IJHCM (International Journal of Human Capital Management)
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The effect of organizational culture, career development remuneration and job satisfaction on nurse performance in regional general hospital in batam embung fatimah city
Get PDFHospitals are obliged to provide safe, quality, anti-discriminatory, and effective health services by prioritizing the interests of patients in accordance with hospital service standards. For this reason, hospitals are required to provide professional health workers, one of which is a nurse. Conditions in the field there are still many patient complaints about hospital services. To answer this problem, it is necessary to evaluate the performance of nurses in hospitals and see the factors that influence it.
The purpose of this study is to develop a model which states that nurse performance is mediated by job satisfaction which is supported by organizational culture, career development and remuneration which also pays attention to the relationship between career development variables and remuneration. This research was conducted at the Embung Fatimah Regional General Hospital, Batam City using a survey method and involving 200 clinical nurses as respondents. Data were collected using a Likert scale with Construct Reliability (CR) 0.70 and Variance Extrated (VE) 0.50. Data were analyzed using Structural Equation Modeling (SEM) with LISREL 8.8 and SPSS software.
The research findings for the measurement model reveal that all variables have SFL > 0.50 which indicates that all variables are valid. Likewise for the reliability of consistently measuring all indicators of research variables, it can be concluded that the reliability of the measurement model of all latent variables is good. Furthermore, the findings of the structural model reveal that organizational culture, career development, remuneration and job satisfaction have a direct positive effect on nurse performance. In addition, there was also a positive direct effect of career development and remuneration on job satisfaction, and the dominant direct influence of career development on remuneration (t-value = 12.01 > 1.96), but there was no direct positive effect of organizational culture on job satisfaction ( t-value = 1.47 < .96).
The conclusion of this study, is to improve the performance of nurses at the Embung Fatimah Regional General Hospital, Batam more effectively through improving remuneration management, and implementing career development in accordance with applicable regulations compared to organizational culture.
 
The Analysis of Determinant Factors Affecting The Job Performance of Islamic Bank Employees in Indonesia
Get PDFPublic sector challenges tend to be translated into more complex job demands which require individual innovation. To deal with the demands, many public organizations implement employee performance management. The current study analyzes the key determinants of employee performance to find a new model as a reference for Islamic banking practitioners, especially in Indonesia. Data were collected by using a questionnaire, developed with Google Forms and disseminated via online social media. It employed accidental sampling technique upon 7 Islamic banks in Indonesia, by distributing questionnaires that followed a six-point Likert scale. Questionnaires were distributed to 356 employees through representatives of Islamic Banks, WhatsApp Group and LinkedIn, by which 350 respondents submitted. Thereupon, the data were tested using Structural Equation Modeling (SEM) Amos 25.0, which resulted in the finding that Work Motivation did not affect Employee Performance, and training also did not affect Employee performance. However, training significantly and positively affected cohesion with the highest path, and cohesion also affected employee performance. This study found that the main effect of employee performance is cohesion, which affirmed the research results of Appelbaum et al. (2020), Williams et al. (2016), and Kearnes (2020). The weakness of this study lied in the sample population which might be inhomogeneous because the research subjects have different organizational cultures. The study results served as a reference model for Islamic Banking directors in improving employee and banking performance, so they concern on the training factor without ignorance over the cohesion factor
Correlation of Human Capital and Employees Satisfaction of Hotel Employees'
Get PDFThe purpose of this quantitative research was to determine the correlation of human capital in relation to employees’ satisfaction, a survey questionnaire was administered to different hotels in Davao Region with 400 hotel employees, results show that human capital shows a significant relationship with employees’ satisfaction, variable on human capital have a direct significant effect on employees’ satisfaction. 
The Importance of Service Elements in Retail Business
Get PDFThis study aims to find out how the external and internal marketing strategic issues of Toko Delima, How is the internal and external analysis of Toko Delima and how is the recommendation of Toko Delima's marketing strategy for 2023. This type of research is a qualitative research with interview data collection methods conducted on Toko Delima owners, Toko Delima consumers and competitor’s store consumers, observation of competitors and documentation studies with secondary data related to Toko Delima. The data analysis method used in this research is by using qualitative analysis methods. The results of this study indicate that in the future Toko Delima will experience changes in STP and its marketing mix, namely in the aspects of price, place and promotion strategies. There is an addition to the service elements of Toko Delima, so that previously using 4P will become 7P. Toko Delima's marketing strategy recommendations for 2023 are promoting using social media namely Instagram, increasing store convenience, adding online sales channels, adding types of promotions and changing product pricing. The results of this study are expected to have a positive impact on the development of science and business in the field of management, especially how to design a marketing strateg
Use of E-Commerce in Increasing Sales of Small and Medium-Sized Micro Enterprises (MSMEs) Boutiques is Amid Pandemic Covid-19: E-Commerce for Boutiques
Get PDFThe Covid-19 pandemic struck Indonesia and also the rest of the world, which has a huge impact on the Micro, Small, and Medium Enterprises (MSMEs). It is necessary to have a big movement to revive the economic passion in Indonesia, especially MSMEs, one of which is by utilizing e-commerce. E-Commerce is one of the means in the process of buying and selling products produced with a system that includes the use of the web online. The boutique is a fashion store that sells a variety of high-quality and exclusive clothing and accessories, customers can directly view the products being sold, register personal information, make orders, pay for goods. E-Commerce is created using the PHP programming language and MySQL database, using the Web Modeling Language (WebML) methodology. It was obtained that the E-Commerce data presented can increase the value of sales in the covid-19 pandemic with the use of E-Commerce makes it easier for consumers to choose items to be consumed or used without face-to-face or meeting between sellers and buyers. The online process is much more efficient compared to visitors coming directly to the store.
Keywords: “E-Commerce”, “Web Modeling Language (Web ML).
 
The Influence of Organizational Justice Dimensions on Affective Commitment and Employees Counterproductive Behavior
Get PDFEmployees' work dynamics in companies are very diverse. Some employees have high commitments, and others are very low. Likewise, the counterproductive behavior of employees in every company is also high or low. The importance of the two factors for the continuity of company operations incites the investigation to ponder the role of the dimensions of justice on affective commitment and counterproductive work behavior of employees in Islamic Financial Institutions (LKS) in DIY. Researchers distributed questionnaires to 219 employees from several LKS in DIY with purposive sampling. The data were then analyzed through SEM-PLS, which measures the research instrument and the influence between the research variables. The results of this study indicated that only procedural and interactional justice trigger affective commitment and deviant workplace behavior, while distributive justice is unable to influence these two variables. The study contributed to LKS managers maintaining a work environment that upholds the principles of justice to increase affective commitment and minimize employees' deviant behavior
Leadership, Millenials, And Job Satisfaction
Get PDFEmployee turnover is a disruptive and costly phenomenon for organizations. Understanding the causes of turnover and how to mitigate such causes offers a tangible benefit to organizations, especially as it relates to Millennials which are the largest portion of the workforce in 2020. The study herein sought to determine whether Millennial generation employee perceptions of leadership style have an association with job satisfaction for college-educated, full-time employees at a mid-sized professional services firm in the United States. The relationship between perceptions of leadership style and employee job satisfaction were evaluated via a non-experimental quantitative study. The research design was a cross-sectional survey administered to 1,567 participants with 354 usable responses obtained. Data collected via a survey demonstrated there is a statistically significant moderate correlation (rs = .32, p < .01) between perceptions of leadership style and job satisfaction at the scale level and that the relationship is stable regardless of gender, tenure, ethnicity, or age. The findings support previous studies of various generational cohorts and extend the knowledge base specific to a Millennial subgroup. This study extends the body of knowledge related to the Full Range of Leadership Theory and adds information for a specific generational cohort in one industry segment. Implications include opportunities for organizations to implement leadership development programs focused on specific behaviors that will increase employee satisfaction
Exploration The Quality of Knowledge Sharing in Increasing Employees’ Innovative Behavior
Get PDFBackground: Maximizing the innovation potential of employees is a top priority in all companies. New ideas and initiatives generated by employees give the organization a competitive advantage by differentiating and improving products or services. Given the growing importance of intellectual capital in all areas of the company, human resource researchers and professionals are expected to develop and implement effective measures that encourage their employees to innovate. Several factors that can increase employee innovation behavior are the quality of knowledge sharing and its support, namely, employee motivation to learn and transformative leadership.
Purpose: This study was intended to examine the direct effect of learning motivation on employee innovative behaviour and the indirect effect of motivation to learn and transformational leadership in improving the quality of knowledge sharing on increasing employee innovative behaviour.
Originality/value: The novelty of this research is that there is no research on motivation to learn, transformational leadership and knowledge sharing mediation to increase employee innovative behaviour at PT. Indonesia Power Suralaya Power Generation Unit.
Research limitations: The limitation in conducting this research is to explore motivation to learn, transformational leadership mediated by knowledge sharing to increase employee's innovative behaviour.
Design/methodology/approach: The quantitative method using a questionnaire with a 10-point Likert scale was used as a research method. The sampling technique was done by simple random sampling. The number of samples used as many as 63 samples to test four (4) hypotheses that have been determined. In testing the statistical significance of the path coefficient, the Structural Equation Modelling model was used.
Findings: From the research, it was found that motivation to learn had a significant positive effect on innovative behaviour. Motivation to learn has a negative and insignificant effect on knowledge sharing. Transformational leadership has a significant positive effect on knowledge sharing. And knowledge sharing has a significant positive effect on innovative behaviour. The implications of the findings explain that transformational leadership mediates knowledge sharing so that innovative behaviour increases and motivation to learn has a direct influence on increasing innovative behaviour
The Influence of Self Leadership on Organizational Citizenship Behavior with Self-Efficacy as a Mediation Variable on Teachers of SMK Negeri Jakarta Pusat
Get PDFThe purpose of this study was to determine the effect of self-leadership on Organizational Citizenship Behavior by self-efficacy as a mediation variable in, Central Jakarta State Vocatonal School Teacher. The research method used by researchers was a survey method with a descriptive approach, the population used was vocational school teachers. The model in this study uses the path analysis model. The analysis technique used in this study uses SEM (Structural Equation Modeling) which is operated with the SmartPLS version 3.0 program for testing hypothesis. In this study also tested the detection of the effect of intervening variables through the Sobel test. The analysis technique carried out in PLS includes three stages, namely the analysis of the outer model, analysis of the inner model, and testing of hypotheses. The results of the study are that self-leadership has a positive and significant effect on Organizational Citizenship Behavior, self-efficacy has a positive and significant effect on Organizational Citizenship Behavior, self-leadership has a positive and significant effect on self-efficacy, and self-leadership has a positive and significant effect on Organizational Citizenship Behavior with efficacy. self as a mediation between both
The mediating role of green training to the influence of green organizational culture to green organizational citizenship behavior and green employee involvement
Get PDFAt present, concern for the environment is being intensified by companies around the world. Employees in the organization are taught and provided with knowledge, learning, and real practice to care for the environment. Companies must have a competitive advantage to differentiate them from other companies. One way is to apply environmental care. In order to implement these goals, the company applies various ways to achieve them. Green Human Resource Management (GHRM) is an environmental management practice that is supported by human resources, because it can stimulate organizational success. This research used online survey on 211 respondents. Validity and reliability were tested by factor analysis using SPSS 15.0 software which stated that all items were valid and reliable. The hypothesis was tested using WarpPLS 7.0 software. All hypotheses are supported, green organizational culture has a positive and significant effect on green training, green training has a positive and significant effect on organizational citizenship behavior environment, green training has a positive and significant effect on green employee involvement, there is an indirect effect on organizational citizenship behavior environment and green employee involvement mediated by green training.