Internal Employee Qualification Affect Adaptability to Open Office Led to Workplace Satisfaction

Abstract

This study aims to understand the internal employee qualification and separated all external factors like acoustic, thermal comfort, layout, air quality, and lighting surrounding the employee when adapting to open office. The questionnaire distributed on-line purposive given to those working in an open office environment. Some snowballing effect is happening, and we get 138 respondents. Structured equation modeling used for the hypothesis test. Results show that external factors are more influential in terms of adaptation to the concept of open office compared to internal conditions such as age, gender, length of career, and length of service. Only the level of position had a strong influence on the adaptation to open office internally. Company management needs to pay attention to the design layout, airflow, and lighting to add an atmosphere that matches the current millennial conditions and liking. Considering position level have a significant impact on internal employee qualification, then someone in the top leadership position would be able to influence junior level of adaptation to open office.

Effect of Transformational Leadership and Organizational Citizenship Behavior: Determining the Roles of Supervisor Identification, and Self-determination in the Automobile Industry

“…Transformational leadership can be defined as the leadership approach that brings about change in the followers and in the social systems by the use of technology and support, guidance and motivating the individuals to foster the change (Kotamena et al, 2020).…”

Model Kepemimpinan dan Budaya Organisasi pada Start-Up Coffee Shop (Studi Kasus di Coffee Shop Maju Kopi Salatiga)

“…Dukungan komunikasi terbuka juga menjadi kunci dalam membentuk budaya clan ini. Sang owner menciptakan suasana di mana setiap karyawan merasa nyaman berkomunikasi dan berbagi ide (Hanifah, 2017;Jufrizen, 2021;Kotamena et al, 2020). Komunikasi yang terbuka membantu menciptakan rasa saling percaya di antara anggota tim, mengukuhkan keakraban, dan memperkuat ikatan antarindividu.…”

“…Bagaimana karyawan harus bersikap dan berperilaku untuk mencapai tujuan perusahaan sangat dipengaruhi oleh peran pemimpin. Hubungan erat antara gaya kepemimpinan dengan kepuasan kerja karyawan telah diakui oleh Fiedler (Kotamena et al, 2020). Gaya kepemimpinan dianggap sebagai faktor kunci dalam keberhasilan kepemimpinan, menciptakan dampak terhadap lingkungan kerja dan pencapaian target perusahaan.…”

“…Penelitian ini terinspirasi oleh hasil penelitian dari (Faisal & Anitra, 2020) yang menyatakan bahwa gaya kepemimpinan partisipatif mendorong keterlibatan langsung dari anggota tim dalam proses pengambilan Keputusan dan membentuk budaya organisasi. Selain itu, hasil penelitian (Kotamena et al, 2020) pun menunjukkan bahwa budaya organisasi dipengaruhi oleh kepemimpinan transformasional. Menurut (Asbari et al, 2020), kepemimpinan transformasional juga memiliki dampak pada budaya kerja.…”

Impact of Transformational and Transactional Leadership on Work Engagement with the Mediating Impact of Job Satisfaction and Emotional Regulation as a Moderator

“…A transformational leader inspires and motivates employees to increase their productivity and organizational performance (Bass, 1985). Kotamena et al (2020) argue that transformational leaders are role models and support and help in employees' development. Transactional leadership refers to a leadership style in which the leaders motivate employees based on rewards and punishments (Changar & Atan, 2021).…”