HUBUNGAN ANTARA SUPERVISORY COACHING BEHAVIOUR DENGAN WORK ENGAGEMENT PADA SALESPERSON : THE RELATIONSHIP BETWEEN THE SUPERVISORY COACHING BEHAVIOUR WITH WORK ENGAGEMENT ON SALESPERSON

Perusahaan dituntut memiliki pengelolaan yang baik agar mampu bersaing dalam dunia industri dan salah satu hal yang paling penting dalam suatu organisasi atau perusahaan yaitu keberadaan Sumber Daya Manusia sebagai karyawan. Karyawan yang bekerja hendaknya memiliki engagement pada pekerjaannya. Penelitian ini bertujuan untuk mengetahui apakah ada hubungan positif antara supervisory coaching behaviour dengan work engagement pada salesperson. Subjek yang digunakan dalam penelitian ini adalah 100 orang salesperson yang diambil dengan metode accidental sampling. Data penelitian dikumpulkan dengan menggunakan skala supervisory coaching behaviour (r= 0,899) dan skala work engagement (r = 0,861). Hasil analisis data menunjukkan bahwa ada hubungan positif antara supervisory coaching behaviour dengan work engagement pada salesperson. Metode analisis data yang digunakan adalah analisis korelasi product moment pearson. Hasil analisis data diperoleh nilai rxy= 0,278 (p<0,05)

Job Hopping Intention on Millennial Employees

Abstract—Millennial employees are currently the largest population in Indonesia and globally. Not only do they dominate the population, but millennials are the largest generation in the world of work. The different characteristics of the millennial generation and generation X illustrate the attitude of millennials at work. The loyalty and commitment of millennial employees is different from previous generations. Switching jobs voluntarily or job hopping is one way for millennials to get new things at work such as finances, careers, and a new work environment. However, the voluntary movement was carried out in a relatively shorter time than the current job. This research was conducted on millennial employees in Indonesia from various fields of work and aims to determine the level of job-hopping intention based on gender and age level and career stage. A total of 373 participants filled out a questionnaire selected by accidental sampling method. The results of this study are that millennial employees have a moderate level of job-hopping intention with the possibility that job hopping intentions will be carried out if job hopping factors appear while they are working. Women show the most dominance in this study with a higher mean than men. Keywords—job hopping intention, millennial employees, millennial generation, career, establishmen

Team Learning Ditinjau dari Team Diversity dan Team Efficacy

This research attempted to observe team learning from the level of team diversity and team efficacy of work teams. This research used an individual level of analysis rather than the group level. The team members measured the level of team diversity, team efficacy and team learning of the teams through three scales, namely team learning scale, team diversity scale, and team efficacy scale. Respondents in this research were the active team members in a company, PT. Alkindo Mitraraya. The total of the respondents were 70. Collected data were examined by using multiple regression analysis. Based on the hypothesis, it can be concluded that the team diversity and team efficacy can be used as indicators to predict the arousal of team learning level in teams (fcount = 5.924; p=0.004 or p < 0.05) and the value of adjusted r square = 0.125. Moreover, the result demonstrated that team diversity made a significant contribution to team learning level (r = 0.105; p < 0.05) while on the other hand, team efficacy did not affect team learning significantly. The equation of the regression line for team learning on team diversity and team efficacy was team learning = 30.362 + (0.377 team diversity) + (0.187 team efficacy). Suggested areas for future research were to confirm this research model using the team level analysis, to thoroughly determine the type of teams and to do research in the self‐managed team‐based organizations

Effect of Perceptions of Organizational Change on Work Engagement: A Moderator Role of Perceived Organizational Support

This study aims to examine the effect of perceptions of organizational change on work engagement with perceived organizational support as moderator variable. Questionnaires distributed to 100 participants and the hypothesis is examined using quantitavie approach. Data was analyzed using the Structural Equation Modeling-Partial Least Square (SEM-PLS) method with SmartPLS. The results are significant and negative effects between perceptions of organizational change and work engagement, with perceived organizational support played a quasi moderating role. Limitations of this study indicate the need for further research

Organizational Commitment of Employees at Bank of North Sumatra

This research aims to determine the level of organizational commitment possessed by Bank of North Sumatra employees. The approach used in this study is quantitative. The population in this study were bank employees at the Bank of North Sumatra, with a sample size of 172 employees. The sampling technique used in this research is incidental sampling. Furthermore, data was collected using an organizational commitment scale in the form of a Likert scale. The organizational commitment scale was distributed directly to research subjects. After the data is collected, the data is processed using SPSS statistical software. The results of this research show that the majority of employees at the Bank of North Sumatra have low organizational commitment. Based on these findings, the Bank of North Sumatra is encouraged to take action to increase employees' organizational commitment in order to overcome the problem of low organizational commitment among its employees. A few actions that companies can take to increase employee organizational commitment are providing an environment that can reduce employees' stress levels and providing coaching for employees to manage work stress well. These actions are important because employees who have high commitment will work harder to achieve company goals and will be more responsible for their work and loyal to the company when compared to employees who do not have high organizational commitment. Therefore, having highly committed employees will make it easier for employees to achieve their goals and achieve success

The Influence of Clan Organizational Culture on Organizational Commitment

Covid-19 caused many companies to experience a bad impact. Therefore the company must have changes in order to maintain the company to exist. Employee readiness to change is needed so that change can go well, but to increase employee readiness to change there are several factors, one of which is the clan's organizational culture. This study was conducted to see whether there is an influence of clan organizational culture on the readiness to change employees of PT. Bank Sumut all branches in Medan. This study was conducted using 203 subjects which is all the population, and using a Likert scale to collect data. The measuring instrument used to measure clan organizational culture is based on Cameron and Quinn's theory. Meanwhile, to measure organizational commitment, this study used the organizational commitment questionnaire (OCQ) measuring instrument developed by Mowday, Steers, and Porter. OCQ has been adapted into Indonesian and then translated again into English. The results obtained through this study are that there is a positive and significant influence of clan organizational culture on organizational commitment. This means that the higher the positive perception of the clan's organizational culture, the higher the level of organizational commitment. The clan's organizational culture has an influence of 22.3% on organizational commitment

The Effects Social Support To The Z Generation’ Intention Tobe An Entrepreneur

Generation Z is the generation born in 1997-2010 who will or have entered the workforce. But different from the previous generation, Generation Z has its own advantages where generation Z is called the I-generation because Generation Z lives in a digital environment that is growing rapidy and also they born in the same time where digital technology grow up all over the world.  So Gen Z so easy to get support from social media as the way to comunication and to get informations. Generation Z get support from family and  as well as friends as their comunity.  In this study conducted on respondents who are Generation Z as many as 229 respondence who live in Medan, Indonesia and also already get work in many kind of jobs. Various studies show that Generation Z has a fairly high intention to become an entrepreneur, in others studies shows that one of the job dream of this generation is tobe self employee, they dream to have job without working hours and freely work with their passion. In this study see that  social support have a positive and significant influence on the intention to become an entrepreneur in Generation Z. this study can be used as guideline for familly and also for government to involve social support for Gen Z intention tobe an antrepreneur

The effect of emotional intelligence on communication anxiety among bank employees in North Sumatra : Pengaruh kecerdasan emosi terhadap kecemasan komunikasi pada karyawan bank di Sumatera Utara

This study aims to determine the role of emotional intelligence on communication anxiety as a negative predictor that can reduce communication barriers in organizations. Communication anxiety creates a threat to the quality of organizational communication, which makes the exchange of messages ineffective, resulting in the organization not being productive enough at work. This study involved 120 bank employees in North Sumatra collected by accidental sampling technique. The data obtained were processed using simple linear regression analysis. The results of the study also show that the majority of research subjects have moderate emotional intelligence and moderate communication anxiety. Penelitian ini bertujuan untuk mengetahui peran kecerdasan emosional terhadap kecemasan komunikasi sebagai prediktor negatif yang dapat mengurangi hambatan komunikasi dalam organisasi. Kecemasan komunikasi menciptakan ancaman terhadap kualitas komunikasi organisasi, yang membuat pertukaran pesan tidak efektif, sehingga organisasi tidak cukup produktif dalam bekerja. Penelitian ini melibatkan 120 pegawai bank di Sumatera Utara yang dikumpulkan dengan teknik accidental sampling. Data yang diperoleh diolah dengan menggunakan analisis regresi linier sederhana. Hasil penelitian juga menunjukkan bahwa mayoritas subjek penelitian memiliki kecerdasan emosional sedang dan kecemasan komunikasi sedang

Team learning ditinjau dari team diversity dan team efficacy

This research attempted to observe team learning from the level of team diversity and team efficacy of work teams. This research used an individual level of analysis rather than the group level. The team members measured the level of team diversity, team efficacy and team learning of the teams through three scales, namely team learning scale, team diversity scale, and team efficacy scale. Respondents in this research were the active team members in a company, PT. Alkindo Mitraraya. The total of the respondents were 70. Collected data were examined by using multiple regression analysis. Based on the hypothesis, it can be concluded that the team diversity and team efficacy can be used as indicators to predict the arousal of team learning level in teams (fcount = 5.924; p=0.004 or p < 0.05) and the value of adjusted r square = 0.125. Moreover, the result demonstrated that team diversity made a significant contribution to team learning level (r = 0.105; p < 0.05) while on the other hand, team efficacy did not affect team learning significantly. The equation of the regression line for team learning on team diversity and team efficacy was team learning = 30.362 + (0.377 team diversity) + (0.187 team efficacy). Suggested areas for future research were to confirm this research model using the team level analysis, to thoroughly determine the type of teams and to do research in the self‐managed team‐based organizations

Organizational Agility Maturity Level Of An Airport Operator In Indonesia

Changes are currently happening more quickly and the flow of information is increasingly unstoppable so that organizations must have capabilities that are built on an ongoing basis in order to respond to changes in an agile, effective, timely and sustainable manner or known as agility. This research was conducted on companies engaged in the aviation industry, especially airport operator. Airport is the main economic driver for the economy in a country that offers speed, connectivity and agility. This study aimed to determine the maturity level of organizational agility at an airport operator in Indonesia. This study shared questionnaires to 440 staff at an airport operator in Indonesia and was selected using simple random sampling. This study used One-Way ANOVA analysis and statistic descriptive. The result obtained is that the maturity level at the airport operator studied is included in level 2: agility transition. Organizations at the second maturity level manage to disseminate the values of agility and build a suitable technology base in most parts of the organization. This study can be used as a guideline for the aviation industry and airport operators to see the maturity level of organizational agility and invest in improving organizational agility in their respective organizations