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THE IMPORTANCE OF GUANXI FOR FOREIGN INVESTOR IN DOING BUSINESS IN CHINA Rosari, Reni
Journal of Indonesian Economy and Business Vol 19, No 4 (2004): October
Publisher : Journal of Indonesian Economy and Business

Show Abstract | Download Original | Original Source | Check in Google Scholar

Guanxi merupakan salah satu dinamika utama di dalam masyarakat China dimanaperilaku bisnis terlibat di dalamnya. Secara luas diakui bahwa guanxi merupakan faktorkunci sukses dalam menyelesaikan segala sesuatu yang penting di China, termasuk prestasi bisnis perusahaan.Tidak dapat dipungkiri bahwa denyut kehidupan di negara tersebut baik ekonomi makro maupun bisnis mikronya adalah jaringan guanxi (guanxi network). Bisnis apapun, baik perusahaan lokal, investor maupun pemasar asing, tidak mungkin dapat menghindari guanxi network. Tidak ada perusahaan di China yang mampu untuk berjalan jauh kecuali dengan memiliki guanxi yang kuat dalam operasi bisnisnya.Artikel ini bertujuan untuk memberikan gambaran tentang cara-cara unik dan tidakfamiliar dalam melakukan bisnis di China, pengertian guanxi, pengaruhnya terhadapsukses bisnis, alasan guanxi menjadi faktor penting bagi investor asing dalam melakukanbisnisnya di China, serta rekomendasi bagi para investor asing untuk sukses dalammelakukan bisnisnya di China. Meskipun guanxi merupakan fenomena umum dimasyarakat China, yang mungkin dapat ditemui di seluruh penjuru dunia, di dalam artikelini China diambil sebagai contoh negara untuk menganalisis pentingnya quanxi bagiinvestor asing dalam melakukan praktek bisnisnya di China. Negara-negara lain yang adadi dalam Negara Persemakmuran China, seperti Hong Kong, Taiwan, Singapura, danMacau tidak termasuk dalam lingkup analisis artikel ini.Kata kunci: Guanxi, investor dan manajer asing, sukses bisnis di China

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

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.

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

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.

Hubungan kepemilikan psikologikal pada konteks budaya jawa dengan anteseden dan konsekuensinya Reni Rosari
Jurnal Siasat Bisnis Vol 21, No 1 (2017)
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.vol21.iss1.art3

Penelitian ini bertujuan untuk menguji hubungan kepemilikan psikologikal pada konteks budaya Jawa, yaitu rumongso melu handarbeni (kepemilikan psikologikal berorientasi sosial) dan rumongso melu handuweni (kepemilikan psikologikal berorientasi individu) dengan anteseden (kepemimpinan transformasional) dan konsekuensinya (komitmen organisasional afektif dan perilaku kewargaan organisasional). Hipotesis diuji dengan menggunakan survei data yang dikumpulkan dari 586 pekerja dari berbagai bidang yang memiliki latar belakang lahir dan atau besar dan bekerja di Jawa (Jawa Tengah atau Daerah Istimewa Yogyakarta). Hasil penelitian menunjukkan bahwa keberadaan rumongso melu handarbeni memiliki konsekuensi positif terhadap sikap (komitmen afektif) dan perilaku (perilaku kewargaan organisasional) karyawan. Sementara, keberadaan rumongso melu handuweni memiliki konsekuensi negatif (tidak signifikan) terhadap sikap (komitmen afektif) dan perilaku (perilaku kewargaan organisasional) karyawan. Hasil penelitian ini menyarankan bahwa semakin rumongso melu handarbeni karyawan terhadap organisasi, maka semakin baik hasil akhirnya bagi organisasi. Sebaliknya, semakin rumongso melu handuweni karyawan terhadap organisasi, maka semakin tidak diinginkan hasil akhirnya bagi organisasi.

The impact of burnout toward affective commitment and turnover intention Daffa Rashad Mahmod; Reni Rosari
Jurnal Siasat Bisnis Vol 24, No 1 (2020)
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.vol24.iss1.art2

This study aims to examine the influence of burnout components which consist of exhaustion, cynicism and reduced professional efficacy toward affective commitment and turnover intention on the study of supporting division employees in PT. XYZ. This research uses quantitative research design with survey method and use questionnaire as research instrument. Multiple linear regression method is used to test the hypothesis in this research. The results show that although the burnout components of cynicism and reduced professional efficacy have significant and negative effect on affective commitment, the exhaustion component has no effect on affective commitment. The results also proved that exhaustion, cynicism and reduced professional efficacy have significant and positive effect on turnover intention.

THE IMPORTANCE OF GUANXI FOR FOREIGN INVESTOR IN DOING BUSINESS IN CHINA Reni Rosari
Journal of Indonesian Economy and Business (JIEB) Vol 19, No 4 (2004): October
Publisher : Faculty of Economics and Business, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jieb.6609

Guanxi merupakan salah satu dinamika utama di dalam masyarakat China dimanaperilaku bisnis terlibat di dalamnya. Secara luas diakui bahwa guanxi merupakan faktorkunci sukses dalam menyelesaikan segala sesuatu yang penting di China, termasuk prestasi bisnis perusahaan.Tidak dapat dipungkiri bahwa denyut kehidupan di negara tersebut baik ekonomi makro maupun bisnis mikronya adalah jaringan guanxi (guanxi network). Bisnis apapun, baik perusahaan lokal, investor maupun pemasar asing, tidak mungkin dapat menghindari guanxi network. Tidak ada perusahaan di China yang mampu untuk berjalan jauh kecuali dengan memiliki guanxi yang kuat dalam operasi bisnisnya.Artikel ini bertujuan untuk memberikan gambaran tentang cara-cara unik dan tidakfamiliar dalam melakukan bisnis di China, pengertian guanxi, pengaruhnya terhadapsukses bisnis, alasan guanxi menjadi faktor penting bagi investor asing dalam melakukanbisnisnya di China, serta rekomendasi bagi para investor asing untuk sukses dalammelakukan bisnisnya di China. Meskipun guanxi merupakan fenomena umum dimasyarakat China, yang mungkin dapat ditemui di seluruh penjuru dunia, di dalam artikelini China diambil sebagai contoh negara untuk menganalisis pentingnya quanxi bagiinvestor asing dalam melakukan praktek bisnisnya di China. Negara-negara lain yang adadi dalam Negara Persemakmuran China, seperti Hong Kong, Taiwan, Singapura, danMacau tidak termasuk dalam lingkup analisis artikel ini.Kata kunci: Guanxi, investor dan manajer asing, sukses bisnis di China

LEADERSHIP DEFINITIONS APPLICATIONS FOR LECTURERS’ LEADERSHIP DEVELOPMENT Reni Rosari
Journal of Leadership in Organizations Vol 1, No 1 (2019): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Bernard M. Bass (1990), John P. Kotter (1988), and Joseph C. Rost (1993) defined leadership in different meanings. Among the three definitions, Rost’s definition can be as a practical application as well as providing guiding principles for lecturers’ leadership development. Leadership is not a person and it is different from management. Leadership is an influence relationship among leaders and followers who intend real changes that reflect their mutual purposes. Four essential elements that must be present if leadership exists are: (1) the relationship is based on influence, (2) leaders and followers are people in this relationship, (3) leaders and followers intend real changes, and (4) leaders and followers develop mutual purposes.

DOES SPIRITUAL LEADERSHIP MODEL ENHANCE WORK ENGAGEMENT? EMPIRICAL EVIDENCE FROM AN ISLAMIC HOSPITAL IN YOGYAKARTA Wahyu Saripudin; Reni Rosari
Journal of Leadership in Organizations Vol 1, No 2 (2019): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

The purpose of this research is to investigate the effect of spiritual leadership model on work engagement through the meaning/calling and membership. This study is a quantitative research using primary data collected through a questionnaire survey. Testing was conducted to 106 employees from the Islamic Hospital in Yogyakarta. The Structural Equation Modeling (SEM) with path analysis was used to test the impact and to determine the model that best describes the relationship of the model. The results show that spiritual leadership with values, attitudes, and behaviors of leaders has a significant positive effect on meaning/calling, and membership of the employees. Further, meaning/ calling facilitates employees to enhance the level of work engagement. However, membership does not have a significant effect on enhancing the level of work engagement.

Organizational Change Communication, Workplace Bullying and Job Insecurity: The Moderating Role of Trust in Management Pika Handayani; Reni Rosari; Miftachul Mujib
JPBM (Jurnal Pendidikan Bisnis dan Manajemen) Vol 9, No 1: JULY 2023
Publisher : Universitas Negeri Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17977/um003v9i12023p036

This study aims to examine the relationship between organizational change communication and workplace bullying on job insecurity, as well as investigate the moderating role of trust in management. The objects of this research were employees who work in companies affected by Covid-19 in Indonesia, particularly in the tourism, banking, education, and entertainment sectors. The data were obtained through a survey by distributing questionnaires using a purposive sampling technique to 174 respondents, and it was analyzed using the partial least square structural equation modeling (PLS-SEM). The results of the study showed that organizational change communication has a negative effect on job insecurity, workplace bullying has a negative effect on job insecurity, and trust in management moderates the positive effect of workplace bullying on job insecurity. However, there is no moderating effect of trust in management on organizational change communication and job insecurity. There are some limitations and suggestions discussed in this paper. Keywords: Organizational change communication, workplace bullying, trust in management, job insecurity

Organizational Change Communication, Workplace Bullying and Job Insecurity: The Moderating Role of Trust in Management Pika Handayani; Reni Rosari; Miftachul Mujib
JPBM (Jurnal Pendidikan Bisnis dan Manajemen) Vol 9, No 1: JULY 2023
Publisher : Universitas Negeri Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.17977/um003v9i12023p036

This study aims to examine the relationship between organizational change communication and workplace bullying on job insecurity, as well as investigate the moderating role of trust in management. The objects of this research were employees who work in companies affected by Covid-19 in Indonesia, particularly in the tourism, banking, education, and entertainment sectors. The data were obtained through a survey by distributing questionnaires using a purposive sampling technique to 174 respondents, and it was analyzed using the partial least square structural equation modeling (PLS-SEM). The results of the study showed that organizational change communication has a negative effect on job insecurity, workplace bullying has a negative effect on job insecurity, and trust in management moderates the positive effect of workplace bullying on job insecurity. However, there is no moderating effect of trust in management on organizational change communication and job insecurity. There are some limitations and suggestions discussed in this paper. Keywords: Organizational change communication, workplace bullying, trust in management, job insecurity

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