How to encourage lecturer performance in research through servant leadership, organizational commitment, and tacit knowledge sharing

The purpose of the present study was to analyze the role of servant leadership, organizational commitment, and tacit knowledge sharing in enhancing research performance. To this end, a survey of 400 randomly recruiting private university lecturers was conducted. The data were analyzed by using SEM covariant. The analysis result showed that leadership that tends to exhibit service and sacrifice towards its subordinate improved organizational commitment, particularly in the continuance and normative dimensions. Tacit knowledge sharing was found to promote the affective dimension of lecturers' corporate responsibility to research performance. Tacit knowledge sharing plays a mediating role between servant leadership and commitment organization and research performance. It was found to determine the research performance. The present study calls for knowledge management for tacit knowledge sharing to improve performance from a theoretical perspective. This can be done by focusing on tacit knowledge sharing about research, especially concerning research methodology and practical method development. From a practical standpoint, the study calls for extending and developing a structured tacit knowledge sharing supported by sharing culture among the lecturers

Pengaruh Internship Program Dan Company Core Values Terhadap Kinerja Karyawan

This study aims to describe the effects of internship programs and company core values on employee performance. The methods used were descriptive quantitative and causal methods. The samples were collected using non-probability sampling for data saturation and the samples consisted of 50 employees. Path analysis was used to analyze data and processed by using SmartPLS. The study revealed that internship programs have no direct effect on employee performance, whereas if the internship program variable is bridged by the company core values variable, it will have a significant effect on improving employee performance. From these results, the company needs to ensure that all employees and interns understand and implement the company's core values in all their work activities so that they can improve the performance provided. Keywords: Internship Programs; Company Core Values; Employee Performance; Intern’s Quality; UnderstandingPenelitian ini bertujuan untuk menjelaskan pengaruh internship program dan company core values terhadap kinerja karyawan. Metode yang digunakan adalah metode kuantitatif deskriptif dan kausalitas. Pengambilan sampel dilakukan dengan teknik non-probability, jenis sampling yang digunakan adalah sampel jenuh dan jumlah responden sebanyak 50 karyawan. Teknik analisis data menggunakan analisis jalur yang kemudian diolah dengan SmartPLS. Dari hasil penelitian dapat disimpulkan bahwa variabel internship program tidak berpengaruh secara langsung terhadap kinerja karyawan, sedangkan apabila variabel internship program dijembatani oleh variabel company core values maka akan memiliki pengaruh yang signifikan terhadap peningkatan kinerja karyawan. Dari hasil tersebut sangat penting bagi perusahaan untuk memastikan agar seluruh karyawan serta peserta internship program benar-benar memahami dan menerapkan company core values dalam seluruh aktivitas pekerjaannya sehingga bisa meningkatkan kinerja yang diberikan. Kata Kunci: Program Magang; Nilai-nilai Inti Perusahaan; Kinerja Karyawan; Kualitas Peserta Program Magang; Pemahama

STUDI KINERJA PENELITIAN DOSEN, SURVEI PADA DOSEN TETAP PERGURUAN TINGGI SWASTA AKREDITASI INSTITUASI A DAN B DI KOPERTIS WILAYAH IV JAWA BARAT DAN BANTEN

Penelitian ini bertujuan untuk menganalisis pengaruh tingkat komitmen, tingkat kompetensi, efektivitas sistem penghargaan, tingkat motivasi, terhadap kinerja penelitian dosen. Unit analisisnya dosen tetap perguruan tinggi swasta di Kopertis IV Jawa Barat dan Banten sebanyak 1020 orang yang diambil secara acak dari populasi sesuai teori yang dikemukakan oleh Hair et al (2013). Metode yang digunakan adalah explanatory survey. Pendekatan SEM covarian digunakan untuk menganalisis data. Hasil penelitian menunjukkan bahwa persepsi responden terhadap komitmen, kompetensi, sistem penghargaan, dan motivasi berada pada kategori kurang, bahkan kinerja penelitian dosen berada pada kategori sangat rendah. Berdasarkan hasil pengujian hipotesis dapat disimpulkan bahwa sistem penghargaan memediasi pengaruh komitmen terhadap kinerja penelitian, sistem penghargaan memediasi pengaruh kompetensi terhadap kinerja penelitian, motivasi memediasi pengaruh komitmen terhadap kinerja penelitian, motivasi memediasi pengaruh kompetensi terhadap kinerja penelitian, dan motivasi memediasi pengaruh sistem penghargaan terhadap kinerja penelitian. ;--- This study aims to analyze the influence of the level of commitment, level of competence, effectiveness of the reward system, level of motivation, on the performance of lecturer research. The unit of analysis is the permanent lecturer of private universities in Kopertis IV West Java and Banten as many as 1020 people taken randomly from the population according to the theory put forward by Hair et al (2013). The method used is explanatory survey. The covariant SEM approach is used to analyze data. The results showed that respondents 'perceptions of commitment, competence, reward system, and motivation were in the poor category, even the lecturers' research performance was in the very low category. Based on the results of hypothesis testing it can be concluded that the reward system mediates the influence of commitment to research performance, the reward system mediates the influence of competence on research performance, motivation mediates the influence of commitment to research performance, motivation mediates the influence of competence on research performance, and motivation mediates the effect of the reward system on research performance

EFFECT OF TRAINING AND REWARD SYSTEM ON EMPLOYEE PERFORMANCE (STUDY AT PT. BIO FARMA PERSERO)

This research aims to determine the effect of Training and Reward System on the performance of employees of PT. Bio Farma (Persero). This goal is motivated by the phenomenon of the problem being faced by the company PT. Bio Farma (Persero), which is the achievement of employee performance in 2016 to 2018, has not yet reached the expected target. Among the many factors that can affect employee performance, there are two main factors that will be reviewed in this study. The two factors are training and reward system. Taking these two factors is based on the results of interviews with the company and is supported by data that has been collected. This research uses quantitative methods with data analysis techniques used are descriptive analysis and regression. The number of samples in this study were 30 employees of PT. Bio Farma (Persero) Division of Human Resources is determined by the saturation sampling method. Based on the results of research that has been done it can be concluded that the training and reward system has a significant and positive effect on employee performance with a score of 76.4%. These results support the implementation of training and reward systems at PT. Bio Farma (Persero) so that it can have an impact on improving the performance of its employees

Ethical climate as foundation for internal corporate social responsibility and employee performance in Indonesian context during COVID-19 pandemic

The research objective was to analyze the role of ethical climate as a foundation for internal Corporate Social Responsibility (CSR) and employee performance. The methodology used is a causal study to test the effect by using a survey of 400 employees Holding of state-owned defense, industry randomly selected nonmanagers. The results showed that ethical climate directs internal CSR activities as a realization of ethical awareness in the environment. Employees have an ethical responsibility to restore the goodness of the company to employees in real terms according to the company's demands in the form of optimal performance. The values, beliefs, and ethical atmosphere felt by employees are the reasons for implementing CSR. Internal CSR raises employees' awareness of the company's care and attention, which in turn increases the moral obligation to work optimally for the common good. Ethical climate is guidance for companies and individuals to be involved in collective efforts that can ensure sustainability. In conclusion, ethical climate has an influence on employee performance through CSR. The practical implication is to develop an ethical climate in the company to strengthen the company's internal CSR orientation. Its value contribution can explain the ethical climate function as a foundation for internal CSR concerning employee’s performance

Pengaruh Kompensasi dan Lingkungan Kerja Fisik terhadap Kinerja Pegawai pada PT Rajasaland Bandung

Latar belakang penelitian ini yaitu ada konflik yang dihadapi PT Rajasaland Bandung terkait kompensasi, lingkungan kerja fisik serta kinerja pegawai. Maka dari itu, penelitian ini berfungsi sebagai analisis juga menguji pengaruh antar variabel antara lain kompensasi, lingkungan kerja fisik, serta kinerja pegawai pada PT Rajasaland Bandung. Pada penelitian ini, menggunakan metode penelitian kuantitatif yang menggunakan teknik analisis deskriptif dan analisis regresi linier berganda. Teknik sampling yang digunakan yaitu sampling jenuh. Populasi yang digunakan pada penelitian ini yaitu semua pegawai PT Rajasaland Bandung serta mengambil sampel yang menggunakan cara sampling jenuh dengan total perespon dalam meneliti ialah terdapat responden yang berjumlah 50. Hasil yang diperoleh yaitu kompensasi masuk kedalam kategori cukup baik, lingkungan kerja fisik berada pada kategori cukup baik, dan kinerja pegawai pada kategori sangat baik. Dari penelitian ini membuktikan kompensasi tidak mempengaruhi kinerja pegawai secara parsial, lingkungan kerja fisik berpengaruh terhadap kinerja pegawai secara parsial. Dan terdapat pengaruh yang signifikan kompensasi dan lingkungan kerja fisik terhadap kinerja pegawai secara simultan. Kata Kunci: Kompensasi, Lingkungan Kerja Fisik, Kinerja Karyawan, Bisnis Propert

Internal Corporate Social Responsibility as a Microfoundation of Employee Well-Being and Job Performance

Very drastic environmental changes require the development of an adaptive performance management framework that supports the strengths of the company’s structure. The position of internal CSR as a resource that can solve performance problems needs to be proved. The purpose of the study was to analyze the effect of internal corporate social responsibility on job performance through employee well-being. To this end, this causal study surveyed 282 non-managerial employees at four strategic industrial state-owned enterprises in Indonesia. The respondents were recruited using the proportional random sampling technique. The collected data were analyzed using SEM with SPSS 26. The results showed that changes in job performance can be predicted by the adequacy of work resources and personal resources. Both resources can be realized by the existence of corporate social responsibility intended for employees. Internal corporate social responsibility was found to encourage increased work engagement and decrease burnout, which ultimately improves job performance. Internal CSR is an important personal and work resource for employees. Internal CSR is the company’s main orientation in an effort to strengthen the company’s performance structure while ensuring the implementation of the company’s ethical responsibility in its environment. From the theoretical perspective, this study implied the need for exploring the concept of internal corporate social responsibility to expand our understanding of the relationship between corporate social responsibility and personal and work resources and employee performance. Meanwhile, the practical implications of this study highlight the importance of microlevel corporate social responsibility programs to meet personal and work resource needs so that companies benefit from high employee engagement and low burnout in order to improve adaptive performance and the structure of the company’s performance