The effect of internal communication and employee satisfaction on supply chain integration

Jacobs, Mark A.; Yu, Wantao; Chávez, Roberto

doi:10.1016/j.ijpe.2015.10.015

Cited by 133 publications

(157 citation statements)

References 111 publications

(194 reference statements)

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“…Supply chain integration in companies is indicated by the ease of accessing other unit data and the integration of reports on the work of company units, and enabling to provide satisfaction to company employees because it is able to provide satisfaction to employees as key persons to the supervision given at work and work colleagues. This research is in line with the research of Jacobs et. al., (2016) which states that the impact of supply chain integration has an impact on employee satisfaction with internal communication in manufacturing companies in China, because it can access the warehouse inventory on a voluntary basis.…”

Section: Analysis and Discussionsupporting

confidence: 93%

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The impact TQM System on Supply Chain Performance through Supply Chain Integration and Employee Satisfaction

Kristianto¹,

Tarigan²

2019

ijbs

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Indonesia has entered the Southeast Asian free trade market or better known as ASEAN Economic Community (AEC). The economic growth and the increasing number of companies annually will bring some impacts on the competitions for many companies in Indonesia, so they have find their competitive advantage. The biggest competitive advantage of Indonesia is in the primary sector companies which is producing consumer goods from natural raw materials and semi-finished goods. To win the competition, the primary sectors require product standards as the company output by implementing TQM, which usually adopts ISO as the main requirement for exporting their products. This is also the criteria for the research samples. The questionnaires are distributed to 100 companies that have over 100 employees, and the returned questionnaires are 64, with four incomplete questionnaires, making the response rate of 60%. The data analysis is using PLS and proves that all hypotheses are accepted. First, TQM implementation has a positive and significant impact on supply chain integration. Second, TQM implementations in companies are able to create a proper documentation system for each department to facilitate good communication among departments. Third, TQM implementation has a positive impact on supply chain performance and employee satisfaction. Fourth, supply chain integration has a positive impact on employee satisfaction and supply chain performance. Employee satisfaction has a positive effect on supply chain performance. The overall impact of TQM implementation on supply chain performance is 0.4680. TQM implementation brings a positive impact on supply chain integration and supply chain performance, thus increases the total impact of supply chain performance.

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Section: Analysis and Discussionsupporting

confidence: 93%

“…Second hypothesis (H2) is the implementation of TQM in a company influences Supply Chain Integration. Jacobs et al (2016) also learns that supply chain integration influences the employee satisfaction with internal communication in a manufacturing company in China. The company facilitates the warehouse inventory in real-time.…”

Section: Research Framework Conceptmentioning

confidence: 99%

The impact TQM System on Supply Chain Performance through Supply Chain Integration and Employee Satisfaction

Kristianto¹,

Tarigan²

2019

ijbs

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“…We found a significant relationship between a high JS and a high OIE outside the hospital. Jacobs, Yu, and Chavez () indicated that “internal communication” has a significant positive effect on JS. Internal communication refers to communication that creates an atmosphere of respect for all employees within the organisation.…”

Section: Discussionmentioning

confidence: 99%

Job satisfaction and related factors of nurses in university hospitals: Focusing on collaborative competency factors

et al. 2019

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Aim:This study aimed to clarify the association between nurses' job satisfaction, interprofessional collaborative competency and other related factors in university hospitals in Japan. Background:Enhancing a team's function in the university hospital setting requires strengthening each professional's competency: high-level professional competency leads to high job satisfaction. Methods:In 2014, self-administered questionnaires were sent to all nurses working at two university hospitals in Japan. A multivariate analysis of variance was conducted to evaluate the relationship between job satisfaction as the response variable and interprofessional collaborative competency and other variables as the independent variables.Results: Data from 913 nurses were used in the present analysis (response rate: 60.4%). Two factors from the Chiba Interprofessional Competency Scale 29 (factor 1: attitudes and beliefs as a professional; factor 5: attitudes and behaviours that improve team cohesion) and opportunities for information exchange with other professionals outside the hospital had significant relationships with job satisfaction. Conclusion: Strengthening interprofessional collaborative competency and increas-ing opportunities for information exchange with professionals outside the hospital would improve nurses' job satisfaction in university hospitals. Implications for nursing management:Interprofessional collaborative competency and opportunities for information exchange with other professionals are worth the attention of nursing administrators. K E Y W O R D S clinical competence, information seeking behavior, interprofessional relations, job satisfaction, patient care team How to cite this article: Majima T, Yamamoto T, Sakai I, Ikezaki S, Nagasaka I. Job satisfaction and related factors of nurses in university hospitals: Focusing on collaborative competency factors.

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“…Semakin tinggi kemampuan seorang karyawan dalam berkomunikasi, maka akan semakin tinggi pula nilai kinerja karyawan tersebut [5]. Penggunaan kriteria dalam penelitian ini diambil dari beberapa penelitian terdahulu yang kemudian dilakukan dilakukan analisis dan penentuan termasuk kedalam kriteria positif atau termasuk dalam kriteria negatif [12].…”

Section: Daftar Kriteria Yang Dapat Digunakan Untuk Penilaian Kinerjaunclassified

Penilaian Kinerja Karyawan Di PT.XYZ Dengan Pendekatan Multi Attribute Decision Making (Madm)

Purnomo

Pujianto

2018

KAIZEN

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ABSTRAK PendahuluanDalam suatu kegiatan mengubah bahan baku menjadi produk tentunya melibatkan berbagai macam komponen, salah satunya adalah karyawan. Kinerja karyawan merupakan suatu hal yang penting bagi perusahaan dalam mencapai tujuan [9]. Selain itu, kemajuan sistem informasi saat ini sangatlah cepat, hal ini menuntut setiap pelaku industri melakukan penerapan teknologi informasi untuk dapat meningkatkan efisiensi perusahaan [3]. PT. XYZ merupakan suatu perusahaan manufaktur yang memproduksi kertas karton. Permintaan yang terus meningkat mengakibatkan sistem produksi perusahaan harus ditingkatkan untuk memenuhi permintaan tersebut. Untuk itu perusahaan akan memberikan penghargaan kepada karyawan bagian produksi yang mempunyai kinerja terbaik dan memberikan teguran kepada karyawan yang kurang kinerjanya. Permasalahan mulai muncul ketika perusahaan akan melakukan penilaian kinerja karyawam. Hal ini, terjadi karena pihak perusahaan belum mempunyai kriteria-kriteria yang dapat digunakan untuk menilai kinerja karyawan. Dapat dikatakan penilaian kinerja karyawan adalah salah satu aktivitas penting pada bagian untuk mencapai keunggulan bersaing [1]. Selain itu, pihak perusahaan belum menggunakan suatu metode tertentu untuk melakukan penilaian kinerja karyawan. Penilaian kinerja karyawan adalah permasalahan yang dapat didekati dengan multi kriteria dimana setiap kriteria yang digunakan mempunyai kepentingan atau informasi yang berbeda untuk setiap alternatifnya. Tujuan dari penelitian ini adalah mengidentifikasi kriteria-kriteria yang dapat digunakan dalam penilaian kinerja karyawan. Selain itu, akan dibuat suatu Sistem Pendukung Keputusan (SPK) yang dapat digunakan untuk penilaian kinerja karyawan pada bagian produksi di PT. XYZ.Penelitian ini berbeda dengan penelitian yang lain hal ini dikarena penggunaan metode Weighted Prodct (WP) pada penelitian sebelumnya digunakan untuk penentuan strategi perusahaan [12]. Selain itu, dalam melakukan perancangan suatu perangkat lunak dapat diukur atau dapat ditinjau dari beberapa hal diantaranya adalah kemudahan dalam menggunakan [8]. Hal ini menunjukkan bahwa dalam melakukan perancangan suatu perangkat lunak tidak hanya fungsi yang sesuai dengan studi kasus akan tetapi juga kemudahan bagi pengunanya. Penelitian lain yang mempunyai tujuan untuk malakukan pengambilan keputusan juga telah dilakukan dalam hal pemilihan pemasok [7]. Pemilihan pemasok dan penilaian kinerja karyawan mempunyai kesamaan dalam kasus yang tergolong MultiAttribute Decision Making (MADM). Kasus penilain atau pengukuran kinerja karyawan memang memerlukan suatu metode dalam pengukurannya, hal ini bertujuan untuk mendapatkan penilaian kinerja yang sesuai dengan kondisi nyata. Penilian sesuai dengan kondisi nyata memang sulit dilakukan hal ini terjadi karena belum adanya model baku

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The effect of internal communication and employee satisfaction on supply chain integration

Abstract: Lastly, it may be as important to carefully craft communication campaigns aimed at employees as those aimed at customers since the former appear to lead to more effective integration with customers, which elsewhere has been linked to improved financial and market performance.3

Cited by 133 publications

References 111 publications

The impact TQM System on Supply Chain Performance through Supply Chain Integration and Employee Satisfaction

The impact TQM System on Supply Chain Performance through Supply Chain Integration and Employee Satisfaction

Job satisfaction and related factors of nurses in university hospitals: Focusing on collaborative competency factors

Penilaian Kinerja Karyawan Di PT.XYZ Dengan Pendekatan Multi Attribute Decision Making (Madm)

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