THE INFLUENCE OF INTEGRITY AND ISLAMIC SELF-REGULATION TOWARD TRANSFORMATIONAL LEADERSHIP ON MANAGEMENT OF SHARIA ORGANIZATION

The objective to be achieved in this research is to find how the influence of integrity to transformational leadership on management of sharia organization; the influence of islamic self- regulation toward transformational leadership on the management of sharia organizations; as well as the influence of Islamic self-integrity and self-regulation on transformational leadership on management of sharia organizations. The subject of research is the leader or managers of Baitul Maal wal Tanwiil (BMT) or sharia financial services cooperative in Banyumas, Central Java, Indonesia, which are 32 leaders. Criteria of the management are: occupy the element of leadership or have the role of managing people/leadership in job description and have subordinates in their work. Data were collected using questionnaires. The results showed that: there was a significant influenc of integrity toward transformational leadership; there was a significant infleunce of islamic self-regulation toward transformational leadership; and there was a significant influence of integrity and islamic self-regulation simultaneously toward transformational leadership

EFFECTS OF QUALITY OF WORK LIFE (QWL) AND ORGANIZATIONAL COMMITMENT (OC) ON ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) OF PERMANENT NURSES

This research aims to identify the effects of quality of work-life and organizational commitment on organizational citizenship behaviour of permanent nurses. The research method is quantitative with 50 research subjects consisting of permanent nurses. The data were collected using Likert scale, consisting of organizational citizenship behaviour scale, quality of work-life scale, and organizational commitment scale. The scale of organizational citizenship behaviour has the reliability of 0.854, the scale of quality of work-life has the reliability of 0.933, and the scale of organizational commitment has the reliability of 0.901. Multiple linear regression was used as the analysis method. The research result reveals that the variable of quality of work-life significantly affects the variable of organizational citizenship behaviour. Moreover, the variable of organizational commitment also significantly affects the variable of organizational citizenship behaviour. Meanwhile, the variable of quality of work-life and organizational commitment simultaneously have significant effects on the variable of organizational citizenship behaviour

Pengaruh Quality of Work Life (QWL) dan Organizational Commitment (OC) Terhadap Organizational Citizenship Behavior (OCB) pada Perawat Tetap

Penelitian ini bertujuan untuk mengetahui apakah ada pengaruh quality of work life dan organizational commitment terhadap organizational citizenship behavior pada perawat tetap. Penelitian ini menggunakan metode kuantitatif dengan subjek penelitian sebanyak 50 perawat tetap. Metode pengumpulan data dengan menggunakan skala likert yang terdiri dari skala organizational citizenship behavior, skala quality of work life, dan skala organizational commitment. Skala organizational citizenship behavior memiliki reliabilitas 0,854, skala quality of work life memiliki reliabilitas 0,933 dan skala organizational commitment memiliki reliabilitas 0,901. Metode analisis menggunakan analisis regresi linier berganda. Hasil penelitian menunjukkan bahwa variabel quality of work life berpengaruh signifikan terhadap organizational citizenship behavior. Variabel organizational commitment berpengaruh signifikan terhadap organizational citizenship behavior. Sedangkan variabel quality of work life dan organizational commitment secara simultan berpengaruh signifikan terhadap organizational citizenship behavior

PELATIHAN PENGEMBANGAN SUMBER DAYA MANUSIA PEGIAT PARIWISATA MATA AIR SIRAH PEMALI

This community service aims: to be able to help the management of the Sirah Pamali Spring tourist attraction, Winduaji village, Paguyangan District, Brebes Regency understand the potential of tourism human resources and understand consumer psychology in an effort to segment the Sirah Pamali tourism object market. This community service uses a subject of 21 participants from various elements supporting Sirah Pamali tourism. The material for community service is to introduce and practice various things, including: (1) reorienting tourism during the pandemic and post-pandemic period; (2) recognize the concept of market segmentation; (3) identify consumer needs for tourism market mapping and marketing design; and (4) implementation of consumer psychology in an effort to promote tourism in Sirah Pamali Springs. Implementation of the training, with lectures, discussions, and simulation-practice methods accompanied by feedback. In conclusion, the Training of Human Resources Development for Tourism Activists of Sirah Pemali Springs is very appropriate to be applied as an effort to form understanding and readiness of tourism activists through human resource development training. Follow up. Post-training assistance in the field/workplace and simulations in the development of human resources for tourism activists in Sirah Pamali Spring

PENGARUH RELIGIUSITAS DAN BUDAYA ORGANISASI TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PADA KARYAWAN TOSERBA PAJAJARAN BANJAR

Penelitian ini bertujuan untuk mengetahui pengaruh religiusitas dan budaya organisasi terhadap organizational citizenship behavior pada karyawan Toserba Pajajaran Kota Banjar. Hipotesis yang diajukan dalam penelitian ini adalah apakah ada pengaruh religiusitas dan budaya organisasi terhadap organizational citizenship behavior pada karyawan Toserba Pajajaran Kota Banjar. Penelitian ini menggunakan metode penelitian kuantitatif. Populasi dalam penelitian ini menggunakan seluruh karyawan Toserba Pajajaran Kota Banjar yang berjumlah 97 karyawan. Pengumpulan data dilakukan menggunakan skala organizational citizenship behavior, skala religiusitas, dan skala budaya organisasi. Uji reliabilitas pada penelitian ini menggunakan Alpha Cronbach dan uji validitas menggunakan product moment. Skala organizational citizenship behavior memiliki koefisien reliabilitas sebesar 0,926, skala religiusitas memiliki koefisien reliabilitas sebesar 0,915, dan skala budaya organisasi memiliki koefisien reliabilitas sebesar 0,935. Teknik analisis dalam penelitian ini menggunakan teknik regresi linier berganda.Hasil analisis data dalam penelitian ini diperoleh nilai Fhitung sebesar 96,246 pada taraf signifikansi 1% dengan nilai p = 0,000 (p<0,01) dan diperoleh hasil determinasi Rsquare adalah sebesar 0,672. Koefisien determinan menunjukkan religiusitas dan budaya organisasi memberikan sumbangan efektif sebesar 67,2% terhadap organizational citizenship behavior. Sedangkan 32,8% dipengaruhi oleh variabel lain yang tidak diteliti dalam penelitian ini, seperti kepuasan kerja, kepribadian, motivasi, gaya kepemimpinan, dan sikap kerja.Kata kunci : organizational citizenship behavior, religiusitas, budaya organisas

KONTRAK PSIKOLOGIS DAN KEADILAN ORGANISASI TERHADAP KOMITMEN ORGANISASI PADA KARYAWAN BAGIAN PRODUKSI PT. ROYAL KORINDAH PURBALINGGA

An organization or workplace certainly needs employees who are committed to making it easier to achieve their goals. The purpose of this study was to determine the effect of psychological contracts and organizational justice on organizational commitment to employees of the production division of PT. Royal Koridah Purbalingga. The research method used is a quantitative approach, with the number used as many as 250 with a sampling technique using Simple Random Sampling or random sampling in a population according to a predetermined number. Simple random sampling is included in probability sampling, which is a sampling technique that provides equal opportunities for each individual (member) of the population. Data were collected using a measuring instrument that has been adapted from the Organizational Commitment Questionnaire (OCQ) (0.856), Psychological Contract Inventory (PCI) (0.887) and Justice Scale (0.914) measurement tools. The data analysis technique used multiple linear regression analysis techniques. The results of the analysis show that there is a significant and positive effect on psychological contract on organizational commitment by 8.8% with (Fcount = 22.57; p&lt;0.05) and fairness to organizational commitment of 6.6% with a value (Fcount = 17.465; p&lt;0.05), in addition it was found that psychological contracts had Tcount = 3,950 and organizational justice had Tcount = 3,265; p&lt;0.05) and Rsquare of 0.121 which shows that psychological contract and organizational justice contribute 12.1% effectively to organizational commitment. so that the increase in psychological contracts and organizational justice can increase organizational commitment to employees of the production division of PT. Royal Korindah Purbalingga.Sebuah organisasi atau tempat kerja tentunya membutuhkan karyawan yang berkomitmen untuk mempermudah dalam mencapai tujuannya. Tujuan penelitian ini untuk mengetahui pengaruh kontrak psikologis dan keadilan organisasi terhadap komitmen organisasi pada karyawan bagian produksi PT. Royal Koridah Purbalingga. Metode penelitian yang digunakan adalah pendekatan kuantitatif, dengan jumlah yang di gunakan sebanyak 250 dengan teknik pengamambilan sampel menggunakan Simple Random Sampling atau Pengambilan acak pada suatu populasi sesuai jumlah yang sudah ditentukan. Simple random samling termasuk dalam Probability sampling yaitu teknik pengambilan sampel yang memberikan peluang yang sama bagi setiap individu (anggota) populasi. Data dikumpulkan menggunakan alat ukur yang telah diadaptasi dari alat ukur Organizational Commitment Quistionnaire (OCQ) (0,856), Psychological Contract Inventory (PCI) (0,887) dan Justice Scale (0,914). Teknik analisis data menggunakan teknik analisis regresi linier berganda. Hasil analisis menunjukkan terdapat pengaruh yang signifikan dan positif pada kontrak psikologis terhadap komitmen organisasi sebesar 8,8% dengan (Fhitung = 22,57; p&lt;0,05) dan keadilan terhadap komitmen organisasi organisasi sebesar 6,6% dengan nilai (Fhitung = 17,465; p&lt;0,05), selain itu ditemukan kontrak psikologis memiliki Thitung = 3,950 dan keadilan organisasi memiliki Thitung = 3,265 ; p&lt;0,05) serta Rsquare sebesar 0,121 yang menunjukan kontrak psikologis dan keadilan organisasi memberikan sumbangan secara efektif sebsear 12,1% terhadap komitmen organisasi. sehingga meningkatnya kontrak psikologis dan keadilan organisasi dapat meningkatkan komitmen organisasi pada karyawan bagian produksi PT. Royal Korindah Purbalingga

Islamic Religiosity as A Moderator of The Effect of Organizational Climate on Happiness at Work in Islamic School Teachers

This study aims to determine the organizational climate's effect on work happiness with Islamic religiosity as a moderator variable for Islamic-based school teachers in the Banyumas Regency. A correlational quantitative approach was used for this study. Respondents in this study were 86 permanent teachers. Data collection uses the happiness at organizational ClimateCare and Islamic religious scale. The data analysis technique used tests the outer and inner models with the SmartPLS 3.0 tool. The research findings show that organizational climate and Islamic religiosity have a significant effect on happiness at work. However, the moderator test shows no significant effect between organizational climate and happiness at work when Islamic religiosity functions as a moderator variable. The recommendation from the research is that to increase happiness in the workplace needs to pay attention to personal and organizational factors. Although Islamic religiosity does not moderate the relationship between organizational climate and happiness at work, further research can be conducted to gain a deeper understanding of other variables that function as moderators

ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) PADA GURU SEKOLAH ISLAM: PERAN IKLIM ORGANISASI DAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI

Seorang guru dengan iklim organisasi yang mendukung untuk berpikiran positif serta nyaman dapat mendidik dengan lebih semangat hal tersebut berpengaruh terhadap kemajuan sekolah dan siswa yang merupakan para penerus untuk membangun negeri ini menjadi semakin maju.oleh karena itu, penelitian ini bertujuan untuk mengetahui pengaruh pengaruh iklim organisasi terhadap organizational citizenship behavior (OCB) dengan komitmen organisasi sebagai variabel mediasi pada guru SMP Islam. Metode pengumpulan data yang digunakan adalah kuantitatif. Subjek dalam penelitian ini adalah guru SMP Islam sejumlah 59 responden. Pengumpulan data dilakukan dengan menggunakan skala OCB, skala iklim organisasi dan skala komitmen organisasi. Uji reliabilitas pada penelitian ini menggunakan alpha cronbach. Skala OCB memiliki koefisien reliabilitas sebesar 0,910, iklim organisasi memiliki memiliki koefisien reliabilitas sebesar 0,964, dan komitmen organisasi memiliki koefisien reliabilitas sebesar 0,942. Penelitian ini meggunakan Teknik path analysis dan uji causal step. Hasil yang diperoleh yaitu komitmen organisasi memediasi secara parsial pada pengaruh iklim organisasi terhadap OCB pada guru SMP Islam. Nilai F sebesar 21,913 dengan p sebesar 0,00 (<0,05), t sebesar 2,624. Koefisien determinan menunjukkan bahwa komitmen organisasi memberikan sumbangan 43,9% pengaruh iklim organisasi terhadap OCB

Pengaruh Efikasi Diri dan Kontrak Psikologis terhadap Keterikatan Kerja pada Karyawan bagian Produksi

This study aims to determine the effect of self-efficacy and psychological contracts on job attachment in the employees of the production department. Multiple linear regression analysis technique is used to analyze the data. The subjects of this study were all employees of the production department with 55 people. Data collection is done by try out using the scale of job attachment, self-efficacy scale, and psychological contract scale. The job attachment scale has a reliability of 0.914, a self-efficacy scale has a reliability of 0.952 and a psychological contract scale has a reliability of 0.932. Based on the analysis of the data obtained, the value of Fcount = 66.210 with probability sig (p) = 0,000 (sig value (p) 0.05). Thus the hypothesis is accepted since there is an effect of self-efficacy and psychological contract simultaneously on job attachment to employees of the production department. Self-efficacy and psychological contracts make an effective contribution of 71.8% to job attachment (Rsquare = 0.718)

Pengaruh Altruism Terhadap Extra-role Behavior Pada Taruna Siaga Bencana di Kabupaten Banyumas

This research is aimed at investigating the effect of altruism on the extra-role behavior of 113 members of Taruna Siaga Bencana (TAGANA) in Banyumas Regency. The data were collected through two scales: extra-role behavior scale with the reliability of 0.910 and altruism scale with the reliability of 0.927. The data were analyzed using the simple regression technique. Based on the data analysis, it is revealed that the Ftest is 136.798 with the probability sig. (p) = 0.000 (p < 0.01). It can be concluded that H0 is accepted; which means there is a significant effect of altruism on the extra-role behavior. The determinant coefficient value is 0.552. The value shows that altruism affects the extra-role behavior as much as 55.2% and the rest 44.8% is affected by other variables which are not investigated in this research