The Influence of Physical & Non-Physical Work Environment Towards Perceived Employees Performance

Abstract - In this modern era, the development of industry is very advanced and rapid. This matter supported by technological developments increasingly sophisticated so as to facilitate all human work activities. All work activities that exist within the company include producing good and working system arrangements. One of the most important elements to run the goals of a company is human resources. Human resources can affect the effectiveness in generating output as well as driving business. The work environment is one of the most important factors that can affect the physical condition and human psychology. The purpose of this research is to know how does effect of physical and non-physical works environment on employee performance and the most dominant influence between physical work environment and non-physical work environment. The selected research object is an employee of the division of TC&AP PT Pindad Persero Bandung. This is related to the identification of some problems that the employee related to the working environment through interviews. The method used by researchers is multiple linear regressions (MLR). The result of the research shows that the physical work environment is not significant effect on perceived employee performance. The non-physical work environment has significant positively effect on perceived employee performance. Simultaneously the result of work environment variable physical and non-physical has significant effect on employee performance. The results showed that the non-physical work environment had a dominant impact on employee performance of 65.6% compared with the physical work environment variables of 0.34%. Keywords: Non-Physical Work Environment, Perceived Employees Performance, Physical Work Environment, Work Environmen

KINSHIP-BASED PROBLEMS AFFECTING THE EMPLOYEE PERFORMANCE: A STUDY CASE OF FAMILY BUSINESS IN DEVELOPING CITY IN INDONESIA

A family business is an organization in which maintains balance the professional management, responsible business ownership, and the healthy family dynamic (Wills D, 2017). The research is implemented in one of developing cities in Indonesia, a city which is famous of its traditional food. Therefore, the object of this research is one of traditional food companies who has successfully survived since 1957 which employs 277 workers in order to know the issues related with family which may affect the employees’ performance and understand the effective way to manage both family and non-family employee in family business. This research uses the semi-structured interview and non-participant observation method. The interview is conducted with six persons who two of them are representatives of non-family employee that have been working for more than 10 years and four of them are representatives of family employees who occupy the top management position. Meanwhile, the observation helps to see the discrepancy between what the family employees say and non-family employees feel. In comparison with common family businesses, this company also faces the common issues which are the nepotism, emotions interfere with the business, non-family member growth limitation, bad succession plan, lack of talent, and paternalistic issues. Most of the issues are related with each other. On the other hand, issues that particularly happen only in this family business are contract, tradition and religion, loyalty, and leadership issue. Those issues negatively affect most of employee performance. Therefore, the company needs to upgrade the Personnel Division into a Human Resources Division to solve issues related with performance of people within the company (Ulrich, 1997). A function of Human Resources Division is not only for the administration but also for company strategy to improve the employees’ performance by identifying the culture attributes of the company in order to make a succession plan

GENERATION Z PREFERENCE ON LEADERSHIP TRAITS IN INDONESIA & JAPAN: A COMPARATIVE STUDY

Generation Z will crowd the workforce shortly. To prepare for this change, this research aims to identify the Generation’s preference on leadership to enhance effective leadership and maximize their capabilities through motivation, commitment, persistence, productivity, loyalty by meeting this preference. Indonesia and Japan are two very uniquely similar countries in harmony, value, unity, collectiveness, diversity, and high-context communication. Yet, they have distinguished organizational culture and belief. The paper is empirical research done qualitatively through interviews with 16 informants from both countries with their respective languages for those unable to speak English. The conclusion had Leaders in the two countries are preferred to be responsible for the vision they propose, members’ mistakes, the society; solve company’s problems; communicate goals clearly; can say the right thing at the right time; occasionally share knowledge and ideas; listening to members’ ideas; at least slightly more knowledgeable than members; establish target collectively; able to communicate trivial matters besides the formal settings. Furthermore, a correlation between the difference in background and their leadership preference is specified in the paper. The researcher recommends future research to compare between two distinctive countries to conclude deeper about the detailed factors affecting leadership preference in employees

Is University Students’ Value Orientation toward Integrity Behind Their Decision to Cheat or Not Cheat in Exams?

Organizational values characterize every activity, including the behavior of the members of an organization, and their decision-making. However, there are moments in which the members of the organization violate the values, even though they know they should not. It also happens to university students. This fact brings us to reflect on how the values are interpreted in value orientation. By employing the phenomenological method using Kohlberg’s constructivist theory of moral development stages, this study explored the value orientation towards integrity in business school students’ decisions to cheat or not. The result indicates that even for students who face the same decision to cheat or not, their decision is affected by how they understand the value of integrity, which depends on their value orientation and their cognitive moral development. Most respondents had a mindset of egoistic value orientation, which is more concerned with the benefits and payback when making a decision. Most cases happened without there being a prior decision to cheat; the decision is made at the time of the exam by considering the emerging internal or external situational factors

Identifying Major Factors That Motivate Students Volunteer In A Non-Profit Organization: A Case Study At PAS-ITB (Pembinaan Anak-Anak Salman - Institut Teknologi Bandung)

Pembinaan Anak-Anak Salman - Institut Teknologi Bandung – also known as PAS-ITB – is one of many nonprofit organizations in Bandung. PAS-ITB has established in 1982 and engaged in the field related to children education. Since 10 years after it was formed, PAS-ITB cannot accept all participants because it considers that participation from volunteers is still lacking. It can be seen from the less interest and high turnover. For this research, researcher uses the qualitative research method which data is gained through a semi-structured interview and participative observation. The result will be analyzed using coding method. The interview was done by interviewing 15 informants that consist of active members, alumnus, and ex- members. Researcher use motivation factors in non profit organization as the framework of the interview. The factors that influence to increase member motivation are altruism, egoism, reward, social relationship, leisure, and career development. The research, proven that six of the motivation factors in non profit organization exist in PAS-ITB. This research also found new factors that influence member motivation to join non profit organization, especially in PAS-ITB. These factors are belief, creative environment, leadership style, manage organization, motivated environment, organization rule, and distance. After the researcher interpreted the data, it can know that the dominant factors that influence member motivation in PAS-ITB are egoistic motivation, social relationship motivation, career development motivation, leisure motivation and organization rule. By known the dominant factors that influence motivation in PAS-ITB, directors can make programs that support member needs as their factors

Identifying Major Factors That Motivate Students Volunteer In A Non-Profit Organization: A Case Study At PAS-ITB (Pembinaan Anak-Anak Salman - Institut Teknologi Bandung)

Pembinaan Anak-Anak Salman - Institut Teknologi Bandung – also known as PAS-ITB – is one of many nonprofit organizations in Bandung. PAS-ITB has established in 1982 and engaged in the field related to children education. Since 10 years after it was formed, PAS-ITB cannot accept all participants because it considers that participation from volunteers is still lacking. It can be seen from the less interest and high turnover. For this research, researcher uses the qualitative research method which data is gained through a semi-structured interview and participative observation. The result will be analyzed using coding method. The interview was done by interviewing 15 informants that consist of active members, alumnus, and ex- members. Researcher use motivation factors in non profit organization as the framework of the interview. The factors that influence to increase member motivation are altruism, egoism, reward, social relationship, leisure, and career development. The research, proven that six of the motivation factors in non profit organization exist in PAS-ITB. This research also found new factors that influence member motivation to join non profit organization, especially in PAS-ITB. These factors are belief, creative environment, leadership style, manage organization, motivated environment, organization rule, and distance. After the researcher interpreted the data, it can know that the dominant factors that influence member motivation in PAS-ITB are egoistic motivation, social relationship motivation, career development motivation, leisure motivation and organization rule. By known the dominant factors that influence motivation in PAS-ITB, directors can make programs that support member needs as their factors

Identify the relationship of organizational culture towards employee performance in dinas pemuda & olahraga (dispora) kota bandung

There have been many literature reviews to search the impact the of organization culture on employee performance. Researchers have related culture within the organization to many distinct organizational behaviors, as well as recognizing the correlation between organizational culture and employee performance. In Indonesia's public/government organizations, the performance of civil servants is very crucial in creating good governance and clean governance, and in supporting government duties in providing the best service to the public on the basis of its features as a public service. One of today's major problems for civil servants is to operate effectively and efficiently as government agencies in Indonesia. The aim of this study is to investigate the identification of powerful organizational culture dimensions that enhance the employee performance in Dinas Pemuda & Olahraga (Dispora) Kota Bandung. This study results may provide relevant information for organization to understanding the role of organization culture. The findings of the study may positively affect organization by providing strategies to improve their employee performance. This research using quantitative approach through questionnaire and SPSS to process the questionnaire result. The result in this search is Organization culture has positive impact towards employee performance in Dispora and Communication pattern is dominant factor of organization culture that can improve employee performance in Dispora. The management of Dispora Organization leader in Dispora need to state organization culture clearly, through written behavioral guideline to create better understanding for employee to do their job. Keywords: Organization Culture, Employee Performance,Dinas Pemuda & Olahraga Kota Bandun

The Influence of Work Motivation and Organizational Culture Towards Employee Performance in the Post-Merger of Three State-Owned Enterprises Sharia Banks in Indonesia: A Case in Bank Syariah Indonesia

The prosperity of any organization relies generally on employee’s qualities, capabilities, and skills, which can be measured by their performance. On February 1, 2021 Indonesia's three state-owned sharia banks, PT Bank Syariah Mandiri, PT Bank Negara Indonesia Syariah and PT BRISyariah officially merged their sharia banking unit to become a new entity, namely PT Bank Syariah Indonesia Tbk. Subsequent to the changes that have been made since the mergers, maintaining high employee performance is critical as well as understanding what factors that can boost employee’s performance productivity. In this research, authors assume that work motivation and  organizational culture can have a good impact on employee performance in the post-merger of three state-owned sharia banks. Therefore, to prove it, authors try to conduct research on work motivation and organizational culture to deepen the understanding of the impact of work motivation and organizational culture on Bank Syariah Indonesia as well understanding the impact of mergers and its implications on employees. Methodology used is quantitative by distributing questionnaires to collect the data of 100 employees which then analyzed with multiple linear regression. Keywords: Employee Performance, Work Motivation, Organizational Culture, Bank Merger

Identify the relationship of organizational culture towards employee performance in dinas pemuda & olahraga (dispora) kota bandung

There have been many literature reviews to search the impact the of organization culture on employee performance. Researchers have related culture within the organization to many distinct organizational behaviors, as well as recognizing the correlation between organizational culture and employee performance. In Indonesia's public/government organizations, the performance of civil servants is very crucial in creating good governance and clean governance, and in supporting government duties in providing the best service to the public on the basis of its features as a public service. One of today's major problems for civil servants is to operate effectively and efficiently as government agencies in Indonesia. The aim of this study is to investigate the identification of powerful organizational culture dimensions that enhance the employee performance in Dinas Pemuda & Olahraga (Dispora) Kota Bandung. This study results may provide relevant information for organization to understanding the role of organization culture. The findings of the study may positively affect organization by providing strategies to improve their employee performance. This research using quantitative approach through questionnaire and SPSS to process the questionnaire result. The result in this search is Organization culture has positive impact towards employee performance in Dispora and Communication pattern is dominant factor of organization culture that can improve employee performance in Dispora. The management of Dispora Organization leader in Dispora need to state organization culture clearly, through written behavioral guideline to create better understanding for employee to do their job. Keywords: Organization Culture, Employee Performance,Dinas Pemuda & Olahraga Kota Bandun