Search

AbstractThe COVID-19 pandemic has come to an end, so organizations need to make decisions about whether to maintain the work-from-home (WFH) practice or to go back to pre-pandemic working arrangements. Statistics showed that although 56% of the employers continue to adopt WFH the rest of it called back the employees back to the office in 2023. Moreover, he literature on the benefits of WFH has produced mixed findings, and so this study evaluates the impact of employees’ psychological acceptance on the life satisfaction of employees who practiced WFH due to the pandemic. A survey was administered to employees in Indonesia who worked from home and 406 valid and completed responses were returned to be analysed using Smart-PLS statistical software. This study contributes theoretically by highlighting the role of context in predicting the influence of acceptance on life satisfaction. In the WFH context, acceptance is neither directly related to life satisfaction, nor promote life satisfaction by reducing job stress. However, acceptance represents a psychological resource that help employees to improve work-life balance (WLB), as balancing WLB is one of the most relevant issues during the WFH arrangement. Several managerial implications are elaborated, mainly to ensure employees gain a mindset of acceptance through recruitment and training.

Artikel ini menganalisis definisi konseptual dan pengembangan pengukuran sikap karier protean. Beragam definisi dan alat ukur yang diperkenalkan para peneliti sering kali menimbulkan kebingungan. Akibatnya pemahaman dan kebijakan yang dikembangkan terkait karier protean menimbulkan kerancuan. Masing-masing definisi dan alat ukur fokus pada bidang tertentu, sehingga meninggalkan lubang yang harus mendapat perhatian dari peneliti lainnya. Artikel ini menawarkan alternatif definisi karier protean yang lebih komprehensif berdasarkan studi literatur atas 118 artikel. Studi literatur secara sistematis dan komprehensif menghasilkan 34 artikel konseptual yang mengerucut pada tiga pendekatan pengukuran karier protean, yaitu orientasi, sikap, dan konsep karier protean. Penulis merumuskan definisi konseptual karier protean sebagai sikap individu terhadap karier yang melibatkan nilai-nilai diri individu sebagai komponen kognitif dan perilaku pengarahan diri sendiri sebagai komponen perilaku. Artikel ini menawarkan pengembangan pengukuran sikap karier protean, yang mengeksplorasi kecintaan terhadap pekerjaan sebagai bagian dari proses afeksi. Ketiadaan komponen afeksi dalam mendefinisikan dan mengukur sikap karier protean yang selama ini terjadi dapat menyesatkan dan memberikan arah kebijakan operasional yang keliru. Teori kognisi social karier menjadi dasar analisis literatur untuk menyusun artikel ini. Penelitian mendatang perlu mengeksplorasi pengembangan pengukuran dengan menguji kegunaan sikap karier protean dalam kaitannya dengan faktor penentu dan konsekuensi sikap karier protean.

Purpose –This study compared Generation X and Y's work values and affective commitment and explored if generation moderates the relationship. This research is needed to elucidate generational disparities in work values, affective commitment, and work values' impact on affective commitment. Validating the global generation theory requires research involving Indonesians from different industries. Design/methodology/approach – Data was acquired from 630 self-administered questionnaires from various businesses. The instruments used to measure variables have a track record of validity and reliability and were adapted from that work. The Chow Method was used to calculate the generational influence on affective commitment. Findings – The results demonstrated that Generation X and Generation Y in Indonesia had similar work values but differing affective commitment. Generation moderates the association between work values and affective commitment. This research reveals individuals with various life circumstances may still exhibit distinct character traits and value systems. Research limitation/implications – The data may not capture the traits of all generations. Generalizations must be done with caution. Generation X and Y participants were not distributed proportionally. Prior research showed that the proportion of participants didn't alter the results, but future research may take distribution into account. Practical implications – Job sector classifications and job characteristics that are suitable for Generation X and Generation Y can be developed by considering the generations' unique preferences for various value components of employment. Originality/value – This study added to our understanding of how different generations approach and value work in different ways. The implications of this study's findings for confirming the global theory of generation regarding work values and affective commitment are substantial. The results of this research demonstrated the importance of taking cultural factors into account while dealing with employees of varying ages.

“Fit model” argues that the level of misfit between human resources management (HRM) practices and the type of organizational culture negatively influences organizational performance. However, the lack of emprirical research to support that contention can be problematic. Utilizing the concept of fit, this study aims to examine empirically the effect of the degree of misfit between HRM practices and the types of organizational cultures on organizational performance. Data were collected from a sample comprising of 128 respondents representing 64 companies in Indonesia, from nine industrial sectors. The hypothetical model was developed based on four types of HRM practices (human relations, internal process, rational goals, and open systems) and four types of organizational cultures (clan, hierarchy, market, and adhocracy). Euclidean distance scores were calculated to describe the misfit between the HRM practices and the types of organizational culture variables. Subsequently, the effect of the misfit scores on organizational performance was determined. The results show that the degree of misfit between HRM practices and the type of organizational culture has a significant and negative effect on organizational performance. This empirical research supports the concept of fit, in which the type of organizational culture that is supported by suitable HRM practices will result in a more positive organizational performance. Then, it is deemed necessary for companies to adapt their HRM practices to their culture, in order to improve their performance.

Introduction: The use of work teams is a strategy that allows organizations to move faster and more proactively. Team performance is an interesting issue that needs to be studied more extensively. Background Problems: Team psychological safety and team learning have a positive effect on team performance. But in some of the literature, psychological safety has also been shown to have a negative impact on teams when team monitoring is low. This research was conducted to investigate the moderation role of team monitoring and the influence of team learning and team psychological safety on team performance. Novelty: This research contributes new insights related with team monitoring and its interaction to team learning and team psychological safety on team performance. Team psychological safety has been proven to be able to directly influence team performance indirectly through team learning, but we tested the two separately. Research Methods: This study involved 215 respondents who joined 38 teams. The collected data were analyzed using a regression analysis and bootstrap techniques. Findings: Team monitoring has been shown to have a moderate role in influencing team learning on team performance, but it has not been proven to influence team psychological safety on team performance. The learning and psychological safety of each team proved to have a direct effect on team performance. Conclusion: This paper can guide managers since, at a certain level team monitoring can improve team performance, but too much team monitoring actually has no effect on team performance. Managers need to consider team monitoring policies carefully, to optimizing team performance by managing team learning and building team psychological safety.

Pengadopsian manajemen sumber daya manusia elektronik yang mudah dibawa (MSDM-e mobile) penting dilakukan untuk meningkatkan nilai tambah pengelolaan SDM. Sistem yang nyaman, mudah digunakan, dan mudah dibawa berpotensi mendorong intensi mengunakan sistem tersebut. Kesuksesan implementasi sebuah sistem tergantung pada pemahaman manajemen terhadap variabel-variabel yang memengaruhi intensi untuk menggunakan sistem tersebut. Penelitian kuantitatif ini bertujuan untuk menguji dan menganalisis intensi menggunakan MSDM-e mobile dan mengidentifikasi faktor-faktor yang memengaruhinya. Penelitian ini menggabungkan konsep Technology Acceptance Model dan Theory of Planned Behavior sebagai landasan berpikir utama, dan menggunakan teknik analisis PLS-SEM. Hasil analisis menunjukkan bahwa variabel kegunaan, dan kemampuan menggunakan, secara langsung berpengaruh positif dan signifikan pada intensi menggunakan. Variabel kemudahan, kecemasan terhadap teknologi yang digunakan, dan kebutuhan berinteraksi (dengan admin sistem) berpengaruh tidak langsung pada intensi menggunakan, namun berpengaruh melalui kemampuan menggunakan. Kemudahan menggunakan berpengaruh positif dan signifikan pada kemampuan menggunakan, sedangkan kecemasan terhadap teknologi berpengaruh negatif dan signifikan. Variabel lain yang diduga berpengaruh positif pada kemampuan adalah kebutuhan berinteraksi. Namun, temuan penelitian ini menunjukkan bahwa variabel kebutuhan berinteraksi tidak signifikan memengaruhi kemampuan. Simpulan dan implikasi manajerial didiskusikan dengan mempertimbangkan teori-teori yang melandasi mekanisme hubungan antar variabel. Pertimbangan konteks juga digunakan untuk menjelaskan hubungan variabel yang tidak selaras dengan hipotesis penelitian-penelitian sebelumnya.

This study aims to examine the effect of organizational culture types on individual readiness for change in Indonesia as a country with high collectivism. Specifically, this study examines the effect of four types of culture namely clan, adhocracy, market, and hierarchy on individual readiness for change. The sample of this study was 264 employees of XYZ Company, a family company in Indonesia that made changes by releasing part of its shares into the stock market. Test results using simple regression support the hypothesis that clan culture and adhocracy have a positive effect on individual readiness for change. However, the influence of market culture and hierarchy on individual readiness for change was also found to be positive instead of negative as hypothesized. Discussions and suggestions for future research are presented.

Purpose: This research proposed to evaluate the differences between generations and gender work engagement. This evaluation is strategically needed to clarify the debate related to the issue of work engagement. The clarification based on research findings involving respondents from different context is necessary to improve ecological validity. It is also important since the evidence obtained through this research is useful for improving the effectiveness of human resources policies. Design/Methodology/Approach: The data were collected through self-administered questionnaire involving 128 respondents from a specific context of government organization. There were 17 items used to represent work engagement. The measurement was adapted from UWES-17. ANOVA and independent sample t-test were conducted to test the influence of generations and gender on the total of work engagement and its three dimensions. Findings: Results showed that generation and gender influence work engagement. Baby Boomers indicated the strongest work engagement. Generation Y showed the lowest work engagement. Men exhibited higher work engagement than women. However, further evaluation on the dimensions of work engagement showed interesting findings. Baby Boomers did not significantly differ from their counterpart of generation X on any dimensions. Generation X consistently differed from generation Y in all dimensions. Regarding gender and the dimensions of work engagement, only absorption showed insignificant different. In general, the findings of this research was align with the theory of social exchange as well as antithesis of burnout. Research Limitation/Implications: The data were collected from the government officials. It is limited that it may not capture the employees’ characteristics from business organization. Generalization may also be limited. However, this specific context may offer a valuable perspective related to the situation in which seniority is important point in considering career decision made by the organization. In addition, the measurement used in this research adapted from UWES-17. Research showed that different work engagement measurement applied in diverse culture may result in inconsistent findings. A comprehensive research was necessary to evaluate the measurement that was relatively free from cultural influences. Practical Implications: This research offered an interesting recommendation in relation with organizational policies to improve work engagement and its dimensions. Based on this research findings, organizations may consider emphasizing on human resources policies which was suitable for generation Y to improve work engagement. Moreover, work-life balance to improve the level of women work engagement was also recommended. Originality/Value: This research was contributed to evaluate the impact of generations and gender on work engagement and its dimensions. Research involving specific context as government officials was rare. The result may be crucial to avoid developing organizational policies that were based on research findings that came from irrelevant contexts.

Main Objectives: This study aims to evaluate the moderating role of psychological empowerment on the relationship between benevolent leadership and employees’ well-being. Novelty: Since research involving disabled employees is rare, this study adds to the current body of knowledge by confirming the links between benevolent leadership, job satisfaction, and perceived discrimination. It also aims to find out how psychological empowerment influences the relationship between benevolent leadership and job satisfaction, as well as the association between benevolent leadership and perceived discrimination. Research methods: This research involves 85 respondents. They are employees with various disabilities working in different organizations. Moderated regression analysis is employed to analyze the data. Finding/Results: This study found that benevolent leadership significantly affect employees’ well-being: job satisfaction, and perceived discrimination. In addition, as expected, psychological empowerment strengthens the positive impact of benevolent leadership on job satisfaction. On the contrary, psychological empowerment weakens the negative impact of benevolent leadership on perceived discrimination. Conclusion: Based on the conservation of resources theory, resources provided by the organization, in this case is benevolent leadership, perceived by employees with disabilities as a recovery of the loss of resources (disabilities). Recruiting benevolent leaders or developing existing leaders to be more benevolence is important to improve disabilities employees’ well-being.

Purpose: This research aimed to observe the differences between respondents’ characteristics based on their career goals as part of employer brand, and to identify effective employer branding. It was important since many businesses failed to attract the best talent due to limited knowledge on organizational attractiveness and employer branding strategy. Design/methodology/approach: The data were collected through self-administered questionnaire. There were 16 items used to represent career goals attributes in employer branding. The data was ordered based on the characteristics’ relative importance and assigned points accordingly (the first rank is scored the highest = 6) and analyzed using a K-related samples test and weighted-mean average computation with ANOVA tables. K-independent samples and a One-Way ANOVA test to identify the differences of career goals preferences. Findings: Results showed that there were various significant different across respondents’ characteristics such as gender, marital status, academic achievement, work experience, and economic background. The differences between each group for the most and the least important career goals can still be observed. The findings for career goals items are generally consistent with the known theories of organizational attraction. Research limitation/implications: The data were collected from business school students. It is limited in that it may not have captured the reflections of potential employees groups in Indonesia whose characteristics combinations of experience and attitudes toward employer brand differed from the sample used. Applying these research findings should be done meticulously. Practical implications: This research offered an interesting insight on the relations of employer brand's attractiveness dimensions, career goals, and individual differences. Based on this research findings, organizations may consider emphasizing on the attributes that are attractive to high-achievers or to one specific gender. Originality/value: This research contributed to identifying how respondents perceive the dimensions ranking of employer brand attractiveness and analyzing the detail characteristics attractiveness (career goals) based on demographic variables.

AbstractInvolvement in both work and family domain, by men and womesn, may create work and family conflict that induce voluntary turnover. Unfortunately, most studies relating to both voluntary turnover and work and family conflict has been conducted in Western context. This research aims to examine the impact of demographic variables (gender, age, marital status and domestic support) on work and family conflict and turnover intention, undertaken in Indonesia, a country with high score of collectivism and patriarchal culture. The participants (N = 1.122) of this research are employees of the Indonesian banking industry which were drawn conviniently. Regression method was utilized to test hypotheses. Results showed that only marital status significantly affect both work to family conflict and family to work conflict. However, marital status did not significantly influence turnover intention. Age significantly, but in opposite direction, influenced turnover intention. This result was unexpected. Theoretical explanation was discussed.Keywords: turnover intention, work to family conflict, family to work conflict, demographic variables.AbstrakKeterlibatan laki-laki dan perempuan di dunia kerja dan rumah tangga dapat mungkin menimbulkan masalah serius, yaitu konflik pekerjaan dan rumah tangga yang mendorong terjadinya perputaran karyawan secara sukarela. Sayangnya, kebanyakan riset dilakukan menggunakan latar belakang budaya individualistik. Riset ini bertujuan untuk menganalisis dampak variabel demografik (jenis kelamin, usia, status pernikahan dan dukungan domestik) pada konflik pekerjaan dan rumah tangga dan keinginan keluar dari organisasi/perusahaan. Riset dilakukan di Indonesia, negara dengan budaya patriarkal dan kolektivistik. Partisipan riset ini adalah karyawan bank-bank berjumlah 1.122 orang yang penyampelannya dilakukan secara tidak acak. Analisis regresi dilakukan untuk mengetes hipotesis. Hasil penelitian menunjukkan bahwa hanya status pernikahan yang berpengaruh signifikan pada dua jenis konflik: konflik pekerjaan ke rumah tangga dan konflik rumah tangga ke pekerjaan. Status pernikahan berpengaruh tidak signifikan pada intensi keluar karyawan. Umur berpengaruh signifikan, namun berlawanan arah dari hipotesis, pada intensi keluar karyawan. Penjelasan hasil penelitian secara teoritis didiskusikan di artikel ini.Kata kunci: intensi keluar, konflik pekerjaan ke rumah tangga, konflik rumah tangga ke pekerjaan, variabel demografik.

“Kelekatan pekerjaan” (job embeddedness) sebagai sebuah model kontemporer perputaran karyawan menarik perhatian para ilmuwan dan peneliti. Model ini telah dipandang lebih unggul dibanding model tradisional dalam menjelaskan perputaran sukarela karyawan. Berdasarkan pada taksonomi konstruk multidimensional, kelekatan pekerjaan harus diperlakukan sebagai model agregat. Model agregat mensyaratkan bahwa sebuah konstruk dibentuk atau disebabkan (bukan menyebabkan) oleh indikator-indikator. Sebagai konsekuensinya, konstruk kelekatan pekerjaan harus diklasifikasikan ke dalam model alat ukur formatif. Namun demikian, sejauh ini evaluasi atas alat ukur kelekatan pekerjaan masih menggunakan prosedur model reflektif. Karena kelekatan pekerjaan merupakan konstruk formatif, penggunaan prosedur model reflektif untuk mengevaluasi alat ukurnya berpotensi menghasilkan kesalahan construct misspesification. Riset ini menawarkan metoda alternatif yang lebih sesuai untuk mengevaluasi kualitas alat ukur kelekatan pekerjaan, khususnya dimensi-dimensinya. Hasil riset menunjukkan bahwa penggunaan model reflektif tidak cocok. Hal ini ditunjukkan dengan adanya perbedaan hasil antara penggunaan model reflektif dan model formatif.Kata kunci: kelekatan pekerjaan, perputaran sukarela karyawan, model formatif, model reflektif, misspecification.

This study examines a new attachment concept called job embeddedness as antecedent of organizational citizenship behavior (OCB). Firstly, we tested hypothesis concerning positive relationship between job embeddedness and OCB as predicted by Mitchell et al. (2001). Secondly, we tested hypothesis concerning the mediation effect of sense of responsibility in the relationship between job embeddedness and OCB. Nurses (N = 170) and their immediate supervisors ( N = 41) from five privately owned hospital in Jogjakarta participated in this study. Of 340 questionnaires distributed to the respondents, 339 were returned yielding a response rate of 99 percent. Of those returned, 300 questionnaires were available for further analyses. Nurses were asked to respond to a questionnaire of 40 items concerning perception of embeddedness and 4 item concerning sense of responsibility to their employing organization. Nurses’ citizenship behavior were measured using 12 items as rated by their immediate supervisors. The results support the hypothesis that job embeddedness correlates positively with OCB. However, our result failed to support the prediction of the mediating effect of employees’ sense of responsibility in causal relationship between job embeddedness and OCB. The implications of the findings for further research on relationship between job embeddedness and OCB research are discussed.