Suchergebnisse

This study examines the effect of work professionalism, job satisfaction and organizational climate on employee performance in Muaradua Hospital employees. This study uses explanatory research with a quantitative approach. The population of this study included all Muaradua Regional General Hospital paramedics with a work period of more than one year. The sampling method is saturated, and the data collection technique uses questionnaire distribution. The data were analyzed using partial least square structural equation modeling (SEM-PLS). The results of this study indicate that work professionalism, job satisfaction, and organizational climate can directly improve employee performance. In addition, work professionalism and job satisfaction can improve the organizational climate. Organizational climate becomes partially mediating the relationship between work professionalism and job satisfaction on employee performance. The results of this study suggest that the hospital should be able to maintain professionalism and encourage job satisfaction, as well as create and improve strategies for factors related to organizational climate.

This study examines the effect of the relationship between job insecurity, workload, and work stress on turnover intention among BUMDes Sumber Sejahtera. The population in this study is all employees in BUMDes Sumber Sejahtera. This research is explanatory research with a quantitative approach which collects data by distributing questionnaires to 126 respondents. Data analysis used partial least squares (SEM-PLS). The results showed that job insecurity, workload, and work stress significantly affected turnover intention. Likewise, job insecurity and workload had a significant effect on work stress. The results of this study also show that work stress has a significant impact on turnover intention. Furthermore, work stress partially mediates the effect of job insecurity and workload on turnover intention. The results of this study suggest that BUMDes Sumber Sejahtera can improve the strategy to keep and maintain the employee to stay at their work.

This study examines the impact of self-efficacy and organizational support on employee performance as mediated by employee engagement at the regional public companies, Perumda Air Minum Ngawi Regency. This study is explanatory research with a quantitative approach. The population in this study were all permanent employees of the Perumda Air Minum Ngawi. Saturated sampling was used in the sampling methodology. The study's sample consisted of 269 permanent Perumda Air Minum Ngawi employees with a minimum work period of one year. Data were collected through questionnaires distributed to respondents and analyzed quantitatively using Partial Least Squares (PLS). The results showed that self-efficacy and organizational support significantly affect employee performance. This study also indicates that self-efficacy and organizational support have a significant effect on employee engagement, and employee engagement has a significant impact on employee performance. Employee engagement can mediate the effect of self-efficacy and organization on employee performance. The results of this study advise the Perumda Air Minum Ngawi to maintain employee engagement and organizational support to improve employee performance.

Purpose: The aim of this study is to test the hypothesis about the effect of corporate governance and premium growth in the performance of insurance companies in Indonesia. The growth rate of insurance premiums has decreased throughout 2016, followed by a decline in performance mainly influenced by poor corporate governance. Design/Methodology/Approach: By comparing different studies we try to come to a conclusion regarding the effect of corporate governance and premium growth in the performance of insurance companies. Some previous research stated that corporate governance does not positively affect the performance of these companies. Others, have found that growth in premiums, capital growth, returns, claims ratios, and types of capital affected the growth of life insurance company assets, while the ratio of acquisition costs, administrative cost ratios, and capital did not significantly affect the growth of life insurance company assets in Indonesia. Findings: There is a positiveThe findings in this study are the research framework which states that The Effect of Corporate Governance and Premium Growth on the Performance of Insurance Companies in Indonesia with company growth as mediation. Practical Implications: Findings of this study can be used by insurance companies as a study material to improve their performance. Originality/Value: The research hypotheses tested as they have been generated from the research framework. ; peer-reviewed

Developments in technology, has facilitated the public in obtaining information. One of the information technologies is the internet which penetrated into every aspect of life, especially in the world of business. The progress in the information technologies has increased business competition, particularly in the airline industry. The purpose of this study was to obtain empirical evidence related to the role of customer trust in mediating influence of brand image and brand awareness of the purchase intention in airline tickets online. This study using SEM analysis (Structural Equation Model) with the number of samples is 140. The object of this research is that consumers in one of the governmentowned airline company in Indonesia (Flag Carrier). The results showed that the corporate image has an influence on customer trust. Brand awareness has effects on customer trust and purchase intention. Customer trust has an influence on purchase intention. The customer trust is able to mediation and gives the influence of the corporate image on purchase intention. Indications and implications of the results of these studies are discussed further in this article.

This study aims to analyze the role of compensation and job stress on turnover intention through job satisfaction as a mediating variable. The population of this study was 106 employees who have worked for more than one year. It uses a saturation sampling method to collect the data. Hypothesis testing used in this research is path analysis. The expected result from this research is an analysis of the influence of compensation and job stress on turnover intention through job satisfaction as a mediating variable. The results of this study indicate that compensation has a negative and significant effect on turnover intention. Meanwhile, job stress is proven to have a positive and significant effect on turnover intention. This study also shows that job satisfaction is able to provide a significant mediating role.

The present study puts forward a model that examines variables of human resources management practices, organizational culture, knowledge management and organizational performance. By this model, it intends to explore the effects of human resources management practices and organizational culture on organizational performance. Particularly, it intends to find out their relationship with knowledge management as a mediator. The research applies SmartPLS for data analysis, with 163 respondents by means of saturation sampling technique. The results display several facts. First, both HRD practices and organizational culture have significant effects on knowledge management. Second, while knowledge management and organizational culture have a significant effect on organizational performance, HRD practices do not significantly affect organizational performance. It makes knowledge management only serve a partial mediation between human resources management practices and organizational performance, and serve a full mediation between organizational culture and organizational performance.

The service industry is currently facing the era of Industry 4.0, which results in an increasing need for talents who master information and technology to increase company productivity. Innovation is one of the strategies that service companies need to improve in order to compete with other companies. Organizational learning is also a company's effort that is used to determine and meet the increasingly diverse needs of consumers to improve company performance. This study aims to investigate the role of innovation and organizational learning as mediating variables between human capital and organizational performance. The sample consisted of 305 managers in the service industry of Indonesia using a purposive sampling technique, with the minimum sample size determined using GPower software. Data were collected using a self-reported questionnaire distributed online via a Google form. Furthermore, data were analyzed using structural equation modeling partial least squares with the SmartPLS 3 software. The results reveal that human capital significantly affects organizational performance, innovation, and organizational learning. Then, innovation and organizational learning have a significant effect on organizational performance. Furthermore, innovation and organizational learning act as mediators between human capital and organizational performance. These findings shed new light of the importance of effective human capital management in improving organizational performance. Furthermore, innovation and organizational learning are variables that can bridge the two relationships in the service industry.
AcknowledgmentsThis study is funded by the Indonesia Endowment Fund for Education, Ministry of Finance of the Republic of Indonesia.

This research examines the effect of work motivation and work environment through work engagement on employee performance. This research is quantitative research with data collection methods using questionnaires. The sample in this study was 85 employees of PT. Pelindo Terminal Petikemas New Makassar who were determined using the Slovin method. The data analysis technique used is SEM (Structural Equation Modeling) PLS. The results of this research show that the two independent variables, namely work motivation and work environment, have a positive influence, but the work motivation variable does not have a significant influence, while the work environment variable has a significant influence on employee performance. Based on the results of mediation testing, it shows that work engagement provides a partial mediation role in the relationship between work motivation and work environment on employee performance. It is hoped that the implications of the results of this research will be input for companies in efforts to improve the quality of employee performance.

This study examines and analyzes the effect of transactional leadership and role ambiguity on employee performance as mediated by organizational commitment. This study uses a quantitative approach. The population in this study was full employs at the Pabrik gula Ngadirejo factory. Technique sampling using proportionate random sampling. Questionnaires were distributed to Ngadiredjo Sugar Factory Kediri employees, with 125 respondents. The data analysis technique uses SEM analysis and analysis tools with the help of Partial Least Square (PLS). This study showed that transactional leadership and role ambiguity do not significantly affect employee performance. However, transactional leadership and role ambiguity significantly affect organizational commitment. Organizational commitment also has a significant effect on employee performance. Organizational commitment can mediate the effect of transactional leadership and role ambiguity on employee performance. The results of this study suggest that the sugar factory company continues to increase organizational commitment and make employees feel comfortable because the more robust sense of commitment to the organization will improve employee performance.

This research aims to examine the impact of transformational leadership on organizational commitment as mediated by job stress and job satisfaction in construction service companies, PT Wijaya Karya (Persero) Tbk. This study uses explanatory research with a quantitative approach. The samples used in this study are 344 respondents of PT Wijaya Karya (Persero) Tbk's employees. The purposive sampling method is the sampling technique in this study. The data were analyzed using structural equation modeling partial least squares (SEM-PLS). The results of this study indicate that transformational leadership can increase organizational commitment, control job stress, and increase job satisfaction. The leader of companies needs to improve transformational leadership. It performs an essential role in increasing employee commitment. The results of this study also found that the mediation of job stress and job satisfaction was a partial mediation between transformational leadership and organizational commitment.

This paper is mainly to study implementation of organizational culture in enhancing business competitiveness. Culture is seen as a soft system tool that reflects beliefs that are able to drive business performance in an international environment. Today, culture is a part of instrument to measure organizational readiness in managing business in an international environment. The research is focused on evaluatiny organizational culture in international-scale hotel in Yogyakarta, Indonesia. International-scale hotels are faced with differences in the nature of employees and customers, so management needs to develop a culture type as a strategy to encourage business competitiveness. The research applies Denison's organizational culture model with four dimensions: involvement, consistency, adaptability, and mission. Sample includes 248 working people at four star hotels with various positions, that is managers, supervisors and employees. The results of the study found that international hotel chains have the power to carry out internal alignment as a strategy to increase competitiveness through employee empowerment programs, team orientation, skills development, and alignment of work values. The results of the study illustrate the importance of internal and external dimension consistency for international business competitiveness.