ROLE OF LEADERSHIP AND CLAN CULTURE DURING PANDEMIC COVID-19: CAN IT CREATE LOYALTY?

The research empirically tests how organizational culture and democratic leadership style affect Small Music Studio Business employee loyalty. The method used in this research is a quantitative method with descriptive and causal research objectives. The number of samples carried out for this study is the population of Small Music Studio Business employees in Bandung. The analysis technique used is multiple regression analysis and descriptive analysis. The research limitations are limited sample size and data collection related to the object, which is categorized as small and medium enterprises (SMEs). The results indicate that organizational clan culture and democratic leadership style positively and significantly impact employee loyalty, either partially or simultaneously. The linkage between organizational clan culture and democratic leadership style toward employee loyalty shows a 70 percent correlation, and the rest of the value, 30 percent are affected by any other factors.Penelitian ini menguji secara empiris bagaimana budaya organisasi dan kepemimpinan demokratis mempengaruhi loyalitas karyawan pada Usaha Kecil dan Menengah (UKM) Studio Musik. Metode yang digunakan yaitu metode kuantitatif dengan pendekatan deskriptif kausal.  Sampel penelitian diambil dari populasi karyawan pada UKM Studio Musik di Bandung. Teknik analisis data yang digunakan yaitu deskriptif analisis dan analisis regresi berganda. Penelitian ini memiliki batasan pada sampel yang digunakan dan pengumpulan data yang terbatas pada UKM. Hasil penelitian ini mengindikasikan bahwa budaya klan dan kepemimpinan demokratis secara positif dan signifikan mempengaruhi loyalitas karyawan secara parsial dan simultan. Hubungan antar budaya klan dan kepemimpinan demokratis terhadap loyalitas karyawan menunjukkan angka hubungan 70 persen , sementara 30 persennya dipengaruhi oleh faktor lain

ROLE OF LEADERSHIP AND CLAN CULTURE DURING PANDEMIC COVID-19: CAN IT CREATE LOYALTY?

The research empirically tests how organizational culture and democratic leadership style affect Small Music Studio Business employee loyalty. The method used in this research is a quantitative method with descriptive and causal research objectives. The number of samples carried out for this study is the population of Small Music Studio Business employees in Bandung. The analysis technique used is multiple regression analysis and descriptive analysis. The research limitations are limited sample size and data collection related to the object, which is categorized as small and medium enterprises (SMEs). The results indicate that organizational clan culture and democratic leadership style positively and significantly impact employee loyalty, either partially or simultaneously. The linkage between organizational clan culture and democratic leadership style toward employee loyalty shows a 70 percent correlation, and the rest of the value, 30 percent are affected by any other factors.Penelitian ini menguji secara empiris bagaimana budaya organisasi dan kepemimpinan demokratis mempengaruhi loyalitas karyawan pada Usaha Kecil dan Menengah (UKM) Studio Musik. Metode yang digunakan yaitu metode kuantitatif dengan pendekatan deskriptif kausal.  Sampel penelitian diambil dari populasi karyawan pada UKM Studio Musik di Bandung. Teknik analisis data yang digunakan yaitu deskriptif analisis dan analisis regresi berganda. Penelitian ini memiliki batasan pada sampel yang digunakan dan pengumpulan data yang terbatas pada UKM. Hasil penelitian ini mengindikasikan bahwa budaya klan dan kepemimpinan demokratis secara positif dan signifikan mempengaruhi loyalitas karyawan secara parsial dan simultan. Hubungan antar budaya klan dan kepemimpinan demokratis terhadap loyalitas karyawan menunjukkan angka hubungan 70 persen , sementara 30 persennya dipengaruhi oleh faktor lain

PENGARUH LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA KARYAWAN LAPANGAN DEPARTEMEN GRASBERG

The competition in business world demands a company to improve its performance. The work environment became a necessity for employees. The company’s eforts in fulflling the needs are the improvement of the physical work environment and the non-physical work environment in the company. PT. Freeport itself has realized that the company’s success depends on the contribution of each employee. In order to do so, Freeport is committed to achieving excellence which includes necessity and satisfaction of each employee.The purpose of this research is to understand  the representation of work environment between physical work environment and non-physical work environment, job satisfaction, as well as the infuence of work  environment on job satisfaction at Grasberg Power Distribution Department in PT. Freeport Indonesia Tembagapura Papua.Quantitative approach is used simultaneously with causal research method. Number of samples were 57 respondents, where the sampling technique used is saturated sample technique. Descriptive analysis and multiple regression analysis are used as the technique of data analysis. The result of partial hypothesis test showed the physical work environment and the non-physical work environment had the most positive and signifcant infuence to the employees satisfaction with t > t  and the signifcant test result was 0,000 smaller count table than 0,05. H was accepted. Based on the result of simultaneous hypothesis test, the work 0 environment (the physical work environment and the non-physical work environment) has the positive signifcant infuence to the employees satisfaction of Grasberg Power Distribution Department. It can be evidenced by F calculate > F table (40,086> 3,170) with the signifcancy at 0,000 < 0,05. According on the determination coefcient test, around 59,8% employees satisfaction variable was afected by the work environment. The residue which are 40,2% was afected by the other variables which is not investigated in this research.Keywords: Physical Work Environment, Non-Physical Work Environment, Employee Satisfaction

Pengaruh Lingkungan Kerja Terhadap Kepuasan Kerja Karyawan Lapangan Departemen Grasberg

The competition in business world demands a company to improve its performance. The work environment became a necessity for employees. The company’s eforts in fulflling the needs are the improvement of the physical work environment and the non-physical work environment in the company. PT. Freeport itself has realized that the company’s success depends on the contribution of each employee. In order to do so, Freeport is committed to achieving excellence which includes necessity and satisfaction of each employee.The purpose of this research is to understand the representation of work environment between physical work environment and non-physical work environment, job satisfaction, as well as the infuence of work environment on job satisfaction at Grasberg Power Distribution Department in PT. Freeport Indonesia Tembagapura Papua.Quantitative approach is used simultaneously with causal research method. Number of samples were 57 respondents, where the sampling technique used is saturated sample technique. Descriptive analysis and multiple regression analysis are used as the technique of data analysis. The result of partial hypothesis test showed the physical work environment and the non-physical work environment had the most positive and signifcant infuence to the employees satisfaction with t > t and the signifcant test result was 0,000 smaller count table than 0,05. H was accepted. Based on the result of simultaneous hypothesis test, the work 0 environment (the physical work environment and the non-physical work environment) has the positive signifcant infuence to the employees satisfaction of Grasberg Power Distribution Department. It can be evidenced by F calculate > F table (40,086> 3,170) with the signifcancy at 0,000 < 0,05. According on the determination coefcient test, around 59,8% employees satisfaction variable was afected by the work environment. The residue which are 40,2% was afected by the other variables which is not investigated in this research

PENGARUH BUDAYA ORGANISASI TERHADAP EMPLOYEE ENGAGEMENT PADA FAKULTAS EKONOMI DAN BISNIS SERTA FAKULTAS KOMUNIKASI DAN BISNIS UNIVERSITAS TELKOM

Around the world that focus on employee engagement can outperform its competitors through some business outcomes. One of the factors that can increase employee engagement is the cultureof the organization. Telkom University itself is the result of a merger of four institutions underthe auspices of the Telkom Foundation. The merger led to the emergence of a new culture thatmust be applied. This research was conducted to determine the influence of organizationalculture on employee engagement in FEB and FKB Telkom University.The method used isquantitative descriptive research causal. The data collection is done by distributingquestionnaires to 37 lecturers in FEB and FKB Telkom University. Data collected will be testedfor simple linear regression analysis.Descriptive results showed that organizational culture andemployee engagement in FEB and FKB Telkom University are in the strong category. Based onthe test results showed that organizational culture influence on employee engagement in FEBand FKB Telkom University. Based on the results of this study concluded that organizationalculture influence on employee engagement in FEB and FKB Telkom University 43.1%, while56.9% are influenced by other factors not examined in this study

Satisfactory Analysis of Training Program at Indonesian Railway Company: An Importance-Performance Analysis Approach

Training is an activity that has an important role for human resources in order to increase knowledge and skills both for human resources who are preparing to enter the workforce, also for human resources who have worked so that their capabilities are always maintained in order to secure existence or to career advancement. From this research, we try to analyze the gap between perceptions and expectations of the training program in from the perspectives of the participants. The population of this study are 61 employees of PT Kereta Api Indonesia (Indonesian Railway Company) who were training participants at the Operations and Marketing Training Center. We analyzed the data by applying the Importance Performance Analysis (IPA) method. Based on the results of the research and descriptive analysis of the services received, the satisfaction of the operational training program is quite satisfying but there is still a difference between reality and employee expectations

PENGARUH TRANSFORMASIONAL LEADERSHIP DAN GOOD CORPORATE GOVERNANCE TERHADAP KINERJA KARYAWAN DI PERUM BULOG DIVISI REGIONAL JAWA BARAT BANDUNG

Penelitian ini dilakukan untuk mengetahui pengaruh&nbsp; kepemimpinan transformasional dan good corporate governance terhadap kinerja karyawan pada Perum BULOG Divre Jabar Bandung. Penelitian ini menggunakan metode kuantitatif dengan jenis penelitian deskriptif-kausalitas. Pengambilan sampel dilakukan dengan metode probability sampling&nbsp; dengan jumlah responden sebanyak 41 orang. Teknik analisis data yang digunakan adalah analisis deskriptif dan analisis regresi linier berganda. Berdasarkan hasil pengujian hipotesis secara simultan (uji F) gaya kepemimpinan transformasional (X1) dan good corporate governance (X2) berpengaruh signifikan terhadap kinerja karyawan di Perum Bulog&nbsp; Divre Jabar Bandung. Hal ini dibuktikan dengan nilai Fhitung &gt; Ftabel (37,143 &gt;3,23) dengan tingkat signifikansinya 0,000 &lt;&nbsp; 0,05. Berdasarkan hasil uji secara parsial (uji t) didapat bahwa variabel transformasional leadership tidak berpengaruh signifikan terhadap kinerja karyawan di Perum BULOG Divre Jabar Bandung, sedangkan variabel good corporate governance berpengaruh signifikan terhadap kinerja karyawan di Perum BULOG Divre Jabar Bandung. Berdasarkan koefisien determinasi&nbsp; yang diperoleh bahwa transformasional leadership dan good corporate governance terhadap kinerja karyawan Perum BULOG Divre Jabar Bandung sebesar 66,2 % dan sisanya sebesar 33,8% dipengaruhi oleh faktor lain yang tidak diteliti dalam penelitian ini

Analisis Perbandingan Kepuasan Kerja Karyawan Generasi X Dan Generasi Y Pada PT. Pos Indonesia

Peneliti melihat, karyawan pada Kantor Pos Bandung 40000 mempunyai kesenjangan usia yang cukup signifikan. Hal tersebut dibenarkan oleh staff bagian SDM pada kantor pos tersebut. Kesenjangan usia tersebut, membuat adanya perbedaan kepuasan kerja. Sehingga, peneliti tertarik untuk mengetahui bagaimana perbedaan kepuasan kerja karyawan Generasi X dan Generasi Y yang ada pada Kantor Pos Bandung 40000. Penelitian ini bertujuan untuk menjelaskan kepuasan kerja karyawan berdasarkan Generasi X dan Generasi Y pada Kantor Pos Bandung 40000. Penelitian ini menggunakan metode penelitian kuantitatif dengan jenis penelitian deskriptif-komparatif. Pengambilan sampel yang diambil sebanyak 30 responden Generasi X dan 30 responden Generasi Y dengan teknik ­non-probability sampling. Berdasarkan hasil perhitungan independent sample t-test untuk dimensi Pekerjaan itu sendiri diperoleh nilai sig (2-tailed) sebesar 0,000 &lt; 0,05 yang berarti terdapat perbedaan Kepuasan Kerja Karyawan untuk dimensi Pekerjaan itu Sendiri pada Karyawan Generasi X dan Generasi Y Kantor Pos Bandung 40000. Untuk dimensi Upah/Gaji diperoleh nilai sig (2-tailed) sebesar (0,348) &gt; 0,05 yang berarti tidak terdapat perbedaan. Untuk dimensi Kesempatan Promosi diperoleh nilai sig (2-tailed) sebesar (0,035) &lt; 0,05 yang berarti terdapat perbedaan. Untuk dimensi Penyelia diperoleh nilai sig (2-tailed) sebesar (0,528) &gt; 0,05 yang berarti tidak terdapat perbedaan. Untuk dimensi Teman Sekerja diperoleh nilai sig (2-tailed) sebesar (0,086) &gt; 0,05 yang berarti tidak terdapat perbedaan. Kesimpulan dari penelitian ini adalah bahwa terdapat perbedaan kepuasan kerja karyawan antara Generasi X dan Generasi Y pada Kantor Pos Bandung 40000