Articles
<![CDATA[Pengaruh Proactive Personality dan Organizational Support for Career Development terhadap Career Success melalui Career Commitment yang Dimoderasi oleh Self-Efficacy (Studi pada PT Bogasari ISM Flour Mills Tbk. Surabaya) ]]>
<![CDATA[Kusuma, Revan Jaya]]>;
<![CDATA[Yulianti, Praptini]]>
<![CDATA[ Jurnal Bisnis dan Keuangan Vol 4 No 1 (2019): Business and Finance Journal ]]>
Publisher : <![CDATA[UNUSA Press ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.33086/bfj.v4i1.1096
<![CDATA[
Career success is a way for individuals to fulfill their needs for achievement and effort during work, even career success is someone’s goal in working. The sample in this study were 65 production department employees with quantitative analysis approaches. In this study using PLS (Partial Least Square) analysis with SmartPLS 3.0 software. Research on career success benefits both individuals and organizations. At the individual level, career success can be observed from the objective (extrinsic) and subjective (intrinsic). Knowledge of career success helps individuals de- velop the right strategies to commit to careers in their working days. At the organizational level, knowledge of the relationship between proactive personality and organizational support for career development towards career success can help companies to design effective career systems. Compa- nies that want to get competent human resources must understand the factors that affect their employees’ career success, one of these factors is self-efficacy. The self-efficacy variable in this study is positioned as a moderator that influences the relationship between career success and career commitment. The purpose of this paper is to develop conceptual models and propose hy- potheses that connect proactive personality and organizational support for career development in career success through career commitment that is moderated by self-efficacy.
]]>
<![CDATA[The Paradoxical Effect of Perceived Organizational Politics and Organizational Citizenship Behaviour ]]>
<![CDATA[Hadi, Faizal Susilo]]>;
<![CDATA[Yulianti, Praptini]]>
<![CDATA[ JDM (Jurnal Dinamika Manajemen) Vol 10, No 1 (2019): March 2019 (DOAJ Indexed) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics, Universitas Negeri Semarang ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.15294/jdm.v10i1.18682
<![CDATA[This study aims to explain how the psychological process affects perceived organizational politics (POP) toward organizational citizenship behaviour (OCB). The paradoxical effect of POP to OCB needs to be explained through two psychological processes: First, the mediation effect of psychological safety which explains POP as a barrier to OCB. Second, the mediation effect of careerism which explains POP as an OCB driver. One of the government institutions in Malang District used as research objects, involving 97 employees as respondents. A quantitative approach using Partial Least Square (PLS) used as the method of this study. The results showed careerism mediated the relationship between POP and OCB. But the surprising result is that psychological safety cannot mediate the effect of POP to OCB because employees feel that there is no high threat of doing voice behaviour, helping behaviour and individual initiatives in the political environment. These results indicate that OCB is a safe activity when it does not contrary to other people’s self-interest, so it does not cause a conflict.]]>
<![CDATA[Pengaruh Role Overload, Role Conflict dan Role Ambiguity terhadap Kinerja Karyawan dengan Dukungan Sosial sebagai Moderating Variabel pada Karyawan PT Y di Surabaya ]]>
<![CDATA[Kumalaretna, Dianing]]>;
<![CDATA[Yulianti, Praptini]]>
<![CDATA[ Arthavidya Jurnal Ilmiah Ekonomi Vol 21 No 2 (2019): Oktober ]]>
Publisher : <![CDATA[Fakultas Ekonomi Universitas Wisnuwardhana ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (205.101 KB)
|
DOI: 10.37303/a.v21i2.137
<![CDATA[ABSTRACT. This study aims to determine the level of job stress amongproduction employees in a manufacturing company, to measure the level ofemployee performance, and test the effect of work stress of Role Overload,Role Conflict and Role ambiguty on employee performance. Then this studyexamined the role of moderation from social support (from supervisors andcoworkers) about the relationship mentioned above. This research is aquantitative study using a questionnaire. All data were collected through asurvey and filled by 50 production workers in a manufacturing company inSurabaya. The sampling method suitable for this study. PLS method is usedfor statistical data analysis. The results showed a significant negativerelationship between role overload and performance, a non-significantnegative relationship between role conflict and performance, a negativerelationship between role ambiguity and performance. Support fromcoworkers and superiors has a significant moderating effect on roleoverload and role ambiguity.Key word: Role Overload, Role Conflict, Role Ambiguity, Job Performance,Social Support.]]>
<![CDATA[Creative Process Engagement Dan Intrinsic Motivation Sebagai Mediasi Humble Leadership Terhadap Employee Creativity ]]>
<![CDATA[Nancy Rosminingsih Tomanda]]>;
<![CDATA[Praptini Yulianti]]>
<![CDATA[ Jurnal Ekonika : Jurnal Ekonomi Universitas Kadiri Vol 6, No 2 (2021): September 2021 ]]>
Publisher : <![CDATA[Universitas Kadiri ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.30737/ekonika.v6i2.1524
<![CDATA[Creativity has an important role for organizations to implement new services and processes. This implies that employees in the organization must be creative to maintain organizational growth and to face today's business challenges.This Study aims to determine the relationship between humble leadership, creative process engagement, intrinsic motivation, and employee creativity. The study is quantitative with data collection methods using a questionnaire on 145 employees of PT Unilever Indonesia Tbk in the Customer development department and processed using analysis tools Partial Least Square (SmartPLS 3.0). The results show that humble leadership has a positive and significant effect on employee creativity when a leader applies the humble leadership style it will be able to increase the creativity of the employees. Creative process engagement mediates the relationship between humble leadership and employee creativity partially and intrinsic motivation partially mediates the relationship between humble leadership and employee creativity]]>
<![CDATA[Sales Performance dan Faktor yang Mempengaruhinya ]]>
<![CDATA[Ayu Magdalena]]>;
<![CDATA[Praptini Yulianti]]>;
<![CDATA[Muh. Asrori Afandi]]>
<![CDATA[ BALANCE: Economic, Business, Management and Accounting Journal Vol 18, No 2 (2021): Juli ]]>
Publisher : <![CDATA[UMSurabaya Publishing ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.30651/blc.v18i2.7111
<![CDATA[This study aims to determine the effect of organizational justice, intrafirm competition, and salesperson organization fit on salesperson deviance workplace behavior and their impact on sales performance. This study uses a quantitative approach, with the method of collecting data through a questionnaire. The number of samples in this study was 108 employees. The analysis technique used is Partial Least Square (PLS). This study indicates that (1) organizational justice and intrafirm competition have a negative and significant effect on deviance workplace behavior. (2) intrafirm competition has a positive and significant effect on deviance workplace behavior. (3) salesperson organization fit has a negative and insignificant effect on deviance workplace behavior. (4) deviance workplace behavior has a negative and significant effect on the sales performance of sales force employees in the banking industry.Keywords : Deviance Workplace Behavior; Intrafirm Competition; Organizational Justice; Salesperson Organization Fit; Sales PerformanceCorrespondence to : ayu.magdalena@gmail.com Penelitian ini bertujuan untuk mengetahui pengaruh organizational justice, intrafirm competition dan salesperson organization fit terhadap salesperson deviance workplace behaviour dan dampaknya terhadap sales performance. Penelitian ini menggunakan pendekatan kuantitatif, dengan metode pengumpulan data melalui kuesioner. Jumlah Sampel dalam penelitian ini 108 karyawan. Teknik analisis yang digunakan adalah Partial Least Square (PLS). Hasil dari penelitian ini menunjukkan bahwa (1) organizational justice dan intrafirm competition berpengaruh negatif dan signifikan terhadap deviance workplace behavior. (2) intrafirm competition berpengaruh positif dan signifikan terhadap deviance workplace behavior. (3) salesperson organization fit berpengaruh negatif dan tidak signifikan terhadap deviance workplace behavior. (4) deviance workplace behavior berpengaruh negatif dan signifikan terhadap sales performance pada karyawan tenaga penjualan yang ada di industri perbankan.Kata Kunci : Deviance Workplace Behavior; Intrafirm Competition; Organizational Justice; Salesperson Organization Fit; Sales Performance]]>
<![CDATA[Competitive Dynamic between Individual Behaviors of the Mass Media Industry ]]>
<![CDATA[Yogi Yunanto]]>;
<![CDATA[Fendy Suhariadi]]>;
<![CDATA[Praptini Yulianti]]>
<![CDATA[ Jurnal Ekonomi & Bisnis JAGADITHA Vol. 7 No. 1 (2020): Jurnal Ekonomi & Bisnis JAGADITHA ]]>
Publisher : <![CDATA[Magister Manajemen, Program Pascasarjana, Universitas Warmadewa ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (689.011 KB)
|
DOI: 10.22225/jj.7.1.1394.39-45
<![CDATA[Competitive behavior is also a major factor in the competitive media industry is now getting very tight. This is caused by the print media competition with online or Internet-based media in getting news and advertising to attract participants from readers. This research method uses historical depth case study intended to produce an institutional explanation of the characteristics of the typical behavior shown by principal component analysis. The study also incorporates the classical approach to the historical focus on qualitative interpretation of data, In order to survive, the print media should be able to maintain the credibility and public trust on the information presented is now more attractive and more accurate. The print media began to be threatened because of the rapid development of emerging online media via internet access has encouraged people to seek to access online media simply and easily via mobile phones or gadgets. Connoisseurs of the print media loyal readers will turn to online news media. Reality has happened would threaten the print media industry, but the print media already have the characteristics of the first, namely: the news that is always clear, complete and detailed, online media faster and more sophisticated to broadcast news and always up to date but the online news can only be enjoyed by using the sophisticated tool not all communities have the tools and not all people can use sophisticated technology to always follow the news online.]]>
<![CDATA[PERAN MEDIASI AFFECTIVE COMMITMENT PADA HUBUNGAN PROCEDURAL JUSTICE, PERCEIVED ORGANIZATIONAL SUPPORT DENGAN EMPLOYEE ENGAGEMENT ]]>
<![CDATA[Praptini Yulianti]]>;
<![CDATA[Early Antarest Haryadi Puteri]]>
<![CDATA[ EKONOMI & SOSIAL Vol 7 No 1 (2016): Jurnal Ilmu Ekonomi & Sosial ]]>
Publisher : <![CDATA[Universitas Musamus,Merauke,Papua ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.35724/jies.v7i1.494
<![CDATA[Organisasi yang memiliki karyawan yang engagement pada pekerjaan akan dapat meraih keunggulan kompetitif. Keadilan prosedural (procedural justice), persepsi atas dukungan yang diberikan organisasi (perceived organizational support) dan komitmen afektif (affective commitment) dapat sebagai variabel untuk membangun employee engagement.Penelitian ini dilakukan pada karyawan bagian produksi perusahaan manufaktur di Surabaya. Penelitian ini bertujuan untuk mengetahui pengaruh procedural justice dan perceived organizational support terhadap employee engagement dengan affective commitment sebagai variabel mediasi. Penelitian ini menggunakan pendekatan kuantiatif. Sampel pada penelitian ini adalah karyawan tetap bagian produksi perusahaan manufaktur di Surabaya sejumlah 182 sampel dengan menggunakan metode sensus. Teknik analisis yang digunakan dalam penelitian ini adalah teknik analisis Partial Least Square (PLS)Hasil pada penelitian ini menunjukan bahwa procedural justice dan perceived organizational support berpengaruh secara signifikan employee engagement dan affective commitment sebagai variabel mediasi karyawan bagian produksi perusahaan manufaktur.]]>
<![CDATA[Analisis Rasio Keuangan Perbankan Terhadap Profitabilitas ]]>
<![CDATA[Yogi Yunanto]]>;
<![CDATA[Fendy Suhariadi]]>;
<![CDATA[Praptini Yulianti]]>
<![CDATA[ E-Jurnal Akuntansi Vol 29 No 2 (2019) ]]>
Publisher : <![CDATA[Accounting Department, Economic and Business Faculty of Universitas Udayana in collaboration with the Association of Accounting Department of Indonesia, Bali Region ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.24843/EJA.2019.v29.i02.p17
<![CDATA[This study was conducted to examine the effect of variable bank size, LDR, NPL, BOPO, NIM, on ROA in the regional development banking industry in Indonesia. The method in data collection, an explanation of the definition of operational variables, and a technical explanation of the analysis will be carried out using quantitative methods. The results of this study support the Bank Loan Rate Mark Up Theory where LDR, NPL and NIM affect ROA, with increasing interest gains can increase ROA. Keywords : Financial Ratios; Profitability.]]>
<![CDATA[Procedural Justice, Organizational Trust, Organizational Identification dan Pengaruhnya pada Employee Engagement ]]>
<![CDATA[Praptini Yulianti]]>
<![CDATA[ Jurnal Manajemen Teori dan Terapan | Journal of Theory and Applied Management Vol. 9 No. 3 (2016) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
Full PDF (323.315 KB)
|
DOI: 10.20473/jmtt.v9i3.3076
<![CDATA[Employee engagement in the workplace is very important, especially for the organizational competitive advantage. Workplace procedural justice is an important motivator for employee work attitude and performance. Employee engagement in the workplace can be built through procedural justice, organizational trust and organizational Identification. This research is an explanatory research that will explain the causal relationship between variables or through hypothesis testing. The sample in this study was collected through 100 respondents. The criteria of the selected respondents were the ones that working in the production division, since production division is the core of industrial companies. The sampling technique in this study used Partial Least Square. The results of this study supports that organizational trust and organizational identification as mediator the relationship of procedural justice and employee engagement ]]>
<![CDATA[Increasing Nurses’ Affective Professional Commitment through Person Job-Fit ]]>
<![CDATA[Praptini Yulianti]]>;
<![CDATA[Noorlaily Fitdiarini]]>
<![CDATA[ Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan) Vol. 15 No. 1 (2022) ]]>
Publisher : <![CDATA[Universitas Airlangga ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.20473/jmtt.v15i1.33481
<![CDATA[Objective: The nurses must have an affective professional commitment to do their job. They must be competent and have more emotional response to caring for the patients. This study aims to develop affective professionals commitment through job-fit in two perspectives: demand-abilities perspective (DA-fit) and supply-value perspective (SV-fit). Design/Methods/Approach: The sample consisted of 187 nurses that collected through simple random sampling techniques in a private hospital in Surabaya. This study employs SmartPLS 3.0 program to analyze the data. Findings: The results indicate that Person Job-fit (DA-fit) has positive and significant relationship with self-efficacy. Person Job-fit (SV-fit) has positive and significant effect on job satisfaction. Self-efficacy and job satisfaction have positive and significant influence to affective professional commitment. Originality: This study focuses on the general person-job fit and examines person job fit from DA-fit and SV-fit perspectives separately Practical implication: The recruitment process should consider nurses' passion for work and competency.]]>
