PENINGKATKAN KEMANDIRIAN USAHA PARA PELAKU UMKM MELALUI PERILAKU KEWIRAUSAHAAN [INCREASE OF ENTREPRENEURIAL INDEPENDENCE OF SMALL BUSINESS OWNERS THROUGH ENTREPRENEURIAL VALUE]

<p>This research was triggered by the massive disruption caused by COVID-19 pandemic which has heavily affected small businesses in a negative way. The unprecedented pandemic resulted in a sharp decline in the number of micro businesses in affected areas in Indonesia, including Semarang. Thus, there is an urgent need to revive micro businesses. This research aims on analyzing the effect of entrepreneurial spirit and values through entrepreneurial behavior to develop business independence. Data analysis in this study was conducted using Structural Equation Modelling (SEM). Research samples consisted of 200 entrepreneurs in Semarang who have run their businesses for more than one year. The findings show that there is an effect of entrepreneurial value and spirit on entrepreneurial independence directly and through entrepreneurial behavior.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Penelitian ini dipicu oleh disrupsi secara massif pada usaha kecil di daerah-daerah terdampak di Indonesia di masa pandemi COVID-19, Semarang. Untuk itu perlu adanya upaya untuk membangkitkan kembali geliat para pelaku bisnis kecil menuju kemandirian usaha. Penelitian ini bertujuan untuk mengetahui keterkaitan antara jiwa kewirausahaan para pelaku usaha dan nilai kewirausahaan yang mereka yakini, yang dapat meningkatkan kemandirian usaha melalui perilaku usaha. Penelitian ini menggunakan <em>Structural Equation Modelling</em> (SEM) untuk melakukan analisis data. Sampel penelitian terdiri dari 200 wirausahawan di Semarang yang sudah menjalani usaha selama lebih dari satu tahun. Hasil penelitian menunjukkan bahwa jiwa kewirausahaan dan nilai kewirausahaan berpengaruh terhadap kemandirian usaha baik secara langsung mampun melalui perilaku kewirausahaan. Perilaku kewirausahaan berpengaruh positif terhadap kemandirian usaha.</p>

PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KEPERCAYAAN INTERPERSONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR KARYAWAN [EFFECT OF TRANSFORMATIONAL LEADERSHIP AND INTERPERSONAL TRUST ON EMPLOYEE'S ORGANIZATIONAL CITIZENSHIP BEHAVIOR]

<p>One of the factors that encourage organizational citizenship behavior is transformational leadership. Transformational leadership encourages organizational citizenship behavior that is voluntary and is not directly connected to the organizational reward system, but contributes to improving organizational effectiveness and climate. Apart from transformational leadership, a factor that can affect organizational citizenship behavior is interpersonal trust. When the interpersonal trust among employees is very strong, they tend to show strong Organizational Citizenship Behavior. The purpose of this study was to determine the effect of transformational leadership and interpersonal beliefs on organizational citizenship behavior. Researchers distributed questionnaires to 100 respondents. The sampling method is probability sampling with a simple random sampling type. The data analysis method in this study is a quantitative method and Structural Equation Modeling (SEM) with the Partial Least Squares (PLS) approach. The results of this study state that transformational leadership affects organizational citizenship behavior and interpersonal beliefs affect organizational citizenship behavior of employees.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Salah satu faktor yang mendorong terjadinya <em>organizational citizenship behavior</em> adalah kepemimpinan transformasional. Kepemimpinan transformasional mendorong <em>organizational citizenship behavior</em> yang bersifat sukarela dan tidak terhubung langsung ke sistem penghargaan organisasi, tetapi berkontribusi untuk meningkatkan efektivitas dan iklim organisasi. Selain kepemimpinan transformasional, faktor yang dapat mempengaruhi <em>organizational citizenship behavior</em> adalah kepercayaan interpersonal. Ketika kepercayaan interpersonal di antara karyawan sangat kuat, mereka cenderung menunjukkan perilaku <em>Organizational Citizenship Behavior</em> yang kuat. Tujuan penelitian ini adalah untuk mengetahui pengaruh dari kepemimpinan transformasional dan kepercayaan interpersonal terhadap <em>organizational citizenship behavior.</em> Peneliti menyebarkan kuesioner kepada 100 responden. Metode pengambilan sampel adalah <em>probability sampling </em>dengan jenis <em>simple random sampling </em>Metode analisis data dalam penelitian ini adalah metode kuantitatif dan <em>Structural Equation Modelling </em>(SEM) dengan pendekatan <em>Partial Least Squares</em> (PLS). Hasil dari penelitian ini menyatakan bahwa kepemimpinan transformasional berpengaruh terhadap <em>organizational citizenship behavior</em> dan kepercayaan interpersonal berpengaruh terhadap <em>organizational citizenship behavior</em> karyawan.</p>

KINERJA KARYAWAN STUDI PADA BANK X [EMPLOYEE PERFORMANCE AT BANK X]

<p>The purpose of this study was to determine the effect of caring climate, affective commitment, job satisfaction on employee performance at Bank X in Jakarta and Tangerang. This research is a quantitative research with descriptive method, the data used is primary data with survey data collection techniques using an online questionnaire Google Form using a Likert scale to 150 respondents who are employees of Bank X in Jakarta and Tangerang. Data processing using SPSS 26.0 software. This study has four hypotheses tested that are valid and reliable. This study shows that a caring climate has a positive effect on job satisfaction (H1), a caring climate has no positive effect on affective commitment (H2), a caring climate has no positive effect on performance (H3), job satisfaction has a positive effect on affective commitment (H4), job satisfaction work has a positive effect on performance (H5), affective commitment has no positive effect on performance (H6), caring climate has no indirect effect on performance through mediation of affective commitment (H7), and job satisfaction has a positive effect on performance by mediating affective commitment (H8) at Bank X in Jakarta and Tangerang. The contribution of this research provides input for banking managers in improving employee performance through job satisfaction which is built from a caring climate and affective commitment.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Tujuan dari penelitian ini untuk mengetahui pengaruh iklim peduli, komitmen afektif, kepuasan kerja terhadap kinerja karyawan pada Bank X di Jakarta dan Tangerang. Penelitian ini merupakan penelitian kuantitatif dengan metode deskriptif, data yang digunakan adalah data primer dengan teknik pengumpulan data survei menggunakan kuesioner <em>online Google Form </em>menggunakan skala Likert kepada 150 responden yang merupakan karyawan Bank X di Jakarta dan Tangerang. Penggolahan data menggunakan <em>software </em>SPSS 26.0. Penelitian ini memiliki empat hipotesis yang diuji bersifat<em> </em>valid dan <em>reliab</em><em>le</em><em>. </em>Penelitian ini menunjukkan bahwa iklim peduli berpengaruh positif terhadap kepuasan kerja (H1), iklim peduli tidak berpengaruh positif terhadap komitmen afektif (H2), iklim peduli tidak berpengaruh positif terhadap kinerja (H3), kepuasan kerja berpengaruh positif terhadap komitmen afektif (H4), kepuasan kerja berpengaruh positif terhadap kinerja (H5), komitmen afektif tidak berpengaruh positif terhadap kinerja (H6), iklim peduli tidak berpengaruh tidak langsung terhadap kinerja melalui mediasi komitmen afektif (H7), dan kepuasan kerja berpengaruh positif terhadap kinerja dengan mediasi komitmen afektif (H8) pada Bank X di Jakarta dan Tangerang. Kontribusi penelitian ini memberi input bagi pengelola perbankan dalam meningkatkan kinerja karyawan melalui kepuasan kerja yang dibangun dari iklim peduli dan komitmen afektif.</p>

KONTRIBUSI PEMIMPIN TERHADAP KEPUASAN KERJA KARYAWAN [LEADER'S CONTRIBUTION TO EMPLOYEE'S JOB SATISFACTION]

<p>This study aims to determine the effect of the leader-subordinate relationship, task structure, and strength of the leader's position on job satisfaction of Bank X employees in Jakarta and South Tangerang. This research is a quantitative research with survey using online questionnaire with Likert scale with 105 respondents who are employees of Bank X in Jakarta and South Tangerang. The results of this study indicate that the leadership-subordinate relationship, task structure, and strength of the leader's position altogether affect job satisfaction of Bank X’s employees in Jakarta and South Tangerang. Partially, the task structure and strength of the leader's position variables affect job satisfaction, while the leader-subordinate relationship has no effect on job satisfaction. This study emphasizes the relationship between the leader and subordinates, task structure and strength of the leader's position in order to be maintained so that employee productivity can increase in the company.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Penelitian ini bertujuan untuk mengetahui pengaruh hubungan pimpinan-bawahan, struktur tugas, dan kekuatan posisi pemimpin dengan kepuasan kerja karyawan Bank X di Jakarta dan Tangerang Selatan. Penelitian ini merupakan penelitian kuantitatif dengan survei menggunakan kuesioner <em>online</em> dengan skala Likert kepada 105 responden yang merupakan karyawan Bank X di Jakarta dan Tangerang Selatan. Hasil penelitian ini menunjukkan bahwa hubungan pimpinan-bawahan, struktur tugas, dan kekuatan posisi pemimpin secara bersama-sama berpengaruh terhadap kepuasan kerja karyawan Bank X di Jakarta dan Tangerang Selatan. Secara parsial, variabel struktur tugas dan kekuatan posisi pemimpin berpengaruh kepada kepuasan kerja sedangkan hubungan pimpinan-bawahan tidak berpengaruh terhadap kepuasan kerja. Penelitian ini menekankan hubungan antara pimpinan dengan bawahan, struktur tugas dan kekuatan posisi pemimpin agar tetap terjaga sehingga produktivitas karyawan dapat meningkat dalam perusahaan.</p>

EMPLOYER BRANDING LITERATURE REVIEW

<p>The concept of employer branding has attracted many researchers’ attention in the recent years. In today’s business environment, employer branding becomes one important source of competitive advantage that creates value for all companies. Organizations have identified employer branding as an important tool for attracting and retaining a talented workforce. The aim of this study is to get an understanding of employer branding on a broader spectrum and to examine employee engagement, employee retention, and employee satisfaction as the outcomes of employer branding. The paper focused by clarifying the definitions and the outcomes of employer branding.</p>

PENGARUH SOCIAL CAPITAL DAN HUMAN CAPITAL TERHADAP BUSINESS GROWTH PENGUSAHA PEREMPUAN DI JAKARTA DAN TANGERANG [EFFECT OF SOCIAL CAPITAL AND HUMAN CAPITAL ON BUSINESS GROWTH OF WOMEN ENTREPRENEURS IN JAKARTA AND TANGERANG]

<p>The aim of this study is to examine the positive effect of social capital, human capital, reputational capital on business growth on women entrepreneurs in Jakarta dan Tangerang. Intangible assets are widely regarded as a key success factor for business growth in various countries. The growth of women's businesses in developing countries is still rare to find, but in recent years women have been seen to be more active in terms of entrepreneurship and business with women's ownership continues to grow to this day. This study uses a quantitative approach. The data collection technique in this study used an electronic questionnaire via Google Form, consisting of 31 indicators and the number of respondents was 201 respondents who are women and currently have businesses. The analytical method used in this research is SmartPLS 3.0, and in distributing the questionnaire, this study uses judgment sampling technique. The results of this study conclude that social capital has a positive effect on business growth, human capital has a positive effect on business growth, individual reputation capital has a negative effect on business growth, and organization reputational capital has a positive effect on business growth.</p>

SHIFTING ORIENTATION IN COMPETITION FROM PROFIT TO PEOPLE QUALITY: INFLUENCE OF SERVICE QUALITY, PRODUCT, SATISFACTION ON CUSTOMER LOYALTY OF A FASTFOOD RESTAURANT IN JAKARTA

<p>In fast-food industry, food quality and safety become pre-requisite to launch a fast-food restaurant. Thus, the players in this industry offer similar quality of food. This has caused a shift of the focus of competition in the industry from competing in the quality of product to the quality of human resources in serving customers. The aim of this study is to find out whether service quality, product, and satisfaction have any impact on customer loyalty. The study surveyed 30 respondents in the pre-testing and 170 respondents in actual data testing. SmartPLS3.2 software was used to process data, that was collected using questionnaire. Data processing was conducted using validity test, reliability test, multiple regression analysis and hypothesis testing. The test revealed that Service Quality is indeed an important variable to affect Customer Loyalty. The same result applied to Product and Satisfaction what also revealed positive effect on Customer Loyalty.</p>

PENGARUH KEPUASAN KERJA TERHADAP TURNOVER INTENTION CABIN CREW MASKAPAI X DENGAN ORGANIZATIONAL COMMITMENT DAN INTENT TO STAY SEBAGAI VARIABEL MEDIASI [EFFECT OF JOB SATISFACTION ON TURNOVER INTENTION OF AIRLINE CREW ON X AIRLINE WITH ORGANIZATIONAL COMMITMENT AND INTENT TO STAY AS THE MEDIATING VARIABLE]

<p>This study was conducted to determine the effect of job satisfaction on the turnover intention of airline crew on X airline with organizational commitment and intent to stay as the mediating variable. This study uses a quantitative method, using convenience sampling technique to determine the sample of airline X airline cabin crew throughout Indonesia who are still actively contracted and working for airline X, this airline is under the auspices of PT Lion Mentari Airlines. There were 85 cabin crew whose data were successfully collected through a questionnaire distributed on google form. The data that has been collected is processed with PLS SEM using program SmartPLS software. The results showed that job satisfaction has an influence on organizational commitment, organizational commitment has an influence on intent to stay, job satisfaction has an influence on turnover intention, and job satisfaction has an influence on turnover intention of airline crew cabin X with organizational commitment and intent to stay as the mediating variable. The managerial implication of this research suggests that airline X can make efforts to improve cabin crew job satisfaction in order to increase organizational commitment and intent to stay and reduce the turnover intention of cabin crew.</p><p><strong>BAHASA INDONESIA ABSTRACT:</strong></p><p>Penelitian ini dilakukan untuk mengetahui pengaruh kepuasan kerja terhadap <em>turnover intention cabin crew </em>maskapai X dengan <em>organizational commitment </em>dan <em>intent to stay </em>sebagai variabel mediasi. Penelitian ini menggunakan metode kuantitatif, dengan menggunakan teknik <em>convenience sampling </em>untuk penentuan sampel kepada para <em>cabin crew </em>maskapai penerbangan X di seluruh Indonesia yang masih aktif dikontrak dan bekerja di maskapai penerbangan X. Maskapai ini berada di bawah naungan PT Lion Mentari Airlines. Terdapat 85 <em>cabin crew </em>yang berhasil dikumpulkan datanya melalui kuesioner yang disebar dengan <em>google form</em>. Data yang telah dikumpulkan diolah dengan alat statistik<em> </em>PLS-SEM dengan program SmartPLS. Hasil penelitian menunjukkan bahwa kepuasan kerja memiliki pengaruh terhadap <em>organizational commitment, organizational commitment</em> memiliki pengaruh terhadap <em>intent to stay</em>, kepuasan kerja memiliki pengaruh terhadap <em>turnover intention</em>, dan kepuasan kerja memiliki pengaruh terhadap <em>turnover intention cabin crew</em> maskapai penerbangan X dengan <em>organizational commitment</em> dan <em>intent to stay</em> sebagai variabel mediasi. Implikasi manajerial dari penelitian ini disarankan maskapai X dapat melakukan upaya untuk meningkatkan kepuasan kerja <em>cabin crew </em>supaya dapat meningkatkan <em>organizational commitment </em>dan <em>intent to stay </em>serta mengurangi tingkat <em>turnover intention </em>dari <em>cabin crew</em>.</p>

HUBUNGAN TRANSFORMATIONAL LEADERSHIP SERTA PERAN EXCHANGE NORM DAN COMMUNAL NORM TERHADAP EMPLOYEE VOICE DALAM INDUSTRI SWASTA DI JABODETABEK [RELATIONSHIP BETWEEN TRANSFORMATIONAL LEADERSHIP AND THE ROLE OF EXCHANGE NORM AND COMMUNAL NORM WITH EMPLOYEE VOICE IN PRIVATE INDUSTRY IN JABODETABEK]

<p>This study aims to determine whether transformational leadership, exchange norm, and communal norm have a positive relationship with employee voice. This study was shown to private employees of the banking industry with 133 respondents consisting of 98% male respondents and 2% female respondents. The instrument used for data collection is a questionnaire, which consists of 13 indicators. Testing of the questionnaire was carried out by means of a validity test which resulted in sig &lt; α (0.000 &lt; 0.05) and a reliability test which resulted in Cronbach's Alpha &gt; 0.7. Furthermore, the tool used in analyzing the data is IBM SPSS 25. The results of this study reveal that transformational leadership has a positive relationship with exchange norm, transformational leadership has a positive relationship with communal norm, transformational leadership has a positive relationship with employee voice, norm exchange has a positive relationship with employee voice, and communal norm have a positive relationship with employee voice.</p>

TALENT MANAGEMENT LITERATURE REVIEW

<p>The concept of talent management has attracted most of the researchers’ attention in the recent years. In today’s business environment, talent management becomes one important source of competitive advantage that creates value for all companies. In the current economic downturn, there is a high demand for talent in the organizations. The aim of this study is to examine talent management process in organizations. This article is based on a review of the academic and popular talent management literatures. The paper focused by clarifying the definitions and the importance of talent management and what factors influencing the growth of talent management.</p>