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All Journal Dinasti International Journal of Management Science Dinasti International Journal of Education Management and Social Science Dinasti International Journal of Digital Business Management Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Journal of Industrial Engineering & Management Research (JIEMAR) International Journal of Social and Management Studies (IJOSMAS) Utsaha: Journal of Entrepreneurship PENANOMICS: INTERNATIONAL JOURNAL OF ECONOMICS International Journal of Advanced Multidisciplinary The Eastasouth Management and Business Jurnal Informatika Ekonomi Bisnis
Moeins, Anoesyirwan
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Religion Humanities Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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Journal : Utsaha: Journal of Entrepreneurship

 1 
The Influence of Organizational Climate on OCB and Employee Engagement with Job Satisfaction as an Intervening Variable Wardono, Gadang; Moeins, Anoesyirwan; Sunaryo, Widodo
Utsaha: Journal of Entrepreneurship Vol. 1 Issue 3 (2022)
Publisher : jfpublshier

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Abstract

This research aims to determine the effect of organizational climate on OCB and employee engagement with job satisfaction as an intervening variable for permanent employees at middle management level of cement industry in Bogor. The novelty of this research is use two dependent variables, OCB and employee engagement, one independent variable, called organizational climate and job satisfaction as intervening variable. The research method uses mixed method with questionnaire for quantitative research and Delphi method for qualitative research. The research sample was 183 people from 334 permanent employees at middle management level. The conclusion in this research is there is a significant positive effect with the coefficient value z₁ = 0.551 organizational climate on OCB. There is a significant positive effect with coefficient value z₂ = 0.578 organizational climate on employee engagement. There is a significant positive effect with the coefficient value xy = 0.939 organizational climate on job satisfaction. There is a significant positive effect with coefficient value yz₁ = 0.413 job satisfaction on OCB. There is a significant positive effect with coefficient value yz₂ = 0.390 job satisfaction on employee engagement. There is a significant positive effect with coefficient value xyz₁ = 0.388 between organizational climate and OCB through job satisfaction, with a comparison value of 0.388 < z₁ = 0.551, it can be concluded that job satisfaction variable does not mediate as an intervening variable on organizational climate effect on OCB. There is a significant positive effect with coefficient value xyz₂=0.367 between organizational climate on employee engagement through job satisfaction with a comparison value of 0.367 <βz₂ = 0.578, it can be concluded that job satisfaction variable does not mediate as an intervening variable on organizational climate effect of employee engagement. The results of qualitative research is support the quantitative research results.
THE EFFECT OF KNOWLEDGE MANAGEMENT AND TRAINING PROGRAMS ON LECTURER INNOVATIVENESS AT VOCATIONAL PRIVATE UNIVERSITIES IN BOGOR Taurusyanti, Dewi; Moeins, Anoesyirwan; Muharam, Hari
Utsaha: Journal of Entrepreneurship Vol. 2 Issue. 1 (2023)
Publisher : jfpublshier

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/joe.v2i1.225

Abstract

Lecturer innovativeness is one of the most important parts of educational innovation process, and assist the achievement of educational goals. Currently, lecturers' innovativeness needs to be improved, especially for vocational lecturers to initiate or improve a product, process, or service. The purpose of this research is to identify the effect of knowledge management and training programs on lecturers' innovativeness. This research was conducted lecturer of Vocational Universities in Bogor. The sample of this research was 100 lecturers from 6 Vocational Universities, and the sample determination used a proportional random sampling method to obtain representative data. This research uses SEM-Smart PLS data analysis techniques in quantitative research types. The results of this research found that knowledge management affects innovativeness with p-values of 0.000<0.05 and positive t-statistics values with tcount > ttable (7.013>1.96), and training programs affect innovativeness with p-values of 0.000 < 0.05 and positive t-statistics value with tcount > ttable (4.420>1.96). From the research result, it shows that knowledge management is directly predicted to increase innovativeness through application efforts and training programs is directly predicted to increase the innovativeness through the role of professional instructors.
ORGANIZATIONAL CITIZENSHIP BEHAVIOR AND THE IMPACT OF ORGANIZATIONAL COMMITMENT AND WORK-LIFE BALANCE WITH JOB SATISFACTION AS AN INTERVENING VARIABLE: Empirical Study by Utilizing SEM Lisrel and Qualitative Analysis on Millennial Employees of South Tangerang Hermawati, Rahmi; Moeins, Anoesyirwan; Suhardi, Eka
Utsaha: Journal of Entrepreneurship Vol. 2 Issue. 1 (2023)
Publisher : jfpublshier

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/joe.v2i1.248

Abstract

Organizational citizenship behavior is considered ineffective since it is not balanced with a sufficient quality of work life, such as a comfortable working environment, a sufficient compensation, career advancement, and others. Furthermore, a lack of job satisfaction leads to many employees ignoring their work behavior. This research used a mixed method that systematically integrates quantitative and qualitative methods, with the first stage of the research utilizing quantitative methods and the second stage using qualitative ones. Subject data is the type of data utilized in this research (self-report). The information was gathered straight from the millennial employees of South Tangerang. The objective of this research is to find out efforts to increase organizational citizenship behavior by analyzing the influence of exogenous and intervening variables on organizational citizenship behavior. According to this research findings, there are some impacts of organizational commitment and work-life balance with job satisfaction, one of them is work-life balance will increase organizational citizenship behavior without the support of job satisfaction. In addition, there are four accepted hypotheses and three rejected hypotheses.
IMPROVING ORGANIZATIONAL CITIZENSHIP BEHAVIOR THROUGH ORGANIZATIONAL CLIMATE, PERSONALITY AND JOB SATISFACTION OF FUNCTIONAL POSITION EMPLOYEES Andrianto, Muhammad Tito; Moeins, Anoesyirwan; Sunaryo, Widodo
Utsaha: Journal of Entrepreneurship Vol. 2 Issue. 3 (2023)
Publisher : jfpublshier

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/joe.v2i3.373

Abstract

Organizational citizenship behavior is critical since employees with a high level of it are considered to be more innovate, provide their best service, and can create a comfortable atmosphere in the organization. Moreover, organizations that have employees with high levels of organizational citizenship behavior will tend to have high performance and more easily achieve organizational goals. This research aims to empirically examine the relationship between organizational climate, personality, and job satisfaction variables with organizational citizenship behavior (OCB) of functional employees of Immigration Office. This research uses job satisfaction as an intervening variable. This research is sequential explanatory, which combining qualitative and quantitative analysis. The sample in this research was selected using a proportional random sampling method with a total of 268 respondents. The data collection was conducted by distributing questionnaires, focus group discussions (FGD), and triangulation of human resource experts. The results shows that organizational climate, personality, and job satisfaction have a positive and significant influence on OCB. In addition, the results also indicated that the role of job satisfaction variables as intervening was not significant in influencing the relationship between organizational climate and personality to improve the OCB.
ANALYZING THE COMPENSATION AND ITS EFFECT ON LECTURERS’ JOB SATISFACTION: A Case Study of Private Colleges in Bogor Rully, Tutus; Moeins, Anoesyirwan; Muharram, Hari
Utsaha: Journal of Entrepreneurship Vol. 2 Issue. 4 (2023)
Publisher : jfpublshier

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/joe.v2i4.388

Abstract

One factor that significantly affects job satisfaction among lecturers is compensation. Compensation is categorized into three dimensions, such as direct financial, indirect financial, and non-financial. This research is descriptive-verification type, and the approach used is explanatory survey. The objective of this research is to determine the effect of compensation on job satisfaction. The sampling technique used cluster sampling proportionally at five private colleges in Bogor, which led to a total sample size of 233 respondents, including Head Lectors, Lectors, and Assistant Lectors. Descriptive and quantitative analysis was conducted based on primary data obtained from field respondents, and hypothesis testing was conducted using SEM-Lisrel 8.8 method. The results indicated that the t-statistic value was greater than the t-value (t-statistic > 1.64), and the highest loading factor was found on the non-financial compensation variable (NFIN) which had a loading factor of 1.00 with a standard factor loading (SFL) of 0.5. It indicated that compensation has a positive and significant effect on job satisfaction of lecturers in private colleges in Bogor. From the 3 dimensions that affect lecturer compensation, the non-financial dimension is the dominant dimension in forming the compensation variable construct by contributing the highest standard loading factor value.
Co-Authors al azhary, Muhammad Ammirudin, Ammirudin Amos Lukas, Amos Andrianto, Muhammad Tito Aswad, Andi Bungaran Saing, Bungaran Dalimunte, Aldrin Dewi Taurusyanti Dudi, Alwa Edy Kurniawan, Edy Eko Santoso, Wiharso Elfiswandi Elvi Lastriani, Elvi Hari Kurniawanto HERMAWATI, RAHMI Herwanto, Djoko Humairoh, Humairoh HUTABARAT, LAMMINAR Leonard Togatorop, Agus Marhalinda Marhalinda, Marhalinda Muhammad Syafri, Muhammad Muharam, Hari Muharram, Hari Muktar Sitompul, Ali Nandan Limakrisna Parluhutan, Bobby Prinandita, Prinandita R. Djoko Goenawan, R. Djoko Rosyad, Sholeh Rully, Tutus sari rahmadani Setiawan , Temmy Suhardi, Eka Sunaryo, Widodo Suryadi, Handy Temmy Setiawan, Temmy Tunnufus, Zakiyya veritia, veritia Vikki Subroto, Victor Wardono, Gadang Yulasmi yusnita, nancy Zain, Yuli Zami, Alex