Increase Employee Commitment Research Articles

Good Corporate Governance Principles act as Mediators of The Influence of Organizational Commitment, Leadership, and Organizational Culture on Employee Performance

Purpose – This study aimed to determine the influence of good corporate governance principles as an intervening variable on organizational commitment, leadership, and organizational culture on employee performance.Methodology/approach – The population includes all employees of one of Pertamina's subsidiaries, namely PT Pertamina Training and Consulting, located at DKI Jakarta. Probabilistic sampling technique with simple random sampling was used, obtaining a sample of 162 employees. The method of data analysis used is the partial least squares structural equation (SEM-PLS).Findings – The research results show that the variables of organizational commitment, leadership and organizational culture have a positive and significant impact on employee performance and on good corporate governance principles. In addition, good corporate governance principles partially mitigated the significant positive effects of organizational commitment, leadership, and organizational culture on employee performance.Novelty/value – Companies should increase employee commitment to the business by focusing on employee results, enhancing professionalism in corporate governance and implementing employee promotion programs. The relationships in the concepts of this study and potential avenues for further development in future research may involve exploring associations with employee performance and looking at variables related to behavior, attitudes, or other factors that affect employee performance.

Strategy to Increase Employee Loyalty of Mikro Regular Ulamm Account Officers PT. Permodalan Nasional Madani in the Tegal Branch Working Area

This research is a descriptive qualitative research, in which the author must conduct observations and interviews as well as documentation about the performance of Account Officers at PT PNM Tegal Branch. Loyalty and low Account Officer performance can result in decreased bank profits so that a strategy is needed to increase the loyalty of PT Permodalan Nasional Madani (PT.PNM) Account Officers. The strategies used include SWOT analysis, an analysis that has strategic planning techniques and methods to determine and evaluate the strengths, weaknesses, opportunities, and threats of a company. The purpose of this SWOT analysis is to increase the loyalty of ULaMM Account Officer performance

THE EFFECT OF ORGANIZATIONAL RESOURCES, WORK INVOLVEMENT ON EMPLOYEE PERFORMANCE AND CUSTOMER LOYALTY WITH THE ROLE OF SERVICE CLIMATE

Quality human resources will basically be able to help the organization achieve its goals. Employees create a key element for organizations to achieve sustainable competitive advantage in today's dynamic and changing operating conditions. Every company wants its employees to have high loyalty and dedication to performance and the company, high loyalty can determine the company's progress and decline in the future. In addition to the need to increase employee loyalty, companies also need to create a conducive climate in the management of an organization or company. This study took a sample of 100 samples and used the Structural Equation Modeling (PLS –SEM) Data Analysis Method. SEM is one of the areas of statistical study that can be used to address research problems, where independent variables and response variables are immeasurable variables. he result of the PLS is that only the P Value is below 0.200, meaning that all variables influence each other strongly.

Pengaruh Kompensasi dan Lingkungan Kerja Terhadap Loyalitas Karyawan PT. BSI KC Medan S Parman dengan Kepuasan Kerja Sebagai Variabel Intervening

To increase employee loyalty and job satisfaction, companies need to pay attention to aspects of compensation and the work environment of employees to achieve company goals; if these aspects are fulfilled, it is effortless for companies to achieve company targets. This study aims to determine the effect of compensation and work environment on employee loyalty through job satisfaction as an intervening variable. The type of research used is quantitative research with an associative approach. Data collection techniques using questionnaires as the primary data collection tool. The population in this study is as many as 31 respondents who are employees of PT. Bank Syariah Indonesia S Parman Branch Office using a saturated sampling technique. Data were analyzed using the Path Analysis method, processing using SPSS 26.0. The results showed that partial compensation does not affect employee loyalty and job satisfaction because other variables also control compensation variables. Still, correlational payment has a significant influence on employee loyalty. Meanwhile, the work environment substantially affects employee loyalty and job satisfaction. And when the variables of compensation and work environment are through the variables of job satisfaction, these two variables do not affect employee loyalty. In contrast, job satisfaction has a significant influence on employee loyalty..

Analisis Insentif Finansial dan Insentif Non Finansial Terhadap Loyalitas Kerja Karyawan (Studi Pada PT. Anta Utama Kediri)

PT Anta Utama is a ticket sales service company with experience in the fields of: Transportation, ticketing, travel documents, haj/umroh, and tourism tours. The purpose of this study is to explain whether incentives can increase employee loyalty, organizations are required to pay more attention to financial factors that affect them such as incentives and non-employee incentives. This research method is to use quantitative research and conducted at PT Anta Utama Kediri. The population in this study are all employees at PT. Anta Utama has 50 employees. The results in this study are that giving incentives is one of the company's ways or efforts to increase employee loyalty. The results of the study show that incentives and non-financial incentives simultaneously affect employee loyalty at PT Anta Utama Kediri Financial. Thus, the provision of incentives to employees shows that partially financial incentives affect employee loyalty at PT Anta Utama Kediri.

The impact of green culture on employee organizational commitment: The mediating role of green identity

ABSTRACT The importance of environmental issues leads the managers of organizations to implement green policies. Besides having environmental benefits and fulfilling the organization’s social responsibilities, implementing these policies will also have internal benefits that encourage managers to review internal organizational structures and identify the factors that affect them. This study examines how the green culture of the organization is one of the critical structures within the organization on the level of employee commitment through the mediation of the green identity of the organization. In this study, the analysis of standard questions of research variables in the statistical population, i.e. the staff of industrial estates in Isfahan province, has been used. The approach used in this research is structural equational modeling with the partial least squares method, done and analyzed by SmartPLSsoftware. The results show that green organizational culture directly affects organizational commitment. In addition, green organizational culture through green organizational identity as a mediating variable affects organizational commitment, and thus the mediating role of green organizational identity is strongly confirmed. The responsibility of organizations to protect the environment can be considered a factor in increasing organizational commitment and thus lead to further promotion and success of the organization. Therefore, organizations can create policies to implement green culture in addition to green identity in the organization can increase employee commitment to the organization, which is an essential result of this research.

TURNOVER ANALYSIS OF NURSES IN SANTA FAMILIA HOSPITAL

Job satisfaction was an emotional state in which an employee felt that tasks or work, superiors, work situation, and organization were enjoyable. Job satisfaction had a contribution to reducing turnover rates and increasing employee commitment. The purpose of this service was to problem identification, analyze problems, find solutions, and provide recommendations to Santa Familia Hospital. The results of this community service were a job satisfaction survey for nurses, which indicated that 36% were dissatisfied, 53% were low satisfied, and 11% were satisfied. A fishbone analysis revealed several causes of nurse turnover, namely from the factors of man, money, material, and method. A plan of activities as a solution to the problem was created with a total of 11 activities. Recommendations were formulated, totaling 7, for Santa Familia Hospital to address the identified problems. The conclusion of this community service was that the job satisfaction of nurses at Santa Familia Hospital was low, which could lead to turnover intentions among employees, ultimately resulting in turnover.

FOSTERING EMPLOYEE COMMITMENT IN PHARMACEUTICAL COMPANY THROUGH GREEN HUMAN RESOURCES MANAGEMENT

Currently, companies are faced with competition not only to get the best talent but to retain competent employees in the company, especially in the Pharmaceutical Industry, which in a pandemic situation still survives in the market. Companies need to create a strategy that can support increased employee commitment, and Employer Branding can be one of the strategies that can build a positive view so that it can influence employees to stay in the company. This research aims to analyze the effect of Employer Branding, Green Human Resources Management (GHRM), on Corporate Reputation and Employee Commitment among employees who understand GHRM with at least 1 year working period as a permanent employee in the Pharmaceutical Industry. This research was conducted on 238 respondents who met the research criteria, by distributing online questionnaires. The data processing method uses Structural Equation Modeling (SEM)-Partial Least Square (PLS). The research found that Employer branding has an influence on company reputation, but employer branding has no effect on employee commitment. Then, Green Human Resources Management (GHRM) has an influence on company reputation, company reputation has an influence on employee commitment, and green human resources management (GHRM) has a role that can affect employee commitment. This condition requires an active role of leaders in dealing with talent war condition in talent market by finding effective ways to retain competent employees in the company by fostering a sense of commitment in employees. Leaders in the company need to create better plans which support increased employee commitment, one of the plans is optimizing employee involvement through the application of green human resources management (GHRM). In this condition, leaders must play an active role to increase employee’s commitment, such as clarifying the goals that the company wants to achieve, involving employees in every decision or policy making in the team, and increasing employees' emotional feelings towards the company by paying attention to employee comfort at work and in the work environment.

UPAYA PENINGKATAN KINERJA PEGAWAI PASCA COVID 19 DI KANTOR SEKRETARIAT DAERAH KABUPATEN TEMANGGUNG

This research aims to improve employee performance after Covid-19 at the Regional Secretariat of Temanggung Regency. The research was carried out starting in October 2022. This type of research is descriptive qualitative. Collection of interview and observation data. Miles & Huberman Model data analysis. The results showed that: 1) The performance of the employees of the Regional Secretariat of the Temanggung Regency after Covid 19 was not optimal due to the level of attendance, quality of work, quantity of work, activities were partially cut and diverted to handling Covid so that it had an impact on field activities and limited official social interaction. 2) The factors that cause employee performance are not optimal, namely: planning that is not in accordance with implementation due to budget diversion for Covid-19, weak commitment to individuals, lack of coordination, lack of employee motivation because compensation received is only in the form of salary, lack of supervision and control, WFH habits that are still attached make a lack of discipline. 3) Efforts to improve employee performance, namely: making plans according to implementation, increasing employee commitment, increasing coordination between superiors and subordinates, increasing employee motivation, increasing supervision, control and evaluation as well as implementing reward and punishment by giving awards to employees who excel and sanctions for employees who break the rules.

THE EFFECT OF COMMUNICATION, SELF-EFFICACY AND POWER ON THE COMMITMENT OF EMPLOYEES

This study aims to determine the effect of communication, self-efficacy and power on the commitment of employees of PT XYZ. This research was conducted using a descriptive quantitative approach through survey techniques. The sample used amounted to 65 respondents came from employees of PT XYZ. Data analysis was performed using Partial Least Square – Structural Equation Model (PLS-SEM) using smartPLS 3.0 software. The results showed that communication, self-efficacy and power had a positive and significant influence on employee commitment at PT XYZ. This shows that if there is an increase or improvement in communication, self-efficacy and power are able to maintain and even increase employee commitment to the company, namely PT XYZ.. The thing that needs to be considered for the company is to pay attention and keep employees having high confidence in facing work challenges. Because of communication, self-efficacy, and power influence on the employees commitment, this research has theoretically and practically implication. Theoretically, employees commitment be created through how to build a good communication, notice the employees self-efficacy, and positive power implementation. Meanwhile for practically implication, management of PT XYZ could use this research as a hint of company policy making.

THE EFFECT OF COMMUNICATION, SELF-EFFICACY AND POWER ON THE COMMITMENT OF EMPLOYEES

This study aims to determine the effect of communication, self-efficacy and power on the commitment of employees of PT XYZ. This research was conducted using a descriptive quantitative approach through survey techniques. The sample used amounted to 65 respondents came from employees of PT XYZ. Data analysis was performed using Partial Least Square – Structural Equation Model (PLS-SEM) using smartPLS 3.0 software. The results showed that communication, self-efficacy and power had a positive and significant influence on employee commitment at PT XYZ. This shows that if there is an increase or improvement in communication, self-efficacy and power are able to maintain and even increase employee commitment to the company, namely PT XYZ.. The thing that needs to be considered for the company is to pay attention and keep employees having high confidence in facing work challenges. Because of communication, self-efficacy, and power influence on the employees commitment, this research has theoretically and practically implication. Theoretically, employees commitment be created through how to build a good communication, notice the employees self-efficacy, and positive power implementation. Meanwhile for practically implication, management of PT XYZ could use this research as a hint of company policy making.

HUBUNGAN ANTARA MOTIVASI KERJA, GAYA KEPEMIMPINAN, DAN KINERJA KARYAWAN

Every company wants to have employees with high performance levels. Work Motivation and Leadership Style are considered very influential on Employee Performance. Providing Work Motivation and Leadership Style properly in accordance with sacrifice and competence to employees can improve the performance of the employees themselves. This research was conducted at PT Sahabat Jaya Grafika, Kota Harapan Indah, North Bekasi which aims to determine the relationship between work motivation and leadership style and to find out which factor between the two is very influential in improving employee performance. The author, in this study, used descriptive quantitative research methods, using correlation and regression analysis, with a sample size of 30 respondents. While the data used in this study are data obtained through the distribution of questionnaires filled out by randomly selected respondents. Furthermore, the author uses the SPSS version 22 application as a data processing tool. The results of the study, after going through the data analysis process, obtained the results that work motivation has a significant and strong influence on employee performance, namely with a determination coefficient value of 39.2% and leadership style has a significant and strong relationship with employee performance, namely with a determination coefficient value of 45.4%. Both variables have a significant influence on improving employee performance, namely with a coefficient of determination of 45.4%, and the other 54.6% comes from other factors not examined in this study. The results of the analysis also obtained a regression equation: Y=12.693+0.069X1+0.737X2. The company must pay close attention to employees and the company if it is more consistent and continues to develop in all lines so that employee work results can increase and be able to increase employee loyalty to the company.

THE IMPACT OF HUMAN RESOURCES MANAGEMENT PRACTICES ON TURNOVER INTENTION THROUGH EMPLOYEE LOYALTY: EVIDENCE FROM THE BANGLADESH ICT INDUSTRY

Given the challenging difficulties the ICT sector is facing, actual staff turnover has become a significant problem for the sector due to its detrimental effects on ICT performance, sustainability, and growth as well as the inability to satisfy customer’s expectations. The current study is a survey of the literature that attempts to theoretically examine the causes of employee turnover intention using the social exchange theory. This theoretical examination revealed several significant research needs. Human resources management practices, for instance, are crucial to the success of ICT because they improve employee’s attitudes and behaviors, but there hasn't been enough research done to fully understand how these policies affect the likelihood that people will leave their jobs. There is theoretical support for the claim that good HR practices increase employee loyalty, which can significantly increase the person's commitment to their employer and reduce their turnover intention. In other words, employee loyalty might operate as a buffer between HR management practices and plans for high employee turnover.

중소기업 리더십 유형이 직원몰입을 매개로 조직구성원의 이직의도에 미치는 영향

Human resource development of a company is a factor for the sustainable survival of a company and is recognized as an important source that determines the success or failure of the company. However, most SMEs are experiencing negative consequences from the departure of organizational members, which causes difficulty in human resource development for SMEs.
 Therefore it is necessary to identify the variables that affect the turnover intention of SME workers. In this study 321 data were analyzed through convenience sampling for SME organizational members, and the following research results were derived by confirming the structural relationship between variables of transformational, empowering, authentic leadership, employee commitment, and turnover intention. First it was found that transformational, empowering, and authentic leadership did not directly affect turnover intention. Second, it was found that employee engagement showed a positive (+) relationship with transformational, empowering, and authentic leadership, a negative (-) relationship with turnover intention, and mediated the relationship between leadership and turnover intention. Third, among the models explaining the relationship between each leadership, employee commitment, and turnover intention, the research model of transformational leadership, employee commitment, and turnover intention was found to be the most effective in increasing employee commitment and lowering turnover intention. This study is an empirical study comparing how transformational, empowering, and authentic leadership affect employee engagement and turnover intention of SME organizational members, and what the actual utility of leadership through employee engagement is by leadership type. Based on the above findings, academic and practical implications are presented.

Servant Leadership Model: Studi Kasus pada Dinas Kependudukan Provinsi Jawa Timur

This study aims to analyze and describe the servant leadership model that is applied in the work environment of the East Java Provincial Population Service. A qualitative case study design was chosen for this study. The reason for considering case studies is that servant leadership is a single concept to be explored as a process. Three types of qualitative data collection were carried out: in-depth interviews, open interviews, direct observation, and written documents. Based on the results described above, it can be concluded that the servant leadership that is applied to East Java dispenduk refers to the concept of Spears (2004) which adheres to 10 principles of leadership namely, 1) community building, (2) persuasion and (3) stewardship, (4) ) listening, (5) empathy, (6) healing, (7) awareness, (8) commitment to the growth of people, (9) foresight and (10) conceptualization. Servant leadership illustrates the belief that organizational goals will be achieved in the long term only by first facilitating the growth, development, and general well-being of the individuals who make up the organization. Therefore, servant leadership is a leadership style that must be embraced by today's organizations to increase employee loyalty, commitment, and performance.

Culture meets commitment: how organizational culture influences affective commitment

PurposeOrganizational culture has been identified as an important factor in increased employee commitment. Particularly during a shortage of skilled workers, commitment is a meaningful indicator of higher loyalty and retention. However, limited research has studied the relationship between organizational culture and commitment from a global perspective. Most research focuses on specific aspects of culture and examines the aspects' effects on commitment separately. The author's objective is to identify influential organizational culture's dimensions and assess dimensions' relationship to commitment holistically.Design/methodology/approachFor this purpose, the author analyzed a data set with 241,648 participants from 9 industries in Germany. The survey captures individual attitudes toward certain aspects of organizational culture and assesses workers' commitment to their organizations.FindingsThe results of a linear regression show that all cultural dimensions considered, namely transformational leadership behavior, team cohesion, compensation, fairness and caring attitude, if well-developed, positively and significantly influence organizational commitment. Interestingly, team cohesion has the greatest effect on commitment, followed by transformational leadership behavior, compensation, caring attitude and fairness.Originality/valueThis paper aims to examine the relationship between organizational culture and commitment holistically, thereby revealing which aspects of corporate culture are particularly important for increasing workers' commitment.

Analisis Pemeliharaan Sumber Daya Manusia Kesehatan (SDMK) di PT Tirta Medical Indonesia


 Maintenance of human resources is very important for every company, because besides aiming to maintain human resources it can also increase employee dedication, discipline and loyalty. Maintenance of human resources will protect workers from work accidents and maintain harmonious communication between human resources. The type of research used in this research is qualitative type research and the approach used in this research is a deductive approach, where the informants provide explanations about the principles of learning content, then explain them in the form of their application or examples in certain situations. The purpose of this study was to determine the procedures for carrying out the maintenance of human resource management at PT. Tirta Medical Indonesia. From the results of this study it can be seen that PT. Tirta Medical Indonesia has implemented good work maintenance methods and in accordance with the theory of Drs. H. Melayu S. P Hasibuan which includes effective communication between companies and employees, providing fair incentives, paying attention to employee welfare, occupational health and safety and conducting Pancasila industrial relations. The author suggests that PT. Tirta Medical Indonesia must continue to be able to maintain and improve the maintenance of better Human Resources in order to increase employee loyalty and performance.
 Keywords: Maintenance, Employees, Methods, Human Resources

ФОРМИРОВАНИЕ И ПОДДЕРЖАНИЕ ЛОЯЛЬНОСТИ МЕДИЦИНСКОГО ПЕРСОНАЛА

To analyze the areas of formation and maintenance of loyalty of the staff of medical institutions, a survey of employees of organizations was conducted according to the L. Porter loyalty questionnaire and the eNPS methodology.
 The study showed that in the organizations under consideration, an average level of loyalty was formed, relying in most cases on the emotional component. To maintain the existing situation, a systematic assessment of loyalty and satisfaction of personnel is required. With a general positive attitude of employees towards the organization, sharply negative assessments were identified, which is a potential problem area.
 Staff loyalty is associated with such advantages of the organization as comfortable working conditions and the prestige of the organization, which gives a competitive advantage in the employer market. The results of the study made it possible to formulate a number of practical recommendations for maintaining and increasing employee loyalty in the organization.

The The Impact of Working Environment on Employee Loyalties with Job Satisfaction as an Intervening Variable

In this dynamic era, maintaining loyal and qualified human resources is a step to increase company productivity in order to achieve set goals. Many factors affect employee satisfaction, one of which is job satisfaction. Maintaining employee loyalty by increasing the level of job satisfaction is done by creating a conducive and positive work environment. The work environment includes the physical environment, psychological environment, and social environment. This study aims to determine the effect of the work environment on employee loyalty with job satisfaction as an intervening variable. The method used in this research is review with 20 articles. Based on the results of this study, the work environment has a strong influence on employee job satisfaction. A work environment that can make employees develop optimally with appropriate rewards can increase worker satisfaction. Employee satisfaction is very influential in increasing employee loyalty to the company. Employees with high levels of satisfaction will give their energy and time for the success of the organization.

What determines employees’ job satisfaction and loyalty? Evidence from Vietnamese enterprises

Job satisfaction and loyalty of employees are key determinants for the sustainable development of the business. This study specifies factors that influence employee loyalty with employee happiness serving as a mediator. The sample survey involved 369 employees in different industries in Vietnam. The empirical results show that wages, benefits, working conditions, training, promotion opportunity, workplace relationship, and autonomy at work positively affect both employee satisfaction and loyalty. Our study complements the literature by providing firms with strategies for fostering a supportive environment that would further increase employee loyalty and contribute to the successful sustainability of organizations with satisfied employees.