Indonesian Employees Research Articles

The influence of green quality of work life, green employee engagement, and green rewards on green employee retention in SME employees

One of the biggest challenges for employers is retaining employees, who are crucial for enhancing company performance, especially in SMEs. This research aims to determine the influence of Green Quality of Work Life, Green Employee Engagement, and Green Rewards on Green Employee Retention. The study employs a quantitative approach, sampling 204 SME employees in Indonesia, determined using the Slovin formula with a 7% margin of error. Quota sampling techniques and questionnaires distributed via Google Forms were used for data collection. The analytical tool used is SEM PLS version 4, incorporating validity and reliability testing, Fornell-Larcker Criterion, Heterotrait-Monotrait Ratio, and hypothesis testing, with responses measured on a 5-point Likert scale. The results indicate that Green Quality of Work Life does not significantly affect Green Employee Retention. However, Green Employee Engagement and Green Rewards have a significant impact on Green Employee Retention. The theoretical contribution of this research lies in the application of financial motivation theory, particularly regarding the lowest mean of the first indicator. This theory could be valuable as a moderator in future research models. Practically, the study suggests that increasing salaries and providing knowledge and training as forms of additional expertise can enhance employee retention.

The Effect of Workplace Incivility On The Performance of Manufacturing Industry Employees: The Moderating Effects Of Collectivism Culture and Passive Leadership

The manufacturing industry in Indonesia is an important sector in the national economy. However, this industry is also faced with various challenges, one of which is incivility in the workplace. This discussion aims to observe the impact Workplace Incivility at the achievement of manufacturing industry employees in Indonesia with the moderating variables of collectivism culture and passive leadership. This research apply quantitative discussion techniques. Data was collected with surveys implementing questionnaires and literacy research. Data that was been obtained is then carried out using observations a regression test with SPSS program. The findings of the discussion show this Workplace Incivility has a negative influence on the performance of manufacturing industry employees in Indonesia. In addition, a culture of collectivism and passive leadership moderates the relationship among Workplace Incivility also employee performance.

Increasing Employee Job Performance, the Effects of Perceived Organizational Support and Transformational Leadership, Mediated By Work Engagement

Rapid developments in the financing industry sector in Indonesia have created a dynamic and challenging business competition. Sustainable business growth is one crucial achievement that is a point of competition between finance companies. Therefore, the optimal job performance of each employee is a significant factor. Previous studies has shown a connection between job performance with variables such as POS, transformational leadership, and work engagement in other industrial sectors. This study was aimed at analysing the influence of said variables among finance company employees in Central Jakarta and South Jakarta. The research was conducted in quantitative methods with primary data collection using questionnaires. The sample was taken using a purposive sampling technique, with a total of 250 respondents who are employees of finance companies in selected areas. Data analysis used the Structural Equation Model (SEM) with AMOS version 22 software and the Sobel Test to calculate the effects of each variable and its connection. This research results show that POS and transformational leadership have a positive influence on the job performance of finance company employees in Indonesia. It was also revealed that work engagement does have a mediating role in the relationship between the previous variables and job performance. In this context, the study indicates that factors from within and outside employees, such as POS and transformational leadership, play a role in improving their job performance by also increasing work engagement.

The Influence of the Human Resource Information System ( HRIS), Organizational Culture, Financial Incentives, and Flexible Working Space (FWS) On Employee Performance (Survey of PT Cloud Hosting Indonesia employees)

This research is a study to examine the application of Human Resource Information System (HRIS), Organizational Culture, Financial Incentives and Flexible Working Space (FWS) on employees of PT. Cloud Hosting Indonesia. Specifically, the purpose of conducting research at PT Cloud Hosting Indonesia is to find out management practices in applying the concepts of HRIS, Organizational Culture, Financial Incentives and FWS along with their influence on Employee Performance, especially for employees of PT Cloud Hosting Indonesia. The scope of this research will measure the relationship between research variables both dependent variables and independent variables using quantitative methods, namely multiple linear regression methods. In this study, a research sample was taken from employees of PT Cloud Hosting Indonesia and obtained a total of 60 respondents with a sampling method using a questionnaire distributed to all employees at PT Cloud Hosting Indonesia. The results of respondents' responses from the questionnaire were processed so that the results obtained that the HRIS variables, Organizational Culture, Financial Incentives and FWS, all have a relationship between variables and a significant influence on employee performance variables at PT. Cloud Hosting Indonesia.

Job Stress Evaluation of Private Banking Employees in Indonesia through the Job Demand-Control Support Model and the Effort-Reward Imbalance Model

Job Stress Evaluation of Private Banking Employees in Indonesia through the Job Demand-Control Support Model and the Effort-Reward Imbalance Model

The Impact of Grit on Job Performance with Motivation as a Mediator: Evidence from Automotive Sales Employees in Indonesia

The Impact of Grit on Job Performance with Motivation as a Mediator: Evidence from Automotive Sales Employees in Indonesia

Individual Factor Predictor and Organizational Factor Predictor to Detect Potential Corrupt Behaviour

KPK known as an institution that eradicates corruption, they receive reports of indications of corruption and conducts arrest operations (OTT) to be followed. This shows that corruption occurs every day, and this act of corruption will not be able to be eradicated if it only relies on KPK. Efforts are needed from each individual organization in preventing corruption from occurring. This research examines individual factors (flexing, life style and love of money) and organizational factors (internal control, whistle blowing, anti-fraud awareness, law enforcement and leadership style) which are expected to be predictors of someone behaving corruptly. This research using quantitative approach and the data was collected using a questionnaire which Indonesian employees as a respondents. After testing, it was found that flexing, lifestyle, love of money, internal control, whistleblowing and anti-fraud awareness were able to become predictive factors for someone to commit corruption. Thus, based on the results of this research, organizations can focus on designing policies and training / coaching programs to prevent corrupt behavior in employees.

The Roles of Family-Supportive Supervisor Behaviour, Work-Life Balance, Job Satisfaction, Motivation, and Job Performance Among Married Private Employees

Aim – This study investigates the effect of Family-Supportive Supervisor Behaviour (FSSB), work-life balance, job satisfaction, motivation, and job performance among married private employees in Indonesia. Methodology – Data collection was carried out online using Goole form. This study used a sample of 206 private employees who were married and worked for at least 3 years in Indonesia. Data was analysed using Structural Equational Model (SEM) with Lisrel 8.80 software. Findings – The result showed that FSBB, job satisfaction, and motivation, have a positive effect on job performance. FSSB also has a positive effect on motivation. Work-life balance and motivation also positively influence job satisfaction. Another finding showed that work-life balance has no effect on the performance of married private employees. Based on testing the indirect relationship, there are two mediating roles whose results are significant, namely motivation mediates the relationship between FSSB on job performance. In addition, job satisfaction mediates the relationship between motivation and job performance. Limitations – This research still has some limitations that need to be improved in the future. First, the survey only focuses on private sector employees. Second, this study uses respondents who are private employees, married, but limited to a minimum working period of 3 years and a minimum education of bachelor’s degrees. Third, based on regional distribution, most of the respondents work on the island of Java, especially in the Greater Jakarta area. Fourth, the variables used in this study only focus on five variables, namely FSSB, work-life balance, motivation, job satisfaction, and performance. Originality/value – The study contributes to literature that the family-supportive supervisor behaviours can increase motivation and job performance especially for among private employees who are married. When motivation increases, it affects satisfaction and job performance. Companies can also implement a work-life balance as an effort to increase job satisfaction.

Pengaruh Tata Kelola Syariah Terhadap Kinerja Bank Syariah Dan Kepatuhan Syariah

The aim of this research is to collect empirical data regarding the influence of sharia governance on sharia bank performance and sharia compliance at Bank Syariah Indonesia in Semarang City. Sharia compliance and governance are important components of risk management in Islamic banks. By providing guidance and supervision to sharia bank operations so that they consistently adhere to sharia principles, DPS plays an important role in maintaining sharia compliance. Sharia principles, sharia compliance, and observing sharia compliance are generally mandated for sharia banks. This research uses quantitative research methodology. The population of this research is Bank Syariah Indonesia employees who meet the specified requirements. The Slovin formula was used to determine the research sample, namely 36 people. Questionnaires were used to obtain data. In contrast, this research data analysis uses direct linear regression. The results of the first t test show that the tcount value is 5.870 > ttable of 1.688, the significant value is 0.000 <0.05, and the governance regression coefficient value is positive, namely 0.051. The results of the second t test show that the tcount value is 3.104 > ttable of 1.688, the significant value is 0.004 <0.05, and the governance regression coefficient value is positive, namely 0.046. Research findings show that sharia governance has a positive and significant impact on sharia bank performance and sharia compliance at Bank Syariah Indonesia in Semarang City.

Organizational Commitment and Job Satisfaction Towards Organizational Citizenship Behavior (OCB) Employees of PT Anugerah Sekuritas Indonesia

The objectives of this research are: 1) To determine and analyze the influence of Organizational Commitment on Organizational Citizenship Behavior (OCB) of PT Anugerah Sekuritas Indonesia employees. 2) To determine and analyze the influence of Job Satisfaction on Organizational Citizenship Behavior (OCB) of PT Anugerah Sekuritas Indonesia employees. 3) To determine and analyze the influence of Organizational Commitment and Job Satisfaction on Organizational Citizenship Behavior (OCB) of PT Anugerah Sekuritas Indonesia employees. The research method used is a quantitative method. The results of this research show that Organizational Commitment has a significant effect on Organizational Citizenship Behavior, the level of correlation relationship is very strong and is marked by a value of 82% indicating the positive contribution of Organizational Commitment to Organizational Citizenship Behavior and Job Satisfaction has a significant effect on Organizational Citizenship Behavior, the level of correlation relationship is very strong and marked with a value of 80.8% indicating a positive contribution from Job Satisfaction to Organizational Citizenship Behavior and Organizational Commitment and Job Satisfaction simultaneously influence Organizational Citizenship Behavior and marked with a value of 85.7% indicating a positive contribution from Organizational Commitment and Job Satisfaction simultaneous influence on Organizational Citizenship Behavior. This value increases when both variables are analyzed simultaneously (together).

The Effect of Organizational Ambidexterity, Innovation Capability and Leadership Competencies On Business Peformance Mediated Competitive Advantage In Software House Industry Employees In Indonesia

The purpose of this study is to find out the effect of organizational ambidexterity, innovation capability and leadership competencies on business peformance mediated competitive advantage. In order to maintain business continuity, the software house must be able to improve its business performance. While previous research identified factors that impact business performance in various sectors, this study focuses on how internal organizational factors are in the software house. This study uses a quantitative approach, where the variables to be observed are quantified through an operational definition process. Data of 540 respondents was collected from 18 large-scale software in Indonesia. There are 10 hypotheses developed and tested using structural equation modeling. The results showed that organizational ambidexterity, innovation capability and leadership competencies had a significant effect on business performance and competitive advantage showed a positive and significant mediation influence in the model. The results also provide specific measurement of competitive advantage in the software house industry, managerial implications and suggestions for further research.

Strategi Pengembangan Jangka Panjang Pada Koperasi Konsumen Karyawan Eccindo Indonesia Untuk Meningkatkan Kesejahteraan Anggota

This research discusses the long-term development strategy of the Eccindo Indonesia Employee Consumer Cooperative to improve member welfare through qualitative methods by means of interviews and surveys with employees and members of the Eccindo Indonesia Employee Consumer Cooperative. The analysis techniques used by researchers are SWOT and Porter's Five Forces Analysis. The aim of this research is to find out the long-term development strategy of the Eccindo Indonesia employee consumer cooperative to improve the welfare of members. It is hoped that the research findings will contribute to readers' understanding of the development of employee consumer cooperatives, as well as serve as a guide for efforts to improve members' welfare through long-term, sustainable strategies.

PT. XYZ. Indonesia: An Analysis of the Impact of Individual Characteristics on Job Satisfaction and Its Effect on Organizational Commitment

This study aims to ascertain how personal qualities and work-related factors affect organizational commitment in P.T. XYZ Indonesia City. 170 P.T. XYZ Indonesia City employees were given questionnaires to complete to collect the data. A questionnaire serves as the study's main source of data, and the distribution of questionnaires to respondents—or questionnaires that take the form of a series of written questions submitted to respondents and request written responses—is the study's data collection technique from P.T. XYZ Indonesia employees. The statistical research utilized the Amos application to process and evaluate the data using structural equation modeling (SEM). The authors employed this study's Structural Equation Model method for modeling and hypothesis testing. Structural Equation Modeling, or SEM, is a group of statistical methods that enables the simultaneous assessment of complex relationships. This study utilized two analysis methods: regression weight in SEM and confirmatory factor analysis, which determines which factors among a set of variables are the most important. Individual and job factors that affect the organizational culture of The P.T. are among the variables measured. Indonesia City is XYZ. According to the statistical test analysis, P.T. XYZ Indonesia City's organizational commitment is influenced by personal traits, workplace qualities and job pleasure.

The Influence of Motivation, Training and Communication on the Performance of PT Kereta Api Commuter Indonesia Employees at Tangerang Station

The basic principles of management are a decision-making process related to planning, organizing, directing and monitoring to achieve organizational goals. The aim of this research is to determine the effect of motivation, training and communication on the performance of PT Kereta Api Commuter Indonesia employees at Tangerang Station. The sample taken in this study was 60 people using non-probability sampling with a saturated sampling technique. Quantitative descriptive and verification are the analytical methods used in this research. Data collection techniques through questionnaires, observation, interviews and literature study. This research uses multiple linear regression data analysis. The results of this research are that motivation, training and communication have a positive and significant effect on employee performance both simultaneously and partially. The most dominant factor influencing employee performance at PT Kereta Api Commuter Indonesia at Tangerang Station is motivation. Therefore, companies must pay more attention to factors that can increase employee motivation.

Leading innovation in public sector: Exploring the mediating role of motivation to learn and the moderating role of power distance

Innovation is crucial for the performance, success, and long-term survival of organizations. Despite its importance, studies on factors influencing the emergence of innovative work behavior remain inconsistent. This study, grounded in the interactionist perspective of creativity theory, explores the role of motivation to learn as a mediator and Hofstede's national culture dimension of power distance as a moderator in the relationship between transformational leadership and innovative work behavior. The study sampled 210 public sector employees in Indonesia using convenience sampling. Data were collected through an online self-report survey, employing the multifactor leadership questionnaire, the innovative work behavior scale, the motivation to learn scale, and the power distance scale. Analysis conducted using the PROCESS macro for SPSS version 26 revealed that motivation to learn fully mediates the relationship between transformational leadership and innovative work behavior. However, power distance does not moderate this relationship, either directly or through the motivation to learn. This is due to the fact that the desire to learn and innovate remains effective regardless of hierarchical differences. Thus, no matter how authority is structured within the organization, the crucial factor for fostering innovation is the motivation to learn.

Correlation of Standard Operating Procedures and Work Environment to Employee Work Discipline of PT Ghania Creative Indonesia with Work Motivation as an Intervening Variable

This study aims to test and find out how the correlation of the application of standard operating procedures and work environment conditions to the level of work discipline of PT Ghania Creative Indonesia employees with work motivation as an intervening variable. This research uses quantitative research methods, with a correlation analytic approach. The population of this study amounted to 40 people and the sampling technique used total sampling technique, so the number of research samples became 40 people. This research data collection method uses a questionnaire / questionnaire method. The results showed that each independent variable partially had a direct effect on the level of employee discipline. Simultaneously, the application of the SOP and the work environment has a direct effect on the level of employee work discipline with a value of Fcount (5.527) > Ftable (2.87) with a significance level of 0.000. Furthermore, it has an R square value of 0.647 or 64.7% which means that as far as 64.7% there is a significant and direct influence of the application of SOPs and the work environment on employee work discipline together, while the other 35.3% are variables not examined in this study.

Pengaruh Motivasi Dan Displin Kerja Terhadap Kinerja Karyawan Pada PT Volex Indonesia Di Kota Batam

This study aims to investigate the effect of work motivation and discipline on employee performance at PT Volex Indonesia in Batam City. High motivation can increase the performance level of employees by encouraging them to achieve company goals and make a greater contribution. Good work discipline also plays an important role in creating an efficient and orderly work environment, so that employees can work effectively and efficiently. This research uses a descriptive type with a quantitative approach and collects data through questionnaires distributed to 156 respondents of PT Volex Indonesia employees. Data analysis techniques using data quality tests, classic assumption tests, influence tests and hypothesis testing. The findings of multiple linear regression analysis show that motivation has an influence of 50.6% on employee performance at PT Volex Indonesia in Batam City, while work discipline has an influence of 31.3% on employee performance at PT Volex Indonesia in Batam City. The findings of the analysis of the coefficient of determination (R2) state that motivation and work discipline explain 70.7% of employee performance at PT Volex Indonesia in Batam City. The results of the partial and simultaneous analysis of the hypotheses show that work motivation and discipline have a significant positive effect on the performance of employees of PT Volex Indonesia in Batam City.

Effect of role ambiguity and psychological safety on employees' innovative work behavior intention

The organization environment has low role ambiguity and high psychological safety so innovation can be an organizational advantage. This research used a quasi-experimental study using the Experiment Vignette Method (EVM), which aims to measure the effect of role ambiguity and psychological safety on employees' innovative work behaviour intention. The research instrument used a questionnaire distributed using Google Forms. Data collection was carried out using a purposive sampling method and obtained 262 marketplace employees in Indonesia. Independent manipulation variables were arranged as 4x2 comic strips with 4 variations of scenarios as well as measuring employee innovative work behaviour intentions using an innovative work behaviour intention questionnaire. Two-way ANOVA analysis shows that there is a significant effect of role ambiguity on employees' innovative work behaviour intention. In addition, employees with high psychological safety also show more intention to behave innovatively. This study also shows that there is an interaction effect between role ambiguity and psychological safety on employee innovative work behaviour intention.

THE INFLUENCE OF ORGANIZATIONAL CULTURE AND QUALITY OF WORK LIFE ON MOTIVATION AND ITS IMPLICATIONS ON EMPLOYEE LOYALTY

Management Study Program, Faculty of Economics and Business, Widyagama University Malang, "The Influence of Organizational Culture and Quality of Work Life on Motivation and Its Implications for Employee Loyalty (Study of PT. Kutai Timber Indonesia Employees)".Supervisor 1: Adya Hermawati, Supervisor 2: Soedjono M.M. This research aims to identify the influence of organizational culture and Quality of Work Life on employee motivation, as well as its implications for employee loyalty. A healthy organizational culture and good Quality of Work Life can act as crucial factors in building high motivation among employees, which in turn can form strong loyalty. This research method uses a quantitative approach by distributing questionnaires to 67 respondents, such as regression and path analysis, is used to evaluate relationships between variables. The research results show that a better work culture and quality of work life can increase motivation, a better work culture and quality of work life can increase loyalty, better motivation can increase loyalty, work motivation can be a mediating variable between work culture and loyalty, and quality of work life on loyalty.

Analisis Rentabilitas Untuk Mengukur Kinerja Keuangan Pada Koperasi Pegawai Republik Indonesia Universitas Negeri Makassar

A cooperative is a group, in which there is various collaborations exist to achieve common goals. The nature of the cooperative itself is a business, which is based on the principles of the people's economic movement and the principle of kinship. Profitability is an indicator for assessing the financial performance of an organization, in this case the Republic of Indonesia Employee Cooperative, Makassar State University (KPRI UNM). This research aims to determine the level of profitability of KPRI UNM for the five years 2018-2022. Data was obtained from the financial report of KPRI Makassar State University which was analyzed using the calculation formula for economic profitability, own capital profitability, and trend analysis. The research results show that the economic profitability and profitability of the capital owned by KPRI UNM during the five years 2018-2022 are each classified as unhealthy. Trend analysis shows that KPRI UNM during the five years 2018-2022 experienced a tendency to decrease remaining operating results.