The number of smartphone users in Indonesia is increasing every year and has been growing rapidly since Covid-19 hit Indonesia. Smartphones store a lot of personal and information data, such as photos, videos, contact lists, e-mails to social media accounts. A large amount of personal data on smartphones causes an increasing number of threats to information security and privacy. This study aims to measure the knowledge and level of awareness of smartphone users in Indonesia on information security and privacy. This study modify the existing measurement methods. The results showed that there are still many Indonesians do not know the information security and privacy on their smartphones. The results also show that the level of information security awareness among Indonesians is still low.

No abstract

This article examined the effect of STIFIn-based HR Management Practices on Job Performance. This research is a quantitative study with hypothesis testings using the PLS-SEM approach and analyzed using WarpPLS software. Hypothesis testings are carried out with two models; Model-1 investigates the relationship of the variables in STIFIn HR Management, namely selection and retention of performance. Model-2 investigates the relationship between the overall STIFIn HR management practices and overall job performance. This research was conducted at companies that have implemented STIFIn-based HR Management. The sample was determined by purposive sampling method. This study found a significant effect of STIFIn-based HR Management namely selection and retention practices on employee performance both in task performance and contextual performance. While the results of the model-2 analysis show that STIFIn's overall HR practice is also significant on performance with higher impact than if those HR STIFIn are implemented individually both of selection or retention. The results of this study will provide new insights into the previous research on the effect of HR management practices on performance, and specifically on HR management practices based on employee’s personality types.

<p><em>Village Owned Enterprises (BUMDES) have a strategic role in improving the economy and village independence. Since the issuance of Law No. 32/2004 concerning Regional Government, the number of BUMDES until 2017 has reached 18,446. The main challenge for the existence of BUMDES is to be able to become a driver of economic development in the village. In many regions, BUMBDES has contributed to accelerate rural development and encourage the economic independence in the village. However, many BUMDES are stagnant, so that needs field studies to see the problems and the way of efforts to overcome them, and the result can bu used as models for the development of BUMDES in other regions, and can be used as national models. This article presents the results of case study of the MUGIRAHAYU BUMDES in Lebakherang Village, Subdistrict of Ciwaru, Kuningan District, West Java, where since the beginning of its establishment it has experienced success and gave benefits for improving the community's economy in the village, but many the BUMDES has experienced ups and downs, even stagnating. Some of the problems obtained from the field, namely the existence of organizational and the sussession problems, and emerged the existence of organizational dependence from several administrators, so that a good community spirit (paguyuban) in the village is unable to encourage BUMDES MUGIRAHAYU to build reliablility of the organization  of BUMDES and entrepreneurial for the community. The New Public Management (NPM) and Fadel Model (2008), can be proposed to overcome the problems that occur in BUMDES and be able to strengthen sustainability of organizational life and building entrepreneurship. By strengthening transparency, accountability and professionalsm of management teams, BUMDES would be able to push the business of the community in the villages and build community entrepreneurship through exploring the local potential and endowment, so that it can build the economic independence in the village.</em></p><p><em> </em></p><p> </p>

Currently there are not many studies on turnover among HR practitioners, even though their function itself is very important in managing retention programs and reducing employee turnover in companies.This study aims to examine HR practitioners' intention to quit in the company as well as how organizational commitment could affect their intention to quit. The sample of the study was taken purposively from several HRD communication forums in Jabodetabek and 264 respondents. Hypothesis testing used the PLS-SEM approach with WarpPLS software. The results of the study reported that organizational commitment predicted HR practitioners' intention to quit. The dimensions of affective commitment and normative commitment significantly influence the intention to quit, while continuance commitment has no significant effect. The practical implication of this study is that the HR practitioners' intention to quit is at a moderate rate and organizational commitment on HR practitioners only predicts their intention to quit by partial impact, meaning the remaining is influenced by other variables. Moreover, continuance commitment does not significantly influence the intention to quit. Thus, it can be said that for HR practitioners, organizational commitment is not a strong predictor of predicting their intentions to quit. It is necessary to investigate other factors of their work attitudes that have greater influence.