IJHCM (International Journal of Human Capital Management)
Not a member yet
167 research outputs found
Sort by
The Effect of Empowerment, Training, Compensation through Organizational Commitment on the Performance of the Financial Management of the North Sulawesi Provincial Government
Get PDFThis study aims to analyze and determine the effect of empowerment, training, compensation through organizational commitment to the financial management performance of the North Sulawesi Provincial Government. The methodology used in this research is a quantitative approach with a descriptive survey method. Research respondents numbered 267 financial management employees.The results of this study indicate that 1) Empowerment has a direct and positive effect on the performance of financial management employees. 2) Training has a direct and positive effect on the performance of financial management employees. 3) Compensation has a direct and positive effect on the performance of financial management employees. 4) Organizational commitment has a direct and positive effect on the performance of financial management employees. 5) Empowerment of employees has a direct and positive effect on organizational commitment of financial management employees. 6) Employee training has a direct and positive effect on organizational commitment of financial management employees. 7) Compensation has a direct and positive effect on organizational commitment of financial management employees. 8) Empowerment of employees has an indirect and positive effect on employee performance through organizational commitment. 9) Employee Training has an indirect and positive effect on employee performance through organizational commitment. 10) Employee compensation has an indirect and positive effect on employee performance through organizational commitment
The Effect of Organizational Culture, Leadership Style, and Trust to Organizational Commitments of LP3I Polytechnic Jakarta Lectures
Get PDFThe purpose of this study is to obtain valid and reliable empirical data, facts and information about the influence of organizational culture, leadership style, and trust to the organizational commitment of the LP3I Polytechnic Lecturers in Jakarta. This study makes the use of associative quantitative approach and path analysis technique. The population in this study were all permanent lecturers at the LP3I Polytechnic Jakarta with 215 people in total. The sampling method was using simple random sampling upon all permanent lecturers at the LP3I Polytechnic Jakarta who were actively working in 2017. The sample was taken using the Slovin formula and the sample size therefore was 145 lecturers. The research data was filtered through questionnaires. The results of the study concluded that there was a positive direct effect of Organizational Culture to the Organizational Commitment, there was a positive direct effect of Leadership Style to Organizational Commitment, there was a positive direct influence Trust to Organizational Commitment, there was a positive direct influence Organizational Culture to Trust, there was a positive direct influence Leadership Style to Trust , there was a positive influence of Organizational Culture, Leadership Style and trust simultaneously to Organizational Commitment and there was a positive influence of Organizational Culture and Leadership Style simultaneously to the trustworthiness of the LP3I Polytechnic Lecturers in Jakarta. This finding implied that, should you want to increase the Commitment of LP3I Polytechnic Jakarta Lecturers to the organization, it can be done through the increase of Organizational Culture, Leadership and Trust Style in a systematic and planned manner
Evaluation for education program and basic training for Jakarta public order agency
Get PDFThis research/evaluation be held for evaluating Evaluation for education program and basic training for Jakarta public order agency in periode 2012 until 2018 which be held by Civil service police and Human Resources Development Agency (Field Study). This evaluation for analising comprehensively to significant several aspect in several stages, which consists of stages1, including aspect : a. Legal foundation, b. Need analysis, c. Purpose, also program targets, and stages2, including aspect: a. Participant, b. Organization structure, c. Program and activities, d. Procedure, e.Guidebook, f. Instructors, g. Administrator/Committee, h. Instructional media, i. Means, infrastructure, and Budget, and stages3, including aspect, a. Participant reaction, b. Learning, c. Behavior, also stages4, which including: a.result, b. Program impact. Qualitative approach used on this research. Primary data, and secunder was obtained through observation, interview, study of document, focus group discussion, with all the credible informants. This evaluation be held by using Stufflebeam model, Context, Input, Process and Product (CIPP). Data analysis trough interactive approach Miles and Huberman in data display activity, data reduction, and drawing conclusion. Research/evaluation result. Evaluation result showing that most aspects in contex stages, input, and process also product, getting good judgment, Which means it's done / available according to criteria, so program recommended need to be developed with adjustment on law No.23 of 2014 about local government and Government regulation No. 16 of 2018 about civil service police which has become the development guidelines of education basic program, technical, and functional civil service police all over Indonesia.
 
The Influence of Training, Customer Orientation and Work Engagement on The Hotel Supervisor Professionalism
Get PDFThe hospitality industry has grown in size and complexity to service demands that require a higher level of skills from its personnel. Qualified personnel and skilled personnel are at the core of any profession, thus the professional status of the hotel industry should encourage to maintain the quality of employees. This study aims to determine the effect of training, customer orientation and job engagement on the professionalism of hotel supervisors in the hotel industry in Indonesia based on the rapidly changing needs of customers in the industry. The data collected was taken from a national hotel chain totaling 49 hotels from several regions in Indonesia and taking a sampling of 219 supervisors
How Employee Competency and Self Efficacy Affect Employee Work Engagement in Human Resource Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia
Get PDFHuman Resources Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia is a supporting agency in the Ministry of Law and Human Rights which is in charge of developing human resources in the field of law and human rights. As a supporting unit for the main task of BPSDM, the Ministry of Law and Human Rights of Republic of Indonesia improves the quality of law and human rights apparatus to be professional and have a high level of engagement to provide excellent service. This study aims to analyse the effect of employee competence on employee work engagement mediated by self efficacy in Human Resoruces Development Agency (BPSDM) Ministry of Law and Human Rights Republic of Indonesia. The study involved 221 employee respondents at BPSDM Ministry of Law and Human Rights Republic of Indonesia for group III. Analysis of the data was using the LISREL Structural Equation Modelling of self-efficacy and employee engagement. The results showed that employee competency and self efficacy respectively have positive and significant direct effects on employee work engagement. Employee competency has a positive and significant direct effect on self efficacy, and employee competency has a positive and significant indirect effect on employee work engagement mediated by self efficacy. Implications of the results of this study, BPSDM Ministry of Law and Human Rights Republic of Indonesia needs to develop employee competency attributes that can improve self-efficacy. This needs to be done given that self-efficacy will affect the degree of engagement of BPSDM employees to the Indonesian Ministry of Law and Human Rights
Private university lecturer's professional commitment in Jakarta
Get PDFThis study aims to analyze the effect of transformational leadership, academic culture, self – engagement on lecturer’s professional commitment of private university in Jakarta. A quantitative approach were used in the study. Data were analyzed from 212 lecturers of B-Accreditation private universities in Jakarta using Structural Equation Modelling (SEM). The findings delivers two things; First, there were positive and significant effect of transformational leadership on lecturer’s professional commitment; self – engagement on lecturer’s professional commitment; transformational leadership on academic culture; academic culture on self – engagement. Second, there were no significant effect of academic culture on lecturer’s professional commitment; transformational leadership on self – engagement
The Effect of Supervision, Motivation Andwork Commitment with Employee Performance at Directorate General of Islamic Community Guidance Ministry of Religion of The Republic Of Indonesia
Get PDFThe objective of the research is to find out the effect of supervision, motivation, andwork commitment to the employee performance at DirektoratJenderalBimbinganMasyarakat Islam Kementerian Agama Republik Indonesia.Survey was applied in this study which data have been analyzed by path analysis after all variables put into correlation matrix and multiple regression. In this research, the employee have been chosen as a unit analysis and 150 samples selected randomly. The results of the study found that employee performance was directly influenced by supervision, motivation, and work commitment. And indirectly, employee performance is influenced by the supervisory variable and the motivation variable through work commitment, this shows that the commitment variable is not a good mediating variable. Based on these findings, it can be concluded that the variation of Supervision, Motivation and Commitment each has an effect on employee performance, but the motivation variable is more dominant in influencing employee performance, for that it is suggested to the leadership element that to improve employee motivation performance becomes a benchmark in the success of organizational performance. .
The objective of the research is to find out the effect of supervision, motivation, andwork commitment to the employee performance at DirektoratJenderalBimbinganMasyarakat Islam Kementerian Agama Republik Indonesia.Survey was applied in this study which data have been analyzed by path analysis after all variables put into correlation matrix and multiple regression. In this research, the employee have been chosen as a unit analysis and 150 samples selected randomly. The results of the study found that employee performance was directly influenced by supervision, motivation, and work commitment. And indirectly, employee performance is influenced by the supervisory variable and the motivation variable through work commitment, this shows that the commitment variable is not a good mediating variable. Based on these findings, it can be concluded that the variation of Supervision, Motivation and Commitment each has an effect on employee performance, but the motivation variable is more dominant in influencing employee performance, for that it is suggested to the leadership element that to improve employee motivation performance becomes a benchmark in the success of organizational performance
Do Transformational Leadership, Interpersonal Communication, and Career Development Have Direct and Indirect Effect on Diplomats’ Organizational Commitment at the Ministry of Foreign Affairs Republic of Indonesia in Jakarta?
Get PDF
Objective of this research is to determine direct and indirect effects of transformational leadership, interpersonal communication, and career development on the commitment of diplomats at the Ministry of Foreign Affairs of the Republic of Indonesia in Jakarta. The sample design used is probability sampling which provides equal opportunity for each element (member) of the population to be selected as a sample member. And the technique for determining the number of samples is proportionate Stratified Random Sampling. This technique is used because the population is not homogeneous and proportionally distributed.
The research design used is a quantitative approach with a total sample of 255 respondents. The data analysis tool used is Structural Equation Modeling (SEM) with WarpPLS 5.0 software. This research reveals that transformational leadership has a positive and significant effect on interpersonal communication which indicates that the better transformational leadership, interpersonal communication will be more increased; transformational leadership has a positive and significant influence on career development which describes that the better transformational leadership, career development will get better; Transformational leadership contributes positively and significantly to organizational commitment through career development which shows an increase in career development then transformation leadership will be better and have an impact on increasing organizational commitment; and interpersonal communication has a positive but not significant role on organizational commitment through career development which shows that good interpersonal communication has neither effect on career development nor impact on the commitment of diplomatic organizations in the Ministry of Foreign Affairs of the Republic of Indonesia.
 
Deradicalization of Terrorism Prisoner: Evaluation of The Terrorism Client Guidance Program at the Surakarta Correctional Facility
Get PDFThe radicalism that leads to terrorism is a threat to almost every country in the world, leading many countries to employ a deradicalization program to deradicalize people that have been influenced by terrorist ideology. This research purpose is to evaluate the effectiveness of deradicalization effort conducted through “terrorism client guidance program at Surakarta Correctional Facility”. Using the CIPP model of evaluation, data is collected from eighteen terrorism clients and a few structural officials as well as all related documents at Surakarta Correctional Facility. The result of this study found that: (1) Evaluation of context component is worth average, (2) Evaluation of input component is worth poor, (3) Evaluation of process component is worth good, and (4) Evaluation of product component is worth average. Overall, the effectiveness of deradicalization conducted through guidance for terrorism client program at Surakarta Correctional Facility is worth average. Although the total evaluation merit of the terrorist client’s guidance program is still in the level of average, however, the author suggests that the program should be continued by revising some areas of concern.
Keywords: Deradicalization, Evaluation Program, Guidance of Terrorism Client
Employees Perception on Performance Appraisal Effectiveness in The Cyprus Public Sector (EAC)
Get PDFPerformance appraisals are important for effective evaluation and management of personnel. This research investigates the Electricity Authority of Cyprus’ employees’ perceptions of performance appraisal. Data were collected from 161 employees of the Organization, using an online semi-structured questionnaire, and analyzed using SPSS; the qualitative data were analyzed manually. The results of the study highlighted respondents’ perceptions with regard to the Organization’s performance management practices, which have a created a culture of mistrust towards the performance management system in use. The Organization’s present performance appraisal system seems to posit more shortcomings than strengths and it doesn’t seem to be integrated or linked with the organizational goals and missions of the Authority’s. The research has delivered some information on what needs to be changed in order to improve the current system. The findings have serious managerial implications for redesigning the performance appraisal system so as to be more effective, more credible and more transparent. These implications include actions towards introducing new methods, training the appraisers, increasing motivation and provision of resources for effective performance appraisal