Penciptaan Iklim Komunikasi Organisasi (Tinjuan Peran Kepala Dinas Kearsipan dan Perpustakaan Kota Jambi)

This study aims to determine the steps taken by the head of the department in creating a conducive communication climate in the Jambi City Archives and Library Office and to describe the supporting and inhibiting factors. Using qualitative methods with the type of case study research. The research subjects were the head of the department, the head of the field, employees, cleaning service and security officers. Data collection techniques are interviews. Data analysis techniques are data reduction, data presentation, and drawing conclusions. The results showed that: (1) the steps taken by the head of the service in creating a communication climate when viewed from the dimensions of the communication climate such as support, decision-making participation, trust, openness and candor and the achievement of high performance resulted that the communication climate there was already running conducive overall. However, there are still employees who do not carry out the work given. (2) The supporting factors are the support and motivation of the head of service towards subordinates and preparing the facilities and infrastructure needed in the work. The leaders also monitor and ask about the obstacles they face. The inhibiting factor is the unbalanced number of employees with supervision so that there is often a misunderstanding of perceptions between leaders and employees as well as between employees in the delivery and implementation of tasks, there are employees who do work that is not in accordance with their main duties and responsibilities, and there are also employees who are always reluctant to their leaders and fellow workers which makes communication difficult.

INNOVATION IN EDUCATION – ADMINISTRATION AND ACTIONS OF ENCOURAGEMENT & SUPPORT IN PRIMARY EDUCATION

<p>The promotion and implementation of educational innovations by the principal of a school organization is an important challenge that he is called upon to undertake together with the teachers of the educational organization. This paper focuses on leaders̉ actions to encourage the organization and implementation of innovations in the school organization. In the present work, an attempt is made to investigate in a sample of 104 directors of Primary Education in the Region of Western Greece issues related to the necessity and climate of introducing innovative actions in the school organization they serve, the suitability of specific models - leadership style for implementing innovations in school organization and encouraging and supporting actions to implement innovations in schools. The research highlighted the need for education through the implementation of innovative actions with an important factor being the existence of a positive communication climate through a democratic leadership style. Innovation incentives seem to be related to having a relevant master's degree, training and years of management, while in-school training as an innovation support action seems to be related to the years of management. In fact, the success of an innovative action is never guaranteed, but it depends on many factors, making the role of the principal in the school organization crucial.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0847/a.php" alt="Hit counter" /></p>

Incidents and Disaster Avoidance: The Role of Communication Management and the Organizational Communication Climate in High-Risk Environments

Health, safety and the working environment are of paramount importance, especially in the high-risk environments found at facilities in the oil and gas industry, where hazards are inevitable and accidents may lead to regrettable situations such as explosions, oil spills and other disasters. The high number of accidents and disasters at such facilities bring safety-related matters to the fore. The complexity of the communication process is very often underestimated, where failures in communication could lead to major disasters. This paper investigates the role of communication management and the organizational communication climate and their impact on incidents and disaster avoidance. This study embarks on a quantitative approach involving 260 personnel from high-risk workplaces at oil and gas facilities, based on purposive sampling. Hypotheses were tested using PLS-SEM to identify causal relationships and for mediation analysis. The findings of this study show that communication management and the organizational communication climate have a significant impact on disaster avoidance. The organizational communication climate is also found to be a significant mediator for the relationship between communication management and disaster avoidance. Communication management and the organizational communication climate need to be enhanced and to be integrated with other technology and innovation to improve safety regulation adherence in the oil and gas industry.

Employee perceptions of HRM system strength: examining outcome and boundary conditions among HR and non-HR employees

PurposeStudies have explored perceptions of human resource management (HRM) system strength and how they can relate to employee-level outcomes. However, the authors understand little about the boundary conditions for such relationships. Here, the authors apply signaling theory to explain the relationship between HRM system strength and affective commitment as well as the role of an organization's communication climate and organizational collectivism.Design/methodology/approachThe authors conducted an initial study among HR practitioners (N = 115) to determine their perception of HRM system strength, its outcomes and boundary conditions. The authors then conducted a second study to increase the reliability of our earlier findings by focusing on non-HR employees (N = 179).FindingsThe findings in both studies indicate that employee perceptions of HRM system strength positively and significantly relate to affective commitment. Moreover, the results show support for the moderating roles of both communication climate and organizational collectivism. These findings are novel and extend the nomological network of employee perceived HRM system strength.Originality/valueThese findings offer valuable practical insights regarding approaches to strengthen the relationship between HRM system strength and affective commitment. In particular, we offer practical recommendations pointing to the relevance of improving the communication climate as well as the sense of belonging within the organization (organizational collectivism).

THE ROLE OF COMMUNICATION IN ENHANCING EMPLOYEES ORGANIZATIONAL COMMITMENT

Purpose - The purpose of this paper is to determine the role of communication in enhancing employees organizational commitment. The general objective of the study involves examining the impact of communication satisfaction, communication climate, relationship with superiors, organization integration, media quality, horizontal and informal communication channels, organizational perspective, relationship with other employees, personal feedback and the flow of informationon employees organizational commitment.Design/methodology/approach –The study utilized quantitative research methodology toinvestigatethe reason why employeescommunicate with their superiors and subordinates, the role of communication, their satisfaction and commitment towards their organization. Data was collected using a survey of structured questionnaire. The data analysis was conducted through descriptive statistical analysis by using the Statistical Package for Social Sciences (SPSS). Demographic data such as gender, age, academic degree, experience years, and the management level were analyzed by using frequency distributions and Percentages with the results presented in charts and tables. Inferential statistics were obtained by carrying out correlation and regressions analyses, to test for the correlations between the variables and their influence on employees organizational commitment.Findings and conclusions of the study - The results of the study revealed that communication satisfaction has a significant positive correlation withorganizational commitment, communication climate was also positively correlated to commitment, organization integration and perspective was highly and positively correlated to employees commitment whilepersonal feedback, horizontal and informal communication channels, and relationship with superiors was minimally positively related to employees organizational commitment. Additionally, the regression analysis indicate thatcommunication dimensions, internal communication and organizational integration are closely associated with employees organizational commitment. Therefore, nine (9) hypotheses were developed and tested accordingly to conclude that communication has a significant and direct impact on employees organizational commitment. Furthermore, the main implication of this study is associated with the fact that, organizations could use the findings of this study to develop communication practices and channels that encourage commitment within the organization which might translate to increased innovation, productivity, opportunity, collaboration, and effective commitment. The study also shows that employees organizational commitment can be improved through job enhancement together with matching the individuals values to those of the organization rather than, finding ways and means of improving job satisfaction through different strategies that involves improving the standard of the supervision, decentralization of power and counseling.

Strategy of Police Bureaucracy Reform through Work Ethics Climate, Leadership Commitment, and Organizational Communication Climate against Commitment to Change at the Depok Metro Police

Bureaucracy reform is one of the first steps to support the government’s program. It can be used to organize the good, effective, and efficient system of organizing the national police. It can be applied in realizing good governance and clean government towards clean and free of corruption, collusion, and nepotism in the national police. Not only increasing police service excellence but also capacity and accountability of police performance. Based on these backgrounds, this study aims to determine the description of the strategy for bureaucracy reform of the police, work ethics climate, and leadership commitment. Then, this study also to know the communication climate conditions for the commitment to change at the Depok metro police. This research method used quantitative analysis using the software of Statistical Package for the Social Sciences (SPSS) and Structural Equation Modeling (SEM) Partial Least Square (PLS). In addition, this research also used analysis of SWOT (Strengths, Weaknesses, Opportunities, and Threats) and QSPM (Quantitative Strategic Planning Matrix). The results show that the bureaucracy reform significantly influences work ethics climate, leadership commitment, organizational communication climate, and commitment to change. The growth or stability of the Depok metro police is in a strong position and on the track with alternative priority strategies using strength and taking advantage of opportunities (Strength -Opportunity). So, it will make the Depok metro police follow the grand strategy of the national policy outlined in the bureaucracy reform. And it is necessary to develop and accelerate the growth of the organization fairly according to its needs. Keywords: [Bureaucracy reform, work ethics, leadership, communication, commitment]

Pengaruh Iklim Komunikasi Organisasi dan Sistem Penghargaan terhadap Kinerja Karyawan

The development of the tourism industry in Surabaya has also made the hotel industry grow. The performance of hotel employees in providing services contributes to the development of the tourism industry in Surabaya. Papilio's Best Western Hotel was chosen as the research object because it was one of the best hotels in Surabaya, even in Indonesia according to the Director of National Hospitality. In addition, the Best Western Papilio Hotel has received various achievements from various online travel agents that are rarely obtained by other hotels. This achievement is the result of employee performance. Whether or not the employee's performance is influenced by several factors including the communication climate and reward system. The organizational communication climate and reward system contribute greatly to the success and performance of the organization. By knowing that the organizational communication climate and reward system affect employee performance, organizations can improve communication and reward systems accordingly so as to improve the performance of employees. Therefore, the focus of this research is to explain the influence of the organizational communication climate and the system of rewards for the performance of employees of the Best Western Papilio Hotel Surabaya. The theory used in this study is the organization's internal communication theory, organizational communication climate, reward system, and performance. This study uses an explanative quantitative approach using the survey method. The survey was conducted by distributing questionnaires to 104 employees of the Best Western Papilio Hotel Surabaya. The results of this study show that simultaneously the communication climate and reward system have an influence on the performance of employees of the Best Western Papilio Hotel in Surabaya by 30.2% and the remaining 69.8% influenced by other factors not examined in this study

ANALISIS IKLIM KOMUNIKASI PADA PEGAWAI DINAS KEARSIPAN DAN PERPUSTAKAAN KABUPATEN KUNINGAN

ABSTRACTOrganizational communication climate is one thing that really needs to be considered in an organization because after all the organizational communication climate has an influence on the sustainability of an organization, in order to make an organization that is in accordance with what is expected and aspired by the organization and includes members in it. Therefore, the researcher took the title "Analysis of Communication Climate in Employees (Quantitative Descriptive Survey on Employees of the Archives and Library Office of Kuningan Regency)". This research was conducted using a quantitative descriptive method. The population in this study were employees of the Department of Archives and Libraries of Kuningan Regency, amounting to 42 people. Data was collected by distributing questionnaires, interviews and documentation. The data analysis technique used is descriptive quantitative. The results showed that the overall communication climate went well, as seen from the 16 items dominated by the number 4 scale with 11 items and the number 3 scale with 5 items. Then it can be seen from the interval class test which is divided into 5 interval classes in the "good" class because there are 36 (85.7%) who are in the interval class range from 55 to 67 who fall into the "good" class and are one class level that is the highest is "very good". The research also shows that there is a good level of closeness between employees. The results of other studies were found on the values of participatory decision making which were seen as lacking. This is because all employees are not involved in decision making, especially when it comes to the top.Keywords: Communication Climate, Organization, Survey, Quantitative Descriptive ABSTRAKIklim komunikasi organisasi merupakan salah satu hal yang sangat perlu diperhatikan pada sebuah organisasi karena bagaimanapun juga iklim komunikasi organisasi memberikan pengaruh terhadap keberlangsungan sebuah organisasi, guna menjadikan suatu organisasi yang sesuai apa yang diharapkan dan dicita-citakan oleh organisasi dan termasuk anggota di dalamnya. Oleh karena itu peneliti mengambil judul “Analisis Iklim Komunikasi Pada Pegawai (Survey Deskriptif Kuantitatif Pada Pegawai Dinas Kearsipan Dan Perpustakaan Kabupaten Kuningan)”. Penelitian yang dilaksanakan ini menggunakan metode deskriptif kuantitatif. Populasi dalam penelitian ini adalah pegawai Dinas Kearsipan dan Perpustakan Kabupaten Kuningan yang berjumlah 42 orang. Pengumpulan data dilakukan dari penyebaran kuesioner, wawancara dan dokumentasi. Teknik analisis data yang digunakan adalah deskriptif kuantitatif. Hasil penelitian menunjukan bahwa iklim komunikasi secara keseluruhan berjalan dengan baik terlihat dari 16 item didominasi oleh skala angka 4 sebanyak 11 item dan skala angka 3 sebanyak 5 item. Kemudian terlihat dari uji kelas interval yang dibagi kedalam 5 kelas interval berada pada kelas “baik” karena terdapat 36 (85,7%) yang berada pada range kelas interval dari 55 sampai 67 yang masuk kedalam kelas “baik” dan berada satu tinggkat kelas yang paling tinggi yaitu “sangat baik”. Dari penelitian juga memperlihatkan kedekatan pada tingkat baik yang terjalin di antara para pegawai. Hasil penelitian lainnya ditemukan pada nilai-nilai pembuatan keputusan partisipatif yang dilihat kurang. Hal itu dikarenakan tidak dilibatkannya seluruh pegawai dalam pengambilan keputusan terutama saat menyangkut pada bagian atas.Kata Kunci: Iklim Komunikasi, Organisasi, Survey, Deskriptif Kuantitatif

An exploratory study of social media users’ engagement with COVID-19 vaccine-related content

Background: Facebook, as the world’s most popular social media platform, has been playing various important roles throughout the COVID-19 pandemic, allowing users to produce and share health-related information that both eases and complicates public health communication. However, the characteristics of vaccine-related Facebook content and users’ reaction to the vaccine issue has been an unexplored area to date. Methods: To fill the previous knowledge-gap, this exploratory study wants to understand the communication climate of Facebook on the COVID-19 vaccine issue, including the nature of dominant content and users’ engagement patterns with them. Therefore, the study analyzes the 10,000 most popular Facebook posts with the highest interactions on the vaccine issue. Results: The results show that Facebook users prioritize more vaccine-related news links (71.22%) over other content. The declining interactions on the issue suggests that interaction growth mainly depends on positive news on the vaccine. Finally, users’ reaction to the vaccine issue is dominantly positive, though they may show a highly negative attitude toward vaccine misinformation. Conclusions: A few limitations and strengths of this study are discussed along with values and implications. This study for the first time analyzes Bangla language-based Facebook content related to the COVID-19 vaccine issue, which is largely overlooked in global academic research.