Contribution of Human Resource Management to the Business Performance of Entrepreneurs in Purwokerto

Bagis, Fatmah; Darmawan, Akhmad

doi:10.29040/ijebar.v6i1.4907

Cited by 6 publications

(6 citation statements)

References 9 publications

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“…Organizational commitment shows the level of employee engagement and identification with the company they work for (Bagis et al, 2020). This reflects employees' loyalty to their company (Bagis, 2022). This condition is in line with research that has been conducted by (Pathak & Srivastava, 2020), (Rajput et al, 2020), (Baek et al, 2019, (Lee et al, 2019), , (Mansoara & Armanu, 2021), (Cindra & Artha, 2021), (Labetubun & Dewi, 2022), (Hakiki & Senjani, 2022), and (Bagis & Adawiyah et al, 2023).…”

Section: Introductionsupporting

confidence: 81%

Predictors of Reducing Workplace Deviant Behavior Among Employees of Islamic Educational Institutions

Bagis,

Arraniri,

Darmawan

2024

Intl. J. Rel.

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This study uses a range of variables that can affect the likelihood of deviant conduct among employees in the workplace to contribute to workplace deviance. This study aims to investigate, using Social Exchange Theory as a framework, the effects of Workplace Deviant Behavior on Organizational Commitment, Workplace Spirituality, Ethical Leadership, Organizational Justice, and Job Satisfaction. This research is a quantitative research using the sample quota technique used as a non-random sample method based on the quota set by the researcher. This study had 432 respondents, with 216 employees from 3 Islamic Universities in Purwokerto City calculated with regard to a 5% margin of error when applying the Slovin formulaand the results reached 208 people. In this study, hardfile and softfile questionnaire questionnaires (Google fromulir) were used in research sampling. Data collection using Likert scale-based questionnaire, then data tested using Smart PLS Application. The results showed that although Organizational Commitment and Woekplace Spirituality showed a direct negative influence, it was not significant on Workplace Deviant Behavior. Conversely, Workplace Deviant Behavior is negatively but significantly influenced by Organizational Justice and Job Satisfaction. Furthermore, there is a minor but favorable correlation between ethical leadership and workplace deviant behavior.

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Section: Introductionsupporting

confidence: 81%

Predictors of Reducing Workplace Deviant Behavior Among Employees of Islamic Educational Institutions

Bagis,

Arraniri,

Darmawan

2024

Intl. J. Rel.

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“…The findings shed light on the connection between recruitment strategies and overall performance in smaller enterprises. Bagis and Darmawan (2022) provide further evidence supporting the notion that human resource management has a favourable impact on entrepreneurs' business performance in the Purwokerto region. Soleh et al (2021) conducted an assessment that examines the impact of recruiting, along with other factors, on the organizational performance of four-star hotels in East Java.…”

Section: Literature Review and Gapssupporting

confidence: 65%

The Predictive Power of Human Resource Practices in Developing Social Entrepreneurship Performance and Sustainable Business

Al Doghan,

Channa,

Abdelwahed

et al. 2023

J. of Law and Sust. Develop.

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Purpose: Developing social entrepreneurship performance and sustainability in business is the major of every organization. The present study explores the predictive power of human resource practices in developing social entrepreneurship performance and sustainable business among small and medium-sized enterprises (SMEs) in Egypt. Design/Methodology/ Approach: Quantitative methods were employed to identify this issue by collecting data from employees working in Small and Medium-sized Enterprises (SMEs) in Egypt. Ultimately, a total of 278 samples were employed to obtain the findings. Findings: We applied the analysis of moment structures (AMOS) version 26.0 to get the results. The findings suggest a significant positive effect of training and recruitment on social entrepreneurship performance and sustainable business among employees of SMEs in Egypt. Research, practical and social implications: The study's contribution involves strategically aligning human resource practices with social entrepreneurship goals and focusing on measuring, reporting, and improving social impact through stakeholder collaboration. This approach can contribute to developing sustainable business models that integrate financial success with a positive social and environmental footprint. Originality/ value: This study addresses the gaps in the empirical evaluation of the effect of human resource practices such as training and recruitment on social entrepreneurship performance and sustainable business among employees of Egyptian SMEs.

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“…Based on resource-based theory and on the literature on proactivity, Zhang and Edgar, focusing on the context of SMEs, sought to study the effects of the HR system as an incorporation of HR practices in the capabilities of employees and how the proactivity of collaborators helps explain this relationship. Bagis & Darmawan (2022) look to analyse the contribution of HRM to the business performance of SMEs, while Huang et al (2022) given the high level of unemployment, due to COVID-19, in the SME sector, highlight the need to incorporate ethical values and social responsibility in SME policies and practices.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Human resource management in small and medium-sized enterprises: A performance model definition

Melo¹,

Machado²,

Brewster³

2023

Strategic Management

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Background: Nowadays, studying small and medium-sized companies, particularly with regard to the management of human resources that takes place in them, is particularly relevant. Effectively, knowing that about 99.8% of companies are small and medium-sized, contributing very significantly to high levels of employability, it is extremely important to understand the role that people management assumes in these organizations, as well as which are the factors, both internal and external, that exert the greatest influence on them. Purpose: In this paper we investigate internal and external factors of small business likely to correlate with a more formal and structured human resource management. Study design/methodology/approach A conceptual model was defined through the literature on human resource management and its consistency was tested through three methodological steps (exploratory interviews; readjustment of variables with the Delphi method; multivariate statistical tests). From a survey of 186 smaller firms in Portugal, we tested conceptual model by structural equation modelling. Findings/conclusions: The analysis reveals that dimensions such as organizational structure, management and communication style, career management, organizational flexibility, organizational strategy and national culture are positively related to more formal and structured human resource management practices and policies. Limitations/future research: Due to its complexity, both at the level of the conceptual analysis and the empirical level, this study presents some limitations, namely, and among others, the complexity of the number of dimensions and variables under analysis, and the complexity of the model being tested. A broader line of research could include collecting data from employee. This analysis would allow for a different perspective of the company's procedures and would broaden some issues that are less detailed in this study.

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Contribution of Human Resource Management to the Business Performance of Entrepreneurs in Purwokerto

Cited by 6 publications

References 9 publications

Predictors of Reducing Workplace Deviant Behavior Among Employees of Islamic Educational Institutions

Predictors of Reducing Workplace Deviant Behavior Among Employees of Islamic Educational Institutions

The Predictive Power of Human Resource Practices in Developing Social Entrepreneurship Performance and Sustainable Business

Human resource management in small and medium-sized enterprises: A performance model definition

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