Knowledge Resources, ICT, and Their Links With SME Performance: The Role of Absorptive Capacity

In the industrial revolution 4.0, firms and SMEs are required to have dynamic capabilities to respond to environmental changes and increasing competitive pressures. Reconfiguring ICT and knowledge resources and capabilities is a must for firms in order to achieve performance and competitive advantages. This study aimed to bridge the research gap between knowledge resources and performance with absorptive capacity as an intervening variable. Moreover, this study also examined the effect of knowledge resources and ICT on absorptive capacity and performance. This study collected primary data from SMEs in Jepara, Rembang, and Semarang, Indonesia, through questionnaires, in-depth interviews, and focus group discussions. 285 SME owners participated. The data were analyzed employing SEM with multiple regression, which revealed that ICT significantly affected absorptive capacity and SME performance. Knowledge resources had a significant effect on absorptive capacity and SME performance. Furthermore, absorptive capacity had a significant effect on SMEs performance. Keywords: knowledge resource, ICT, dynamic capability, performance, SME

PERAN KEPEMIMPINAN ETIS DAN PEMBERDAYAAN PSIKOLOGI TERHADAP KEPUASAN UNTUK MENIINGKATKAN KINERJA ATLET PPLP SULAWESI TENGGARA

The purpose of this study is to examine and obtain empirical evidence of a significant effect of ethical leadership and psychological empowerment on satisfaction PPLP athletes Southeast Sulawesi , to examine and obtain empirical evidence of the significance of the influence of ethical leadership and psychological empowerment on the performance of athletes PPLP Southeast Sulawesi and to find the significance of the effect of satisfaction work on the performance of athletes PPLP Southeast Sulawesi . Problems in the lift in this study were 1 ) How does the performance athlete Ethical Leadership Southeast Sulawesi PPLP 2 ) How PsychologicalEmpowerment influence on performance ( achievement ) Athletes PPLP Southeast Sulawesi 3 ) How does Ethical Leadership on Job Satisfaction Athletes PPLP Southeast Sulawesi 4 ) how to influence Psychology Empowerment on Job Satisfaction Athletes PPLP Southeast Sulawesi 5 ) how does Job Satisfaction to Performance ( achievement ) Athletes PPLP Southeast Sulawesi.The research was conducted on athletes PPLP Southeast Sulawesi . Data was collected by questionnaire and literature with a number sampel to many 90 respondents consisting of 11 female respondents and 79 male respondents . The data analysis technique used is the Patrial Least Square (PLS) analysis is a powerful metoode therefore does not assume the data to be certain scale data, not need many assumptions and sample size should not be large . The results showed that ethical leadership variable had no significant effect on performance , psychologicalempowerment have a significant effect on performance , ethical leadership significant effect on satisfaction, psychological empowerment significant effect on satisfaction, and satisfaction have a significant effect on performance.Keywords : Ethical Leadership, Phsycological Empowertment, Satisfaction and Performance

Organizational Citizenship Behavior of Islamic Banks Through Meaning in Life and Meaning of Work

Islamic banking had a market share that is still low if compared with conventional banks, so it has a big challenge to improve the performance and competitive advantage.Karyawan yang bersedia bekerja ekstra bagi organisasi akan mendorong peningkatan kinerja karyawan maupun organisasi. Employees who were willing to have extra work for their organization will lead to the improvement of their performance and their organization.Perilaku sukarela karyawan yang bebas dari sistem penghargaan formal dan melampaui peran yang seharusnya dilakukan sangat penting dalam organisasi. Several studies have examined multiple factors that affect organizational citizenship behavior (OCB), but it was still slightly stressing on the importance of psychological aspects of meaning in life and meaning of work.Tujuan dari penelitian ini adalah menguji pentingnya faktor meaning in life dan meaning of work dalam meningkatkan OCB organisasi. The purpose of this study was to examine the importance of meaning in life and meaning of work factors in improving OCB in the organization.Sampel dalam penelitian ini adalah karyawan bank islam di Jawa Tengah yang berjumlah 100 orang. The sample in this study was employees of the Islamic banks in Central Java, amounted to 100 people.Pengumpulan data dilakukan dengan menggunakan kuesioner dan wawancara mendalam. The data collections were conducted by using questionnaires and in-depth interviews.Analisis data yang digunakan menggunakan persamaan struktural dengan sofware Partial least square. Meanwhile, to analyze the data, the structural equation model with Partial least squares software was used.Hasil analisis data menunjukkan bahwa meaning in life berpengaruh signifikan terhadap kepuasan dan organizational citizenship behavior. The results of data analysis showed that meaning in life had a significant effect on satisfaction and organizational citizenship behavior. Meaning of work juga berpengaruh signifikan terhadap kepuasan dan organizational citizenship behavMeaning of work also had a significant effect on satisfaction and organizational citizenship behavior.Kepuasan kerja seseorang karyawan berpengaruh signifikan terhadap peningkatan organizational citizenship behavior. An employee's job satisfaction significantly affects the improvement of organizational citizenship behavior

THE ROLE OF RELIGIUSITY AND PERSON ORGANIZATION FIT (POF) TO IMPROVE ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB)

This study aims to analyze the role of satisfaction in mediating the correlation of religiosity and Person organization of Fit (POF) on Organizational Citizenship Behavior (OCB) more effectively. This research was inspired by the findings and empirical studies that show inconsistent results associated with the correlation values of employee spiritual level with organizational Citizenship Behavior (OCB) and organizational commitment. Religiosity and POF will be effective, if the value of religiosity and POF raises as intrinsic satisfaction. Employee satisfaction is a good approach to increase the level of motivation and contribution to organizational results. Satisfaction is expected to help solve the correlation of religiosity and POF on OCB more effectively.Keywords: Religiosity, Person Organization Fit (POF), Employee Satisfaction and Organizational Citizenship Behavior (OCB

A MODEL OF INNOVATIVE CAPABILITY IMPROVEMENT THROUgH AFFECTIVE COMMITMENT, KNOWLEDgE SHARINg AND ISLAMIC LEADERSHIP IN CIVIL SERVANT STAFF (PNS) OF SEMARANg REgENCY

The primary purpose of this study was to test a model in which knowledge sharing, Islamic leadership, and meaning in life predict affective commitment and innovative capability. A total of 119 respondents completed questionnaires on knowledge sharing, Islamic leadership, meaning in life, affective commitment, and innovative capability. Results from structural equation modeling based smartPLS 3.0 confirmed that 1) knowledge sharing and Islamic leadershipwere were positively related to affective commitment and innovation capability; 2) affective commitment was positively related to innovation capability; and 3) meaning in life moderated the relationships between Islamic leadership and affective commitment.Keywords: Knowledge sharing, Islamic leadership, Meaning in life, Affective commitment, Innovative capability

ANTENSEDEN PENGEMBANGAN KARIR DI BADAN DIKLAT PROVINSI JAWA TENGAH

Career development is the process of implementation (implementation) career planning. Employee career development can be done through two pathways, namely through education and training (Training) and through non-training (Weighman, 2002). Career development of an employee to occupy a position position is influenced by factors that include the attitude of employers and co-workers, experience, education, achievement, and factors fate. Research Labbase (2010) mentions factors that consists of education and training (training), work performance, work experience and expertise of employees simultaneously significant effect on career development. The problem that often arises is how to optimize career development in Central Java Training Agency. The results of research that education has positive influence on employee performance, the Training Agency of Central Java Province can develop and improve employee to follow training, Technical Guidance, Courses and Workshops, which is expected by the employees participated in some of these education can improve employee performance; Education positive influence on career development, career development of an employee. Discipline is not able to moderate education on job performance, Career development in Central Java Training Agency can be optimized through increased education, competence and job performance of employees. To enhance the career development of the Province of Central Java Training Agency may consider the education and competence of employees, because the view of the results of the study are positive influence between education and competency to career development.Key words : Antenseden Career Development in Central Java Training Agenc

KINERJA KARYAWAN BERBASIS KEPEMIMPINAN TRANSFORMASIONAL

The objective of this study is to analize and examine the optimalitation of transformational leadership and its influence on employee performance with employee’s affective commitment, continuans commitment, normative commitment and employee’s creativity variable as intervening variable at Bappeda Kabupaten Jepara. Respondents of this study are all employeesof Bappeda Kabupaten Jepara as many as 50 people, by sampling random sampling methods.With the analytical techniques by using Partial Least Square (PLS).Based on the analysis and discussion in this study obtained a general conclusion that the positive effect of transformational leadership on affective commitment, normative commitment, continuans commitment, and creativity of employees significantly. And affective commitment, normative commitment and commitment kontinuans, and employee creativity positively affected performance significantly.Keyword: transformational leadership, affective commitment, normative commitment, continuans commitment, creativity, performance

The Effectiveness of Zakah, Infaq, Sadaqah (ZIS) Management by BAZDA to Improve the Welfare of Society in Central Java

The big potential of Zakah, infaq, and Sadaqah (ZIS) in Central Java is one of the instruments for reducing poverty and improving the welfare of the society. This study aims to assess the effectiveness of management ZIS optimally so as to make a significant contribution to poverty reduction and improved well-being. Regulation No. 23 of 2011 on the management of Zakah has provided the legal basis which is very strong in the management of Zakah, by collecting, distributing, and accountability of it.The unit of analysis in this study is the Bazda in Central Java Province.  The sample is four districts/cities, including: the city and regency of Semarang, Jepara and Demak district. In addition, the study respondents aremanagers of Bazda, muzzaki, and mustahik in four districts/cities.The findings show that all Bazda have already had database on muzaki and mustahik, but still incomplete, so it cannot be done for the sake of collecting and mapping the distribution of ZIS effectively and efficiently. Moreover, the condition of the building, infrastructure and operational funds sourced budgets have not been able to support the operations and performance of the collection, distribution and reporting effectively and efficiently. Distribution and utilization of ZIS is dominated for the fulfillment of consumer needs and focused on the areas of health, education and social, while, empowering productive business activities is still slightly low, so that it is necessary to have a paradigm shift in the management of the ZIS to make mustahikbecome more productive. It is required a coordinated and integrated cooperation between Bazda District/City, Baz Districts, the regency/state, enterprises, SOEs and private agencies in order to collect ZIS effectively and efficiently and not only dominated merely by the civil servants. Reporting and accountability system, so far, has been conducted in a transparent and accountable through a written report to the District / City Government and Parliament, but some Bazdado not provide it to mustahikin detail, either in book form or through the WEB. Only the district of Jepara which has a complete reporting system, regular, detailed and printed in book form to be sent to the Government, Parliament, and the muzaki of related parties

THE ROLE OF SOCIAL CAPITAL IN IMPROVING INNOVATIVE BEHAVIOUR AND HUMAN RESOURCES PERFORMANCE IN SEMARANG REGENCY GOVERNMENT

The purpose of this study was to test a model in which social capital and information technology predict innovative behaviour  and human resource performance. A total of 105 respondents completed questionnaires on social capital, information technology, innovative behaviour, and human resource performance. Results from structural equation modeling based smartPLS 3.0 confirmed that 1) social capital was positively related to innovative behaviour and human resource performance; 2) innovative behaviour was positively related to human resource performance; and 3) information technology moderated the relationships between innovative behaviour and human resource performance.Keywords:  Social    capital,    Innovative. behaviour, Information technology, Human resource performance

Peningkatan Organizational Citizenship Behavior (OCB): Peran Work Climate , Employee Engagement dan Personality

Studi ini bertujuan menguji  hubungan antara iklim kerja yang dimoderasi rasa keterikatan kerja karyawan, serta peran personalitas dalam meningkatkan Organizational Citizenship Behavior (OCB). Beberapa studi sebelumnya menunjukkan adanya  research gap antara iklim kerja terhadap OCB.  Sampel dalam penelitian ini adalah ASN pada Dinas Perindustrian dan perdagangan Provinsi Jawa Tengah sebanyak 130 pegawai. Teknik sampling menggunakan metode purposive sampling dengan kriteria pegawai yang telah memiliki masa kerja selama atau lebih dari lima tahun dan sudah berstatus sebagai karyawan tetap. Metode pengumpulan data pada penelitian ini menggunakan kuesioner yang dibagikan  pada responden. Hasil Penelitian ini menunjukan adanya hubungan yang signifikan antara iklim kerja terhadap peningkatan OCB, serta employee engagement mampu memoderasi pengaruh iklim kerja terhadap OCB. Personality juga berpengaruh signifikan terhadap OCB