Articles
<![CDATA[Pengaruh Pengembangan Talenta terhadap Kepuasan Kerja, Kinerja Tugas, dan Komitmen Afektif dengan Mediasi oleh Keadilan Distributif dan Moderasi Keadilan Prosedural ]]>
<![CDATA[Ika Mulatsih Fauziah]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ Jurnal Manajemen dan Usahawan Indonesia Vol 44, No 1 (2021): Jurnal Manajemen dan Usahawan Indonesia ]]>
Publisher : <![CDATA[Fakultas Ekonomi dan Bisnis, Universitas Indonesia ]]>
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<![CDATA[Tantangan perekonomian Indonesia saat ini semakin kompleks sehingga peran regulator industri keuangan menjadi sangat penting karena kebijakan yang diambil berdampak pada seluruh rakyat dan kredibilitas pemerintah. Dalam melaksanakan peran tersebut diperlukan karyawan yang kompeten sehingga harus dipastikan pengembangan karyawan melalui pengembangan talenta dilakukan dengan perencanaan dan strategi yang baik. Pelaksanaan pengembangan talenta dan persepsi keadilan yang dirasakan karyawan dapat memengaruhi kepuasan kerja, kinerja tugas, dan komitmen afektif karyawan. Tujuan penelitian untuk mengetahui pengaruh implementasi pengembangan talenta terhadap kepuasan kerja, kinerja tugas, dan komitmen afektif dengan dimediasi oleh keadilan distributif dan dimoderasi oleh keadilan prosedural di Lembaga Regulator Industri Keuangan (LARIK) Indonesia dengan Stuctural Equation Modeling (SEM). Data penelitian didapatkan dari 464 karyawan LARIK dengan kuesioner daring. Penelitian menemukan bahwa pengembangan talenta berpengaruh positif terhadap kepuasan kerja, kinerja tugas, dan komitmen afektif. Penelitian juga mengungkapkan bahwa keadilan distributif memediasi parsial pengaruh dimaksud. Hasil lainnya yaitu keadilan prosedural memoderasi hubungan keadilan distributif terhadap kepuasan kerja, kinerja tugas, dan komitmen afektif. Selanjutnya, implikasi teoritis, manajerial, dan praktikal dari temuan tersebut didiskusikan.]]>
<![CDATA[Efektifitas Flash Card Dalam Meningkatkan Kemampuan Mengenal Huruf Alphabet Pada Siswa Tunarungu Kelas Tk-A2 SLB Negeri Cicendo Kota Bandung ]]>
<![CDATA[Rachmawati, Riani]]>;
<![CDATA[Hernawati, Tati]]>;
<![CDATA[Juhanaini, Juhanaini]]>
<![CDATA[ JASSI ANAKKU Vol 16, No 1 (2016): JASSI Anakku: Volume 16, Issue 1, 2016 ]]>
Publisher : <![CDATA[Universitas Pendidikan Indonesia (UPI) ]]>
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DOI: 10.17509/jassi.v16i1.5733
<![CDATA[Anak tunarungu mengalami kelainan pendengaran yang mengakibatkan terhambatnya perkembangan bahasa sehingga berdampak pada kemampuan mengenal huruf sebagai dasar belajar membaca. Sebagaimana dalam studi pendahuluan ditemukan adanya anak tunarungu yang mengalami hambatan dalam mengenal huruf b, d, j, l dan t. Untuk meningkatkan kemampuan mengenal huruf alphabet dibutuhkan media yang efektif dan menarik bagi siswa tunarungu dengan memanfaatkan indera visual, maka peneliti menggunakan media Flash Card. Metode penelitian ini adalah metode eksperimen melalui pendekatan Single Subject Research dengan desain A-B-A. Subjek penelitian merupakan siswa tunarungu berinisial E yang bersekolah di SLB Negeri Cicendo Kota Bandung, kelas TK-A2. Adapun hasil penelitan ini ditemukan bahwa penggunaan Flash Card terbukti efektif dapat meningkatkan kemampuan mengenal huruf alphabet pada siswa tunarungu (E). Hal tersebut berdasarkan dari hasil yang menunjukan kenaikan mean level yang diperoleh E pada fase baseline-1 (A-1) sebesar 39%, 70,1% pada fase intervensi (B), dan 79,7% diperoleh E pada fase baseline-2 (A-2). Hasil penelitian ini diharapkan media Flash Card dapat menjadi alternatif dalam pembelajaran mengenal huruf alphabet bagi anak tunarungu baik di sekolah maupun di rumahKata Kunci: Anak tunarungu, Kemampuan mengenal huruf alphabet, Flash Card]]>
<![CDATA[Explaining Factors of Job Pursuit Intention in Indonesian Military Institution ]]>
<![CDATA[Muhammad Irfan Syaebani]]>;
<![CDATA[Alia Noor Anoviar]]>;
<![CDATA[Elok Savitri Pusparini]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ APMBA (Asia Pacific Management and Business Application) Vol 3, No 3 (2015) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics and Business, Brawijaya University ]]>
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DOI: 10.21776/ub.apmba.2015.003.03.4
<![CDATA[Reformation brought many changes in public sectors in Indonesia, one of them is Military institution. Reformation required Military to become professional in every organizational aspects, including human resources as a part of resource that need to be manage strategically. Proficient and competent human resource will help organization reach its vision, missons, and strategic goals. One of the strategy to attract competent human resource is to design the recruitment and selection process in talent management corridor, where organization must identify factors which attracting a candidate to join into organization or simply called job pursuit intention. To find out what factors lead to job pursuit intention into military institution in Indonesia, data was collected using qualitative approach from middle-rank military officer. Their past experiences concerning motives/factors which lead them joined into military were explored. From analysis, it reveals that there are 5 factors which make them joined military; employer familiarity, subjective fit, hiring expectation, economic motive, and nationalism/patriotism motive.]]>
<![CDATA[Analisis Pengaruh Leadership Trust dan Leadership Visibility Terhadap Employee Psychological Safety (EPS) Karyawan Perusahaan Target Akuisisi ]]>
<![CDATA[Rima Febriana]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ JURNAL MANAJEMEN DAN BISNIS SRIWIJAYA Vol 14, No 3 (2016): Jurnal Manajemen dan Bisnis Sriwijaya ]]>
Publisher : <![CDATA[Program Studi Magister Manajemen FE Unsri ]]>
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DOI: 10.29259/jmbs.v14i3.3977
<![CDATA[Acquisition is one of the strategic activities for many organizations in order to maintain sustainable competitive advantages. Evidence shows that acquisition failed mostly because of cultural conflict, management style, and value created failures. Prior researches focused on integration process as well as combination process and still result inconsistency findings about post-acquisition performance and employee psychological safety. This research aims to explore and bridge the gap of the acquisition success from human resources side particularly in acquiring leadership style to acquired employee psychological safety (EPS). This study captures employees’ perceive about leadership trust and leadership visibility of acquiring leaders, integration process, and deal status toward their psychological safety post-acquisition as dependent variable. Deal status was known has moderating effect on leadership visibility to EPS. The results show that leadership visibility has no significant effect on EPS while leadership trust positively affects the EPS. When we examine acquisition phase which is represented by integration process and deal status only the integration process has positively significant effect on EPS. Communication quality has the highest positive effect in post-acquisition integration process. Otherwise power differential statistically proved has the highest negative effect on EPS in post-acquisition deal status. Furthermore, there is pure moderating effect resulting from deal status on leadership visibility. Overall, this study contributes to further explanation about what are important skill and behavior that need to be considered for leaders to gain target employees’ psychological safety]]>
<![CDATA[Romance in the Workplace: Analysis of Justice Perception toward Policies Concerning Romance in the Workplace ]]>
<![CDATA[Muhammad Irfan Syaebani]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 10 No. 2 (2017) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
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DOI: 10.20473/jmtt.v10i2.4509
<![CDATA[Romance in the workplace is a common phenomenon and inevitable from organization dynamics. Romance in the workplace has double effects to the organization: positive and negative. Therefore, organization must be careful in formulating policies concerning this phenomenon. Literature said that in formulation policies concerning romance in the workplace it must be started from organizational justice theory. This research tries to find out what policies which perceived as the most fair. Quasi experiment method with scenario instrument is chosen. This method allows experiment subjects to give response to different combinations/varieties of romance in the workplace based on 4 criterias (type of romance – origin of couple – impact of romance – romance policies). Subject of experiment is master students of management study program in Universitas Indonesia who has working experiences as condition for participating and 30 students agreed to partake in experiment. Result shows that giving counseling is perceived as the most fair policy for all combinations/varieties of romance in the workplace. It shows that organization’s response to romance in the workplace should not coercive policies.]]>
<![CDATA[DETERMINANTS OF EMPLOYEES’ ATTITUDE TOWARD UNION MEMBERSHIP (Study Case In A Logistics Company In Indonesia) ]]>
<![CDATA[Ranggapati Siswara Dewantoro]]>;
<![CDATA[Riani Rachmawati Sobri]]>;
<![CDATA[Muhammad Irfan Syaebani]]>
<![CDATA[ Journal of Indonesian Economy and Business (JIEB) Vol 28, No 2 (2013): May ]]>
Publisher : <![CDATA[Faculty of Economics and Business, Universitas Gadjah Mada ]]>
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DOI: 10.22146/jieb.6225
<![CDATA[This research examines the determinants of employees’ attitude toward union membership. These factors are represented by job-related predictor such as; employees’ job dissatisfaction, job stress, and consultative managerial style. Apart from these job-related predictor variables, the cultural orientation played a role in this research such as; individualism and collectivism both horizontal and vertical. After performing resgression testing, the result shows that almost all variables are affecting employees’s attitude toward union membership except horizontal collectivism variable.]]>
<![CDATA[Kepuasan Hidup Pekerja Perempuan: Sebuah Tinjauan Konseptual ]]>
<![CDATA[Muthia Pramesti]]>;
<![CDATA[Isbandi Rukminto Adi]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ JURNAL SOSIAL HUMANIORA (JSH) Vol 14, No 2 (2021) ]]>
Publisher : <![CDATA[Institut Teknologi Sepuluh Nopember ]]>
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DOI: 10.12962/j24433527.v14i2.10893
<![CDATA[This paper aims to conduct a conceptual study of factors that drive life satisfaction in the work domain for female workers. They experience several problems related to human resource policies related to their personal and work life. The dual role as breadth winner and housewife often take place. Life satisfaction is interesting to be discussed due to the well-being challenges for female workers. The framework is built by “Top-Down” and “Bottom-Up” theory. The author conducted an electronic-based data search from 58 articles during the 2019-2021 period. Several factors affect job satisfaction, such as need fulfilment, self-development and work pressure. The discussion section will explain the factors driving workers' life satisfaction to life, especially for female workers.]]>
<![CDATA[Pengaruh Flexible Working Arrangements terhadap Work Life Balance, dan Kinerja Pegawai dengan Kepuasan Kerja sebagai Mediator : Studi Kasus pada Kementerian Lingkungan Hidup dan Kehutanan ]]>
<![CDATA[Atsarina Silminawati]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ LITERATUS Vol 4 No 1 (2022): Jurnal Ilmiah Internasional Sosial dan Budaya ]]>
Publisher : <![CDATA[Neolectura ]]>
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DOI: 10.37010/lit.v4i1.478
<![CDATA[Flexible work arrangements have become a new thing in government agencies due to the Covid-19 pandemic. So this study was conducted to see the effect of flexible work arrangements on work life balance, job satisfaction and employee performance in government agencies, especially the Ministry of Environment and Forestry. And by considering the mediating factor of job satisfaction in the relationship of flexible work arrangements with work-life balance and the relationship of flexible work arrangements with employee performance. This research is a quantitative research by conducting an online survey. Respondents in this study were employees of the Ministry of Environment and Forestry, especially at the central level as many as 222 employees. The research hypotheses were tested using Structural Equation Modeling (SEM) analysis techniques. The results showed that there was a significant effect between flexible work arrangements, job satisfaction, and employee performance. Job satisfaction also has a significant effect on work-life balance and employee performance. In addition, job satisfaction was found to be a mediator between the effects of flexible work arrangements and work-life balance, and flexible work arrangements and employee performance.]]>
<![CDATA[The Influence between Employee’s Trust and Attitude toward Organizational Change Mediated by Organizational Commitment to Employees of PT Transportasi Gas Indonesia ]]>
<![CDATA[Achmad Nur Alamsyah]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 3 (2022): Budapest International Research and Critics Institute August ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i3.5944
<![CDATA[Today's rapidly changing and complex business environment makes organizational changes common and inevitable as a company strategy to deal with change and to maintain business continuity, competitive advantage and organizational existence. Organizational change has an impact that can be felt by employees and raises various employee attitudes towards the changes that occur. With these conditions, this study wants to explore further how the attitude of employees towards change with a number of factors or variables that influence employee attitudes towards change, namely the factor of trust (trust in the organization and trust in supervisors) and organizational commitment. The research was conducted on organic employees of PT TGI as respondents by distributing questionnaires as a data collection method. Questionnaire data processing analysis used structural equation modeling to determine the effect of employee's trust and attitude toward organizational change using organizational commitment as a mediator. The results showed that the direct relationship between employee's trust (trust in organization and trust in supervisor) on attitude toward organizational change was significant positive. Meanwhile, through organizational commitment, the indirect effect of employee trust on attitudes toward organizational change is also positive and significant.]]>
<![CDATA[The impact of leadership and human resource management system on compliance through the implementation of strategic business process management ]]>
<![CDATA[Suharmiko Suharmiko]]>;
<![CDATA[Riani Rachmawati]]>
<![CDATA[ Proceeding of the International Conference on Family Business and Entrepreneurship 2022: Proceeding of the 5th International Conference on Family Business and Entrepreneurship ]]>
Publisher : <![CDATA[President University ]]>
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DOI: 10.33021/icfbe.v2i1.3546
<![CDATA[Compliance is a useful factor in carrying out a business strategy that has implications for achieving company goals optimally and securing the company from various fatal deviations and negligence involving material and financial losses. The purpose of this study was to determine the role and impact of leaders together with HR professionals who are part of the human resource management system in creating compliance behavior and attitudes towards the implementation of strategic business process management. This research was conducted at PT PLN (Persero) as a public company but must achieve a lot of profit related to regulations, laws, customers, and society. And this study measures managers at the middle and lower levels spread across the territory of Indonesia quantitatively by analysis using Structural Equation Modeling and with the acquisition of 356 respondents. The results show that leadership and HR System Strength positively influence compliance intentions. Besides, these two variables are mediated by strategic Business Process Management have a positive influence on compliance intentions. So, in conclusion, Organizational Leadership, HRM system strength, and strategic Business Process Management are essential in increasing employee compliance intentions. Still, the interesting finding is the HR leaders and professionals should not pay too much attention and rely on strategic BPM in increasing compliance intentions because the results can reduce compliance attitudes and behavior.]]>
