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All Journal Jurnal Siasat Bisnis JDM (Jurnal Dinamika Manajemen) Gadjah Mada International Journal of Business Journal of Indonesian Economy and Business MIX : Jurnal Ilmiah Manajemen DIJB (Diponegoro International Journal of Business) EKUITAS (Jurnal Ekonomi dan Keuangan) Journal of Leadership in Organizations Journal of Research in Business, Economics, and Education
Gugup Kismono
Department Of Management, Faculty Of Economic And Business, Universitas Gadjah Mada, Indonesia
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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THE EFFECT OF JOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: The Mediating Role of Sense of Responsibility Wijayanto, Bonifacius Riwi; Kismono, Gugup
Gadjah Mada International Journal of Business Vol 6, No 3 (2004): September-December
Publisher : Master of Management, Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (62.47 KB)

Abstract

This study examines a new attachment concept called job embeddedness as antecedent of organizational citizenship behavior (OCB). Firstly, we tested hypothesis concerning positive relationship between job embeddedness and OCB as predicted by Mitchell et al. (2001). Secondly, we tested hypothesis concerning the mediation effect of sense of responsibility in the relationship between job embeddedness and OCB.Nurses (N = 170) and their immediate supervisors ( N = 41) from five privately owned hospital in Jogjakarta participated in this study. Of 340 questionnaires distributed to the respondents, 339 were returned yielding a response rate of 99 percent. Of those returned, 300 questionnaires were available for further analyses. Nurses were asked to respond to a questionnaire of 40 items concerning perception of embeddedness and 4 item concerning sense of responsibility to their employing organization. Nurses’ citizenship behavior were measured using 12 items as rated by their immediate supervisors. The results support the hypothesis that job embeddedness correlates positively with OCB. However, our result failed to support the prediction of the mediating effect of employees’ sense of responsibility in causal relationship between job embeddedness and OCB. The implications of the findings for further research on relationship between job embeddedness and OCB research are discussed.
INFLUENCE OF WORK-FAMILY CONFLICT AND FAMILY-WORK CONFLICT ON EMPLOYEES’ TURNOVER INTENTIONS WITH GENDER, SOCIAL SUPPORT AND INDIVIDUAL VALUE AS MODERATING EFFECTS Yunita, Putu Irma; Kismono, Gugup
Journal of Indonesian Economy and Business Vol 29, No 1 (2014): January
Publisher : Journal of Indonesian Economy and Business

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Abstract

work interfering with family-WIF and family interfering with work-FIW) and its influences onturnover intention. This research also examined the moderating effect of gender, social supportand individual values on the relationship between the work-family conflict and turnoverintentions. The participants of this study were 210 low and middle managers of four and fivestar hotels in Bali. This sample consisted of 126 males and 84 females. Multiple regression andhierarchical methods were used to test the proposed hypotheses. The result showed that WIFpositively and significantly influences the turnover intention but FIW did not. It was also foundthat social support significantly moderates the relationships between variables studied, butgender and individual value had no impact on it.Keywords: turnover intention, work interfering with family, family interfering with work,gender, social support, individual value.
The Passion of Work and Proactive Work Behavior: Validation of ‘New’ Protean Career Attitude Through Nomological Network Nilawati, Levi; Kismono, Gugup; Handoko, Hani; Rosari, Reni
JDM (Jurnal Dinamika Manajemen) Vol 12, No 2 (2021): September 2021 (DOAJ Indexed)
Publisher : Department of Management, Faculty of Economics, Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/jdm.v12i2.29494

Abstract

Protean careers are understood and measured using different concepts. Apart from being confusing, it also causes divergences that result in limited operationalization of the protean career. O This study aims to develop a more comprehensive tool for measuring protean careers by examining the nomological network of ‘new’ protean career attitudes. Researchers added a measure of the affective component of love for work, in addition to dimensions driven by self-values and self-directed behavior. The results of the construct validity test through a nomological network involving 160 respondents showed two critical points. First, on the relationship between the dimensions, the dimensions of love for work and self-direction behavior are related to the harmonious passion variable and the proactive work behavior of career initiatives and personal initiatives. Second, the relationship within the dimension shows that the dimensions of love for work, driven by self-values, and self-directed behavior are interrelated. Additional validity tests, such as convergent, discriminant, and predictive validity tests, indicate that the question items are valid. Future research needs to pay more attention to the affective dimensions of love for work and harmonious passion.e.
THE EFFECT OF JOB EMBEDDEDNESS ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: The Mediating Role of Sense of Responsibility Bonifacius Riwi Wijayanto; Gugup Kismono
Gadjah Mada International Journal of Business Vol 6, No 3 (2004): September-December
Publisher : Master in Management, Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (62.47 KB) | DOI: 10.22146/gamaijb.5554

Abstract

This study examines a new attachment concept called job embeddedness as antecedent of organizational citizenship behavior (OCB). Firstly, we tested hypothesis concerning positive relationship between job embeddedness and OCB as predicted by Mitchell et al. (2001). Secondly, we tested hypothesis concerning the mediation effect of sense of responsibility in the relationship between job embeddedness and OCB.Nurses (N = 170) and their immediate supervisors ( N = 41) from five privately owned hospital in Jogjakarta participated in this study. Of 340 questionnaires distributed to the respondents, 339 were returned yielding a response rate of 99 percent. Of those returned, 300 questionnaires were available for further analyses. Nurses were asked to respond to a questionnaire of 40 items concerning perception of embeddedness and 4 item concerning sense of responsibility to their employing organization. Nurses’ citizenship behavior were measured using 12 items as rated by their immediate supervisors. The results support the hypothesis that job embeddedness correlates positively with OCB. However, our result failed to support the prediction of the mediating effect of employees’ sense of responsibility in causal relationship between job embeddedness and OCB. The implications of the findings for further research on relationship between job embeddedness and OCB research are discussed.
The Effect of the Degree of Misfit Between Human Resources Management Practices and the Types of Organizational Culture on Organizational Performance Gugup Kismono; Raden Muhammad Pradana Ramadista
Gadjah Mada International Journal of Business Vol 22, No 3 (2020): September-December
Publisher : Master in Management, Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/gamaijb.56583

Abstract

“Fit model” argues that the level of misfit between human resources management (HRM) practices and the type of organizational culture negatively influences organizational performance. However, the lack of emprirical research to support that contention can be problematic. Utilizing the concept of fit, this study aims to examine empirically the effect of the degree of misfit between HRM practices and the types of organizational cultures on organizational performance. Data were collected from a sample comprising of 128 respondents representing 64 companies in Indonesia, from nine industrial sectors. The hypothetical model was developed based on four types of HRM practices (human relations, internal process, rational goals, and open systems) and four types of organizational cultures (clan, hierarchy, market, and adhocracy). Euclidean distance scores were calculated to describe the misfit between the HRM practices and the types of organizational culture variables. Subsequently, the effect of the misfit scores on organizational performance was determined. The results show that the degree of misfit between HRM practices and the type of organizational culture has a significant and negative effect on organizational performance. This empirical research supports the concept of fit, in which the type of organizational culture that is supported by suitable HRM practices will result in a more positive organizational performance. Then, it is deemed necessary for companies to adapt their HRM practices to their culture, in order to improve their performance.
FAKTOR-FAKTOR DEMOGRAFIK (JENIS KELAMIN, USIA, STATUS PERNIKAHAN, DUKUNGAN DOMESTIK) PENENTU KONFLIK PEKERJAAN DAN KELUARGA DAN INTENSI KELUAR KARYAWAN: STUDI PADA INDUSTRI PERBANKAN INDONESIA Gugup Kismono; Reni Rosari; John Suprihanto
Jurnal Siasat Bisnis Vol. 17 No. 2 (2013)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol17.iss2.art6

Abstract

AbstractInvolvement in both work and family domain, by men and womesn, may create work and family conflict that induce voluntary turnover. Unfortunately, most studies relating to both voluntary turnover and work and family conflict has been conducted in Western context. This research aims to examine the impact of demographic variables (gender, age, marital status and domestic support) on work and family conflict and turnover intention, undertaken in Indonesia, a country with high score of collectivism and patriarchal culture. The participants (N = 1.122) of this research are employees of the Indonesian banking industry which were drawn conviniently. Regression method was utilized to test hypotheses. Results showed that only marital status significantly affect both work to family conflict and family to work conflict. However, marital status did not significantly influence turnover intention. Age significantly, but in opposite direction, influenced turnover intention. This result was unexpected. Theoretical explanation was discussed.Keywords: turnover intention, work to family conflict, family to work conflict, demographic variables.AbstrakKeterlibatan laki-laki dan perempuan di dunia kerja dan rumah tangga dapat mungkin menimbulkan masalah serius, yaitu konflik pekerjaan dan rumah tangga yang mendorong terjadinya perputaran karyawan secara sukarela. Sayangnya, kebanyakan riset dilakukan menggunakan latar belakang budaya individualistik. Riset ini bertujuan untuk menganalisis dampak variabel demografik (jenis kelamin, usia, status pernikahan dan dukungan domestik) pada konflik pekerjaan dan rumah tangga dan keinginan keluar dari organisasi/perusahaan. Riset dilakukan di Indonesia, negara dengan budaya patriarkal dan kolektivistik. Partisipan riset ini adalah karyawan bank-bank berjumlah 1.122 orang yang penyampelannya dilakukan secara tidak acak. Analisis regresi dilakukan untuk mengetes hipotesis. Hasil penelitian menunjukkan bahwa hanya status pernikahan yang berpengaruh signifikan pada dua jenis konflik: konflik pekerjaan ke rumah tangga dan konflik rumah tangga ke pekerjaan. Status pernikahan berpengaruh tidak signifikan pada intensi keluar karyawan. Umur berpengaruh signifikan, namun berlawanan arah dari hipotesis, pada intensi keluar karyawan. Penjelasan hasil penelitian secara teoritis didiskusikan di artikel ini.Kata kunci: intensi keluar, konflik pekerjaan ke rumah tangga, konflik rumah tangga ke pekerjaan, variabel demografik.
The Application of Formative Model Procedures to Assess The Quality of Measurements: The Case of Job Embeddedness’ Dimensions Gugup Kismono
Jurnal Siasat Bisnis Vol. 16 No. 1 (2012)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

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Abstract

“Kelekatan pekerjaan” (job embeddedness) sebagai sebuah model kontemporer perputaran karyawan menarik perhatian para ilmuwan dan peneliti. Model ini telah dipandang lebih unggul dibanding model tradisional dalam menjelaskan perputaran sukarela karyawan. Berdasarkan pada taksonomi konstruk multidimensional, kelekatan pekerjaan harus diperlakukan sebagai model agregat. Model agregat mensyaratkan bahwa sebuah konstruk dibentuk atau disebabkan (bukan menyebabkan) oleh indikator-indikator. Sebagai konsekuensinya, konstruk kelekatan pekerjaan harus diklasifikasikan ke dalam model alat ukur formatif. Namun demikian, sejauh ini evaluasi atas alat ukur kelekatan pekerjaan masih menggunakan prosedur model reflektif. Karena kelekatan pekerjaan merupakan konstruk formatif, penggunaan prosedur model reflektif untuk mengevaluasi alat ukurnya berpotensi menghasilkan kesalahan construct misspesification. Riset ini menawarkan metoda alternatif yang lebih sesuai untuk mengevaluasi kualitas alat ukur kelekatan pekerjaan, khususnya dimensi-dimensinya. Hasil riset menunjukkan bahwa penggunaan model reflektif tidak cocok. Hal ini ditunjukkan dengan adanya perbedaan hasil antara penggunaan model reflektif dan model formatif.Kata kunci: kelekatan pekerjaan, perputaran sukarela karyawan, model formatif, model reflektif, misspecification.
Employer brand attractiveness: the effect of demographic variables on career goals Gugup Kismono; Niken Lulanti Rahayu
Jurnal Siasat Bisnis Vol 25, No 2 (2021)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol25.iss2.art1

Abstract

Purpose: This research aimed to observe the differences between respondents’ characteristics based on their career goals as part of employer brand, and to identify effective employer branding. It was important since many businesses failed to attract the best talent due to limited knowledge on organizational attractiveness and employer branding strategy.Design/methodology/approach: The data were collected through self-administered questionnaire. There were 16 items used to represent career goals attributes in employer branding. The data was ordered based on the characteristics’ relative importance and assigned points accordingly (the first rank is scored the highest = 6) and analyzed using a K-related samples test and weighted-mean average computation with ANOVA tables. K-independent samples and a One-Way ANOVA test to identify the differences of career goals preferences.Findings: Results showed that there were various significant different across respondents’ characteristics such as gender, marital status, academic achievement, work experience, and economic background. The differences between each group for the most and the least important career goals can still be observed. The findings for career goals items are generally consistent with the known theories of organizational attraction.Research limitation/implications: The data were collected from business school students. It is limited in that it may not have captured the reflections of potential employees groups in Indonesia whose characteristics combinations of experience and attitudes toward employer brand differed from the sample used. Applying these research findings should be done meticulously.Practical implications: This research offered an interesting insight on the relations of employer brand's attractiveness dimensions, career goals, and individual differences. Based on this research findings, organizations may consider emphasizing on the attributes that are attractive to high-achievers or to one specific gender.Originality/value: This research contributed to identifying how respondents perceive the dimensions ranking of employer brand attractiveness and analyzing the detail characteristics attractiveness (career goals) based on demographic variables.
Gender and generation gaps in government organization: does it affect work engagement? Gugup Kismono; Utilithia Banguningsih Hanggarawati
Jurnal Siasat Bisnis VOL 26, NO 1 (2022)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol26.iss1.art1

Abstract

Purpose: This research proposed to evaluate the differences between generations and gender work engagement. This evaluation is strategically needed to clarify the debate related to the issue of work engagement. The clarification based on research findings involving respondents from different context is necessary to improve ecological validity. It is also important since the evidence obtained through this research is useful for improving the effectiveness of human resources policies.Design/Methodology/Approach: The data were collected through self-administered questionnaire involving 128 respondents from a specific context of government organization. There were 17 items used to represent work engagement. The measurement was adapted from UWES-17. ANOVA and independent sample t-test were conducted to test the influence of generations and gender on the total of work engagement and its three dimensions.Findings: Results showed that generation and gender influence work engagement. Baby Boomers indicated the strongest work engagement. Generation Y showed the lowest work engagement. Men exhibited higher work engagement than women. However, further evaluation on the dimensions of work engagement showed interesting findings. Baby Boomers did not significantly differ from their counterpart of generation X on any dimensions. Generation X consistently differed from generation Y in all dimensions. Regarding gender and the dimensions of work engagement, only absorption showed insignificant different. In general, the findings of this research was align with the theory of social exchange as well as antithesis of burnout.Research Limitation/Implications: The data were collected from the government officials. It is limited that it may not capture the employees’ characteristics from business organization. Generalization may also be limited. However, this specific context may offer a valuable perspective related to the situation in which seniority is important point in considering career decision made by the organization. In addition, the measurement used in this research adapted from UWES-17. Research showed that different work engagement measurement applied in diverse culture may result in inconsistent findings. A comprehensive research was necessary to evaluate the measurement that was relatively free from cultural influences.Practical Implications: This research offered an interesting recommendation in relation with organizational policies to improve work engagement and its dimensions. Based on this research findings, organizations may consider emphasizing on human resources policies which was suitable for generation Y to improve work engagement. Moreover, work-life balance to improve the level of women work engagement was also recommended.Originality/Value: This research was contributed to evaluate the impact of generations and gender on work engagement and its dimensions. Research involving specific context as government officials was rare. The result may be crucial to avoid developing organizational policies that were based on research findings that came from irrelevant contexts.
ANALISIS INTENSI MENGGUNAKAN MSDM-e MOBILE DAN FAKTOR-FAKTOR YANG MEMENGARUHI Kartika Diyandhari; Gugup Kismono
MIX: JURNAL ILMIAH MANAJEMEN Vol 10, No 2 (2020): MIX: Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/mix.2020.v10i2.010

Abstract

Pengadopsian manajemen sumber daya manusia elektronik yang mudah dibawa (MSDM-e mobile) penting dilakukan untuk meningkatkan nilai tambah pengelolaan SDM. Sistem yang nyaman, mudah digunakan, dan mudah dibawa berpotensi mendorong intensi mengunakan sistem tersebut. Kesuksesan implementasi sebuah sistem tergantung pada pemahaman manajemen terhadap variabel-variabel yang memengaruhi intensi untuk menggunakan sistem tersebut. Penelitian kuantitatif ini bertujuan untuk menguji dan menganalisis intensi menggunakan MSDM-e mobile dan mengidentifikasi faktor-faktor yang memengaruhinya. Penelitian ini menggabungkan konsep Technology Acceptance Model dan Theory of Planned Behavior sebagai landasan berpikir utama, dan menggunakan teknik analisis PLS-SEM. Hasil analisis menunjukkan bahwa variabel kegunaan, dan kemampuan menggunakan, secara langsung berpengaruh positif dan signifikan pada intensi menggunakan. Variabel kemudahan, kecemasan terhadap teknologi yang digunakan, dan kebutuhan berinteraksi (dengan admin sistem) berpengaruh tidak langsung pada intensi menggunakan, namun berpengaruh melalui kemampuan menggunakan. Kemudahan menggunakan berpengaruh positif dan signifikan pada kemampuan menggunakan, sedangkan kecemasan terhadap teknologi berpengaruh negatif dan signifikan. Variabel lain yang diduga berpengaruh positif pada kemampuan adalah kebutuhan berinteraksi. Namun, temuan penelitian ini menunjukkan bahwa variabel kebutuhan berinteraksi tidak signifikan memengaruhi kemampuan. Simpulan dan implikasi manajerial didiskusikan dengan mempertimbangkan teori-teori yang melandasi mekanisme hubungan antar variabel. Pertimbangan konteks juga digunakan untuk menjelaskan hubungan variabel yang tidak selaras dengan hipotesis penelitian-penelitian sebelumnya.
Co-Authors Aktsar Hamdi Tsalits Andi Tenri Pada Bambang Riyanto Bambang Riyanto L. S Bonifacius Riwi Wijayanto Bonifacius Riwi Wijayanto Dwita Safira Pranabella Hani Handoko John Suprihanto Kartika Diyandhari Levi Nilawati Levi Nilawati, Levi Niken Lulanti Rahayu Putu Irma Yunita Putu Irma Yunita Raden Muhammad Pradana Ramadista Reni Rosari Sari Sitalaksmi SUSANTO, ELY T Hani Handoko Tarman Budianto Utilithia Banguningsih Hanggarawati Wulandari