28 research outputs found
Family Interfere With Work Conflict: Dampaknya Pada Kepuasan Dalam Bekerja, Kinerja, Dan Niat Untuk Keluar Dari Pekerjaan
No full textThis research examined the influence of family interfere with work conflict to job satisfaction, performance and intention to leave, and also the influence of job satisfaction to performance and intention to leave. Survey conducted on 128 bank employees found several findings. First, family interfere with work conflict has negative influence to job satisfaction. Second, job satisfaction has positive influence to performance. Third, job satisfaction has negative influence to intention to leave. Fourth, family interfere with work conflict has negative influence to job performance. Fifth, family interfere with work conflict has positive influence to intention to leave
PENGARUH WORK-FAMILY CONFLICT PADA KEPUASAN DALAM BEKERJA SERTA DAMPAKNYA PADA KINERJA DAN NIAT UNTUK KELUAR DARI PEKERJAAN
No full textAbstractThis research examined the influence of work-family conflict to job satisfaction, also the influence of job satisfaction to performance and intention to leave. Survey conducted on 128 found several findings. First, work family conflict has negative influence to job satisfaction. Second, job satisfac¬tion has posi¬tive influence to performance. Third job satisfaction has negative influence to intention to leave.Keywords: work-family conflict, job satisfaction, job performance, intention to leave.AbstrakRiset ini meneliti pengaruh work-family conflict pada kepuasan dalam bekerja, serta pengaruh kepuasan dalam bekerja pada kinerja dan niat untuk keluar dari pekerjaan. Penelitian yang dilaku¬kan pada 128 karyawan bank menghasilkan beberapa temuan. Pertama, work-family conflict ber¬pengaruh negatif pada kepuasan kerja. Kedua, kepuasan kerja berpengaruh positif pada kinerja. Ketiga, kepuasan kerja berpengaruh negatif pada niat untuk meninggalkan pekerjaan.Kata kunci: work-family conflict, kepuasan kerja, kinerja, niat untuk meninggalkan pekerjaan.</p
THE INFLUENCE OF WORK FAMILY CONFLICT AND WORK FAMILY SYNERGY TO EMOTIONAL EXAHUSTION AND LIFE SATISFACTION AND THEIR INFLUENCE TO PERFORMANCE
No full textThis research explores the influence of work family conflict and work family synergy to emotional exhaustion and life satisfaction and their influence to performance. Understanding about work family conflict and work family synergy will enable the managers to better manage those aspects, so the manager will benefit from better performance of any employee in the organization. Questionnaires were distributed to multiple target respondents of diverse backgrounds that include lecturers and university employees, government employees, employees of a restaurant, employees of small and medium businesses, and employees of a manufacturing business. A total of 350 questionnaires were distributed and the returned questionnaires that can be processed as many as 269 questionnaires. This study found several findings. First, work family conflict has positive influence to emotional exhaustion and negative influence to life satisfaction. Second, work family synergy has negative influence to emotional exhaustion and positive influence to life satisfaction. Third, emotional exhaustion has negative influence to performance. Fourth, life satisfaction has positive influence to performance.
Keywords: work family conflict, work family synergy, life satisfaction, emotional exhaustion, performanc
PENGARUH WORK-FAMILY CONFLICT PADA KEPUASAN DALAM BEKERJA SERTA DAMPAKNYA PADA KINERJA DAN NIAT UNTUK KELUAR DARI PEKERJAAN
No full textAbstract
This research examined the influence of work-family conflict to job satisfaction, also the influence of job satisfaction to performance and intention to leave. Survey conducted on 128 found several findings. First, work family conflict has negative influence to job satisfaction. Second, job satisfac¬tion has posi¬tive influence to performance. Third job satisfaction has negative influence to intention to leave.
Keywords: work-family conflict, job satisfaction, job performance, intention to leave.
Abstrak
Riset ini meneliti pengaruh work-family conflict pada kepuasan dalam bekerja, serta pengaruh kepuasan dalam bekerja pada kinerja dan niat untuk keluar dari pekerjaan. Penelitian yang dilaku¬kan pada 128 karyawan bank menghasilkan beberapa temuan. Pertama, work-family conflict ber¬pengaruh negatif pada kepuasan kerja. Kedua, kepuasan kerja berpengaruh positif pada kinerja. Ketiga, kepuasan kerja berpengaruh negatif pada niat untuk meninggalkan pekerjaan.
Kata kunci: work-family conflict, kepuasan kerja, kinerja, niat untuk meninggalkan pekerjaan
PENGARUH KEPEMIMPINAN TRANSAKSIONAL-TRANSFORMASIONAL PADA MODAL SOSIAL ANGGOTA ORGANISASI (Kasus untuk Karyawan Setingkat Staf pada Sebuah Perusahaan Otomotif di Jawa Tengah)
No full textRecently, social capital becomes a popular term in business world. Researchers believe that social capital has significant influence on employee performance. However, there has not been found any research examining how social capital can be built. This article tries to fill the gap by examining the effect of leader behavior to employees’ social capital. The results find strong support for the effect of transactional and transformational leadership to relational dimension ofsocial capital, and also strong support for the effect of transformational leadership to cognitive dimension of social capital. The results do not find any support for the effect of transactional and transformational leadership to structural dimension of social capital and the effect of transactional leadership to cognitive dimension of social capital.Keywords: transactional leadership, transformational leadership, social capita
PENGARUH DIMENSI-DIMENSI KEPEMIMPINAN TRANSFORMASIONAL DAN TRANSAKSIONAL PADA KINERJA KARYAWAN
No full textThis article is aimed to test the infunce of charisma, intellectual stimulation, inspirational motivation and individualized consideration as dimensions of transformational leadership to employee performance measured by in-role and extra role per formance. This artcle is also examine the infuence of contingent reward and management by exception as dimensions of transactional leadership to employee performance measured with in-role and extra role performance. Five hundred and four manufacturing sector employees participated in this reseach. This research found that almost all of tranformational and transactional leadership dimensions has positive infuence to employee performance measured with in- role and extra role performance.Keywords : transformational leadership, transactional leadership, in-role performance, extra-role performanc
IMPLEMENTASI PASAL 7 UNDANG-UNDANG NOMOR 42 TAHUN 2009 TENTANG PAJAK PERTAMBAHAN NILAI DALAM PENGELOLAHAN TRANSAKSI TERHADAP ALAT PERTANIAN DAN INDUSTRI
No full textGana Prajogo, Dr Tunggul Anshari SN, SH.MH, Lutfi Effendi, SH.M.Hum Fakultas Hukum Universitas Brawijaya Email : [email protected]  Abstrak Dalam penulisan skripsi ini penulis membahas tentang implementasi Pasal 7 Undang-Undang Nomor 42 Tahun 2009 tentang Pajak Pertambahan Nilai dalam perdagangan alat Pertanian dan industri. Hal ini dilatarbelakangi dengan adanya kegiatan operasional dari vendor PT Bina Pertiwi yang tidak melakukan penyetoran Pajak Pertambahan Nilai kepada KPP Madya Jakarta Timur yang tentunya akan merugikan PT Bina Pertiwi. Saat ini banyak vendor suatu perusahaan yang terbukti tidak menyetorkan Pajak Pertambahan Nilai kepada KPP tempat vendor suatu perusahaan itu terdaftar. Berdasarkan hal tersebut diatas, karya tulis ini mengangkat rumusan masalah : (1) Bagaimana implementasi Pasal 7 Undang-Undang Nomor 42 Tahun 2009 tentang Pajak Pertambahan Nilai dalam pengelolahan transaksi terhadap alat pertanian dan industri ? (2) Apa upaya yang dilakukan oleh PT Bina Pertiwi terhadap vendor yang tidak melakukan penyetoran Pajak Pertambahan Nilai ?. Untuk mengetahui permasalahan yang ada, maka metode pendekatan penelitian yang digunakan adalah metode pendekatan yuridis empiris, dimana penulis mengkaji Pasal 7 Undang-Undang Nomor 42 Tahun 2009 terkait Pajak Pertambahan Nilai. Berdasarkan hasil penelitian, penulis memperoleh jawaban atas permasalahan yang ada, bahwa untuk melakukan implementasi belum dilaksanakan, melainkan hanya teori saja. Hal tersebut dikarenakan vendor terlalu menganggap ringan dalam hal untuk melakukan penyetoran Pajak Pertambahan Nilai, dan kurangnya pengawasan. Kata Kunci: Implementasi, Pajak Pertambahan Nilai, vendor Abstract In writing this essay the author discusses an implementation of Article 7 in rule of law number 42 year 2009 about value tax added in transaction farm machine and industrial machine. This is backgrounded by the operational activities from a vendor of PT Bina Pertiwi is not deposit value tax added to KPP Madya Jakarta Timur, this activity can inflict a financial loss in PT Bina Pertiwi. In this time, many vendors in a company evident not deposit value tax added to KPP when that vendor is registered. Based on the above matters, this paper raises the formulation of the problem : (1) How to implement of Article 7 in rule of law number 42 year 2009 about value tax added in transaction farm machine and industrial machine? (2) What the effort of PT Bina Pertiwi to a vendor is not depositing value tax added?. To know the existing problems, the research approach method used is the method of empirical juridical approach, where the author\u27s review Article 7 in rule of law number 42 year 2009 about value tax added. Based on the results of the study, the authors obtain answers to existing problems, that to do an implementation is not held, but only the theoretical. This matters caused by vendor underestimate in deposit value tax added, and lack of controlling from the government. Keywords: Implementation, value tax added, vendorÂ
The Influence of Advertising Appeals on Viral Advertising, Brand Awareness, and Purchase Intention: the Moderator Role of Hedonic Personality
No full textViral advertising has become a trending topic nowadays. This study aims to examine the effect of advertising appeals on viral advertising, brand awareness, and purchase intentions with the hedonic personality playing as a moderating role. The use of hedonic personality itself to predict viral intentions, brand awareness, and purchase intentions have not been widely discussed by other researchers. This study can be classified as explanatory research with purposive sampling and partial least square as sampling techniques and data analysis. This study was designed to focus on individuals who can be classified as social media active users with a minimum age of 18 years old. The result shows that advertising appeals (humor and informative) have a positive and significant impact on viral intention and attitude toward advertisement. Thus, the higher viral intention and the positive attitude toward advertisement will increase the possibility of purchase and the level of brand awareness. While hedonic personality was significantly proved moderates the relationship between viral intentions and brand awareness in this study. The nature of respondents in this study who mainly are at high level of hedonic personality make the moderation role of hedonic personality has no significant impact on the relationship of viral intentions on purchase intentions. Therefore, the viral factor on hedonic consumers did not seem to correlate purchase intentions
The mediating role of green training to the influence of green organizational culture to green organizational citizenship behavior and green employee involvement
No full textAt 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. 
The Relationship Of Toxic Workplace Environment, Job Stress, Employee Life Satisfaction And Productivity With Gender And Tenure As Moderating
No full textEmployees often experience unpleasant working conditions in the workplace which is known as the Toxic workplace environment. A toxic workplace environment can be in the form of harassment, bullying, incivility, ostracism, stalking, and abusive supervision. This study examines the effects of a toxic workplace environment on job stress, employee life satisfaction, and employee productivity by adding gender and years of service as moderating variables. This study uses a sample of employees who have worked at least one year of service. Methods of data collection by distributing questionnaires. The data used were 239 of the 245 questionnaires obtained. The results of this study, the first is that the toxic workplace environment has an effect on productivity and job stress, but has no effect on employee life satisfaction. Second, job stress has no effect on productivity but has an effect on employee life satisfaction, and employee life satisfaction has an effect on productivity. Third, gender and tenure do not moderate the relationship between a toxic workplace environment, job stress, employee life satisfaction, and productivity.
Keywords: Toxic workplace environment, job stress, employee life satisfaction, productivity, gender, tenure
