Indonesian Employees Research Articles

DAMPAK KEBERAGAMAN DEMOGRAFIS TENAGA KERJA TERHADAP KINERJA KARYAWAN DI PT XYZ

Abstract-There are already many employees in Indonesia who support diversity in their companies, yet still many work environments in companies are homogeneous. Not much research has been conducted on the workforce demographic diversity in Indonesia and there have not been many studies on diversity in Indonesia that have explored many dimensions. This study aims to examine the effect of workforce demographic diversity on employee performance at PT XYZ. The dimensions used for workforce demographic diversity are age, gender, education, religion, and ethnic. This research was conducted using a quantitative method. The proportionate stratified random sampling technique was used to determine the sample in this study. The number of respondents used in the study amounted to 178 respondents. The data analysis technique used is simple regression analysis. In the research that has been done, the results show that demographic diversity affects the performance of employees at PT XYZ The results showed that the demographic diversity of the workforce had an effect of 29.5% on employee performance. The implication that can be used by companies based on the results of this study is to apply justice in every company activity and start applying an inclusive culture. Further research can explore more about types or dimensions of diversity.
 Keywords: Diversity; Demographic; Performance

Diversion of Corruption Eradication Commission of The Republic of Indonesia Employees To State Civil Apparatus

Introduction: This article analyzes the regulation legislation related to the transition of employee Commission Eradication Corruption (CEC) became Apparatus Civil State (ACS). Based on the mandate of the CEC Law, it assesses CEC employees through National Insight Test (NIT) to measure integrity, neutrality, and radicalism, on March 18 until 09 April 2021 against thousand three hundred and fifty-one CEC employees. However, the implementation of NIT reaped the pros and cons.Purposes of the Research: This study aims to analyze the validity test outlook nationality in the transfer of employee status Commission Eradication Corruption Becomes Apparatus Civil State and employee status Commission Eradication Corruption that does not pass the test outlook nationality based on regulation legislation.Methods of the Research: The method used in the study is method research law normative with analysis data descriptive-prescriptive, using approach statutes and conceptual approach.Results of the Research: The results of the research show the validity of NIT already based on Constitutional Court Decision Number: 34/PUU-XIX/2021, Law Number 19 of 2019, Law Number 5 of 2014, Government Regulation No. 41 of 2021, Supreme Court Decision Number 2 P/HUM/2020, Regulation of the Minister of Administrative Reform and Bureaucratic Reform of the Republic of Indonesia Number 61 of 2018, and CEC Regulation Number 1 of 2021. The status of CEC employees who do not pass the NIT is terminated based on CEC Decree Number 1354 of 2021. The study concludes that it results from NIT already corresponding Supreme Court decision Number 34/PUU-XIX/2021, and Law Number 19 of 2019 concerning the CEC. The Recommendation for this study is National Insight Test should be more transparent, consider the Constitutional Court's decision, and direct the president.

Effectiveness Of Indonesian Sharia Banks With Islamic Values Using Data Analysis Envelopment Method

This study discusses the relationship between the effectiveness of company performance and the value of worship in the company with the benchmark used is Return on Assets and several variables related to prayer. In this case, the authors make samples are Indonesian Islamic Commercial Banks. The purpose of this study is to discuss the relationship between the value of worship with increasing company performance. The research analysis uses the Research Data Envelopment Analysis methodology and the Islamic values of Indonesian Islamic Banks. The data used is the financial statements of Indonesian Islamic Commercial Banks with two input and output variables. This method is basically a linear programming technique based on nonparametric approach, which works by identifying entities whose inputs and outputs have not been evaluated. The level of reflexivity shows that the congregational prayer conditions for Bank Syariah Indonesia employees are going well. This can be seen based on the reflexivity score in 2019 of 72.2%, then decreased in 2020 to 60%. This is due to the Covid-19 outbreak that hit Indonesia in early 2020. Then in 2021, the value of worship in this company again rose to 76.5% in line with normal conditions after the covid pandemic that hit in 2020. The value of prayer tends to has a big effect on increasing the effectiveness of the company's performance Seen from the input variable at Bank Syariah Indonesia.

Demystifying employee co-creation: optimism and pro-social behaviour as moderators

PurposeThe human side of the job demands–resources (JD-R) model was this study's focus, examining job resources' impact on employees' co-creation intention. It considered employee satisfaction, engagement (vigour, absorption and dedication) and self-construal affect as mediators, with optimism and employee pro-social behaviour as moderators.Design/methodology/approachIn total, 214 responses from a survey questionnaire among service employees in Indonesia and Singapore were analysed with the partial least squares (PLS) method. Moderation and mediation analyses used multi-group analyses and bootstrapping.FindingsMost job resource indicators were found to be significant antecedents of employee co-creation intention. Optimism and pro-social behaviour significantly moderated the relationships between job support, vigour and absorption. A partial mediation effect was evident in the employee satisfaction–engagement relationship. Employees' self-efficacy and self-construal affect had a higher influence on employee co-creation intention than satisfaction or engagement.Research limitations/implicationsThe study considered only job resource-based indicators of the JD-R model and not those based on job demands. The moderation effect in the optimism–pro-social behaviour relationship considered job support but not interpersonal relationships and job autonomy.Practical implicationsThe study's findings would assist practitioners to motivate employees' co-creation intention through job resources and the employees' self-assessed emotions, such as optimism, pro-social behaviour and self-construal affect.Originality/valueThis study relates the JD-R model's job resources to service employees' co-creation intention, considering self-assessed emotions as mediators, while applying optimism and pro-social behaviour as moderators.

A Conceptual Framework For Employee Performance In The Islamic Hospitality In Indonesia

Background – There are pressures experienced by Islamic hospital employees in Indonesia who are exposed to negative workplace gossiping and toxic leadership has an effect on the performance of Islamic hospital employees in Indonesia. These problems can be minimized by applying an Islamic work ethics in order to improve the employees performance of Islamic hospital in Indonesia.
 Purpose – The purpose of this study was to determine the performance of employees at the Indonesian Islamic Hospital.
 Design/ Methodology/ Approach – This study uses the COR basis in analyzing phenomena and research findings. The population of this study was medical staff throughout the Indonesian Islamic Hospital. The number of samples was determined using the Isaac equation table so that a total sample of 300 respondents was obtained. Retrieval of data using questionnaires that are distributed online. Measurement data uses answers Strongly Agree, Agree, Netral, Disagree, Strongly Disagree, with a rating scale of 1 to 5 Data processing uses the SMART PLS3 application.
 Findings – The findings of this study revealed that staff performance at the Indonesian Islamic Hospital is significantly impacted by toxic leadership negative workplace gossiping, and islamic work ethics. This can be seen from the results of the discriminate validity test and the final results of Smart PLS3 data processing.
 Conclusion – The study's findings are consistent with another study that found that Indonesian Islamic Hospital employees perform better when they adhere to islamic work ethics has a significant positive effect on Employee Performance. Meanwhile, toxic leadership and negative workplace gossiping significant negative effect on employee performance at the Islamic Hospital in Indonesian.
 Research Implication – The results of this study are expected to be input for managers in Islamic Hospitals in Indonesia, especially knowing the effect of Islamic work ethics, Toxic Leadership, Negative Gossip in the Workplace on employee performance as an intervening variable, becoming learning material and applying knowledge in the field of management, especially in the field of management of human resources and can be an additional reference for further research and as a consideration for Islamic Hospitals in Indonesia which are facing similar problems.
 Research Limitations – The results of this study can be an opportunity for further research development by focusing on more specific target respondents and adding variables that have a role in Islamic work ethics, toxic leadership, and negative workplace gossiping to improve employee performance at the Indonesian Islamic Hospital.

EXAMINING THE MEDIATING ROLE OF DIGITAL CULTURE ON DIGITAL TALENT IN THE TELECOMMUNICATION SECTOR

The digital era is an era that cannot be avoided anymore. This era is characterized by the development of technology and the rapid flow of information. This digital transformation means that employees must have digital skills to adapt to the times. PT Telkom Indonesia Tbk (Telkom), the largest telkom company in Indonesia, also faces challenges in preparing digital talent that suits the company's needs in the future. One of these challenges is the existence of a talent war that results in each company having to be able to compete. The purpose of this study is to identify the characteristics of digital talent and analyze the influence of HR management, digital literacy, HR risk, digital leadership, and digital culture on PT Telkom Indonesia's digital talent. This study uses primary data obtained from 140 respondents of PT Telkom Indonesia employees from 14 work locations of digital talent employees. The method used in this research is Structural Equation Modeling - Partial Least Square (SEM-PLS) analysis. The results of this study indicate that HR management, digital literacy, HR risk, digital leadership, and digital culture affect digital talent. Then, digital culture can mediate HR management, digital literacy, HR risk on digital talent. Meanwhile, digital culture does not successfully mediate digital leadership. The managerial implication of this research is that companies are expected to know the factors that form digital talent so that companies can prepare the right methods in managing digital talent.

PUBLIC RELATIONS STRATEGY IN ISSUE MANAGEMENT CUSTOMER SERVICE AT iBOX INDONESIA OUTLETS

Issue emerged at iBox Indonesia in 2020 after a video from content creator @julio.ioio on TikTok became viral. The issue regarding bad service that Julio experienced since he was putting on flip-flops while visiting the retailer. This incident feared to affect the reputation of PT Erajaya Swasembada, Tbk. as the holding company of iBox. This research aims to identify the public relations strategy of PT Erajaya Swasembada, Tbk in issue management of bad consumer service by iBox Indonesia employees. This research uses the qualitative descriptive with case study method. Data were obtained from the structured interviews with two participants and two informants. The results showed that PT Erajaya Swasembada, Tbk implemented management issue strategy started with media monitoring, Forum Group Discussion (FGD), pooling of opinion. The company analyzes the right public relations strategy and responds to issues through adaptive change strategy. The issue of handling the programs is divided into service and marketing communication program, however the evaluation could not be done systematically because Corporate Communication did not involve and did not involve much external parties either. PT Erajaya Swasembada, Tbk demonstrated a management issue program focused on the service quality provided for consumers. The company is able to maintain public trust and shows that they are serious in dealing with the issues for convenience and customers satisfaction to keep high reputation.

The Influence of Job Satisfaction, Distributive Justice and Affective Commitment to Organizational Citizenship Behavior (PKO) in Islamic Bank Employees in Indonesia

The Influence of Job Satisfaction, Distributive Justice and Affective Commitment to Organizational Citizenship Behavior (PKO) in Islamic Bank Employees in Indonesia

The Performance of PT TA Assets Indonesia Employees is Influenced By The Provision of Salaries Through Job Satisfaction

The purpose of this study was to analyze and determine the positive and significant effect of salary on employee performance through job satisfaction as an intervening variable at PT. TA Asset Indonesia. The subjects in this study were all employees of PT. TA Asset Indonesia using a quantitative approach method. Meanwhile, to analyze the pattern of relationships between variables in this study using path analysis with the aim of knowing the direct or indirect effect of a set of independent variables on the dependent variable. The results of this study state that there is a direct influence between salary on employee performance at PT. TA Asset Indonesia with going through job satisfaction.

Pengaruh Gaya Kepemimpinan, Kompensasi, Motivasi dan Disiplin Kerja terhadap Kinerja Karyawan PT Jinheung Electric Indonesia di Era Pandemi Covid-19

This research was conducted and carried out to determine the effect of leadership style, competence, motivation and work discipline on the performance of employees of PT Jinheung Electric Indonesia in the era of the co-19 pandemic. The next objective is to find out the company's actions in improving the performance of PT Jinheung Electric Indonesia's employees in the era of the co-19 pandemic, and the final goal is to find out the concepts used to improve the performance of PT Jinheung Electric Indonesia's employees in the era of the co-19 pandemic. This type of research is quantitative, which means the data used for the population and research sample. The population used is all employees who work at PT Jinheung Electric Indonesia, totaling 250 employees as the research population because it is a place where researchers work and there are still many problems related to the work productivity of its employees. The technical data collection applied and carried out in this study was carried out through observation, questionnaires and other methods. The data analysis methods used in data processing in this study include instrument testing, classical assumption testing, multiple linear regression analysis, and hypothesis testing.

Pengaruh Lingkungan Kerja Dan Disiplin Kerja Terhadap Kinerja Karyawan

<p align="justify">This study aims to determine the effect of work environment and work discipline on employee performance of PT Horiguchi Engineering Indonesia. The research method used is a quantitative survey method with descriptive and associative research types. This study uses primary data, by distributing questionnaires to employees of PT Horiguchi Engineering Indonesia as respondents. The sampling technique used in this research is the sampling technique using the probability sampling method, namely the simple random sampling technique with a total sample of 46 respondents. The dependent variable is employee performance at PT Horiguchi Engineering Indonesia, while the independent variable is the work environment and employee work discipline. Based on the F test, the results of this study indicate that the work environment and work discipline have a positive effect on the performance of PT Horiguchi Engineering Indonesia's employees</p><p><strong>Key words:</strong> Work Environment, Work Discipline, Employee Performavance</p>

The Correlation of Conflict and Work Environment on Productivity Which Influence Employee Performance (Study Case on PT. Syntronic Indonesia Employee)

This study aims to determine the effect of conflict and work environment on the productivity of PT. Syntronic Indonesia's employee performance. The total population in this study was 89 people with the determination of the number of samples using the Slovin formula which resulted in 80 respondents. This study uses an analysis of the Structural Equation Modeling (SEM) model to determine how much influence the independent variable has on the dependent variable through the intervening variable, carried out using the Lisrel 8.8 program. The test of this research succeeded in concluding that the negative and significant effect of conflict on the performance of the employees of PT. Syntronic Indonesia. This means that the higher the conflict, the lower the employee's performance. There is a positive and significant effect of the work environment on the productivity of employee performance, meaning that the better the work environment, the higher the productivity of employee performance. For the Productivity variable, it becomes a mediator between the work environment variable and the employee performance variable. While the productivity variable is not a mediator between the conflict variable and the employee performance variable.

The Effect of Discipline and Career Development on Organizational Citizenship Behavior (OCB) and Its Implications on Performance

This study aims to analyze and test whether there is influence of work discipline and career development on the performance of employees of PT. NOK Indonesia. Work discipline is an attitude of willingness and willingness of a person to obey and comply with the regulations that apply around him (Singodimedjo, 2002). Career development affects employee performance, where career development is a formal approach taken by the organization to ensure that employees with the right qualifications and experience are available when needed. This type of research is to use a quantitative research type, the population of NOK Indonesia employees and a sample of 83 employees. This study uses the Structural Equation Modeling (SEM) analysis model to determine how much independent influence the dependent variable has through the intervening variables, carried out using the Lisrel 8.8 program. The research results show that Discipline has no significant effect on Organizational Citizenship Behavior (OCB). Career development has a significant effect on Organizational Citizenship Behavior (OCB). Discipline has no significant effect on performance. Discipline has a significant effect on performance. Organizational Citizenship Behavior (OCB) has a significant effect on performance. Discipline and career development have a significant effect on Organizational Citizenship Behavior (OCB). Discipline and career development, and Organizational Citizenship Behavior (OCB) have a significant effect on performance. Discipline can improve performance both directly and indirectly. And career development can improve performance directly and indirectly through Organizational Citizenship Behavior (OCB).

Workplace Romance: Examining Romance Motives and Organization Policies in Indonesia

The research aimed to predict a person’s intention to have a romantic relationship at work, seen from the motives (love and work) and types of policies (strict, warning, no policy) that existed in the company. Romance in the workplace was a common phenomenon in organizations, but this behavior was still considered sensitive to be investigated in Indonesia. In total, 268 Indonesian employees aged 20-40 years who worked at least six months in a company participated in the 2x3 factorial experimental vignette method, and for data analysis, it used repeated measured ANOVA. The research results have found that several types of company policies determine a person’s intention to have romance at work. The stricter the rules and the heavier the punishment, the less likely a person will engage in romance at work. However, on the motive, it is found that there is no difference between the types of motives and one’s intentions in a workplace romance. Finally, the interaction between motives and policies is not significant enough to predict a person’s intention to engage in romance at work. Therefore, it can be concluded that in Indonesia, the implementation of policies still has an essential role in reducing the negative impact of romance in the workplace. Other variables can still be included for future research to see the factors influencing a person’s intentions in workplace romance.

Quarantine Repatriation Program and its Impact on Hotel Employees in Indonesia

The Covid-19 pandemic has had a profound and unanticipated impact on the hospitality business globally. In particular, employees who work in quarantine repatriation programs face detrimental challenges during the pandemic, which may result in well-being crises. This study explores employees' fear of Covid-19, mental health, and intention to leave the hotel when the repatriation program was conducted in Indonesia. 82 repatriation hotel employees were examined through an online questionnaire to assess the study framework. This study found that employees' fear of Covid-19 significantly impacted employees’ mental health, and mental health strongly affected employees’ turnover. However, the turnover intention was not correlated with employees’ fear of Covid-19. While only a few studies have been discussed for this program, these findings contribute to tourism and hospitality studies in the context of quarantine repatriation programs provided by the government during pandemics. Hotel managers urgently need to implement sustainable encouragement programs to reduce employee mental health issues to mitigate anxiety, depression, and stress.

The Influence of Job Insecurity and Job Engagement on Employee Job Performance in The Public Sector of Central Java Province During the Covid-19 Pandemic

In all sectors, the Covid-19 Pandemic has brought forth devastating effects. The epidemic was contained by the authorities when it first appeared in Indonesia in March 2020. Episodes of restrictions on community activities appear in various versions. Starting with Large-Scale Social Restrictions (PSBB), Transitional PSBB, and Imposition of Emergency Community Activity Restrictions (PPKM), to what is still in effect today, namely the Four-Level PPKM policy. This policy impacts the implementation of activities in organizations, both government and private. Various changes that have occurred as a result of the Covid-19 Pandemic require adaptation to changes in the work system. Changes in the work system and the conditions of the Covid-19 pandemic have had an impact on various employee behaviors. Employees of the Public Sector in the province of Central Java were the subject of this study. Public sector Central Java Province is the work unit with the most employees in Indonesia, with a total of 1,379 employees out of a total of 16,230 employees throughout Indonesia. The selection of the research locus in Central Java Province was based on Indonesia’s third-highest number of COVID-19 cases. From the data obtained by filling out the questionnaires, of the 1379 target population, 342 respondents with various sample characteristics were filled in. In this study, general characteristics included include gender, age, length of work, and education. Since the resultant SEM model does not match the data, according to the data analysis findings using PLS, we cannot interpret the model in accordance with the study framework. In order to guarantee that the model fits the data, more analysis is required.

PENGARUH KOMPENSASI, MOTIVASI KERJA, DAN LINKUNGAN KERJA TERHADAP KINERJA KARYAWAN (Studi pada PT. Kereta Api Indonesia Di Surakarta Cabang Solo Balapan).

The purpose of this study is to examine the impact of compensation, motivation, and working conditions on the employment of PT Kereta Api Indonesia employees in Surakarta's Solo Balapan district. This survey's methodology is quantitative, with a sample size of 37 respondents. Data collection methods using slow, steady pengisian angkets. The analysis was conducted using the SmartPLS 3.0 application, and the results showed that the variable compensation did not significantly and positively affect the karyawan's work. Variable work motivation has a positive and significant impact on an employee's career path. Positive and significant change in the working environment has an impact on the employee's job performance. 

The Impact of Transformational Leadership, Organizational Culture, and Employee Engagement on Employee Performance at Indonesia’s Flight School

Culture has an essential role in an organization, where culture will reflect behavioral processes that have values, beliefs and habits that influence individual attitudes in the organization. This study aims to explore the influence of the role of transformational leadership, organizational culture, and employee engagement on employee performance. The research was conducted in 2022 involving 192 flight school employees in Indonesia. This quantitative research using the Structural Equation Model (SEM) method. The results of the study show that transformational leadership contributes to improving organizational culture and employee performance. Then organizational culture can strengthen employee engagement with the organization and improve employee performance. Employee engagement is also considered capable of improving employee performance. The resulting managerial implications are organizations must be able to choose leaders who are optimistic about the future of the organization, able to provide new insights in completing work, and have self-confidence and capability in their work. Then the organization can apply a culture that is in accordance with organizational goals, and the organization must have a realistic and vision and mission obviously, so that with this clarity employees are able to provide the best performance results for their organization

The Performance of Technology Industry Startup Employees In The Digital Era In Indonesia

This study is aimed at testing the influence of motivation and organizational climate on employee performance through job satisfaction and employee attachment as mediating variables. This study uses a quantitative approach that highlights the relationship or influence between research variables and tests hypotheses, using primary data collected using the survey method through questionnaires with a liker scale of 1 to 5. The population in this study is Digital Startup Employees in Indonesia. The study sample numbered 265 people. Data analysis was carried out using descriptive statistical analysis and inferential statistical analysis (Structural Equation Modeling (SEM) using the Lisrel 8.80 program. The results showed that motivation, organizational climate, job satisfaction, and employee attachment had a positive and significant direct influence on job satisfaction; Motivation and organizational climate have a significant positive influence on job satisfaction and employee engagement. Job satisfaction and employee engagement as mediating variables increase the relationship between motivation and organizational climate to employee performance.

Intensity of the creative economy agency and partnership in empowering micro and small enterprises

Purpose ─ This paper analyzes the determinants of micro and small enterprise company performance and its employees in Indonesia using a data set covering 2010 – 2019. Method ─ This study uses the robust estimation of the panel data regression method to estimate an alternative least squares regression that does not require strict assumptions and is not sensitive to outliers. Findings ─ The study's findings are as follows: 1) Improving resources, markets, entrepreneurs, and institutions has different impacts on business performance and workers' compensation due to the complexity and size of businesses, 2) The formal education of micro and small business entrepreneurship and institutionalization of partnerships have improved workers' compensation but not business performance, 3) Improving resource access, market orientation, and policies indirectly implemented by the Creative Economy Agency have improved business performance but not workers' compensation. Therefore, programs aimed at enhancing productivity of entrepreneurs and workers through partnerships are a key factor in improving the competitiveness of micro and small enterprises. Originality ─ Four determinants of the business environment of micro and small enterprises were analyzed to determine their impact on entrepreneur and worker performance, in order to identify the key factors contributing to the successful empowerment of these businesses.