The Quadruple Sustainability

This chapter analyzes the relationship between ownership structure and sustainability performance adopting the socioemotional wealth approach. This work extends previous literature on the topic by considering the three dimensions of sustainability performance: economic, social, and environmental. Analysis with the matching technique revealed that being a family firm has a positive effect on economic profitability, growth sales, employees training and commitment, investment in R&D, environmental commitment, and cooperation agreements with external partners. The authors use a sample of Spanish firms operating in the tourism industry.

SISTEM PENERIMAAN PEGAWAI SALES KPR PADA BANK MENGGUNAKAN METODE MULTI-OBJECTIVE OPTIMIZATION ON THE BASIS OF RATIO ANALYSIS

<p><em>The recruitment of new employees, especially for housing loan sales employees (KPR) is often carried out by banks because the performance evaluation of KPR sales employees is carried out regularly. The large number of prospective employees and the variety of criteria determined for selecting new employees lead to a lengthy decision-making process. Decision Support System (DSS) is basically a comprehensive computer system that can help make decisions and solve problems. The Multi Objective Optimization method on The Basis of Ratio Analysis (MOORA) as a decision-making method is used to build a decision support system. The decision support system is implemented as a web-based application using ATOM software which is integrated with the MySQL database. The Black Box testing method is used to test the system. The results showed that the MOORA method is very suitable to be applied in the decision making of KPR sales employee recruitment</em></p><p><em><strong>Keywords</strong></em><em>: </em><em>Decision Support System, KPR Sales Employee, MOORA</em> </p><p><em>Perekrutan pegawai baru khususnya untuk pegawai Sales Kredit Pemilikan Rumah (KPR) sering dilakukan oleh bank karena evaluasi kinerja pegawai sales KPR dilakukan secara berkala. Banyaknya calon pegawai dan beragamnya kriteria-kriteria yang ditentukan untuk menseleksi pegawai baru menyebabkan lamanya proses pengambilan keputusan. </em><em>S</em><em>istem </em><em>P</em><em>endukung </em><em>K</em><em>eputusan (SPK)</em><em> pada dasarnya adalah sistem komputer komprehensif yang dapat membantu</em><em> </em><em>membuat keputusan dan menyelesaikan masalah. </em><em>M</em><em>etode </em><em>Multi Objective Optimization on The Basis of Ratio Analysis</em><em> </em><em>(</em><em>MOORA</em><em>) sebagai salah satu metode pengambilan keputusan</em><em> digunakan untuk membangun sistem pendukung keputusan.</em><em> </em><em>Sistem pendukung keputusan diimplementasikan</em><em> sebagai aplikasi berbasis web</em><em> menggunakan perangkat lunak ATOM yang terintegrasi dengan database MySQL. </em><em>M</em><em>etode </em><em>pengujian Black Box</em><em> digunakan</em><em> untuk menguji sistem</em><em>.</em><em> Hasil penelitian menunjukkan bahwa metode MOORA sangat cocok diterapkan dalam pengambilan keputusan perekrutan pegawai sales KPR</em></p><p><em><strong>Kata kunci</strong></em><em>: </em><em>MOORA</em><em>, </em><em>Pegawai Sales KPR , Sistem Penunjang Keputusan</em></p>

Integrating work–family conflict and enrichment: understanding the moderating role of demographic variables

Purpose For more than a decade, efforts to integrate the two major perspectives of work–family studies, namely, work–family conflict and work–family enrichment have started advancing not only in western context but also in non-western contexts as well. However, both conflict and enrichment emerging from the family front have often been neglected in previous studies. The purpose of this paper is to test the integration of two major work–family perspectives, that is, work–family conflict and work–family enrichment in an Indian context. Design/methodology/approach The current study involves a multi-sectoral survey of sales employees belonging to manufacturing, information technology, fast-moving consumer goods, pharmaceuticals and financial services using standard scales. The sample consisted of 330 sales employees working in some of the major firms coming under these sectors. Structural equation modelling (SEM) using analysis of a moment structures was used to test the integrated model. In addition, multi-group SEM was used to test the impact of select demographic variables on the integrated model. Findings Results of SEM suggested that for sales employees in Indian organizations, work–family conflict follows a matching domain principle, whereas, work–family enrichment follows both matching and cross-domain principles. Further, it was found that marital status and annual salary emerge as moderators in the integrated model. Research limitations/implications The present study confirmed that similar-domain relationships are stronger than cross-domain relationships, supporting findings from previous research with regard to work–family conflict. In addition, the results contradicted the studies conducted in western countries wherein the same domain effect is observed with respect to both types of enrichment, that is, work to family enrichment (WFE) and family to work enrichment (FWE). The present study confirms a similar and cross-domain relationship in the case of both types of enrichment. It means that both WFE and FWE have a positive impact on both jobs and family satisfaction. Practical implications Organizations so far have been trying ways to reduce stress to reduce work to family conflict. However, there is a need to incorporate policies that facilitate work–family enrichment. Such policies may focus more on support for both married and unmarried employees’ sales employees. Originality/value This study contributes to work–family literature by attempting to integrate both conflict and enrichment perspectives, which has rarely been done in the Indian context.

DEVELOPMENT OF E-LEARNING SMART APPS CREATOR (SAC) LEARNING MEDIA FOR SELLING EMPLOYEES ON PAID TV

This study aims to develop E-Learning learning media and test the validity of Android-based Smart Apss Creator (SAC) products for transvision sales employees in Jakarta. Using the Research and development method. The development step refers to the Bord & Gall development model. There are 10 steps in the development of Borg & Gall, but this research is limited to 9 steps, namely research and collection of initial information, planning the initial product format development of the initial trial, product revision, small scale field trial, product revision, scale field trial the size and revision of the final product. The population in this study were 10 employees of PT. Transvision Jakarta sellers. The research sample goes through 3 stages, namely the User-Test (one-to-one), the Small Group Test and the Field Test. This SAC software contains information about the history of the company, the company's vision and mission and the products of the Transvision Company. Product development after validation by 3 media experts and by 3 material experts get a score of> 83 which indicates that this application is feasible to be implemented. Try out the use in 3 stages, one-to-one evaluation with 84% results, Small Group evaluation 83% then 83% field evaluation which shows that the application of the development is feasible to use.

Pengaruh Gaya Kepemimpinan Demokratis Terhadap Motivasi Kerja Karyawan Sales Bank Rakyat Indonesia Cabang Muara Teweh

This study aims to determine how much influence the democratic leadership style has on the work motivation of the sales employees of BRI Muara Teweh Branch. The data processing technique used by the author is a simple linear regression analysis used to predict how changes in the value of the dependent variable will increase or decrease the value of the independent variable. The results of data collection are obtained. From the regression model equation, it is known that the Democratic Leadership variable (X) shows a positive regression coefficient value, this indicates a positive direction or a unidirectional relationship between the variable Democratic Leadership Style and Work Motivation for sales employees of BRI Bank Muara Teweh Branch. This means that if the democratic leadership increases, the work motivation of sales employees of BRI Bank Muara Teweh branch will increase, and vice versa if the democratic leadership decreases, the work motivation of sales employees of BRI Bank Muara Teweh branch will decrease. The results of the study concluded that the correlation coefficient (R) shows a close relationship between the independent variable (democratic leadership) and the dependent variable (work motivation), with a correlation value of R is 0.711. While the value of the coefficient of determination or R2 by 0505, which means that 50.5% of working motivation can be explained by the Democratic leadership. For further researchers, it is suggested to look at other leadership style variables.

PENGARUH PENGEMBANGAN KUALITAS KARYAWAN TERHADAP KEPUASAN PELANGGAN DI PT. UNIVERSAL FURINTECH INDUSTRY

The potential of human resources is essentially one of capital and plays a very important role in achieving company goals. Human Resources (HR) shoul be managed properly and correctly in a company. This paper aims to improve the development of employee quality, to increase product quality, increases sales and customer satisfaction PT. Universal Furintech Industry inengaged in office chair furniture, which provides orders in accordance with the orders of distributors who have collaborated with them. The problem faced to day is that employees often work slowly and lack cooperation in each section (division). And according to the authors, the process of developing employee quality is a solution to be able to find out the capabilities of each individual (employee). This is a way that can provide a solution for the company how to analyze the capabilities of each employee. This all affects customer satisfaction, increased trust and product satisfaction. The type of this research is descriptive qualitative using observation and interview methods. Observation were made in the workspace per each division at PT. Universal Furintech Industry, and interviews are conducted with teams of each section (division) that follows the development of employee quality. After discussing and looking for results, this program can have a good impact on the company because of an increase in sales. Employees can also be transferred (mutated) in accordance with the capabilities of the employee. From interviews with employees, it was found that employees gave good improvement results, it was obtained by each individual (employee).

Doing Good by Doing Bad: How Tone at the Top and Tone at the Bottom Impact Performance-Improving Noncompliant Behavior

This study investigates how tone at the top, implemented by top management, and tone at the bottom, in an employee’s immediate work environment, determine noncompliance. We focus on the disallowed actions of employees that improve their own and, in turn, the company’s performance, referred to as performance-improving noncompliant behavior (PINC behavior). We conduct a survey of German sales employees to investigate specifically how, on the one hand, (1) corporate rules and (2) performance pressure, both implemented by top management, and, on the other hand, (3) others’ PINC expectations and (4) others’ PINC behavior, both arising from the employee’s immediate work environment, influence PINC behavior. When considered in isolation, we find that corporate rules, as top management’s main instrument to guide employee behavior, decrease employee PINC behavior. However, this effect is negatively influenced by the employees’ immediate work environment when employees are expected to engage in PINC or when others engage in PINC. In contrast, even though top management places great performance pressure on employees, that by itself does not increase PINC behavior. Overall, our study informs practitioners and researchers about whether and how the four determinants increase or decrease employees’ PINC behavior, which is important to comprehend triggers and to counteract such misconduct.

Pengaruh Job Insecurity Terhadap Stres Kerja, Kinerja dan Turnover Intention Karyawan

Contracting and outsourcing systems in a company certainly have a significant impact on the employment relationship between employees and companies. For employees, uncertainty can cause employees to be reluctant to make changes. With this, the intensity of the emergence of job insecurity is getting higher. The future of employees in the organization is increasingly uncertain and questionable. Job insecurity in the company will automatically affect the psychological condition of the workers and can cause stress. Besides stress, Job insecurity is also one of the causes of turnover intentions for an employee which will certainly affect the employee's performance. This study aims to analyze the effect of job insecurity on job stress, performance and turnover intention. The research samples were sales employees of the Micro Cluster 1 and 2 PT. Bank Mandiri (Persero) Tbk in Samarinda area. Data analysis using SEM-PLS. The results showed that there was a positive and significant effect of job insecurity on job stress and turnover intention, and a negative and significant effect of job insecurity, job stress and turnover intention on performance. Keywords: Job Insecurity, Job Stress, Performance, Turnover Intentions Abstrak Sistem kontrak dan outsourcing pada suatu perusahaan tentunya berdampak secara signifikan di dalam hubungan ketenagakerjaan antara karyawan dan perusahaan. Bagi para karyawan, ketidakpastian (uncertainty) dapat menyebabkan karyawan enggan untuk melakukan perubahan. Dengan adanya hal tersebut, maka intensitas munculnya job insecurity menjadi semakin tinggi. Masa depan karyawan di dalam organisasi semakin tidak menentu dan dipertanyakan. Job insecurity yang ada di perusahaan otomatis akan mempengaruhi kondisi psikologis pekerjanya dan dapat menimbulkan stres. Selain stress, job insecurity juga merupakan salah satu penyebab timbulnya keinginan berpindah (turnover intentions) seorang karyawan yang pastinya akan mempengaruhi kinerja dari karyawan tersebut. Penelitian ini bertujuan untuk menganalisis pengaruh job insecurityterhadap stress kerja, kinerja dan turnover intention. Sampel penelitian adalah karyawan sales Unit Mikro Cluster 1 dan 2 PT. Bank Mandiri (Persero) Tbk area Samarinda. Analisis data menggunakan SEM-PLS. Hasil penelitian menunjukkan adanya pengaruh positif dan signifikan job Insecurity terhadap stress kerja dan turnover intention, serta adanya pengaruh negatif dan signifikan job Insecurity, stress kerja dan turnover intention terhadap kinerja. Kata kunci: Job Insecurity, Stress kerja, Kinerja, Turnover Intentions