This document summarizes a research study that examined the influence of organizational culture, work environment, and organizational commitment on organizational citizenship behavior and employee performance. The study used a quantitative descriptive approach with 60 respondents. Structural equation modeling was used to analyze the data. The results showed that organizational culture, work environment, and organizational commitment had a significant positive effect on organizational citizenship behavior and employee performance. Organizational citizenship behavior also had a significant positive effect on employee performance. In conclusion, factors like organizational culture, work environment, and commitment can impact employee behaviors and performance levels in organizations.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
The Relationship between Transformational Style and Organization Commitment w...inventionjournals
This research was done to know the relationship between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on officers. The subject of this research was 30 officers of Aparatur Sipil Negara (State Civil Services) and 30 officers of the non permanent employees (PTTPK) at Dinas PU Bina Marga of East Java. The instruments used were the scale of transformational style of leadership, the scale of organisation commitment, and the scale of Organizational Citizenship Behavior. The result of the research shows there is a significant correlation simultaneously between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on all officers viewed from the result of coefficient analysis shows value of F = 4,961 with p=0,010 (p<0,05).><0,05)>< 0,05) this means there is a significant correlation of organization commitment with Organizational Citizenship Behavior on all officers
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
This document summarizes a research study that examined factors influencing work engagement at social welfare institutions in Gayo Lues, Indonesia. The study distributed questionnaires to 50 employees and used structural equation modeling to analyze the effects of psychological meaningfulness, job insecurity, employee empowerment, and organizational commitment on work engagement. The results found that psychological meaningfulness, employee empowerment, and organizational commitment had significant positive effects on work engagement, while job insecurity had a significant negative effect. The document provides context on the importance of work engagement for organizational success and background on social welfare institutions in Indonesia.
The Effect of Transformational Leadership, Organizational Commitment and Empo...inventionjournals
The aim of this conducted study is to analyze the effect of transformational leadership, organizational commitment, empowerment of organizational citizenship behavior and managerial performance at PT. Cobra Direct Sale Indonesia. Analyzing the effect of organizational citizenship behavior on managerial performance at PT. Cobra Direct Sale Indonesia and analyze the influence of transformational leadership, organizational commitment, empowerment of managerial performance through organizational citizenship behavior at PT. Cobra Direct Sale Indonesia. The population in this research is manager of PT. Cobra Direct Sale Indonesia spread over 24 provinces which consist of 150 people. Sampling method used in this study using census. The analysis method used is descriptive analysis and Structural Equation Modeling (SEM). The result of research shows that transformational leadership, organizational commitment and empowerment give influence to organizational citizenship behavior and managerial performance of PT. Cobra Direct Sale Indonesia. Organizational citizenship behavior gives influence to managerial performance of PT. Cobra Direct Sale Indonesia. Transformational leadership, organizational commitment, empowerment gives effect to managerial performance through organizational citizenship behavior of PT. Cobra Direct Sale Indonesia
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
The Effect Of Job Motivation, Compensation, Organizational Culture Towards Jo...inventionjournals
The high absenteeism of employees and the lack of a sense of justice to the provision of compensation to employees is a factor that indicates the cause of the declining motivation to work on employees that can result in the decrease of employee performance, it is necessary to do research on whether the work motivation, compensation and organizational culture has provided job satisfaction as well as increased performance. Our study aims to determine the effect of job motivation, compensation, organizational culture on job satisfaction and employee performance. Our study is conducted to employees who work in the Ministry of Man Power by using surveys. Methods of data analysis in our study using Structural Equation Model (SEM). Research shows that motivation has influence on job satisfaction, compensation has no effect on job satisfaction, organizational culture has no effect on job satisfaction, job motivation does not affect the performance of employees, compensation does not affect the performance of employees, organizational culture has influence on employee performance and job satisfaction has influence on the performance of employees.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
This document summarizes a research study that examined the influence of organizational culture, work environment, and work motivation on employee discipline at PT Jasa Marga (Persero) TBK in Medan, North Sumatra, Indonesia. The study found that organizational culture, work environment, and motivation all had a positive and significant influence on employee discipline. A survey of 67 employees found that these three factors together explained 61.8% of the variability in employee discipline, while other unmeasured factors explained the remaining 38.2%. The study concludes that maintaining a positive organizational culture, work environment, and motivation levels can help improve employee discipline at the company.
The Relationship between Transformational Style and Organization Commitment w...inventionjournals
This research was done to know the relationship between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on officers. The subject of this research was 30 officers of Aparatur Sipil Negara (State Civil Services) and 30 officers of the non permanent employees (PTTPK) at Dinas PU Bina Marga of East Java. The instruments used were the scale of transformational style of leadership, the scale of organisation commitment, and the scale of Organizational Citizenship Behavior. The result of the research shows there is a significant correlation simultaneously between transformational style of leadership and organisation commitment with Organizational Citizenship Behavior on all officers viewed from the result of coefficient analysis shows value of F = 4,961 with p=0,010 (p<0,05).><0,05)>< 0,05) this means there is a significant correlation of organization commitment with Organizational Citizenship Behavior on all officers
An environment is a place of needs that cannot be separated from human life. Sub-District
Organizations as government agencies that provide services to the community are required to improve
performance that leads to environmental preservation in the workplace. So that the behavior of employees who
care about the environment (green), their involvement in creating a green environment (green work
engagement), and performance as an impact of green behavior is very interesting to study more deeply in
quantitative research
This document summarizes a research study that examined factors influencing work engagement at social welfare institutions in Gayo Lues, Indonesia. The study distributed questionnaires to 50 employees and used structural equation modeling to analyze the effects of psychological meaningfulness, job insecurity, employee empowerment, and organizational commitment on work engagement. The results found that psychological meaningfulness, employee empowerment, and organizational commitment had significant positive effects on work engagement, while job insecurity had a significant negative effect. The document provides context on the importance of work engagement for organizational success and background on social welfare institutions in Indonesia.
The Effect of Transformational Leadership, Organizational Commitment and Empo...inventionjournals
The aim of this conducted study is to analyze the effect of transformational leadership, organizational commitment, empowerment of organizational citizenship behavior and managerial performance at PT. Cobra Direct Sale Indonesia. Analyzing the effect of organizational citizenship behavior on managerial performance at PT. Cobra Direct Sale Indonesia and analyze the influence of transformational leadership, organizational commitment, empowerment of managerial performance through organizational citizenship behavior at PT. Cobra Direct Sale Indonesia. The population in this research is manager of PT. Cobra Direct Sale Indonesia spread over 24 provinces which consist of 150 people. Sampling method used in this study using census. The analysis method used is descriptive analysis and Structural Equation Modeling (SEM). The result of research shows that transformational leadership, organizational commitment and empowerment give influence to organizational citizenship behavior and managerial performance of PT. Cobra Direct Sale Indonesia. Organizational citizenship behavior gives influence to managerial performance of PT. Cobra Direct Sale Indonesia. Transformational leadership, organizational commitment, empowerment gives effect to managerial performance through organizational citizenship behavior of PT. Cobra Direct Sale Indonesia
This study aims to describe the reward, work discipline and employee performance, to analyze the
impact of reward on employee performance, to analyze the impact of reward on work discipline, to analyze the
effect of work discipline on employee performance, and to analyze influence of reward on employee
performance through work discipline of the CV Glory Dewi Kencana. The sample in this study was 50
employees.
The Effect Of Job Motivation, Compensation, Organizational Culture Towards Jo...inventionjournals
The high absenteeism of employees and the lack of a sense of justice to the provision of compensation to employees is a factor that indicates the cause of the declining motivation to work on employees that can result in the decrease of employee performance, it is necessary to do research on whether the work motivation, compensation and organizational culture has provided job satisfaction as well as increased performance. Our study aims to determine the effect of job motivation, compensation, organizational culture on job satisfaction and employee performance. Our study is conducted to employees who work in the Ministry of Man Power by using surveys. Methods of data analysis in our study using Structural Equation Model (SEM). Research shows that motivation has influence on job satisfaction, compensation has no effect on job satisfaction, organizational culture has no effect on job satisfaction, job motivation does not affect the performance of employees, compensation does not affect the performance of employees, organizational culture has influence on employee performance and job satisfaction has influence on the performance of employees.
Role of Organizational Commitment & Transformational Leadership in Enhancing ...inventionjournals
Past and present studies discuss the importance of transformational leadership and organizational commitment in an organization. This study further aimed at adding into the existing body of literature and explores the relationship between organizational commitment, transformational leadership and its role in enhancing employee in role performance and organizational citizenship behavior in banking sector of Pakistan. Study explores a significant positive relationship between variables. A sample of 240 employees working in public sector was drawn using multistage cluster sampling. 180 respondents took final part and response rate was 75%. Data was collected primarily with help of questionnaire and further analyzed with help of several techniques e.g. descriptive statistics to describe & summarize the data. Correlation and regression analysis was run to prove the hypothesis of the study.
This study aims to test the effect of employee engagement and organization trust on organization citizenship behaviour and its impact on organization Effectiveness. The object of this research is the government organization of Pidie Jaya with Echelon IV Officers as a respondent. The number of sample is determined by using proportional sampling technique and Slovin equation, and it provides 171 respondents. Data is analyzed using the path analysis with the SPSS program assistance. The findings describes that employee engagement, organization trust, organization citizenship behaviour and organization Effectiveness have been going well. For the verification test of direct effect provides: employee engagement effects organization citizenship behaviour; organization trust effects organization citizenship behaviour significantly; employee engagement effects organization Effectiveness significantly; organization trust effects organization effectiveness significantly, and; organization citizenship behaviour effects organization Effectiveness significantly. These all findings prove that the previous theories are still applicable, and these also apply in Government organization of Pidie Jaya District. The originality of this research is in its novelty in term of the object, time, and statistic approach. This result contributes to academic and research area in order to develop the next model and method. For the practical, this has verified that the variables in this research need more attention from the managers especially in organization related.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This document summarizes a study that examined the validity and reliability of an organizational commitment scale. The study measured aspects that can form organizational commitment, which includes affective commitment, continuance commitment, and normative commitment. Survey data from 60 employees at a company in Yogyakarta was analyzed. The results found that all aspects and indicators were valid and reliable in reflecting organizational commitment. Normative commitment had the strongest impact while continuance commitment had the weakest. The measurement model was deemed acceptable.
This document discusses a study examining the reliability and construct validity of the Organizational Citizenship Behavior (OCB) scale. The study measured OCB using the dimensions of altruism, courtesy, conscientiousness, sportsmanship, and civic virtue. Data was collected from 90 teachers using an OCB scale and analyzed with Structural Equation Modeling. The results found that all dimensions and indicators validly and reliably reflected the OCB construct. Civic virtue was the strongest dimension while courtesy was the weakest. This confirms that the measurement model accurately describes OCB based on the empirical data collected.
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document summarizes a research study that examined the role of organizational commitment in mediating the effect of transformational leadership on organizational citizenship behavior at Como Beach Club in Bali, Indonesia. The study found that transformational leadership had a positive and significant effect on both organizational commitment and organizational citizenship behavior. Organizational commitment was also found to have a positive and significant effect on organizational citizenship behavior. Additionally, organizational commitment was found to mediate the effect of transformational leadership on organizational citizenship behavior. The results indicate that transformational leadership can influence organizational citizenship behavior both directly and indirectly through organizational commitment.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
This document summarizes a research study that examined the influence of person-organization fit and transformational leadership on self-awareness, resilience, and organizational citizenship behavior among lecturers in South Sulawesi, Indonesia. The study found that:
1. Person-organization fit positively influences self-awareness, resilience, and organizational citizenship behavior of lecturers.
2. Transformational leadership positively influences resilience and organizational citizenship behavior of lecturers, but does not influence their self-awareness.
3. Self-awareness positively influences resilience and organizational citizenship behavior of lecturers.
4. Resilience positively influences organizational citizenship behavior of lecturers.
The study recommends that higher education institutions
This document summarizes a research study that examined the impact of transformational leadership and motivation on teacher performance at SMK PANJATEK in North Bekasi, Indonesia. The study used a quantitative methodology, collecting data through questionnaires from teachers. The results of the analysis found that transformational leadership and motivation positively impacted organizational citizenship behavior. Organizational citizenship behavior was also found to positively impact performance. Additionally, organizational citizenship behavior was found to mediate the relationship between transformational leadership and motivation on performance.
The document provides an overview of organizational structure, culture, leadership, and motivation within Capco, a financial services company. It discusses Capco's flat organizational structure and modern culture that promote employee engagement and creativity. This relationship between structure and culture positively impacts business performance by facilitating collaboration and innovation. The document also examines factors like personality and perception that influence individual worker behavior. Different leadership styles are compared in terms of their effectiveness, with democratic and coaching styles found to foster responsibility and commitment among Capco employees.
Managerial perceptions on corporate social responsibility in select companies...inventy
Research Inventy : International Journal of Engineering and Science is published by the group of young academic and industrial researchers with 12 Issues per year. It is an online as well as print version open access journal that provides rapid publication (monthly) of articles in all areas of the subject such as: civil, mechanical, chemical, electronic and computer engineering as well as production and information technology. The Journal welcomes the submission of manuscripts that meet the general criteria of significance and scientific excellence. Papers will be published by rapid process within 20 days after acceptance and peer review process takes only 7 days. All articles published in Research Inventy will be peer-reviewed.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
How to implementation of organizational citizensgip behaviourSellyRamadhannia
This document discusses a study that examined the effects of training standards, organizational citizenship behavior (OCB), and employee engagement on employee performance at an insurance company in Indonesia. A survey was administered to 70 employees. The results of a multiple linear regression analysis found that training standards and employee engagement had a positive and significant impact on employee performance, while OCB had a positive but not significant effect. The study concluded that training standards, OCB, and employee engagement all influence employee performance.
This document summarizes a study that examined the effect of work commitment, motivation, work environment, job satisfaction, and performance of electoral institutions in South Sulawesi. The study found that:
1) Work commitment, motivation, work environment, and job satisfaction had a positive direct effect on the performance of electoral institutions.
2) Work commitment, motivation, and work environment had a positive direct effect on job satisfaction.
3) Work commitment, motivation, and work environment had a positive indirect effect on performance of electoral institutions through job satisfaction.
Impact of Lmx on Organizational Justice and Organizational Justice on Organiz...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
This document provides an overview of organizational culture and theories of organizational culture change. It defines organizational culture and reviews two models of organizational culture: Schein's model which identifies three levels of culture and Deal and Kennedy's model which describes four types of culture. The document also examines three theories of culture change: Kaplan and Norton's balanced scorecard model, Lewin's three-stage model of change, and McKinsey's 7S model. Theories focus on factors like vision, communication, empowerment, and adapting structures, strategies, systems and skills.
The Effect of Compensation to Commitment, Motivation Andperformance of Vocati...inventionjournals
The purpose of this study is to analyze and test whether compensation has effect towards commitment, motivation, and performance of teachers at vocational school in Samarinda City of East Kalimantan Province. The population of this study is teachers of vocational school in that are government employees. The sample frame is limited to vocational school situated in Samarinda city of East Kalimantan Province. Based on the collected data, the number of vocational school is 20 vocational school with 520 government employee teacher and 84 respondents as samples. The statistic hypothesis testing is conducted using path analysis by first calculating the correlation coefficient of each variables suspected has direct correlation, continued with determining each path coefficient of calculated correlation coefficient. The result shows that compensation variables has positive and significant effect towards commitment, motivation, and performance of vocational schools’ teachers, either directly or indirectly.
This document is a student's independent research paper on the influence of corporate social responsibility (CSR) on employee engagement. It begins with an abstract that summarizes the paper's objectives to discuss how CSR impacts employee engagement and organizational citizenship behavior, and how organizations can engage less engaged employees through CSR. The literature review then defines employee engagement and its components, examines theories on how CSR influences perceptions and engagement, and explores the relationship between CSR and engagement. The methodology outlines the research questions and qualitative approach using secondary data. Key findings are that CSR affects engagement through trust and identity, but some employees may differ in CSR perceptions; increasing CSR awareness and involvement can boost engagement.
THE INFLUENCE OF ORGANIZATIONAL SUPPORT AND NONPHYSICAL WORK ENVIRONMENT ON M...AJHSSR Journal
ABSTRACT: Organizational support and a non-physical work environment are essential factors in job
satisfaction, leading to optimal performance. However, the author believes a systematic assessment is necessary
to obtain accountable results. The author chose TKBM Samudera as the research object because it has long been
a cooperative with outstanding performance and a good track record of achievements. The author then used
multiple linear regression as the basis of this study and organizational support and non-physical work
environment as independent variables and work performance as a dependent variable. Later, work satisfaction
becomes a mediation variable. The findings show that organizational support and non-physical work affected
work satisfaction and performance.
Keywords: Job satisfaction, Performance, Non-physical environment, Organizational support, Cooperative
This document analyzes the influence of leadership style, organizational behavior, conflict, and work ethic on the performance of civil servant employees in Medan, Indonesia. Data was collected through questionnaires from 180 employees and analyzed using structural equation modeling. The results found that leadership style had a significant effect on organizational behavior and work performance. Organizational behavior directly impacted work performance. Work conflicts and work ethic also had significant direct impacts on work performance. However, leadership style and work conflicts had insignificant direct effects on employee performance, while organizational behavior and work ethic had significant direct impacts. Additionally, work performance had an insignificant effect on employee performance.
This study aims to test the effect of employee engagement and organization trust on organization citizenship behaviour and its impact on organization Effectiveness. The object of this research is the government organization of Pidie Jaya with Echelon IV Officers as a respondent. The number of sample is determined by using proportional sampling technique and Slovin equation, and it provides 171 respondents. Data is analyzed using the path analysis with the SPSS program assistance. The findings describes that employee engagement, organization trust, organization citizenship behaviour and organization Effectiveness have been going well. For the verification test of direct effect provides: employee engagement effects organization citizenship behaviour; organization trust effects organization citizenship behaviour significantly; employee engagement effects organization Effectiveness significantly; organization trust effects organization effectiveness significantly, and; organization citizenship behaviour effects organization Effectiveness significantly. These all findings prove that the previous theories are still applicable, and these also apply in Government organization of Pidie Jaya District. The originality of this research is in its novelty in term of the object, time, and statistic approach. This result contributes to academic and research area in order to develop the next model and method. For the practical, this has verified that the variables in this research need more attention from the managers especially in organization related.
Strong work ethics have the capacity to influence workforce commitment thereby ensuring
organizational competitiveness and high organizational performance. Unfortunately, many core work values
and guidelines are in most cases ignored and they go unmonitored in many organizations. As a result, this
affects the morale, performance and level of commitment of individual employees in organizations
International Journal of Business and Management Invention (IJBMI) inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online
This document summarizes a study that examined the validity and reliability of an organizational commitment scale. The study measured aspects that can form organizational commitment, which includes affective commitment, continuance commitment, and normative commitment. Survey data from 60 employees at a company in Yogyakarta was analyzed. The results found that all aspects and indicators were valid and reliable in reflecting organizational commitment. Normative commitment had the strongest impact while continuance commitment had the weakest. The measurement model was deemed acceptable.
This document discusses a study examining the reliability and construct validity of the Organizational Citizenship Behavior (OCB) scale. The study measured OCB using the dimensions of altruism, courtesy, conscientiousness, sportsmanship, and civic virtue. Data was collected from 90 teachers using an OCB scale and analyzed with Structural Equation Modeling. The results found that all dimensions and indicators validly and reliably reflected the OCB construct. Civic virtue was the strongest dimension while courtesy was the weakest. This confirms that the measurement model accurately describes OCB based on the empirical data collected.
IOSR Journal of Business and Management (IOSR-JBM) is an open access international journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications.
This document summarizes a research study that examined the role of organizational commitment in mediating the effect of transformational leadership on organizational citizenship behavior at Como Beach Club in Bali, Indonesia. The study found that transformational leadership had a positive and significant effect on both organizational commitment and organizational citizenship behavior. Organizational commitment was also found to have a positive and significant effect on organizational citizenship behavior. Additionally, organizational commitment was found to mediate the effect of transformational leadership on organizational citizenship behavior. The results indicate that transformational leadership can influence organizational citizenship behavior both directly and indirectly through organizational commitment.
The Role of Organizational Commitment as Mediator for Individual Characterist...inventionjournals
This study has the objectives to test and analyze the effect of individual characteristic and organizational culture toward organization commitment of employees at PT. Bank Bukopi n Tbk. Makassar Branch Office, also to analyze the direct and indirect effect toward employee’s performance. PT. Bank Bukopin Tbk. Makassar Branch Office is very attentive toward its employee’s individual characteristic with indicator locus of control and authoritarianism in several activities. The same goes for organizational culture variable with dominant indicator of individual initiative, by developing 5 (five) basic values which become the core of firm cultural development, that are 1) Profesionalism, 2) Respect Others, 3) Integrity, 4) Dedicated to Customer, and 5) Excellence which abbreviated as PRIDE which means being proud or having pride. Study unit of this paper is employees in PT Bank Bukopin Tbk Makassar Branch Office with population 280 employees. Respondent as sample in this study is 74 employees. Sample determination was using purposive sampling technique. Analysis method used to test hypotheses was variance -based Structural Equation Model (SEM) with Partial Least Square (PLS3) program. Result of this study revealed that there is effect of individual characteristic, organizational culture toward organization commitment. This study’s result also showed that there is direct and indirect effect of individual characteristic and organizational culture toward employee’s performance enhancement, which is mediated by organization commitment
This document summarizes a research study that examined the influence of person-organization fit and transformational leadership on self-awareness, resilience, and organizational citizenship behavior among lecturers in South Sulawesi, Indonesia. The study found that:
1. Person-organization fit positively influences self-awareness, resilience, and organizational citizenship behavior of lecturers.
2. Transformational leadership positively influences resilience and organizational citizenship behavior of lecturers, but does not influence their self-awareness.
3. Self-awareness positively influences resilience and organizational citizenship behavior of lecturers.
4. Resilience positively influences organizational citizenship behavior of lecturers.
The study recommends that higher education institutions
This document summarizes a research study that examined the impact of transformational leadership and motivation on teacher performance at SMK PANJATEK in North Bekasi, Indonesia. The study used a quantitative methodology, collecting data through questionnaires from teachers. The results of the analysis found that transformational leadership and motivation positively impacted organizational citizenship behavior. Organizational citizenship behavior was also found to positively impact performance. Additionally, organizational citizenship behavior was found to mediate the relationship between transformational leadership and motivation on performance.
The document provides an overview of organizational structure, culture, leadership, and motivation within Capco, a financial services company. It discusses Capco's flat organizational structure and modern culture that promote employee engagement and creativity. This relationship between structure and culture positively impacts business performance by facilitating collaboration and innovation. The document also examines factors like personality and perception that influence individual worker behavior. Different leadership styles are compared in terms of their effectiveness, with democratic and coaching styles found to foster responsibility and commitment among Capco employees.
Managerial perceptions on corporate social responsibility in select companies...inventy
Research Inventy : International Journal of Engineering and Science is published by the group of young academic and industrial researchers with 12 Issues per year. It is an online as well as print version open access journal that provides rapid publication (monthly) of articles in all areas of the subject such as: civil, mechanical, chemical, electronic and computer engineering as well as production and information technology. The Journal welcomes the submission of manuscripts that meet the general criteria of significance and scientific excellence. Papers will be published by rapid process within 20 days after acceptance and peer review process takes only 7 days. All articles published in Research Inventy will be peer-reviewed.
Perceived Organizational Support and Affective Commitment: A Demographic Anal...IOSRJBM
This descriptive research is conducted to study perceived organizational support and affective commitment with respect to demographic variables (gender, marital status, education etc.) and to study the relation between these variables. To realize this purpose the data on these variables was collected from 120 employees working in banking sectors with the help of standardized questionnaires. Statistical techniques of mean, standard deviation, correlation and regression and ANOVA were applied on data to test the hypothesis. Collected data was analyzed with the help of SPSS. The results highlight that perceived organizational support is positively related to affective commitment and POS accounts for 22% contribution to AC. The limitations of the study are discussed and future research areas are also highlighted
How to implementation of organizational citizensgip behaviourSellyRamadhannia
This document discusses a study that examined the effects of training standards, organizational citizenship behavior (OCB), and employee engagement on employee performance at an insurance company in Indonesia. A survey was administered to 70 employees. The results of a multiple linear regression analysis found that training standards and employee engagement had a positive and significant impact on employee performance, while OCB had a positive but not significant effect. The study concluded that training standards, OCB, and employee engagement all influence employee performance.
This document summarizes a study that examined the effect of work commitment, motivation, work environment, job satisfaction, and performance of electoral institutions in South Sulawesi. The study found that:
1) Work commitment, motivation, work environment, and job satisfaction had a positive direct effect on the performance of electoral institutions.
2) Work commitment, motivation, and work environment had a positive direct effect on job satisfaction.
3) Work commitment, motivation, and work environment had a positive indirect effect on performance of electoral institutions through job satisfaction.
Impact of Lmx on Organizational Justice and Organizational Justice on Organiz...inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
A STUDY ON ORGANIZATION COMMITMENT AND JOB SATISFACTION IN SELECTED BUSINESS ...IAEME Publication
The purpose of this study is to analyze the relationship between job satisfaction and organizational commitment. Employees’ productivity is largely related to their level of job satisfaction and in fact, the turnover rate can be reduced with a higher level of organizational commitment. Therefore, it is important for an organization to study the relationships between these two variables. The database was collected from the organization through a well-structured questionnaire. The questionnaire consists of personal data, Questions related to the dimension organization commitment and job satisfaction in Selected BPOs in Tiruchirappalli. Hence the sample size for the study is 110 respondents by adopting Purposive sampling technique.
This document provides an overview of organizational culture and theories of organizational culture change. It defines organizational culture and reviews two models of organizational culture: Schein's model which identifies three levels of culture and Deal and Kennedy's model which describes four types of culture. The document also examines three theories of culture change: Kaplan and Norton's balanced scorecard model, Lewin's three-stage model of change, and McKinsey's 7S model. Theories focus on factors like vision, communication, empowerment, and adapting structures, strategies, systems and skills.
The Effect of Compensation to Commitment, Motivation Andperformance of Vocati...inventionjournals
The purpose of this study is to analyze and test whether compensation has effect towards commitment, motivation, and performance of teachers at vocational school in Samarinda City of East Kalimantan Province. The population of this study is teachers of vocational school in that are government employees. The sample frame is limited to vocational school situated in Samarinda city of East Kalimantan Province. Based on the collected data, the number of vocational school is 20 vocational school with 520 government employee teacher and 84 respondents as samples. The statistic hypothesis testing is conducted using path analysis by first calculating the correlation coefficient of each variables suspected has direct correlation, continued with determining each path coefficient of calculated correlation coefficient. The result shows that compensation variables has positive and significant effect towards commitment, motivation, and performance of vocational schools’ teachers, either directly or indirectly.
This document is a student's independent research paper on the influence of corporate social responsibility (CSR) on employee engagement. It begins with an abstract that summarizes the paper's objectives to discuss how CSR impacts employee engagement and organizational citizenship behavior, and how organizations can engage less engaged employees through CSR. The literature review then defines employee engagement and its components, examines theories on how CSR influences perceptions and engagement, and explores the relationship between CSR and engagement. The methodology outlines the research questions and qualitative approach using secondary data. Key findings are that CSR affects engagement through trust and identity, but some employees may differ in CSR perceptions; increasing CSR awareness and involvement can boost engagement.
THE INFLUENCE OF ORGANIZATIONAL SUPPORT AND NONPHYSICAL WORK ENVIRONMENT ON M...AJHSSR Journal
ABSTRACT: Organizational support and a non-physical work environment are essential factors in job
satisfaction, leading to optimal performance. However, the author believes a systematic assessment is necessary
to obtain accountable results. The author chose TKBM Samudera as the research object because it has long been
a cooperative with outstanding performance and a good track record of achievements. The author then used
multiple linear regression as the basis of this study and organizational support and non-physical work
environment as independent variables and work performance as a dependent variable. Later, work satisfaction
becomes a mediation variable. The findings show that organizational support and non-physical work affected
work satisfaction and performance.
Keywords: Job satisfaction, Performance, Non-physical environment, Organizational support, Cooperative
This document analyzes the influence of leadership style, organizational behavior, conflict, and work ethic on the performance of civil servant employees in Medan, Indonesia. Data was collected through questionnaires from 180 employees and analyzed using structural equation modeling. The results found that leadership style had a significant effect on organizational behavior and work performance. Organizational behavior directly impacted work performance. Work conflicts and work ethic also had significant direct impacts on work performance. However, leadership style and work conflicts had insignificant direct effects on employee performance, while organizational behavior and work ethic had significant direct impacts. Additionally, work performance had an insignificant effect on employee performance.
THE AFFECT OF WORK ENVIRONMENT, JOB SATISFACTION, ORGANIZATION COMMITMENT ON ...pitaloka .
This study is analyzing the work environment, job satisfaction, and commitment in enhancing the organizational citizenship behavior of the internal auditor in Indonesia telecommunication industry. A conducive working environment will have a positive impact on job satisfaction and organizational commitment. Employees will feel comfortable and confident with the organization safe with their job. If employees satisfied with their work, they want to support the goals, objectives and maintain their membership in the organization. The work environment is antecedent of job satisfaction and commitment variables. Job satisfaction and commitment have a positive impact on organizational citizenship behavior. Employees who are satisfied with the job and organization are tends to perform extra roles for the organization’s benefit. High organizational commitment encourages employees exhibit a strong OCB such as high labor initiative, concerned about a co-worker in the organization interests, and prioritize the organization concerned. Work environment, job satisfaction, and organizational commitment are important in developing the behavior of OCB.
Organizational Commitment Mediate: Servant Leadership and Organizational Just...AJHSSR Journal
ABSTRACT: The purpose of this study was to analyse the effect of Servant Leadership and Organizational
Justice on Organizational Citizenship Behavior Mediated by Organizational Commitment in Desa Pramana
Swan Villa employees. The population in this study were all 70 employees of Desa Pramana Swan Villa. The
sample of this study amounted to 70 respondents. The method of determining the sample using saturated
samples. This research uses descriptive analysis techniques. Data were analysed with SEM (Structural Equation
Modelling) with the Partial Least Square (PLS) approach. The results showed that Servant Leadership and
Organizational Justice had a positive and significant effect on Organizational Citizenship Behaviour. Servant
Leadership and Organizational Justice have a positive and significant effect on Organizational Commitment.
Organizational Commitment has a positive and significant effect on Organizational Citizenship Behaviour.
Organizational Commitment partially mediates the effect of Servant Leadership and Organizational Justice on
Organizational Citizenship Behavior. The findings in this study provide implications that to increase employee
Organizational Citizenship Behaviour, companies need to pay attention to or create a conducive work
atmosphere supported by the psychological and social environment of an employee. Companies are also
expected to increase Organizational Commitment by paying attention to employee loyalty values to foster a
sense of pride and maintain their membership in the company.
KEYWORDS:Servant Leadership, Organizational Justice, Organizational Commitment, Organizational
Citizenship Behaviour
The Impact of Compensation, Motivation And Commitment To The Performance Of H...AJHSSR Journal
ABSTRACT : This study aims to examine the effect of compensation, motivation, and commitment to the
performance of paramedics in Lamongan Regency. The population of thisstudywas all hospitalemployees in
Lamongan Regency, namely Sugongan Hospital Lamongan, Nasrul Ummah Lamongan Hospital,
Muhammadiyah Lamongan Hospital and Babat Muhammadiyah Hospital. The population in the studywas all
paramedics in hospitals in Lamongan Regency which amounted to 329 people. Based on the Slovin formula
with a standard 5% errorobtained as many as 181 people. The resultsshowedthat compensation had a
significanteffect on the performance of hospitalparamedics. Motivation has a significanteffect on the
performance of hospitalparamedics. Paramediccommitment has a significanteffect on the performance of
hospital paramedics in Lamongan Regency
Keywords -compensation; motivation; Commitment; paramedic performance.
Employee creativity; empowering leadership and trust in leadersAJHSSR Journal
ABSTRACT :Creativity is the basis of innovation that refers to the intellectual thought process to create new
ideas, ideas, processes, and products by individuals who work together and provide benefits to the organisation.
The purpose of this study was conducted to determine the role and influence of empowering leadership on trust
in leaders, and creativity of banking employees in East Kalimantan and North Kalimantan, Indonesia. The
sample in this study amounted to 637 banking employees with the analysis method used was SEM. The results
showed that empowering leadership, and trust in leaders had a significant positive effect on employee creativity.
It is expected that creativity is able to influence the formation of employee character to do something different
from others which will affect the company's image.
KEYWORDS: Empowering leadership; Trust in leaders; creativity
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...AJHSSR Journal
ABSTRACT : This research was conducted based on field phenomena that indicated inadequate employee
performance, allegedly caused by the weak role of work motivation, work discipline and job satisfaction. This
study aims to analyze the effect of work motivation, work discipline and job satisfaction on employee
performance. Causal associative research method with respondents all employees at PT. Pradipa Asri Karya
Denpasar as many as 58 employees. The data analysis technique used SEM-PLS 3.3 with the result that there
was an influence of work motivation, work discipline and job satisfaction on employee performance. The total
effect as a whole is 92.9% while the remaining 7.1% is explained by other variables outside of the research.
KEYWORDS: motivation, work discipline, job satisfaction, job performance
This study examines the influence of organization identification and internalization at work on voluntary involvement in work, employee loyalty, and their impact on employee job performance at PT. Pelni South Sulawesi. The study found that organization identification significantly affects voluntary involvement in work. Internalization at work significantly affects employee loyalty and job performance. Voluntary involvement in work insignificantly affects employee loyalty but significantly affects job performance. Employee loyalty also significantly affects job performance. As voluntary involvement did not influence loyalty, management should increase feelings of voluntary involvement to strengthen loyalty and improve performance.
The Influence of Leadership Style and Organizational Climate on Work Relation...theijes
The purpose of this study was to determine and analyze the influence of Leadership Style and Organizational Climate on Work Relationship. Collecting data used quetionaire. Sampling method used proportionate cluster random sampling. The sample was partially of Private University in Southeast Sulawesi and the sampled respondents were middle-level managers (Dean and Vice Dean), manager of the lowest level (LPPM, LPMI, Department, Study Program, BAAK, Library and Laboratory), and organizing committee (faculty and staff), as well as students. The numbers of samples in this study were 350 respondents. Method of data analysis used Partial Least Square (PLS). The results showed that of Leadership Style has positive and significant influence on Employment Relationship. Organizational Climate has positive and significant influence on Work Relationship. Leadership Style has positive and significant influence on Organizational Climate.
An investigation into the antecedents of organizational citizenship behaviors...inventionjournals
The purpose of this research was to test and empirically analyze the effect of commitment, culture, and organizational support on Organizational Citizenship Behavior. The mediating role of job satisfaction. The design of this research using survey method with the collection of data in cross-section through the questionnaire. Simple random sampling is used on 200 employees, hypothesis testing using Structural Equation Modeling (SEM). This study provides evidence that commitment, culture and organizational support is a positive and significant effect on the job satisfaction. The other causality shows that organizational commitment and organizational support is a positive and significant effect on the Organizational Citizenship Behavior. The organizational culture and job satisfaction is positive but not significant effect on Organizational Citizenship Behavior. Job satisfaction is not a mediating role in explaining the effect of commitment, culture and organizational support on Organizational Citizenship Behavior. The practical implications of this research provide increased knowledge and understanding of the employees and the management to make changes in Organizational Citizenship Behavior of the Islamic banking employees to the good direction through organizational commitment and organizational support. The limitations of this study on the sample size using only permanent employees and the Islamic Banks just so limit the ability to generalize the results of the research findings. Originality of research provides basic configuration modeling development towards using SEM and conceptual models that proved the effect of commitment, culture and organizational support to increased Organizational Citizenship Behavior to employees-good direction by entering the job satisfaction
A STUDY ON RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT FACTORS AND ORGANIZATIONA...Steven Wallach
This document summarizes a research paper that studied the relationship between employee engagement factors and organizational commitment in the private banking sector. The study examined how factors like career development, HR practices, work environment, communication, and work-life balance related to employees' affective organizational commitment. A survey was administered to 100 employees in private banks in Bangalore. The results found a relationship between employee engagement factors and organizational commitment, and that engagement factors influence the commitment of bank employees. The document provides context on the importance of employee engagement and organizational commitment to retention, productivity, and organizational performance.
This document discusses a study examining the influence of organizational culture and transformational leadership style on employee performance, supported by employee job satisfaction at the Central Health Social Security Organizing Agency (BPJS Health) in Jakarta, Indonesia. The study surveyed 345 employees, both permanent and contract, across various BPJS Health divisions. The results indicate that organizational culture and transformational leadership positively relate to employee satisfaction at BPJS Health. While job satisfaction and transformational leadership positively associate with employee performance, organizational culture does not directly affect performance. However, organizational culture and transformational leadership indirectly and positively relate to employee performance through job satisfaction.
EXPLORING THE MEDIATING ROLE OF ORGANIZATIONAL COMMITMENT IN THE RELATIONSHIP...indexPub
This research aims to obtain empirical evidence regarding the influence of employee engagement and job satisfaction on employee performance through organizational commitment as a mediating variable for employees at the Office of Strengthening of Social Forestry in Indonesia. This research is quantitative. The data was collected through the survey method utilizing interviews and Likert scale questionnaires. The analysis employed Structural Equation Modeling-Partial Least Squares (SEM-PLS) facilitated by the SmartPLS 3.29 application. The sample for this research was 79 respondents who worked at the Strengthening of Social Forestry in Indonesia office. The key findings indicate (1) a positive and significant influence of employee engagement on employee performance; (2) a positive and significant impact of job satisfaction on employee performance; (3) a positive and significant influence of organizational commitment on employee performance; (4) a positive and significant influence of employee engagement on organizational commitment; (5) a positive and significant impact of job satisfaction on organizational commitment; (6) an indirect influence of employee engagement on employee performance mediated through organizational commitment; and (7) an indirect influence of job satisfaction on employee performance, mediated through organizational commitment among employees in the Strengthening of Social Forestry in Indonesia office. Practically, this research underscores the importance of strategically focusing on initiatives and programs to enhance employee engagement. By doing so, organizations can elevate job satisfaction levels, fostering stronger employee commitment for sustained organizational growth.
1) The study analyzed the influence of organizational culture on employee task performance at PT Bank Pembangunan Daerah Bali in Renon Branch, with work discipline as a mediating variable.
2) The results showed that organizational culture had a positive and significant direct effect on task performance and an indirect effect through work discipline.
3) Work discipline was found to partially mediate the relationship between organizational culture and task performance.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
IMPACT OF EMOTIONAL INTELLIGENCE AND ORGANIZATIONAL COMMITMENT: TESTING THE M...IAEME Publication
This study analyzed direct and indirect effects of emotional intelligence on job satisfaction, and organizational commitment. On the basis of previous studies, one exogenous variable (Emotional Intelligence) and two endogenous variables, i.e. job satisfaction, and organizational commitment were analyzed through structural model. The participants were 419 academic leaders in Tamil Nadu Universities. They were chosen through Stratified Purposive Random Sampling Method. The results of the study indicate that emotional intelligence direct and indirect effects on job satisfaction, and organizational commitment. Moreover, emotional intelligence not only has a direct effect on job satisfaction, it also has an indirect effect on organizational commitment. Job satisfaction has a strong direct positive effect on organizational commitment. The mediatory role of job satisfaction in the effect of emotional intelligence on organizational commitment is confirmed in the study.
This study aims to determine the factors that influence the turnover intention of private sector
employees in East Java. This type of research is causality research, which is to determine the relationship
pattern of prophet leadership, work environment, job satisfaction, organizational commitment, compensation
and turnover intention. So that we can find out the structure of the model for the five latent variables and can be
used as a reference to reduce employee turnover intention according to the indicators that are most capable of
contributing to each latent variable that is measured. The population in this study is the entire Surabaya
community who work as private employees
This document summarizes a research study on the antecedents and consequences of job satisfaction and organizational commitment among internal auditors in the telecommunications industry in Indonesia. Specifically, it analyzes how the work environment influences job satisfaction and organizational commitment, and how job satisfaction and organizational commitment then impact organizational citizenship behavior. The study aims to answer four research questions regarding the relationships between these variables. It distributed 162 survey questionnaires to internal auditors and used path analysis to analyze the data. The results showed that a conducive work environment leads to greater job satisfaction and organizational commitment, which then encourage employees to exhibit organizational citizenship behavior to help achieve organizational goals.
Antecedent And Consequence Of Internal Auditors Job Satisfaction And Organiza...pitaloka .
The purpose of this study is to analyze how the work environment as antecedent of job satisfaction and organizational commitment, and how job satisfaction, organizational commitment have an impact on organizational citizenship behavior. About 162 survey questionnaires were distributed by using in person and email. The data were processed using Path Analysis. The results showed that the work environment is antecedent of job satisfaction and organizational commitment. Job satisfaction and organizational commitment significantly affect organizational citizenship behavior. A conducive work environment lead to job satisfaction organization commitment. Job satisfaction and organizational commitment encourage employee to show organizational citizenship behavior in achieving organization goals.
This document summarizes a study that aimed to identify and measure the factors affecting organizational commitment among employees of Saigon Commercial Joint Stock Bank in Ho Chi Minh City, Vietnam. The study surveyed 285 bank employees. The results identified 6 factors influencing commitment: organizational rewards, direct managers, career development opportunities, family support, working conditions, and personality characteristics. The study found no differences in commitment based on gender, age, department or education, but did find differences based on working hours and income. The paper proposes implications to improve employee commitment at the bank.
1) The document examines the influence of external bailouts on macroeconomic stability in Ghana from 2008 to 2021 using time series data and vector error correction modeling.
2) It finds that while external bailouts have no short-term impact, there is a long-term causal relationship between bailouts and macroeconomic stability as well as with foreign direct investment, GDP, and imports.
3) To improve stability, the authors recommend that Ghana reduce reliance on external bailouts, increase foreign reserves, and expand agriculture and industrialization.
- The document discusses a study on increasing brand awareness of Oranger Mobile, which is a courier service partner of PT Pos Indonesia responsible for pickups, deliveries, and direct sales.
- Brand awareness of Oranger is currently low, as the number of Oranger drivers did not meet targets in 2021 and most respondents in a survey were not familiar with the Oranger brand.
- The study uses a mixed-methods approach, collecting both qualitative data to measure brand awareness and quantitative data to analyze factors influencing awareness. The results show advertising, publicity, sponsorship, and word-of-mouth can increase Oranger's brand awareness.
The document summarizes a study on optimizing the stock portfolio of PT XYZ, a state-owned pension fund company in Indonesia. In 2021, PT XYZ's actual stock portfolio performed poorly, with a return of 0.56% and Sharpe ratio of 2.39%, below targets. Using the Markowitz portfolio model and 5 years of stock price data, the study optimized the 2021 portfolio. The optimized portfolio increased the Sharpe ratio to 21.67% and return to 1.62%, outperforming the actual portfolio. An efficient frontier analysis identified multiple portfolio options with different risk-return profiles. The results recommend PT XYZ use the Markowitz method to improve future portfolio performance and evaluation.
The document analyzes the financial performance of 20 health sector companies in Indonesia from 2018-2021 using various financial ratios and DuPont analysis. It finds that hospital companies generally benefited during the pandemic due to increased patient numbers, while pharmaceutical companies saw mixed results depending on retail and distribution impacts. Specifically, the analysis found that one hospital, Metro Healthcare Indonesia, had the highest average return on equity of 0.26 over the period. Other key findings are also presented regarding factors influencing financial performance changes before and during the COVID-19 pandemic.
This document discusses a proposed marketing strategy for Hirka, a shoe company that makes shoes from chicken claw skin. Hirka currently markets its products through social media, e-commerce, and word of mouth. However, brand awareness and sales are still low due to a lack of marketing and advertising. The products are also currently only available for men. The study aims to identify the target market and appropriate marketing strategy to increase Hirka's brand awareness and purchase intention. A survey was conducted of 206 respondents to assess their brand recognition of and purchase intention toward Hirka's products. The results showed most respondents were unaware of the Hirka brand and had low purchase intention. Various analyses were used to develop marketing strategies,
1) The document proposes a marketing strategy to enhance customer loyalty for RAM Water, a water processor product experiencing declining sales.
2) It reviews literature on customer loyalty and satisfaction and how the marketing mix (7Ps) can impact satisfaction.
3) An analysis was conducted using SEM-PLS to evaluate the relationships between the 7Ps, customer satisfaction, and loyalty using data from 153 RAM Water users. The results showed the 7Ps significantly impacted satisfaction which significantly impacted loyalty.
This document proposes an integrated luggage storage and transportation scheme. It analyzes the current luggage storage market and compares traditional and new "Internet +" models. The proposed scheme designs functional modules like storage, transportation, tourism services and insurance. It provides solutions for different business scenarios like short/long term storage, inter-station delivery, and tourism services. The goal is to improve resource utilization and provide convenient luggage services for travelers.
- The Ecobiz.id platform was created to help farmers in Indonesia by facilitating knowledge sharing and connecting farmers to buyers. However, the platform still lacks interactivity and network effects due to poor existing content that does not meet user needs.
- This study examines how to motivate stakeholders, especially potential content creators, to actively participate and create valuable, interesting, and relevant content for users. Improving the quality and variety of content is expected to increase interactivity on the platform and provide value to users.
- Interviews and observations of stakeholders and users were conducted to understand their perspectives on existing content and how content could motivate involvement and interaction on the platform. The results will help improve content marketing strategies to better engage users.
This document analyzes strategies to increase brand awareness and intention to use PosAja, an application-based delivery service owned by PT Pos Indonesia. It conducts external and internal analyses, as well as surveys consumers to measure brand awareness and factors influencing intention to use. The survey finds low brand recognition of PosAja. Quantitative analysis shows brand logo and advertisements significantly impact brand awareness, while brand name and promotions do not. Further analysis is needed to identify strategies to improve awareness and drive more customers to use PosAja.
This document summarizes a research study that examined the effect of budgetary participation and internal control on managerial performance, with job relevant information as a moderating variable. The study was conducted at three type C regional general hospitals in Jambi Province, Indonesia that had intermediate accreditation levels. The results showed that budgetary participation and internal control positively affected managerial performance. Job relevant information was found to moderate the relationship between internal control and managerial performance, but did not moderate the relationship between budgetary participation and managerial performance. The document provides background information on the hospitals studied, discusses relevant theories, and outlines the research questions and objectives.
This document analyzes and compares environmentally friendly cryptocurrencies with the highest trading classical cryptocurrencies from July 2019 to April 2022. It finds a statistically significant correlation between the values of eco-friendly and classical cryptocurrencies, suggesting investors apply similar investment approaches to both. It also concludes the demand for eco-friendly cryptocurrencies is increasing as the world moves toward sustainability. The study uses daily closing price data from various sources to analyze 7 eco-friendly and 7 highest value classical cryptocurrencies over 34 months. Descriptive statistics of the data are presented in a table.
This document summarizes the evolution and enlightenment of global financial regulatory systems based on a comparative analysis of systems in the UK, US, and China. It finds that financial regulatory systems generally evolve from mixed/centralized models to separated/institutional models to more integrated approaches. The UK and US systems demonstrate a progression from separation to unification to twin peaks models. China's system has transitioned from the central bank as sole regulator to separated then integrated regulation. Key lessons for China include understanding the role of regulation in promoting development while preventing risks, and adapting international best practices to its national context.
This study analyzed the impact of e-service quality (e-servqual) on customer satisfaction and loyalty at Bank Negara Indonesia (BNI). A survey was conducted with 274 BNI customers who use the mobile banking app. The results of structural equation modeling showed that e-servqual has a significant positive effect on both customer satisfaction and loyalty. Customer satisfaction also has a significant positive effect on loyalty. The study concludes that improving e-servqual can increase customer satisfaction and loyalty for BNI, which is important for the bank's future success.
The document discusses intellectual effort and references. It notes that the brain is just a gateway to the mind, and the mind needs to maintain the brain to concentrate on useful thoughts. It also argues that those who do evil will not get an afterlife, and animals cannot attain infinite spiritual energy or an afterlife. The document concludes that solving problems requires analyzing causes, and that politics and total quality management will become more connected over time. Reform requires having a theory and being a bit of a philosopher.
- Evergrande Group, one of China's largest real estate developers, fell into a major debt crisis with total liabilities reaching 1.97 trillion yuan.
- The crisis was caused by deteriorating cash flow, an overreliance on high-leverage financing, and aggressive diversification into unrelated industries.
- Potential countermeasures discussed include restructuring debt through negotiations, asset sales, and government support to stabilize the real estate market and prevent wider economic impact.
- The document discusses strategies for increasing brand awareness and intention to use Pospay, a digital wallet launched by PT Pos Indonesia.
- Currently, 98.5% of Pospay users are PT Pos Indonesia employees, showing low brand awareness and usage outside the company.
- The study analyzes factors influencing brand awareness and usage intention through a literature review, value proposition canvas analysis, and survey data.
- Results show Pospay can create discounts/cashback and develop new features like inter-wallet transfers to boost awareness and intention to use.
The document proposes an integrated marketing communication strategy for KOST.ON3 Residence through benchmarking against competitors. It analyzes KOST.ON3 Residence's external environment and internal capabilities. The proposed strategy focuses on strengthening advertising using third-party platforms to improve brand awareness and reputation based on insights from an integrated marketing communication analysis and customer journey analysis. Using third-party platforms can help KOST.ON3 Residence expand its customer base by developing greater trust in its brand.
This document proposes marketing strategies to improve the performance of Wifi.id Corner, an internet access service provided by PT Telkom Indonesia. It analyzes Wifi.id Corner's external environment using PESTEL, Porter's Five Forces, and competitor and consumer analyses. An internal analysis uses STP and the 7Ps. SWOT and TOWS matrix analyses identify strengths, weaknesses, opportunities, and threats. Based on these, three strategies are proposed: using social media effectively, collaborating with the government and SMEs, and improving Wifi.id Corner's ambience. The goal is to enhance sales by creating purchase intention among consumers.
Datang International is a major Chinese power company that discloses carbon information in its social responsibility reports. The summary analyzes:
1) Datang International's carbon disclosure includes monetary information like environmental fees and subsidies, and non-monetary strategies, measures, and goals.
2) Disclosed strategies commit to green development and increasing clean energy, but some details are lacking.
3) Carbon reduction measures focus on upgrading generator units, developing clean energy, and conserving resources. However, some financial data is not reported.
This document summarizes a research article about the effect of social media marketing and quality of human resources on business development of MSMEs in Maros Regency, Indonesia. The article provides background on the importance of MSMEs to the Indonesian economy. It then reviews literature on topics like the definition of MSMEs, quality of human resources, use of social media marketing, and benefits of social media. The research aims to analyze the effect of social media marketing and quality of human resources on business development of MSMEs in Maros Regency using a quantitative survey method.
Garments ERP Software in Bangladesh _ Pridesys IT Ltd.pdfPridesys IT Ltd.
Pridesys Garments ERP is one of the leading ERP solution provider, especially for Garments industries which is integrated with
different modules that cover all the aspects of your Garments Business. This solution supports multi-currency and multi-location
based operations. It aims at keeping track of all the activities including receiving an order from buyer, costing of order, resource
planning, procurement of raw materials, production management, inventory management, import-export process, order
reconciliation process etc. It’s also integrated with other modules of Pridesys ERP including finance, accounts, HR, supply-chain etc.
With this automated solution you can easily track your business activities and entire operations of your garments manufacturing
proces
HR search is critical to a company's success because it ensures the correct people are in place. HR search integrates workforce capabilities with company goals by painstakingly identifying, screening, and employing qualified candidates, supporting innovation, productivity, and growth. Efficient talent acquisition improves teamwork while encouraging collaboration. Also, it reduces turnover, saves money, and ensures consistency. Furthermore, HR search discovers and develops leadership potential, resulting in a strong pipeline of future leaders. Finally, this strategic approach to recruitment enables businesses to respond to market changes, beat competitors, and achieve long-term success.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Best practices for project execution and deliveryCLIVE MINCHIN
A select set of project management best practices to keep your project on-track, on-cost and aligned to scope. Many firms have don't have the necessary skills, diligence, methods and oversight of their projects; this leads to slippage, higher costs and longer timeframes. Often firms have a history of projects that simply failed to move the needle. These best practices will help your firm avoid these pitfalls but they require fortitude to apply.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
Dive into this presentation and learn about the ways in which you can buy an engagement ring. This guide will help you choose the perfect engagement rings for women.
The Genesis of BriansClub.cm Famous Dark WEb PlatformSabaaSudozai
BriansClub.cm, a famous platform on the dark web, has become one of the most infamous carding marketplaces, specializing in the sale of stolen credit card data.
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSS
IMPACT Silver is a pure silver zinc producer with over $260 million in revenue since 2008 and a large 100% owned 210km Mexico land package - 2024 catalysts includes new 14% grade zinc Plomosas mine and 20,000m of fully funded exploration drilling.
Starting a business is like embarking on an unpredictable adventure. It’s a journey filled with highs and lows, victories and defeats. But what if I told you that those setbacks and failures could be the very stepping stones that lead you to fortune? Let’s explore how resilience, adaptability, and strategic thinking can transform adversity into opportunity.
Profiles of Iconic Fashion Personalities.pdfTTop Threads
The fashion industry is dynamic and ever-changing, continuously sculpted by trailblazing visionaries who challenge norms and redefine beauty. This document delves into the profiles of some of the most iconic fashion personalities whose impact has left a lasting impression on the industry. From timeless designers to modern-day influencers, each individual has uniquely woven their thread into the rich fabric of fashion history, contributing to its ongoing evolution.
Presentation by Herman Kienhuis (Curiosity VC) on Investing in AI for ABS Alu...Herman Kienhuis
Presentation by Herman Kienhuis (Curiosity VC) on developments in AI, the venture capital investment landscape and Curiosity VC's approach to investing, at the alumni event of Amsterdam Business School (University of Amsterdam) on June 13, 2024 in Amsterdam.
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...APCO
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
4 Benefits of Partnering with an OnlyFans Agency for Content Creators.pdfonlyfansmanagedau
In the competitive world of content creation, standing out and maximising revenue on platforms like OnlyFans can be challenging. This is where partnering with an OnlyFans agency can make a significant difference. Here are five key benefits for content creators considering this option:
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
S38178188
1. American International Journal of Business Management (AIJBM)
ISSN- 2379-106X, www.aijbm.com Volume 3, Issue 8 (August 2020), PP 178-188
*Corresponding Author: Mochamad Soelton www.aijbm.com 178 | Page
Conceptualizing The Role of Organizational Commitment
Mochamad Soelton1,*
Marco Suatoni 2
, Tantri Yanuar Rahmat Syah3
,
Yanto Ramli4
, Puji Santoso5
, Bella Amanda6
and Rini Octaviani7
14567
Department of Management, Faculty of Economics and Business, Universitas Mercu Buana, Indonesia
2
International Economics and Trade, Southeast University, Nanjing - China
3
Department of Management, Faculty of Economics and Business, Universitas Esa Unggul, Indonesia
*Corresponding author: Mochamad Soelton1,
ABSTRACT: This study aims to examine and analyze the influence of organizational culture, work
environment and organizational commitment on organizational citizenship behavior and employee performance.
This research was conducted on 60 respondents using a quantitative descriptive approach. The approach used in
this research is Structural Equation Model (SEM) with Smart-PLS analysis tools. The results showed that
organizational culture, The work environment, Organizational commitment has a significant positive effect on
organizational behavior citizenship. Organizational Culture, Work environment, Organizational Commitment
has a significant positive effect on Employee Performance. Organizational Citizenship Behavior has a
significant positive effect on employee performance.
KEYWORDS:- Cultural Organization, Work Environment, Organizational Commitment, Organizational
Citizenship Behavior, Employee Performance
I. INTRODUCTION
Planned and sustainable human resource development is an absolute necessity especially for the future
of the organization. Management is required to develop new ways to keep employees at high productivity and
develop their potential to make maximum contributions to the organization. (Kartika, 2016; Mugiono et al,
2020; Nurhayati, 2017; Hafid and Prasetio, 2017).. An employee will have a high level of performance if there
is a match between work and ability. If this is fulfilled, then there will be a feeling of responsibility towards its
workers and their willingness to participate in achieving organizational goals through the implementation of
tasks to the fullest. (Jufnidar, 2018). According to Elisa Hilda (2016), To be able to survive and continue its
business, companies need to improve themselves and begin to consider all aspects related to the company's
operations.
Acording Soelton et al, 2020; Ramli et al, 2019; Sebayang, 2017; Makel and Trang , 2015, argue that
efforts to improve employee performance, including by paying attention to the work environment, because
everything around workers can affect themselves in carrying out the tasks that are charged. So that it will affect
the organization's culture, work environment and commitment to work so that organizational citizenship
behavior will be realized which will affect employee performance in order to increase company productivity.
Every individual who is incorporated in an organization has a different culture. Like humans, organizations also
have certain characteristics. Through these characteristics we can also find out how the character of the
organization. We are familiar with this organizational culture (Soelton et al, 2020; Soelton et al, 2018; Kartika,
Ika. 2016).
Organizational culture directs employee behavior to improve work skills, commitment and loyalty, and
extra role behavior such as: helping co-workers, volunteering to do extra activities, avoiding conflicts with
coworkers, protecting organizational property, respecting applicable regulations, tolerating less than ideal /
pleasant situations, giving constructive advice, and not wasting time at work. (Andi Tri Haryono, 2016).
According to Soelton and Saptarini (2018), organizational culture refers to a system of shared meanings shared
by members that distinguishes the organization from other organizations. The formation of an organizational
culture based on the vision and mission of the organization or company created as an effort to fulfill the creation
of company goals. Each organization has a different culture so employees must adjust the organizational culture
where the employee is located. Organizational culture as a foundation for employees both in norms and
employee behavior in an effort to achieve organizational goals. (Putra, Susilo, Aini, 2018). Waspodo,
Lindawati, Sholikhah, (2019). Explain to create a pleasant friendly atmosphere where employees can have
identification with the organization and feel satisfied with their work, and explain individual perceptions about
the work environment based on their daily experiences.
Research conducted by Sukmawati and Surachman (2013), states that psychological evaluation of the
work environment by individuals is starting to become increasingly important for extra role behavior (OCB),
which can further explain what individual needs are in the workplace. A work environment that is in accordance
2. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 179 | Page
with the needs of employees will create positive work enthusiasm so that employees will further enhance good
work performance, employees will feel responsible for their work so that they do not require more supervision
from the company but instead remind and supervise each other so that together the same can achieve the
achievements and goals that the company expects (Lindawati, 2019).
The factors that influence OCB and other performance are Organizational Commitment. According to
Soelton and Rahasidhi (2018), states that an organizational commitment shows a power of someone in
identifying involvement in an organization. So that organizational commitment will create a sense of belonging
for employees towards the organization. It can also be concluded that organizational commitment is an attitude
regarding employee loyalty to the organization and is an ongoing process of organizational members to express
their concern for the organization and this continues to success and prosperity. (Restu Fajar Nurhayati, 2019).
According to Soelton & Yasintha (2018), argues that if the office wants to create a comfortable work
environment situation, it should pay more attention to the arrangement of workspaces such as the placement of
work equipment, lighting, noise, and comfort that can later improve a better work environment.
II. LITERATURE REVIEW
2.1. Cultural Organization
According to Darsono and Siswandoko (2013), organizational culture is the values, morals, beliefs,
and rules that already exist in every member of the organization (or for each party that has an interest in a
particular organization) to serve as the basis for behaving in achieving goals and objectives organization.
According to Robbins & Coulter (2012), organizational culture is a strong culture characterized by the core
values of the organization that are held and agreed upon and run by its members.
2.2. Work Environment
According to Sedarmayanti (2009), the definition of a work environment is the overall tools and
materials faced, the surrounding environment in which a person works, his work methods, and his work
arrangements both as individuals and as groups. According Sedarmayanti (2009), stated that in general the work
environment is divided into 2 dimensions namely: (1) physical work environment, and (2) non-physical work
environment.
2.3. Organizational Commitment
Whereas Steers (Nydia, 2012), defines organizational commitment as a sense of identification (trust in
organizational values), involvement (willingness to do their best for the sake of the organization) and loyalty
(the desire to remain a member of the organization concerned) expressed by an employee towards his
organization.Meyer, Allen, and Smith in Andre Sakti (2018), stated three components of organizational
commitment, namely: affective commitment, rational commitment (continuance commitment), and normative
commitment. These three forms of commitment describe an individual's relationship with the organization that
influences emotional ties to continue or not to membership in the organization.
2.4. Organizational Citizenship Behavior
According to Organ in Melinda, Rika (2018), organizational citizenship behavior is a form of behavior
that is an individual choice and initiative, not related to the organization's formal reward system but in the
aggregate increases organizational effectiveness. Dimitriades (2007), defines OCB as individual behavior that is
free, is not directly or explicitly related to the reward system and can enhance the company's effective
functioning.
2.5. Employee Performance
According Sedarmayanti (2011) revealed that performance that means the work of a worker, a
management process or an organization as a whole, where the results of the work must be demonstrated
concrete and measurable evidence (compared to predetermined standards). Simamora's opinion (Mangkunegara,
2009) which says that performance is influenced by three factors or dimensions, namely individual factors /
dimensions (individual attributes), psychological factors / dimensions (work effort), and organizational support
factors/dimensions.
2.6. Conceptual Framework
This model was made based on the review of the literature for this paper and is shown in Fig.
3. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 180 | Page
Figure 1. Framework
Regarding the previous, the following hypotheses are proposed:
1. Cultural Organizations has a positive and significant effect on Organizational Citizenship Behavior.
2. Work Environment Has a Positive and Significant Impact on Organizational Citizenship Behavior.
3. Organizational commitment has a positive and significant effect on Organizational Citizenship Behavior.
4. Cultural organizations has a positive and significant effect on employee performance.
5. The work environment has a positive and significant effect on employee performance.
6. Organizational commitment has a positive and significant effect on employee performance
7. Organizational Citizenship behavior has a positive and significant effect on employee performance
III. METHODOLOGY
The variables in this study consisted of the independent variable (X) and the dependent variable (Y).
The research design used is causal using a quantitative analysis approach. According to Sugiyono (2014), causal
design is a causal relationship between the independent variable and the dependent variable. This study is a
study to determine the effect of three independent variables namely cultural organization, work environment,
and organizational commitment to the dependent variable, organizational citizenship behavior and employee
performance. In this case, this study aims to determine the effect of cultural organization, work environment,
and organizational commitment to organizational citizenship behavior and employee performance. The
population in this study were all employees 60 people. Dtermination of the sample used in this study uses the
type of saturated sample method. According to Arikunto (2012) if the total population is less than 100 people,
then the total sample is taken, but if the population is greater than 100 people, then it can be taken 10-15% or
20-25% of the total population. Based on this study because the population is not greater than 100 respondents,
the authors take 100% of the population with 60 employees. The method of data analysis in this study uses
component or variance based Structural Equation Modeling (SEM) where the data processing uses the Smart-
Partial Least Square (Smart-PLS) version 3.0 program. PLS (Partial Least Square) is a model of SEM-based
variance.
Table 4.10 Validity Result
Variable Indicator
Outer Loading
Description
Organizational Culture CO1 0,641 Valid
CO2 0,619 Valid
CO3 0,633 Valid
CO4 0,617 Valid
CO6 0,682 Valid
CO8 0,644 Valid
5. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 182 | Page
IV. RESULTS AND DISCUSSION
The results of the modification of the convergent validity test in Table 4.10 and Figure 4.2, can be seen
that all indicators meet the convergent validity because they have a loading factor value above 0.50
Table 4.13 AVE Result
Table 4.14
From the data in Tables 4.12 and 4.13 it can be concluded that the square root of the average variance extracted
(√AVE) for each construct is greater than the correlation between one construct and the other constructs in the
model. AVE value based on the table above, it can be concluded that the construct in the estimated model meets
the criteria of discriminant validity.
Table 4.16
Based on Tables 4.15 and 4.16 that the results of testing the reliability and cronbach's alpha composite showed
satisfactory value, because all latent variables have a reliable composite value and cronbach's alpha ≥0.70. This
states that all latent variables are said to be reliable.
Table 4.17
6. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 183 | Page
The variable model of organizational citizenship behavior and employee performance can be said to be
strong because it has a value above 0.67. model of the influence of independent latent variables (cultural
organization, work environment, and organizational commitment) on organizational citizenship behavior and
employee performance gives an r-square value of 0.792 (organizational citizenship behavior) which can be
explained by the variability of cultural organization constructs, work environment, and organizational
commitment of 79.2% while 20.8% is explained by other variables outside of the study and by 0.815 (employee
performance) which can be interpreted that the variability in the construct of employee performance can be
explained by the variability of the construct of cultural organization, work environment, organizational
commitment and organizational citizenship behavior by 81 , 5% while 18.5% explained by other variables
outside the study.
The calculation results above show a predictive-relevance value of 0.961 which is greater than 0 (zero).
This means that 96.1% of the variation in the variable organizational citizenship behavior and employee
performance (the dependent variable) is explained by the independent variables used. thus the model is said to
have a relevant predictive value.
4.1. Hypothesis Test
Estimated values for path relationships in the structural model must be significant. Significance values
in this hypothesis can be obtained by the bootstrapping procedure. See the significance of the hypotheses by
looking at the parameter coefficient values and the T-statistical significance values on the bootstrapping report
algorithm. To find out the significance or not seen from the T-table at alpha 0.05 (5%) = 1.96, then the T-table
is compared with the T-count (T-statistic).
Table 4.18
7. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 184 | Page
Figure 4.3
4.2. The influence of Cultural Organizations influences Organizational Citizenship Behavior
Based on the hypothesis test in this study the results obtained T-statistic value of 3.787 original sample
value of 0.573, and P value of 0.005. The T-statistic value is greater than the T-table value of 1.96, the original
sample value shows a positive value, and the P Values value is less than 0.05, these results indicate that the
cultural organization has a positive and significant effect on organizational citizenship behavior. (Rothmann and
Hamukang'andu, 2013; Stephen and Julita, 2013; Sayed and Abed, 2018; Rothmann and Baumann, 2014)
4.3. Effect of Work Environment influences Organizational Citizenship Behavior
Based on the hypothesis test in this study, the T-statistic value was 4.558, the original sample value
was 0.480, and the P value of 0.000. The T-statistic value is greater than the T-table value of 1.96, the original
sample value shows a positive value and the P Values value is less than 0.05, these results indicate that the work
environment has a positive and significant effect on organizational citizenship behavior. (Park and Ono, 2016;
Guarnaccia and Scrima, 2016; Ardy, 2018; Hashish, Abdell and Mousa, 2018)
4.4. Effect of Organizational Commitment on Organizational Citizenship Behavior
Based on the hypothesis test in this study, the T-statistic value was 2.962, the original sample value was 0.116,
and the P value of 0.000. The T-statistic value is greater than the T-table value of 1.96, the original sample
value shows a positive value, and the P Values value is less than 0.05, these results indicate that organizational
commitment has a positive and significant effect on organizational citizenship behavior. (Park and Ono, 2016;
Guarnaccia and Scrima, 2016; Ardy, 2018; Hashish, Abdell and Mousa, 2018)
4.5. The Effect of Cultural Organizations on Employee Performance
Based on the hypothesis test in this study, the T-statistic value of 2.704 was obtained, the original
sample value was 0.366 and the P value of values was 0.001. The T-statistic value is greater than the T-table
value of 1.96, the original sample value shows a positive value, and the P Values value is less than 0.05, these
results indicate that the cultural organization has a positive and significant effect on employee performance.
(Rudyanto and Lyly, 2016; Saleem, Iqbal and Amin, 2018; Natrajan, Sanjeev and Singh, 2019)
4.6. Effect of Work Environment on Employee Performance
Based on the hypothesis test in this study, the T-statistic value was 2,539, the original sample value
was 0.420 and the P value of 0.001. The T-statistic value is greater than the T-table value of 1.96, the original
sample value shows a positive value, and the P Values value is less than 0.05, these results indicate that the
work environment has a positive and significant effect on employee performance. (Kurniawati, Sunaryo and
Khoirul, 2019; Winarno and Hermana, 2019; Liu and Huang, 2019; Aktar and Pangil, 2018)
4.7. Effect of Organizational Commitment on Employee Performance
Based on the hypothesis test in this study, the T-statistic value was 3.117, the original sample value
was 0.517 and the P value of 0.001. The T-statistic value is greater than the T-table value of 1.96, the original
sample value shows a positive value, and the P Values value is less than 0.05, these results indicate that
8. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 185 | Page
organizational commitment has a positive and significant effect on employee performance. (Kurniawati,
Sunaryo and Khoirul, 2019; Winarno and Hermana, 2019; Liu and Huang, 2019; Aktar and Pangil, 2018)
4.8. The Effect of Organizational Citizenship Behavior on Employee Performance
Based on the hypothesis test in this study, the T-statistic value was 3.008, the original sample value
was 0.654 and the P value of 0.000. The T-statistic value is greater than the T-table value of 1.96, the original
sample value shows a positive value, and the P Values value is less than 0.05, these results indicate that
organizational citizenship behavior has a positive and significant effect on employee performance. (Rudyanto
and Lyly, 2016; Saleem, Iqbal and Amin, 2018; Natrajan, Sanjeev and Singh, 2019)
V. CONCLUSIONS AND RECOMMENDATIONS
5.1. Conclusion
1) Cultural organization has a positive and significant effect on organizational citizenship behavior. This
means that if the organizational culture in a company is good, the better the voluntary commitment of
someone expected by the company (OCB).
2) The work environment has a positive and significant effect on organizational citizenship behavior. This
means that if the working environment in a good and good company, the better the voluntary
commitment of someone expected by the company (OCB).
3) Organizational commitment has a positive and significant effect on organizational citizenship
behavior. This means that the higher the organizational commitment an employee receives, the better
the voluntary commitment of someone expected by the company (OCB).
4) Cultural organization has a positive and significant effect on the employees performance. This means
that if the organizational culture of a company is good, the better and the better performance of
employees.
5) The work environment has a positive and significant effect on the employees performance. This means
that if the work environment in a company looks comfortable and good, it will improve the
performance of employees and employees become comfortable.
6) Organizational commitment has a positive and significant effect on the employees performance. This
means that if the commitment in an organization goes well, then it can make employee performance
more improved and better.
7) Organizational citizenship behavior has a positive and significant effect on the employees
performance. This means that if organizational citizenship behavior in a company is good by
volunteering someone to work well, then it can improve employee performance.
5.2. Recommendations
1) Companies pay more attention to the comfort of organizations in the company so that each employee
can feel comfortable in working.
2) The company should pay attention to the work space for its employees so that employees can work
better in doing their jobs.
3) The company can make decisions for the responsibilities of each of its employees so that the
responsibilities do not match the work and level accepted by the employee.
4) The company must be able to control every performance and result of every employee's work, so that
they can see and reprimand employees who are not working well.
5) The company must pay attention to the skills of each employee, by holding training every year so that
the skills and abilities of each employee can be improved.
Further Research Suggestions, This study aims to examine and analyze the influence of organizational
culture, work environment and organizational commitment on organizational citizenship behavior and employee
performance. The results showed that organizational culture, The work environment,
Organizational commitment has a significant positive effect on organizational behavior citizenship.
Organizational Culture, Work environment , Organizational Commitment has a s ignificant positive effect on
Employee Performance. Organizational Citizenship Behavior has a significant positive effect on employee
performance. According to the hypothesis we developed, we can look for it in the future with a variety of
variables and more population
9. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 186 | Page
REFERENCES
[1]. Adi, A. Z., and Ratnasari, S. R. 2015. Pengaruh Komitmen Organisasi, Penghargaan dan Kepuasan
Kerja terhadap Perputaran Karyawan pada Perbankan Syariah di Kota Batam. Etikonomi, 14 (1): 35-
50.
[2]. Ardiansyah, Y., & Sulistiyowati, L. H. (2018). Pengaruh Kompetensi dan Kecerdasan Emosional
Terhadap Kinerja Pegawai. Jurnal Inspirasi Bisnis dan Manajemen, 2(1), 91-100.
[3]. Dessler, Gary. (2015). Manajemen Sumber Daya Manusia. Jakarta: Salemba Empat.
[4]. Fisher et al., (2009). Beyond work and family: A measure of work/nonwork interference and
enhancement. Journal of Occupational Health Psychology. American Psychological Association. Vol
14, No.4, 441-456.
[5]. Goleman, Daniel (2015). Emotional Intelligence : Kecerdasan emosional mengapa EI lebih penting
daripada IQ, Jakarta: PT. Gramedia Pustaka Utama.
[6]. Hafid, M., & Prasetio, A. P. (2017). Pengaruh Work-Life Balance Terhadap Turnover Intention (Studi
pada Karyawan Divisi Food & Beverage Hotel Indonesia Kempinski Jakarta). SMART-Study &
Management Research, 14(3), 54.
[7]. Handayani, Arri. (2015). Studi Ekplorasi makna keveimbangan kerja keluarga pada ibu bekerja.Jurnal
seminar dan Kemanusian.ISBN: 978- 979-796-324-8.
[8]. Hendrayani, D. (2013). Pengaruh Komitmen Dan Job Insecurity Terhadap Intensi Turnover Pada
Operator Garuda Call Center. MIX: Jurnal Ilmiah Manajemen, 3(1).
[9]. Kim, H.K.. (2014). Work-Life Balance and Employees Performance: The Mediating Role of Affective
Commitment. Global Business and Management Research: An International Journal, 6, 37-51.
[10]. Luthans, Fred. Organizational Behavior. New York: McGraw-Hill, 2011.
[11]. Mahiri, E. A. (2016). Pengaruh Pendelegasian Wewenang dan Komitmen Organisasi Terhadap Prestasi
Kerja Pegawai Dinas Pendidikan Kabupaten Majalengka. MAKSI, 3(1).
[12]. Majdalani, J. F., & Maamari, B. E. (2016). Emotional intelligence, a tool for customer satisfaction.
Journal for Global Business Advancement, 9(3), 275-283.
[13]. Mangkunegara, Anwar Prabu. (2016). Manajemen Sumber Daya Manusia Perusahaan. Cetakan
Kesebelas. Remaja Rosdakarya. Bandung.
[14]. M Soelton, P Amaelia, H Prasetyo. 2020. Dealing with Job Insecurity, Work Stress, and Family
Conflict of Employees. 4th International Conference on Management, Economics and Business
(ICMEB 2019). atlantis-press.com. 2020/2 (167-174).
[15]. M Soelton, D Amalia, N Noermijati, B Wahyudiono. 2020. Self-Esteem: The Levels of Religiosity in
Job Insecurity and Stress in Government Company. 4th International Conference on Management,
Economics and Business (ICMEB 2019). atlantis-press.com. 2020/2 (302-310).
[16]. F Rohman, YB Abadi, M Soelton, N Prasetyo, ET Saratian. 2020. The Effect of Environmentally
Friendly Paper Toward Purchasing Intention. 4th International Conference on Management,
Economics and Business (ICMEB 2019). atlantis-press.com. 2020/2 (120-126).
[17]. M Soelton, D Hardianti, S Kuncoro, J Jumadi. 2020. Factors Affecting Burnout in Manufacturing
Industries. 4th International Conference on Management, Economics and Business (ICMEB 2019).
atlantis-press.com. 2020/2 (46-52).
[18]. M Mugiono, BH Purwoko, M Soelton, R Yuvitasari. 2020. Recognizing How the Job Involvement,
Burnout, and Self-Efficacy Work Influences the Work Stress at International Hospitals. 4th
International Conference on Management, Economics and Business (ICMEB 2019). atlantis-
press.com. 2020/2 (264-270).
[19]. M Soelton, PA Lestari, H Arief, RL Putra. 2020. The Effect of Role Conflict and Burnout Toward
Turnover Intention at Software Industries, Work Stress as Moderating Variables. 4th International
Conference on Management, Economics and Business (ICMEB 2019). atlantis-press.com. 2020/2
(185-190).
[20]. DF Suzabar, M Soelton, M Umar, J Triwulan. 2020. Recognizing How the Time Demands of Work
Influences the Turnover Intention in Banking Industry. 4th International Conference on Management,
Economics and Business (ICMEB 2019). atlantis-press.com. 2020/2 (40-45).
[21]. A Nanda, M Soelton, S Luiza, ETP Saratian. 2020. The Effect of Psychological Work Environment
and Work Loads on Turnover Interest, Work Stress as an Intervening Variable. 4th International
Conference on Management, Economics and Business (ICMEB 2019). atlantis-press.com. 2020/2
(225-231).
[22]. McShane, Steven L. and Mary Ann Von Glinow. Organizational Behavior. New York: McGraw-Hill,
2010.
[23]. Mobley, W. H. (2011). Pergantian Karyawan : Sebab, Akibat dan Pengendaliannya (Terjemahan).
Jakarta: PT Pustaka Binaman Pressindo.
10. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 187 | Page
[24]. Moorhead, G., & Griffin, R. (2013). Organizational Behavior: Managing People and Organization (9th
ed.). Mason: South Western Cengage Learning.
[25]. Nasution, M. I. (2017). Pengaruh Stres Kerja, Kepuasan Kerja Dan Komitmen Organisasi Terhadap
Turnover Intention Medical Representative. MIX: Jurnal Ilmiah Manajemen, 7(3).
[26]. M Nurhayati, A Thoyib, DW Irawanto, 2019. Impersonal Trust and Perceived Organizational Politics
on Organizational Commitment. European Research Studies Journal 21 (3), 391-403 | vol: | issue: |
2018
[27]. M Nurhayatia, A Thoyib, N Noermijati, 2017. The Role of Political Skills for Organizational
Commitment . International Journal of Economic Perspectives 11 (4), 493-498 | vol: | issue : | 2017
[28]. Mochamad Soelton, Noermijati Noermijati, Fatchur Rohman, Mugiono, Irfan Noviandy Aulia and
Rustam Efendi Siregar. 2020. Reawakening perceived person organization fit and perceived person job
fit: Removing obstacles organizational commitment. Management Science Letters 10 (2020) 2993–
3002 homepage: www.GrowingScience.com/msl
[29]. Soelton, M., Visano, N. A., Noermijati, N., Ramli. Y., Syah. T. Y. R., & Sari, Y. J. (2020). The
Implication Of Job Satisfaction That Influence Workers To Practice Organizational Citizenship
Behavior (Ocb) In The Work Place. Archives of Business Research, 8(5). 33-48 Publication Date: May
25, 2020 DOI: 10.14738/abr.85.8139.
[30]. Soelton, M., Visano, N. A., Aulia, I. N., Rohman. F., Abadi. Y. B., & Adelia, D. (2020). Factors That
Affect The Masinical Productivity In The Indonesian Railway Industry. Archives of Business
Research, 8(5). 49-62. Publication Date: May 25, 2020 DOI: 10.14738/abr.85.8183.
[31]. Mochamad Soelton, Yudha B. Abadi Nicko Gana Saputra Eko Tama Putra Saratian Harefan Arief,
Devi Haryanti. 2020. FACTORS AFFECTING TURNOVER INTENTION AMONG WAITERS IN
FRANCHISE RESTAURANTS. South East Asia Journal of Contemporary Business, Economics and
Law, Vol. 21, Issue 5 (April) ISSN 2289-1560 2020 126
[32]. Mochamad Soelton, Eko Tama Putra Saratian Anees Janee Ali Tine Yuliantini Dwi Astari. 2020. THE
IMPLICATION OF EMOTIONAL ENVIRONMENT THAT MAY EFFECT THE EMPLOYEE
TURNOVER INTENTION. South East Asia Journal of Contemporary Business, Economics and Law,
Vol. 21, Issue 5 (April) ISSN 2289-1560 2020 108
[33]. Mochamad Soelton, Eko Tama Putra Saratian Anees Janee Ali Sri Anah Immanuel Alfe Andre Yosef.
2019. IMPLEMENTATION OF ORGANIZATIONAL COMMITMENT IN ENGINEERING AND
CONSTRUCTION INDUSTRIES. South East Asia Journal of Contemporary Business, Economics
and Law, Vol. 20, Issue 5 (DEC) ISSN 2289-1560 2019 167
[34]. Mochamad Soelton, Yanto Ramli Anees Janee Ali Harefan Arief, Eko Tama Putra Saratian Eviyanti
Pasaribu. 2020. TO IMPLY THE ORGANIZATIONAL CITIZENSHIP BEHAVIOR IN THE WORK
PLACE TO IMPROVE EMPLOYEE PERFORMANCE. International Journal of Business, Economics
and Law, Vol. 21, Issue 5 (April) ISSN 2289-1552 2020 70
[35]. Eko Tama Putra Saratian Mochamad Soelton, Anees Janee Ali Harefan Arief, Lisnatiawati Saragih
Friska Risfi. 2019. THE IMPLICATION OF WORK LOAD IN THE WORK PLACE THAT MAY
PROVOKE WORK STRESS. South East Asia Journal of Contemporary Business, Economics and
Law, Vol. 20, Issue 5 (DEC) ISSN 2289-1560 2019 172
[36]. Mochamad Soelton, Nicko Alexander Visano, Irfan Noviandy Aulia, Mugiono, Tantri Yanuar Rahmat
Syah Lecturer, Siti Annisa Febriyani. 2020. Work Insecurity Enhances Work Stress and Burnout in
Indonesian Railway Industry. THE INTERNATIONAL JOURNAL OF BUSINESS &
MANAGEMENT. ISSN 2321–8916 www.theijbm.com 232 Vol 8 Issue 4 DOI No.:
10.24940/theijbm/2020/v8/i4/BM2004-055 April, 2020
[37]. Mochamad Soelton, Nicko Alexander Visano, Irfan Noviandy Aulia, Mugiono, Bayu Hatmo Purwoko,
Tantri Yanuar Rahmat Syah, Nonni Hastuti. 2020. The Impact of Employee’s Commitment and
Personality That Influence Their Organizational Citizenship Behavior in Property Industry. THE
INTERNATIONAL JOURNAL OF BUSINESS & MANAGEMENT. ISSN 2321–8916
www.theijbm.com 232 Vol 8 Issue 4 DOI No.: 10.24940/theijbm/2020/v8/i4/BM2004-055 April, 2020
[38]. M Soelton, S Himawan, L Fazriyanti, S Ria, I Gustiawan. 2018. Visionary Leadership Structure: Stress
Levels On Performance In Technology and Communications Industry. Forum Manajemen Indonesia
10-Palembang. 10 (November 2018), 508
[40]. Y Ramli, M Soelton, Paijan. 2019. The Influence of Innovation Management Toward The Business
Performance of Garment Industries in Indonesia. International Journal od Business, Economics and
Law. 16 (Issue 5), 249-258
[41]. M Soelton, F Ahdiansyah. 2018. Toward The Best Model in Recruitment Process and Employee
Competence in Outsourcing Industries. Jurnal Ekonomi. 23 (Juli 2018), 240-250
11. Conceptualizing The Role of Organizational Commitment
*Corresponding Author: Mochamad Soelton www.aijbm.com 188 | Page
[42]. M Soelton, D Yasintha. 2018. Pengaruh Kepemimpinan Transformasional, Lingkungan Kerja Fisik
dan Stres kerja terhadap Kinerja Pegawai Kantor Kelurahan Kecamatan Penjaringan Jakarta Utara.
Jurnal Ekonomi. 23 (Maret 2018), 20-32
[43]. M Soelton, R Pratama. 2018. Effect of Recruitment Process, Selection, and Compensation on
Frontliner Performance in Bank Industry. Proceeding International Conference on Management
Economics and Business of Universitas Mercu Buana (ICMEB 2018). Jilid 2018. ISBN 978-979-
99488-3-0
[44]. M Soelton, S Ria, F Arifin. 2018. Effect of Organizational Culture, Job Satisfaction, and Engagement
on Employee Performance in Government Company. Proceeding International Conference on
Management Economics and Business of Universitas Mercu Buana (ICMEB 2018). Jilid 2018. ISBN
978-979-99488-3-0
[45]. Prajuanturi, Mardiki (2017). Pengaruh Kualitas Kehidupan Kerja dan Komitmen Organisasi terhadap
Kinerja Karyawan di PT Agung Automall Cabang Soekarno Hatta Pekanbaru. JOM Fekon, Vol.4
No.2, Hal (2252-2263).
[46]. Rene, R., & Wahyuni, S. (2018). Pengaruh work-life balance terhadap komitmen organisasi, kepuasan
kerja, dan motivasi kerja terhadap kinerja individu pada karyawan perusahaan asuransi di
jakarta. Jurnal Manajemen dan Bisnis Sriwijaya, 16(1), 53-63.
[47]. Robbins, Stephen P, and Judge, Timothy, A. 2015, Perilaku Organisasi, Edisi 16, Edisi Bahasa
Indonesia, Terjemahan Ratna Saraswati dan Febriella Sirait. Salemba Empat, Jakarta.
[47]. Sebayang, S., & Sembiring, J. (2017). Pengaruh Self Esteem Dan Self Efficacy Terhadap Kinerja
Karyawan Studi Kasus Di PP. Finnet Indonesia. eProceedings of Management, 4(1).
[48]. Sidharta, N., & Margaretha, M. (2011). Dampak komitmen organisasi dan kepuasan kerja terhadap
turnover intention: studi empiris pada karyawan bagian operator di salah satu perusahaan garment di
Cimahi. Jurnal Manajemen, 10(2), 129-142.
[49]. Soelton, M., Nugrahati, T., Setiawan, M., Rochman, F., & Pratama, A. (2019). Gender: Stress Levels
on Performance in Modern Industry. Archives of Business Research, 7 (2), 72-81, DOI:
10.14738/abr.72.6131.
[50]. Soelton, M., Umar, M. (2018). Recognizing How The Time Demands of Work Influences the Turn
Over Intention in Banking Industry. European Journal of Business and Management (EJBM), 12 (19).
[51]. Soelton, M. (2018). How Culture, Training Standard and Discipline on the Employee Performance
Affect Hotel Management. European Research Studies Journal, 21(4), 378-385.
[52]. Soelton, M., & Nugrahati, T. (2018). How Complaining Behaviors Effect on Coping Stress and
Anxiety. International Journal of Saudi Journal of Business and Management Studies (SJBMS), 3(6),
623-628.
[53]. Soelton, M., & Oktapriatna, N. (2018). How Complaining Behaviors Effect on Performance in
Government Industries?. International Journal of Saudi Journal of Business and Management Studies
(SJBMS), 3(6), 623-628.
[54]. Soelton, M., & Rakasidhi, J. (2018). How to Implementation Organization Citizenship Behaviors with
performance on Accident insurance service. European Journal of Business and Management
(EJBM), 10(15), 10-16.
[55]. Soelton, M., Pebriani, P., Umar, M., Triwulan, J., & Wilantara, J. How transformational leadership,
communication, and workload on the employee performance affect shoes industries. South East Asia
Journal of Contemporary Business, Economics and Law, Vol. 17, Issue 5(December) ISSN 2289-1560.
[56]. Soelton, M., & Atnani, M. (2018). How Work Environment, Work Satisfaction, Work Stress On The
Turnover Intention Affect University Management. Jurnal Manajemen dan Bisnis Indonesia, 5(3), 439-
448.
[57]. Wibowo. (2017). Perilaku dalam Organisasi. Jakarta: Raja Grafindo Persada.
[58]. Wirawan. (2015). Manajemen Sumber Daya Manusia Indonesia : Teori, Psikologi, Hukum,
Ketenagakerjaan, Aplikasi dan Penulisan : Aplikasi dalam Organisasi Bisnis, Pemerintahan dan
Pendidikan. PT. RAJAGRAFINDO PERSADA. Jakarta.
*Corresponding author: Mochamad Soelton1,
14567
Department of Management, Faculty of Economics and Business,
Universitas Mercu Buana, Indonesia