URGENSI PERSONAL BRANDING BAGI PUSTAKAWAN DI ERA PANDEMI

As a result of the Covid-19 outbreak, libraries must change their habits and order in providing library services. Library services, which were initially carried out in person or on the spot, were turned into online services to facilitate and provide convenience for users and librarians. Librarians are expected to be more creative in creating new innovations in providing online services to users. Librarians must still be able to provide excellent service to users even with various existing limitations, both librarians, infrastructure, and library collections. In the midst of the limitations of excellent service, the librarian is the key to this excellent service. Librarians must have a brand. How the librarian shows brand personality, brand-ability, brand value, and has a stimulus that produces positive perceptions. The brand of personality to build is one that is friendly, cooperative, forgiving, understanding, and good on good terms with other people. Librarians must also hone their brand personality in terms of being systematic, careful, thorough, responsible, and disciplined. Librarians should also have less negative emotionality, so that they are relatively balanced, calm, steadfast, and feel safe. Librarians must be sociable, articulate, assertive, and open to new relationships. besides that the librarian must have a high, to listen to new ideas and change ideas. The brand of librarian abilities that must be built is solving problems systematically, being able to find and finding creative and original ideas, managing people, coordinating with other people or teamwork, regulating and controlling emotions, being able to draw decisions, under any conditions, have a service or service orientation, negotiate, have cognitive flexibility or are able to think spontaneously in response to adjusting to situational needs. The librarian's brand value that must be built is the value of integrity and leadership. In terms of integrity, librarians must value honesty in speaking and acting; be able to balance/be consistent between thoughts, words, and actions; fair in treating others; have a high dedication to the institution; can always be trusted in carrying out the mandate and carrying out daily tasks. In addition to leadership, librarians must build teamwork in order to generate new ideas, ideas, suggestions so that work goals can be implemented.

Verifying the validity of the whole person model of mental health education activities in colleges based on differential equation

Based on the differential equation verification method, this study explores the characteristic model of mental health education activities for all employees and provides further research basis for constructing the competency characteristics for all employees in mental health education colleges. The results show that (1) the competence characteristics of all psychological teachers in mental health education colleges include interpersonal understanding and communication, respect for students, student service orientation, self-regulation and control, self-confidence, desire for achievement, influence, promotion of student development, organisation and coordination, 12 characteristics of professional knowledge skills, analytical thinking and reflective ability, (2) these 12 characteristics can be summarised into 4 dimensions: help and service, personal effectiveness, management skills and cognitive dimensions and (3) 12 characteristics of the model. The top 5 in the ranking are interpersonal understanding and communication, self-regulation and control, respect for students, student service orientation and promotion of student development.

The Antecedents of Psychological Empowerment and Its Impact towards General Physician Job Performance

BACKGROUND: The emergence of new infectious diseases such as SARS-CoV-2 (Coronavirus Disease 19) creates a burden to the healthcare system especially to the front liners such as medical doctors. The job performance of the general practitioners related to quality of care to SARS-CoV2 patients. AIM: ​​The purpose of this study is to analyze the antecedents of psychological empowerment towards job performance, mediated by service orientation. These antecedents could be seen in hospital perspectives and professional life. METHODS: This is a quantitative survey study using a cross-sectional approach. 185 samples purposively obtained from the general practitioners who work at SARS-CoV-2 Reference Private Hospital in Jakarta and surrounding area. Data collection using online questionnaires and analyzed by SmartPLS 3.3.3™ . RESULTS: There are nine hypotheses that are supported in this research. The strongest predictor of psychological empowerment is the training opportunities, followed by relationships with fellow doctors and autonomy at work. Psychological empowerment has been proven to have a direct impact on job performance, while service orientation has been found as a mediation in this relationship. CONCLUSION: Psychological empowerment has been proven as an important construct to predict job performance, therefore hospital management has to pay more attention to psychological empowerment for GPs during the pandemic. Training opportunities should be prioritized by the board of directors of the hospitals, they should allocate time and the resources to facilitate the training opportunity. KEYWORDS: Psychological empowerment, service orientation, job performance, general practitioner, SARS-CoV-2 referral private hospital.

The synergistic effects of LMX and procedural justice climate on employee motivation and customer loyalty in a retail service context

PurposeThe aim of this paper is to test how leader–member exchange (LMX) interacts with procedural justice climate to influence three types of employee motivation (i.e. achievement striving motivation, status striving motivation and communion striving motivation). Furthermore, this study empirically examines the indirect effects of LMX on customer loyalty through employee motivation and service orientation.Design/methodology/approachThis study used a matched sample of 188 retail service employees and 376 customers from a large shopping mall in South Korea to test the empirical model. Structural equation modeling (SEM) and bootstrapping method were employed to test a series of proposed hypotheses.FindingsThe results show that LMX significantly enhances customer loyalty through two motivational dimensions and service orientation. In particular, this study shows that achievement and status striving motivation are directly related to service orientation, but communion striving motivation does not affect customer-focused service attitude. In addition, procedural justice climate serves as a critical moderator and synergistically interacts with LMX to influence achievement and status striving motivation.Research limitations/implicationsThis study offers new insight regarding how managers' roles in both individual (leader–member exchange) and organizational (procedural justice climate) level affect different forms of retail service employee motivation and service orientation, which in turn, result in customer loyalty.Practical implicationsThe results suggest that when retail service employees perceive procedural fairness at retail stores, they are more motivated to work hard to complete their assignments and achieve their sales goals in conjunction with leader support. Therefore, managers must provide a clear guideline and procedure regarding salary raises and performance evaluations or engage in thorough discourse on such matters with employees prior to announcements of such decisions. Moreover, as retail service employees interact with customers in the frontline, and how they serve customers plays a key role in creating customer loyalty. Managers should encourage retail service employees to engage in service-oriented behaviors.Originality/valueThe results suggest that LMX facilitates more formal task-related motivation to achieve either tasks or status while it is less related to relationship-building motivation, which is a unique contribution of this study. The results offer better understating of how LMX differentially leads to specific types of employee motivation in the existing literature.

Moving from a goods- to a service-oriented organization: a perspective on the role of corporate culture and human resource management

Purpose This study aims to investigate the internal elements that help in the introduction of a service logic into a goods-oriented organization by focusing on corporate culture and human resource management (HRM) practices. Design/methodology/approach The study uses a qualitative single case study research design. Data have been collected through archival data and 14 semi-structured interviews to managers, employees and retailers of a bike manufacturer. Findings The research identifies the following three new internal elements affecting the service orientation of corporate culture of a company with a customization strategy: shared vision built up with the participation of the whole organization; rooting the service orientation into the past history; passion and collaborative study deployed through digital tools. Additionally, related to HRM, the research finds another two elements: emotional salary and that a collective way of understanding and sharing the service infusion is needed. Research limitations/implications Given that this is a qualitative research based on a single case study the identified key elements of corporate culture and HRM practices cannot be used as a predictive tool. However, the depth of evidence is significant and allows analytical generalizations, which enable us to put forward tentative propositions for future research. Practical implications For managers of industrial firms, the identified elements provide an insight on how to smooth the transition from goods-to service-oriented organization. The shift demands the development of an adequate corporate culture and distinctive management of human resources. Originality/value Building on previous literature, the research offers the academic community five new soft elements to be studied in the service infusion process and can guide top managers on how to engage the entire organisation in a service-oriented manner.

Sistem Keputusan dengan Metode Multi Attribute Utility Theory dalam Penilaian Kinerja Pegawai

In an agency, it takes an employee who is able to carry out the work in accordance with the objectives in achieving a target becomes an assessment by the leaders. Not only attendance, but also leadership, commitment, cooperation, discipline, service orientation, integrity and ability to perform the task given also need to be used as an indicators . The purposes aim to motivate employees to be passionate in doing every activity and to have a positive influence on their work in facing challenges of globalization. Decision Support System is a need. It is called a Multi Attribute Utility Theory method is a quantitative comparison method that usually combines measurements of different risk costs and benefits. The data processed for employee performance assessment in this study as many as 20 samples sourced from the Population and Civil Registration Office of Pesisir Selatan Regency. This based on several specified criteria and weights. There are 6 data that are used in it. Such as service orientation, integrity, commitment, discipline, cooperation and employee performance goals. The result is able to support employee decisions using predetermined criteria. So that highest value is in the 6th alternative with a value of 1.8 and the lowest value on the 16th alternative with a value of 0. Later it will be a consideration for Population and Civil Registry Office of South Coast Regency to assess its employees in certain period. Employee performance assessment is proven to be able to help the South Coast Population and Civil Registration Office.