Journal of Business and Management
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Identify Positive Dominant Factors of Employee Loyalty On Generation X and Millennial: Case Study of State-Owned Enterprise In Bandung
No full textThe recent condition for workforce in most of companies today were dominated by two generations which are Generation X and Millennial. Researcher interested to learn the difference factors that influenced loyalty of employees because employee loyalty played an important role for the continuity of a company to adjust to changes. State-Owned Enterprise or BUMN (Badan Usaha Milik Negara) has a vital role for the economy and national income of the country. In the face of the industrial era 4.0, the State-Owned Enterprise is currently encouraged to make transformation in the field of human resource by starting to attract Millennial to enter SOE companies. This condition leads to retirement of baby boomers, Generation X replaced them and started to move into management positions, and Millennial are starting to get into the workforce and increase rapidly in the organization. Bandung has a high population of Millennial who are aged 20-38 by 900,833 people and for Generation X who are aged 39-53 are 684,460 people. Therefore, SOE companies especially in Bandung need to understand the difference for each generation that dominated the workforce to maintain their loyalty. Objective of the study is to find out the factors that are the most influencing drivers for each Generation X and Millennial which has known as the dominated generation in the workforce. This research is based on several theories of employee loyalty factor for general, and also specifically generation X and Millennial. By using quantitative method, researcher distributed the questionnaire in 4 SOE companies in Bandung and analyzed using multiple regression method. The result of this study indicated that there are different dominant factors affecting employee loyalty, the Flexibility for Generation X and Skill Development for Millennial.
Financial Feasibility Study of Toll Road Bogor-Serpong Via Parung
No full textAbstract. Indonesia\u27s economic growth in 2010 to 2015 has been decreased due to the global economic slowdown. The structural changes can form of the development of export-oriented manufacturing industries, massive infrastructure development, and significantly improving the quality of Indonesian human resources. The feasibility study used as the base for the consideration whether the project is ready to go and as the base of the auction. The Bogor-Serpong via Parung toll road financial feasibility has been made by PT.XYZ, however, there is a time gap between the time they make the financial feasibility and the investing period that can make the financial assumption is not relevant. The author changes some assumption that is not relevant.The capital budgeting techniques used to determine the project are the payback period, Net Present Value (NPV), and Internal Rate of Return (IRR). The capital budgeting techniques result with the new assumption shows a payback period of Bogor-Serpong toll road is 12 year 9 month and 29 days, NPV is IDR 13,399,111million, and IRR is 16% which showed the project is possible. The result comparison of financial feasibility by PT.XYZ and financial feasibility using adjusted assumption showed the different result in NPV and payback period. PT.XYZ calculation shows the payback period is 13.39 years and NPV is IDR 13,399,111million. The private sector should be aware of the sensitive variable in order to minimize the risk.Keywords: infrastructure development, toll road, payback period, NPV, IR
How Does Brand Storytelling Build Brand Loyalty? The Case of Gojek Advertising Campaign
No full textThe purpose of this study was to determine the relationship of Brand Storytelling to Perceived Brand Image and its impact on Emotional Brand Attachments and Brand Loyalty. The survey was conducted on 175 Gojek users aged 19-24 who had watched one of the four Gojek campaign advertisements on Youtube that were used as the object of research. The campaign ad in question is a video with the tagline #HidupTanpaBatas, #GojekVersiKamu, #CariPahala, and #AnakBangsaBisa. The results of the study show 1) Brand storytelling has a significant effect on the perceived brand image with C.R. 4.370 and estimate 0.847; 2) Perceived Brand Image has a significant effect on Emotional Brand Attachments with C.R. 3.395 and estimate 0.571; 3) Perceived Brand Image does not significantly influence brand loyalty with C.R. 0.051 and estimate 0.009; 4) Emotional Brand Attachments have a significant effect on Brand Loyalty with C.R. 3.021 and estimate 0.636. The findings in this study indicate that Brand Storytelling is one of the marketing strategies that are effective in forming Perceived Brand Image so that it can influence Brand Loyalty with the Emotional Brand Attachment. Data testing and processing using AMOS SEM version 22. Keywords: Brand Storytelling, Perceived Brand Image, Emotional Brand Attachment, Brand Loyalty, Quantitative Research, SEM AMOSThe purpose of this study was to determine the relationship of Brand Storytelling to Perceived Brand Image and its impact on Emotional Brand Attachments and Brand Loyalty. The survey was conducted on 175 Gojek users aged 19-24 who had watched one of the four Gojek campaign advertisements on Youtube that were used as the object of research. The campaign ad in question is a video with the tagline #HidupTanpaBatas, #GojekVersiKamu, #CariPahala, and #AnakBangsaBisa. The results of the study show 1) Brand storytelling has a significant effect on the perceived brand image with C.R. 4.370 and estimate 0.847; 2) Perceived Brand Image has a significant effect on Emotional Brand Attachments with C.R. 3.395 and estimate 0.571; 3) Perceived Brand Image does not significantly influence brand loyalty with C.R. 0.051 and estimate 0.009; 4) Emotional Brand Attachments have a significant effect on Brand Loyalty with C.R. 3.021 and estimate 0.636. The findings in this study indicate that Brand Storytelling is one of the marketing strategies that are effective in forming Perceived Brand Image so that it can influence Brand Loyalty with the Emotional Brand Attachment. Data testing and processing using AMOS SEM version 22. Keywords: Brand Storytelling, Perceived Brand Image, Emotional Brand Attachment, Brand Loyalty, Quantitative Research, SEM AMO
Analyzing Factors of Remote Leadership to Effective Communication: A Case Study of CV. Anugrah Driatama
No full textEffective communication is essential to a firm\u27s growth. It is something that enables executives conduct management\u27s fundamental tasks planning, organizing, motivating, and controlling. Communication skills are the foundation of any company exercise, whether printed or verbal. Thus, efficient interaction is an organization\u27s construction stone. Leadership interactions that are characterized by electronically-mediated communication between leaders and employees that are on different location are what is called ``remote’’ leadership. Throughout the practice of remote leadership, it is essential that a leader has the ability to develop a common vision where all the organization\u27s employees also understand the shared vision but also accept and dedicate to it. Knowing the overall business situations is crucial to the operation of different businesses by general trading companies, and the profit and loss data is preserved for accounting purposes for each segment. countless businesses with differing features actually exist in one segment, Therefore, each company manages its business by splitting it further into smaller units. Nowadays a lot of new company implement remote leadership practice so the leaders can manage the company from a distance, one example of those aforementioned company is CV. Anugrah Driatama who runs in logistic services and general supplier industry. after the author conducted preliminary research, it is evident that the remoteleadership practice on CV. Anugrah Driatama is experiencing some communication problems. The author aimed to acknowledge the implementation of remote leadership in CV. Anugrah Driatama, to identify communication effectiveness through remote leadership in CV. Anugrah Driatama, and to investigate the most affecting factor of remote leadership towards communication effectiveness in CV. Anugrah Driatama. The author uses qualitative approach in this research by conducting interviews and focus group discussion. The analysis of the data is analysed through thematic analysis. The result of this research is that there are three variables that are born from the implementation of remote leadership and is affecting the communication effectiveness on the company. The three variables are leadership style, virtual leadership, and physical distance. It is evident that among the aforementionedthree variables, the one that have the most effect towards communication effectiveness within CV. Anugrah Driatama is virtual leadership. although the physical distance variable also get a lot of negative statements, almost all the problems always leads to the ineffective use of virtual leadership media that wasn’t able to replace the physical presence of the leader on the office.Key words: Communication Effectiveness, Leadership Style, Virtual Leadership, Physical Distance, Remote Leadershi
The Comparison of Factors to Join Streetwear Virtual Community
No full textTechnological advances on the internet, especially social media, have created virtual communities, especially in the fashion world. Virtual community’s existence gives people convenience way to keep up with fashion to follow the community. This research aims to analyse the significant differences between the existence of virtual communities’ variables in social media. This research used an online questionnaire to collect data which measured by a Likert scale to 211 respondents using purposive sampling and convenience sampling. The collected data was then processed using SPSS software. From the results of data processing and analysis of the data, it was found that all collected data is valid and can be used for research. In this research, the One-Way ANOVA method was used to measure and analyse the significant differences the variables. The results of this research indicate that there is a significant difference between the factors of the virtual community, which are Extrinsic Motivation, Usability, Sociability, Emotional Trust and Perceived internet Skills to join the community. Hopefully, this research can be useful for the virtual community to increase their followers and understand which factors that has a significant difference.Keywords: Significant Difference, Social Media, Virtual Communit
Job Analysis in Improving AHASS IRZA Motor Performance
No full textIncreasingly intense competition occurs in the automotive world, especially for motorcycle products, because this product is the most dominant means of land transportation owned by the people today In Indonesia. Motorcycle products from PT Astra Honda Motor (AHM) still dominated motorcycle sales in Indonesia until April 2019. The high number of sales of Honda motorcycles is supported by the big number of Astra Honda Authorized Service Station’s (AHASS) workshops which are spread throughout Indonesia. The competition will occur between fellow AHASS, therefore every AHASS must work hard to keep customers loyal just as it does to get new customers. In the last 5 years the average revenue growth of AHASS IRZA Motor was only 6.92%, which was below the target of 10%. Those issues caused because customers feel dissatisfied because they feel the process of service provided takes a long time. The cause of the length of the servants is that the employees are confused with the work they must do because the available job description is only in the form of points explain narratively
Identifying The Work Motivational Factors In NGOs For Millennials & Generation Z (Study Case: Five NGO’S In Bandung)
No full textMotivation for someone to work is to obtain financial benefits, while people that working in NGOs should have social factors as their main motivation. Nowadays is the time for millennials and generation z to work. Millennials and generation z’s are the generation that has a lower social concern than the previous generation and is also a generation that that considers that profits are measured by financial measures. The reality is that at present, in Indonesia the number of NGOs and NGO members from the millennial generation continues to grow. The results are two contradictory matters. Therefore, this research tries to identify the determinants of work motivation for NGO workers in Bandung. Some selected NGOs are Environment, Law and Legal, Child Care, Health, and Social Entrepreneur NGOs. Data were collected by quantitative methods through a survey method by questionnaire and the result was proceeded by using factor analysis method to find the most dominant factor. Motivation factors for NGO workers are obtained from various experts and summarized into Self-Development, Self-Satisfaction, Humanitarian, Social Relations, Work Security, and Reward. After doing the analysis factor process and labeling for each new factor, five new factors emerge, namely rewards and work benefit, internal-orientation, development in self and society, external-orientation, and self-actualization and the main motivational factor is the reward and work benefits, and this was different from the first hypothesis that is due to social factors. This research will be useful for NGOs as data to make decisions about work motivation issues for millennials and generation z’s to improve performance and reduce turnover.
Employee Engagement and Job Satisfaction Among Part-Time and Full-Time Faculty Members : A Comparative Study in School of Business And Management Institut Teknologi Bandung
Get PDFAbstract. Employee engagement towards an organization is one of the most important aspects to look after. It is one of the many factors that contributes to the overall performance of an organization considering how almost everything inside an organization is run by human resource (which includes part time faculty members). This research aims to define part-time and full-time faculty members’ job satisfaction level and condition, thereafter employee engagement. This paper is limited to only comparing and evaluating the satisfaction level of full-time and part-time faculty members of the School of Business and Management, Institut Teknologi Bandung, and focusing the analysis primarily towards factors that truly contribute to Minnesota Satisfaction Questionnaire’s job satisfaction and Gallup Q12, which will later determine overall employee engagement. The research participant is 40 people consisting of 29 part-time faculty members and 11 full-time faculty members and is conducted based on both primary and secondary data: primary being results based on circulating a 5-point Likert-scale questionnaire, and secondary being relevant information from online articles, websites, and offline references. This research will use Statistical Software for its analysis; T-Test to compare satisfaction and engagement between part-time and full-time faculty members, and Pearson Product-Moment Correlation Coefficient to find correlation between the two variables. The results indicates that there is a strong, positive correlation between Job Satisfaction and Employee Engagement level as where increases or decreases in satisfaction level were significantly related with increases or decreases in engagement level. Also, socio-demographic differences appeared to not have a significant impact on Faculty Members’ Job Satisfaction level, thereafter their Employee Engagement. The finding of this research is expected to help enhancing SBM ITB knowledge about their faculty members’ job satisfaction level, and be able to increase their engagement level. Key Words: Employee Engagement, Employee Satisfaction, Job Satisfaction, Part-Time, Faculty Member, Minnesota Satisfaction Questionnaire, Gallup Q12, Pearson Product-Moment Correlation Coefficient, T-Test, SPSS, School of Business and Management, Institut Teknologi Bandun
Technical Efficiency of Islamic Banks in ASEAN: An Examination Under Intermediation and Production Approach
No full textThis study aims to examine the relative efficiency scores of Islamic banks across six countries in ASEAN from 2011-2018 using Data Envelopment Analysis under the intermediation and production approach. The accounts used in the intermediation approach as inputs are fixed assets, staff expenses, and customer deposits, while for the production approach fixed assets andstaff expenses are used as input. The accounts used for intermediation output are loans for customers, non-interest operating income, while for the production approach the output is loans for customers, non-interest operating income, and customer deposits. The processing is divided into two frontiers, namely single-multiyear frontier to examine the efficiency trends of all ASEAN countries in eight years and cross-sectional frontier to compare the efficiency of countries in ASEAN in one year. The single multi-year frontier shows that the Philippines, Malaysia, Thailand and Singapore presents positive trend efficiency, while Indonesia fell, and Brunei fluctuated. Cross-sectional frontier shows that Brunei has the highest number of years in achieving optimum efficiency
Designing Organizational Change in Solving Employee Resign Problem in the Middle of Project At ZYX Company in Jakarta
No full textAbstract. The competition among the construction companies will have intense competition. The company should develop its own competitive advantages so the client will be satisfied with the work of the company. Human resources are quite important in construction companies. In this case, a family construction named PT. ZYX has only realized how important it is to manage human resources properly so that their business can continue to run as it should. The company knows that they have shortcomings in managing their human resources. The problem that PT. ZYX face the situation of their employees in the field who resign in the middle of the project. It will affect the project as a whole. If it continues, then it will damage the image of the company. This research conducted to address the existing problems by implementing organizational change within the company. This research uses semi-structured interviews and non-participant observation. this research produced several issues, there are employee resign, an organizational structure that is not implemented and company changes. In addition, there are other findings from the results of interviews, there is the nepotism that happens in the company, employee loyalty to the company and the problem of official contracts between the company and employees. From the result of the issues, it can be concluded that the main source of the issue is the organizational structure. The company does not implement the organizational structure and the company does not have any specific division to take care of their human resource. The company only has a Personnel Division to take care of the employees\u27 administration. The company needs a Human Resource Division to take care of all the human resource of the company. This Human Resource Division will manage human resource well and solve the existing problem that relates to the employees. In this research, the researcher uses Lewin\u27s Change Model to change the organization and make a new division to the HR Division. So the company needs to change its organizational structure and design new division which is the Human Resource Division. Keywords: EmployeeResignation, Human Resource, Lewin’s Change Model, Organizational Change, Organizational Structur