Manajemen Sumber Daya Manusia

Dynamic capabilities, creativity and innovation capability and their impact on competitive advantage and firm performance: The moderating role of entrepreneurial orientation

Exploring Corporate Strategy Text And Cases

Researchers have proposed that leader support helps employees behave proactively at work. Leader support can facilitate the opportunities for employees to bring about change, as well as their motivation to do so. Nevertheless, empirical studies have shown mixed effects of leader support on employees’ proactive behavior. In this study, to reconcile the inconsistent findings on the impact of leader support on employees’ proactive behavior, the authors consider the content, mediating mechanisms, and boundary conditions of leader support in shaping employees’ proactive behavior. On the basis of attachment theory, the authors propose that secure-base support from leaders (support in the form of leader availability, encouragement, and noninterference) positively predicts employees’ proactive work behavior by increasing their role breadth self-efficacy and autonomous motivation. These hypotheses are supported in an online-survey sample from U.S. participants (N = 138) and a sample from a large gas and oil company in China (N = 212). The authors further propose that the beneficial effects of secure-base support from leaders are more prominent for individuals with lower attachment security. This hypothesis was also supported: Individuals high in attachment anxiety especially benefited from leader secure-base support in terms of its effect on role breadth self-efficacy; whereas those who are high in attachment avoidance especially benefited from leader secure-base support in terms of its effect on autonomous motivation. Our study helps explain how leaders’ support motivates employees’ proactive behavior, particularly for those individuals who have lower attachment security.

The role of leader support in facilitating proactive work behaviour: a perspective from attachment theory

The Stanford MSx program will deepen students’ understanding of the disciplines required of a general manager by offering opportunities to reflect on habits developed as a young manager and to test new patterns of thought and behavior. Various methods are used, including assessments, executive modules, coaching, study trips, and active opportunities to “lead by doing,” including team-based projects, peer leadership roles, and interacting with senior leaders throughout the year.

The art and science of leadership

In traditional business settings, learning capability and creativity are significant factors to push an innovation level. However, it's wondered whether if the same phenomenon will take place in higher educational institutions. This research used purposive random sampling method which involved 179 lecturers from all universities in East Java Province of Indonesia. The results indicated that both variables influenced organizational innovation, partially and simultaneously. There was no difference category either on public or private universities on those variables. Discussions and suggestions are provided to enhance further researches and universities management.

The influence of organizational learning capability and organizational creativity on organizational innovation of Universities in East Java, Indonesia

The good recruitment program can provide a positive influence to increasing employee commitment, productivity and the quality of work including performance. The relationship of employee retention on performance is exceedingly complex. There is evidence that performance can decrease if the employee retention is bad and there is a possibility of stagnation if employee turnover is too dejected. Besides recruitment and employee retention, the labor relations can also affect the employee performance, where the problems usually arise from the difference of work, age and demographics. Research will be conducted to examine, whether there is a significant impact on recruitment, employee retention, and labor relations to employee performance on batik industry in Solo. The results of this analysis indicate that the recruitment, retention, and labor relations found a significant effect on employee performance. On the other hand, the recruitment and employee retention found a significant effect on employee performance. As well as recruitment and employee retention, labor relations found significant effects to the employee re-tention. The results also found the recruiting and employee retention have a significant impact on employee performance through the labor relations. As well as the recruitment significantly influence on labor relations through the employee retention.Keywords: Recruitment; Employee Retention; Labor Relations; Employee Performance.

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The impact of recruitment, employee retention and labor relations to employee performance on batik industry in solo city, indonesia

This study was aimed to know the influence of work environment and work di­­­cipline to employee performance. This type of research was quantitiative research. This study used cen­sus ­me­­­thod, which taken all the population to survey respondents. The number of em­plo­yee were 40 peo­ple. The techni­ques of ­processing and analysis data ­used validity test, relia­bi­lity test, classic assumption test, descriptive analysis, cross tabulation, linear regression ana­ly­sis, and coefficient of determination analysis. The study stated that the influence of work en­vi­ronment and ­work dis­cipline to employee per­for­man­ce of bank’s employees in Malang city ­had influence by in­di­vi­dually and influence by simultaneously. A comfortable work en­vi­ron­ment and the high level of work dis­cipline will to improve employee per­for­man­ce .

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Hubungan lingkungan kerja, disiplin kerja, dan kinerja karyawan

Penelitian ini ialah suatu survei yang dilakukan untuk menguji apakah Kepuasan
Kerja (job satisfaction) dan Komitmen Organisasional (organizational committment) berpengaruh
terhadap Turnover Intentions karyawan. Penelitian difokuskan untuk pada perilaku
organisasional dari 130 karyawan suatu industri keramik di Surabaya. Dari hasil penelitian
didapatkan bahwa Kepuasan Kerja dan Komitmen Organisasional berpengaruh siginifikan
baik secara parsial maupun simultan terhadap Turnover Intentions karyawan. Selain itu,
variabel bebas menujukkan arah negatif terhadap variabel terikat yang artinya bila Kepuasan
Kerja atau Komitmen Organisasional naik akan berpengaruh terhadap penurunan Turnover
Intentions, begitu pula sebaliknya.

/pdf/kepuasan-kerja-komitmen-organisasional-dan-turnover-yj625bltgi.pdf

Kepuasan kerja, komitmen organisasional dan turnover intentions

Committed employess give a big contribution to organizations because they perform and behave on achieving organization's goals. Furthermore, workers who are committed to their organization are happy to be members of it, believe in and feel good about the organization and what it stands for, and inted to do what is good for the organization.
Surprisingly,some new findings suggested that stated commitment is largely unrelated to performance. In fact, there is positive and significant relationship between commitment to supervisors and performance. It means commitment to supervisors become a good predictor to performance than commitment to organizations.

/pdf/the-relationship-between-employee-commitment-and-job-3ougu276jo.pdf

Eddy Madiono Sutanto

Papers

The influence of organizational learning capability and organizational creativity on organizational innovation of Universities in East Java, Indonesia

The impact of recruitment, employee retention and labor relations to employee performance on batik industry in solo city, indonesia

Hubungan lingkungan kerja, disiplin kerja, dan kinerja karyawan

Kepuasan kerja, komitmen organisasional dan turnover intentions

The relationship between employee commitment and job performance