Organizational behavior

Reznik, Semen

doi:10.12737/4477

Cited by 16 publications

(20 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Modern companies are required to produce innovations in order to improve company performance indicators (Peronja, 2015;Price et al, 2013) and be able to survive in a constricting competition (Shinwon et al, 2015). Many companies have difficulty in implementing organizational change (Mosadeghrad & Ansarian, 2014), due to scale of change that is too large and sustainable, which has a negative impact on employee behavior (Elizabeth Viktorsson, 2014), and employee resistance that is not always shown authentically forthright (Robbins & Judge, 2013). The main factor for the success of the change process is the readiness of the organization through emphasizing the importance of building a sense of urgency through cooperation between employees aggressively (Elizabeth Viktorsson, 2014), clarity of information to employees about changes made (Shinwon et al, 2015), employee initiatives (Sofat & Kiran, 2015) and organizational structures that have clarity in the context of change (Benzer et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

The influence of ambidextrous organization and authentic followership on innovative performance: The mediating role of change readiness

Kosasih¹,

Wibowo²,

Wang³

2020

10.5267/j.msl

View full text Add to dashboard Cite

The purpose of this study is to examine the role of change readiness in mediating the effects of ambidextrous organization and authentic followership on innovative performance. The result of this study indicate that authentic followership, ambidextrous organization and change readiness directly influenced on innovative performance. The mediating role of change readiness did not significantly influence on relationship between authentic followership and innovative performance. Meanwhile, the mediating role of change readiness significantly influenced on the relationship between ambidextrous organization and innovative performance. The study emphasizes on the strength of the organization ambidexterity and authentic followership for successes of the innovative performance mediated by change readiness.

show abstract

Section: Introductionmentioning

confidence: 99%

The influence of ambidextrous organization and authentic followership on innovative performance: The mediating role of change readiness

Kosasih¹,

Wibowo²,

Wang³

2020

10.5267/j.msl

View full text Add to dashboard Cite

show abstract

“…The concept of employee engagement is the involvement of individuals with satisfaction, and enthusiasm for the work that employees do. Employees who are very involved have passion in their work, and feel a deep relationship with the company, have the energy or deep attention to the work (Robbins, 2013). Employee performance is important for an organization both as a whole and for individuals who work (Sonnentag, 2001).…”

Section: Introductionmentioning

confidence: 99%

Improving the Effect of Work Satisfaction on Job Performance through Employee Engagement

Arifin

Nirwanto

Manan

2019

j. humanities. natural sciences. Information Science. Education

View full text Add to dashboard Cite

<em>The purpose of this study to examine the effectiveness of employee engagement increases the effect of job satisfaction on job performance. This research is quantitative causality using a survey method that examines the relationship and influence between variables of research by analyzing 138 workers any mining companies that most cannot meet production targets in Kalimantan. The findings revealed that absorption full mediated the relationship between job satisfaction and job performance Management must invite employees to formulate job satisfaction, pay attention to employee conditions, selectively select employees, provide training to increase employee engagement. This paper is the first one to examine how employee engagement can function to mediate the relationship between job satisfaction and job performance.</em>

show abstract

“…Promotion opportunities (kesempatan promosi), (4) Supervisi (Supervisi), (5) Co-workers (rekan kerja) Menurut Schermerhorn (2014) stres kerja merupakan keadaan ketegangan yang dialami seseorang dalam menanggapi tuntutan, kendala, atau peluang luar biasa (Schermerhorn et al, 2014). Sedangkan menurut Hellriegel & Slocum (2011) mendefinisikan stres adalah rasa kegembiraan, perasaan cemas, dan ketegangan fisik yang terjadi ketika tuntutan dan tekanan yang dialami oleh seseorang yang dianggap melebihi kemampuan seseorang dalam mengatasinya.…”

Section: Pendahuluanunclassified

Bagaimana peran kepuasan dan stres kerja pada turnover intention karyawan?

Ramadhan

Mulyadi

Tarmedi

2019

JBME

View full text Add to dashboard Cite

The purpose of the study was to determine the effect of job satisfaction on turnover intention, work stress on turnover intention, job satisfaction and work stress on turnover intention. The object that becomes the unit of analysis in this study is the employee of the production section in the textile industry. The type of research used is descriptive with the method used is explanatory survey with a sample of 107 respondents. The results of this study found that the effect of job satisfaction on turnover intention was included in the medium category. Job stress has an effect on employee turnover intention. Job satisfaction and work stress have an effect on the turnover intention of PT X textile industry employees. In this study it was found if the condition of job satisfaction is good, it will reduce the turnover rate of employee intention. In addition, if the work stress level is low, then the turnover of the intention of the textile industry employees will be low.Abstrak: Tujuan penelitian yaitu untuk mengetahui pengaruh kepuasan kerja terhadap turnover intention, stres kerja terhadap turnover intention, kepuasan kerja dan stres kerja terhadap turnover intention. Objek yang menjadi unit analisis dalam penelitian ini adalah karyawan bagian produksi dalam industri tekstil. Jenis penelitian yang digunakan adalah deskriptif dengan metode yang digunakan adalah explanatory survey dengan jumlah sampel 107 responden. Hasil penelitian ini menemukan bahwa pengaruh kepuasan kerja terhadap turnover intention termasuk dalam kategori sedang. Stres kerja berpengaruh sedang terhadap turnover intention karyawan. Kepuasan kerja dan stres kerja berpengaruh sedang terhadap turnover intention karyawan industri tekstil PT X. Dalam penelitian ini ditemukan jika kondisi kepuasan kerja baik, maka akan menurunkan tingkat turnover intention karyawan. Selain itu jika tingkat stres kerja rendah, maka turnover intention karyawan Industri Tekstil akan rendah.Kata Kunci: kepuasan kerja; stres kerja; turnover intention

show abstract

Organizational behavior

Cited by 16 publications

References 0 publications

The influence of ambidextrous organization and authentic followership on innovative performance: The mediating role of change readiness

The influence of ambidextrous organization and authentic followership on innovative performance: The mediating role of change readiness

Improving the Effect of Work Satisfaction on Job Performance through Employee Engagement

Bagaimana peran kepuasan dan stres kerja pada turnover intention karyawan?

Contact Info

Product

Resources

About