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The Implementation of Effective Organizational Culture in Alpha Team is a study to understand the effectiveness of organizational culture in building teamwork, managing friction to achieve the team objective, and reviving the organization's core values that serve as the basis for creating and maintaining a conducive workplace. This qualitative study with social constructivism paradigm using an interpretive approach focuses on a Water and Sanitation Team. It involves four informants and three resource persons as key informants. Data is processed using NVivo software and analyzed through three triangulations: method, significant others, and theory. The result of the study proves that organizational core values bind, connect, and guide the members to behave and act harmoniously in a team that is effective in achieving organizational goals. [ABSTRACT FROM AUTHOR]

This study aims to determine the Application of Human Resource Management (HRM) Towards Talent Management to Improve Health Service Performance at Jagakarsa Hospital. This research was conducted at the Regional General Hospital owned by the Provincial Government of DKI Jakarta in 2021. This type of qualitative research uses data collection methods by triangulating data with 5 (five) informants through interviews, observations and documents. The data were analyzed by the researchers themselves. The results showed that Jagakarsa Hospital had implemented human resource management in managing its employees while talent management had not been implemented. The advice given to Jagakarsa Hospital is to be able to accelerate the implementation of talent management to support health services to the community so that it has an impact on improving hospital performance. The acceleration activities include establishing policies related to the implementation of talent management in hospitals, forming a Hospital Talent Management Acceleration Team, compiling Standard Operating Procedures (SOP) regarding the Implementation of Talent Management at Jagakarsa Hospital. [ABSTRACT FROM AUTHOR]

Manuscript type: Research paper. Research aims: This study aims to examine the direct and indirect effects of servant leadership and perceived organisational support on organisational citizenship behaviour through the mediator of lecturer commitment. Design/Methodology/Approach: The research adopts a quantitative approach. Lecturers from private universities in regional higher education service institutions (LLDIKTI) III DKI Jakarta, Indonesia formed the research population. Purposive sampling was employed as the sampling technique. Data collection involved surveys using a questionnaire as the research instrument. Data analysis was conducted using SEM-PLS. Findings: The results demonstrate that servant leadership and perceived organisational support positively and significantly influence lecturer commitment and organisational citizenship behaviour. However, lecturer commitment does not significantly mediate servant leadership or perceived organisational support and organisational citizenship behaviour. Research limitations/Implications: Further research could examine other variables that can mediate servant leadership and perceived organisational support on organisational citizenship behaviour. Practical implications: The managerial implication suggests that university management should prioritise servant leadership and lecturer commitment to enhance lecturers' performance of extra roles (organisational citizenship behaviour). Originality/Value: This study shows that lecturer commitment does not significantly mediate servant leadership or perceived organisational support and organisational citizenship behaviour. [ABSTRACT FROM AUTHOR]

Facing the challenges of technological and millennial disruption of Bank Indonesia strengthens the mission of Bank Indonesia, one of which is realizing a digital-based central bank in policy and institutions through strengthening organizations, human resources, governance and reliable information systems, as well as a proactive international role. This research aims at investigating the relationship of Leadership, Organizational Culture, and Competence to Digital Transformation. Investigating the relationship of Digital Transformation to Employee Performance. As well as to investigate the relationship between Leadership, Organizational Culture, and Competence on Employee Performance through Digital Transformation as intervening variable. To solve the problems of this study Partial Least Square (PLS) analysis tool was employed using SmartPLS software. The result showed that Leadership, Organizational Culture and Competence influence Digital Transformation. Digital transformation affects employee performance. Leadership, Organizational Culture and Competence influence Employee Performance through Digital Transformation as an intervening variable. [ABSTRACT FROM AUTHOR]

This study aims to examine the model of developing human resource capabilities in hotel industry in Banten Province, Indonesia. This study analyzes what appropriate variables to build human resource capabilities that can improve company performance. This study uses quantitative methods and analyzed using SEM SmartPLS 3.3.3 The sample in this study was 387 employees ranging from supervisory up to director levels who work at hotels and exhibition venues. Data collection techniques were conducted by distributing questionnaires via online. The results show that competency, career development, and involvement are the right variables in building human resource capabilities in hospitality industry. These three variables have a positive and significant effect on the development of human resource capabilities. Employee involvement is a variable that has a positive and most significant influence on human resource capabilities compared to other variables. To improve human resource capabilities in hospitality industry, management and employees should involve and prioritize their support, active participation, and commitment in operations. [ABSTRACT FROM AUTHOR]

The goal of this paper is to analyse the effect of career on organisational culture, to examine the influence of the organisation's commitment on organisational culture, to study the influence of career in the intention of turnover and to examine the influence of organisational commitment in the intention of turnover. The analytical approach for this research used the LISREL software for SEM analysis. The population in this research included permanent employees of the Indonesian car industry, totalling 351. The study included Structural Equation Model (SEM). Easy random sampling methods distributed the questionnaire. The results of the survey were 263 respondents. The findings of this study are career-related and have a positive effect on organisational culture, meaning career plays a major role in improving the corporate culture. Organizational engagement is positively and significantly influenced by organisational culture. The career has a negative and significant impact on corporate intent. Organizational culture has a detrimental and critical influence on the intention to turnover. [ABSTRACT FROM AUTHOR]