The Effect of Workload on Turnover Intention among Health Workers, with Burnout as a Mediator and Work Stress as a Moderator

Purpose - This study aimed to determine the effect of workload on turnover intention among health workers during the COVID-19 pandemic, with burnout serving as a mediator and work stress as a moderator. Methodology - This qualitative study collected data from health workers in health facilities in the Klungkung Regency using questionnaires. The data obtained were then examined using SmartPLS 3.2.9. Findings - The results showed that workload did not impact turnover intention, with burnout serving as a mediator. Meanwhile, work stress has not been proven to increase the connection between workload and turnover intent. Originality - This study provided a different perspective based on organizational behavior theory, which described the turnover intention mechanism of health workers

IMPROVING EMPLOYEE JOB SATISFACTION: DO TRANSFORMATIONAL LEADERSHIP AND ORGANIZATIONAL CULTURE MATTER?

This study aims to validate the determinants of employee job satisfaction in the hospitality industry. This study employed a quantitative approach with a questionnaire as a data collection tool distributed to 240 five-star hotel employees. The research data collected were analyzed using SmartPLS 3.2.9. The findings of this study reveal that transformational leadership does not affect the dimensions of employee job satisfaction, namely motivator factors and hygiene factors, but is positively related to organizational culture. Meanwhile, organizational culture is confirmed to fully intervene in the relationship between transformational leadership and dimensions of employee job satisfaction: motivator and hygiene factors. Further, this study still has some limitations, i.e., bias from using self-assessment reports. Also, practical implications were offered. Thus, managers could better understand the relationship between variables and how the role of mediation is shown. Consequently, they would acquire more in-depth information as references in policy making. Theoretically, this research contributes to the knowledge base where the existing organizational culture significantly determines employee job satisfaction.JEL: A13, D23, D91

Leadership and Employee Creativity: The Mediation Role of Intrinsic Motivation

This study aims to analyze the effect of transformational leadership, entrepreneurial leadership, and intrinsic motivation on employee creativity and to investigate the role of intrinsic motivation as a mediation. This research was conducted in the export craft industry, with a quantitative approach. Collecting data using a questionnaire distributed to 114 employees, then the data is evaluated with SmartPLS 3.2.9. The results of the analysis show that transformational leadership is related to intrinsic motivation and employee creativity. While entrepreneurial leadership is related to creativity but not related to intrinsic motivation. Intrinsic motivation has been shown to mediate transformational leadership and not to mediate entrepreneurial leadership. These results can practically provide leaders with paying attention to intrinsic motivation to increase employee creativity

Model kinerja koperasi

Penelitian ini bertujuan untuk menganalisis hubungan antara empowering leadership, budaya organisasi dan komitmen organisasi dengan kinerja koperasi, serta menguji peran komitmen organisasi sebagai pemediasi hubungan antara empowering leadership dan budaya organisasi dengan kinerja koperasi. Untuk itu, penelitian ini merupakan penelitian kausalitas yang menggunakan pendekatan kuantitatif, dengan metode pengumpulan data melalui penyebaran kuesioner. Adapun populasi penelitian ini adalah seluruh koperasi yang masih aktif di Kecamatan Klungkung yang berjumlah 132 unit koperasi. Data yang diperoleh dianalisis dengan metode structural equation model (SEM) berbasis partial least square (PLS). Hasil penelitian ini menunjukkan bahwa empowering leadership, budaya organisasi, dan komitmen organisasi memiliki hubungan signifikan dengan kinerja koperasi. Selain itu, budaya organisasi juga memiliki hubungan signifikan dengan komitmen organisasi. Akan tetapi, empowering leadership tidak terbukti memiliki hubungan signifikan dengan komitmen organisasi. Hasil lebih lanjut menunjukkan bahwa komitmen organisasi tidak terbukti sebagai pemediasi hubungan empowering leadership dengan kinerja koperasi. Akan tetapi, komitmen organisasi terbukti sebagai pemediasi hubungan budaya organisasi dengan kinerja koperasi.This study aims to analyze the relationship between empowering leadership, organizational culture, and organizational commitment with cooperatives’ performance, and examine the role of organizational commitment as the mediating variable of the relationship between empowering leadership and organizational culture with cooperatives’ performance. This research relies on the causality analysis by using a quantitative approach that generated the research data by distributing questionnaires. The population of this research was all active in Klungkung Subdistrict, amounting to 132 cooperatives units. The data were analyzed by structural equation model (SEM) based on the partial least square (PLS). The results show that empowering leadership, organizational culture, and organizational commitment are associated with cooperatives’ performance. Further, organizational culture is also associated with organizational commitment. However, empowering leadership is not associated with organizational commitment. Hence, organizational commitment does not mediate the relationship between empowering leadership and cooperatives’ performance, but it mediates the relationship between organizational culture and cooperatives’ performance

Entrepreneurial leadership and employee creativity: Moderation and mediation perspectives

Penelitian ini bertujuan untuk menganalisis dan menjelaskan pengaruh kepemimpinan wirausaha, teknologi informasi dan kreativitas karyawan serta menguji peran berbagi pengetahuan sebagai pemoderasi dan teknologi informasi sebagai pemediasi. Populasi penelitian adalah seluruh usaha kecil menengah yang bergerak dalam bidang kerajinan di Bali yang berjumlah 42 usaha. Penentuan sampel dilakukan dengan menggunakan metode proporsional sampling yang melibatkan pimpinan, supervisor dan karyawan dengan jumlah sampel 126 orang. Hasil penelitian ini menunjukkan kepemimpinan wirausaha berpengaruh positif tidak signifikan mempengaruhi kreativitas karyawan. Sedangkan kepemimpinan wirausaha secara positif signifikan mempengaruhi teknologi informasi. Informasi dan berbagi pengetahuan secara langsung berpengaruh positif dan signifikan terhadap kreativitas karyawan. Untuk peran moderasi berbagi pengetahuan terbukti sebagai pemoderasi pengaruh kepemimpinan wirausaha terhadap kreativitas karyawan, namun peran yang ditunjukkan memiliki kecenderungan melemahkan. Serta berbagi pengetahuan tidak terbukti sebagai pemoderasi pengaruh teknologi informasi terhadap kreativitas karyawan. Teknologi informasi terbukti sebagai pemediasi penuh (fully mediation) pengaruh kepemimpinan wirausaha terhadap kreativitas karyawan.This research aims to analyze and explain the influence of entrepreneurial leadership, information technology and employee creativity and to examine the role of knowledge sharing as the moderator and information technology as the mediator. The population in this research was all the small and medium enterprises engaged in handicrafts in Bali, amounting to 42 businesses. The determination of the sample was done by using a proportional sampling method involving leaders, supervisors and employees and the total sample in this research was 126 people. The result of this study indicates that entrepreneurial leadership has no significant, positive effect on employee creativity. Meanwhile, entrepreneurial leadership has a significant, positive effect on information technology. Information and knowledge sharing directly have a positive and significant effect on employee creativity. The moderating role of knowledge sharing has been proven to moderate the influence of entrepreneurial leadership on employee creativity, but the role shown has a weakening tendency. Meanwhile, knowledge sharing is not proven as moderating the influence of information technology on employee creativity. Information technology is proven to be a full mediation (fully mediating) the influence of entrepreneurial leadership on employee creativity

Wydajny system pracy w moderowaniu przywództwa przedsiębiorczego, kreatywności pracowników i dzieleniu się wiedzą

This study aims to examine the relationship between entrepreneurial leadership, knowledge sharing, and employee creativity through the moderation of High-Performance Work System (HPWS). The concept of this study refers to the vital role of managers and knowledge management, particularly knowledge sharing in increasing creativity of employee. This study also tests the function of HPWS managerial in moderating the relationship between variables in the model. By using 214 samples employees of small handicraft enterprises, this study high lights the understanding of HPWS concept as one of the critical managerial image in strengthening the relationship between variables. Entrepreneurial leadership influences knowledge sharing and employee creativity. However, knowledge sharing does not have any influence on employee creativity. Furthermore, HPWS can strengthen the relationship between the variables in the research models. The finding of this study still leaves a debate related to knowledge management in small enterprises because it is limited to discussing the determinant of employee creativity.Badanie to ma na celu zbadanie związku między przedsiębiorczym przywództwem, dzieleniem się wiedzą i kreatywnością pracowników poprzez moderację wysokowydajnego systemu pracy (HPWS). Koncepcja tego badania odnosi się do istotnej roli kierowników i zarządzania wiedzą, w szczególności wiedzy współdziałanie w zwiększaniu kreatywności pracowników. Badanie to testuje także funkcję kierowniczą HPWS w moderowaniu zależności między zmiennymi w modelu. Wykorzystując 214 próbek pracowników małych przedsiębiorstw rzemieślniczych, badanie uwypukla zrozumienie koncepcji HPWS jako jednego z kluczowych wizerunek menedżera w umacnianiu relacji między zmiennymi. Przywództwo w przedsiębiorstwie wpływa na dzielenie się wiedzą i kreatywność pracowników. Jednak dzielenie się wiedzą nie ma żadnego wpływu na kreatywność pracowników. Ponadto HPWS może wzmocnić związek między zmiennymi w modelach badawczych, badanie wciąż pozostawia debatę związaną z zarządzaniem wiedzą w małych przedsiębiorstwach, ponieważ ogranicza się do omawiania determinanty kreatywności pracowników