitergruppen des Trägers geführt wurden, erfolgte eine Sekundärdatenanalyse mittels inhaltlich-strukturierender qualitativer Inhaltsanalyse.ErgebnisseDie Wandlungsbereitschaft der Mitarbeiter wurde durch folgende Faktoren beeinflusst: Die situationsunabhängige Veränderungsbereitschaft, die bewusste Entscheidung für das stationäre Setting, die Idee des Gesamtversorgungskonzeptes (GVK), die Umsetzung des GVK, die Leistungsempfänger, sowie Vorerfahrungen in der ambulanten Pflege.DiskussionDie Ergebnisse bieten Einblicke dahingehend, welche Faktoren die Wandlungsbereitschaft von Mitarbeitern beeinflusst haben und, bezogen auf die Ausgestaltung vergleichbarer Veränderungsprozesse, zu berücksichtigen sind.

Influence of Employee Discipline, Learning and Supervision on the Service Performance of Public Works in Bina Marga Office of Ponorogo Regency

This study aims to the influence of employee discipline, learning and supervision on the service performance of public works in Bina Marga office of Ponorogo Regency. The results showed the simultaneous influence of discipline and organizational learning behavior on the performance. The results empirically prove that discipline and organizational learning behavior is highly relevant as a measuring tool with sufficient accuracy to determine the service performance of service employees in the Public Works and Bina Marga Office of Ponorogo Regency. The simultaneous influence of employee discipline with learning behavior of organization on employees in the licensing sector at PU in Ponorogo Regency which has an impact on the performance or performance of public services can be illustrated that Public Works Department employees as a learning organization are not far from the mindset that only senior management can and do all the thinking for the whole institution. The learning behavior of organization challenges all employees to utilize their mental resources and potential, with the hope that every employee in the PU office can build their own community based on the principles of freedom, humanity, and a collective desire to learn. As a managerial implication, it can be said that discipline in the work process at the Ponorogo District Public Works office goes hand in hand with the willingness of employees to increas discipline and organizational learning behavior which are correlated to form service performance

ANALISIS KEBIJAKAN PENINGKATAN KUALITAS SUMBER DAYA MANUSIA, DISIPLIN KERJA DAN PENGEMBANGAN KARIR PEGAWAI DI DINAS PERHUBUNGAN KABUPATEN NABIRE

This study aims to describe and analyze policies to improve the quality of Human Resources, work discipline, and career development at the Nabire Regency Transportation Service, as well as examine the factors that support and hinder their implementation. This research is a qualitative descriptive study. The location of the research is the Department of Transportation of Nabire Regency with the consideration of the accessibility of the researcher. The data collection techniques used are interviews and observation. Informants were selected purposively. The research instrument used was an interview guide and a recording device. Data analysis includes data preparation, data processing, data coding, data description, and data interpretation. The results showed that the policy of improving the quality of human resources was carried out by increasing soft skills (skills) by including Education and Training & Bimtek and hard skills (knowledge) by encouraging continuing higher education; implementing an online attendance system to monitor the punctuality of work, as well as the implementation of cutting performance allowances for employees who are often undisciplined; implementation of promotion and selection of open positions for personnel career development with indicators of employee performance appraisal and education level. The supporting factors are the institution's commitment to facilitating personnel to increase knowledge and skills, work discipline supported by a monitoring and evaluation system of employee work discipline, and career development with institutional commitment that fairly provides opportunities for all personnel to develop careers. The inhibiting factors are the willingness of employees to move forward to develop their quality, lack of socialization regarding Education and Training and Technical Guidance, lack of budget and quotas in training implementation, lack of personnel awareness regarding work discipline, and lack of existing personnel initiatives to develop their careers.

Can do and reason to: when are proactive employees willing to share negative information?

PurposeInformation sharing is vital to organizational operations, yet employees are often reluctant to share negative information. This paper aims to gain insight into which employees will be reluctant to share negative information and when by drawing from the proactive motivation literature examining effects of proactive personality and motivational states on individuals’ willingness to share negative information.Design/methodology/approachA cross-sectional design was used, with data collected from a final sample of 393 individuals via an online survey. Hypotheses were tested using correlation and hierarchical multiple regression analyses.FindingsInteractive effects indicate proactive individuals with accompanying high levels of role breadth self-efficacy (“can do”) or high levels of felt responsibility for constructive change (“reason to”) were less likely to be reluctant to share negative information. However, findings also suggest proactive individuals with lower levels of proactive motivation avoid sharing negative information.Originality/valueThe findings extend what is known about personality factors and employee willingness to share information to highlight which employees may be likely to avoid sharing negative information. The authors also examine the moderating influence of proactive motivational states on the relationships between proactive personality and reluctance to share negative information.

Applicant Bias: Evidence from a field experiment

Do job seekers consider the race or gender of an employer when applying for a job? While we have extensive research on employer-side discrimination, we know less about employee-side biases and their consequences. In this study, we examine how the gender and race of the employer shapes the willingness of prospective employees to apply for a job. To do this, we need a setting where we can observe not only the applicants who decided to apply but also those who decided not to apply. We address this challenge by conducting a field experiment where we advertise real jobs for real applicants and vary the demographic composition of the employer. We find that applicants were no less likely to apply to jobs in companies with white female founders than white male founders. In contrast, they were significantly less likely to apply to Black founders and when they did apply, they requested ten percent higher salary. In addition, the more qualified a candidate the less likely they were to apply to Black founders. Our findings indicate that Black founders face significant bias from job applicants and, solely because of their race, attract fewer high-quality applicants and face higher salary demands. We conducted a second experiment to help distinguish between several potential explanations and find no evidence that applicants fear that the organization will underperform or that the founders are less qualified. By contrast, white applicants fear that they will not be good cultural fits to startups run by Black founders.

Analisis Kualitas Produk, Kualitas Pelayanan dan Penggunaan Digital Marketing terhadap Tingkat Kepuasan Konsumen pada Humble Espresso Kota Denpasar

The purpose of this research is to know the effect of the use of digital marketing conducted by Humble Espresso in Denpasar City. Knowing the attributes of products and services that are considered important by consumers to achieve customer satisfaction with the quality of products and services. Calculating the performance and level of customer satisfaction to the quality of service. Specify the attributes that need to get priority improvements. This study uses the Importance Performance Analysis (IPA) analysis method. Sampling using Slovin and Lemeshow formulation method with the number of respondents as many as 86 respondents at Humble Espresso and 100 respondents for the spread of external questionnaires in Denpasar. The results showed that the influence of digital marketing that has been done by Humble Espresso is customers like the content displayed on Humble Espresso Instagram media in the form of photos, videos, or instastory that has an impact on the increasing customer buying interest. The most important product and service attributes that Humble Espresso has to achieve customer satisfaction is the friendliness of employee attitude with the highest score of 401. Attributes with the highest level of performance in the quality of service is good communication ability by obtaining the highest score of 388, attributes with the highest satisfaction level on the quality of service is modern equipment by obtaining the highest satisfaction level of 101%. Attributes that become the priority of improvement in Humble Espresso based on the analysis of IPA method is a comfortable room, the willingness of employees to respond quickly to customer complaints, the ability of employees to serve customer complaints quickly, the suitability of prices with product quality, and affordable prices.
 Keyword: digital marketing, product quality, service quality, and customer satisfaction

Does employee willingness to take risks affect customer loyalty? A moderated mediation examination of innovative behaviors and decentralization

PurposeThis study aims to build on the trait activation and interactionist perspective theories to investigate the effect of frontline employees’ (FLEs) willingness to take risks on hotel guest loyalty by assessing the mediating role of their innovative behaviors. It also examines whether decentralization strengthens the positive impact of willingness to take risks on innovative behavior and, subsequently, customer loyalty.Design/methodology/approachThe authors collected multilevel data from various sources – hotel FLEs (n = 183), hotel operation managers (n = 46) and hotel guests/customers (n = 266) – from five-star hotels operating in Dubai. Structural equation modeling and PROCESS macro (version 3.5) were used to analyze the data.FindingsThe findings showed that willingness to take risks indirectly (via innovative behaviors) affects guest/customer loyalty positively. This effect is strengthened when the hotel is decentralized.Practical implicationsThis study provides insight into how hotel managers can foster customer loyalty. More specifically, they can do so by establishing employees’ innovative behaviors triggered by employees’ positive personality traits and by giving employees more autonomy.Originality/valueThe present study addresses recent calls to investigate the positive impact of FLEs’ personality traits, attitudes and behaviors on customer loyalty.

How to Keep Sustainable Development Between Enterprises and Employees? Evaluating the Impact of Person-Organization Fit and Person-Job Fit on Innovative Behavior.

High-tech industries often regard workers as their main source of value creation. In order to stimulate their employees' willingness to innovate and their innovative behavior and reduce the turnover intention, companies are now seeking to establish employer–employee relationships in which their employee's willingness to stay is not simply driven by extrinsic motivations. Therefore, it is an important topic in human resources for companies to implement measures that encourage employees to willingly devote themselves to their jobs and consider organizational growth as a component of their career development. This study aimed to investigate the effect of person–organization fit and person–job fit on employees' innovative behavior and turnover intention via the mediators including job satisfaction and organizational commitment. Six hundred ninety-seven employees from China's eight major high-tech industries were examined in this study, and the empirical results were analyzed using partial least squares. Based on the results, it is suggested that the person–organization fit and person–job fit are both crucial factors affecting employees' job satisfaction and organizational commitment, which, in turn, increase employees' willingness to innovate in their jobs and reduce their turnover intentions. Furthermore, this study could serve as a reference for companies in selecting employees, promoting job satisfaction, and developing strategies for sustainable development.