Purpose Women entrepreneurship has been growing and contributing significantly to economic activities, and it may also reduce unemployment, especially in developing countries. Many women entrepreneurs have begun to experience problems, including within their socio-cultural environment, in the beginning of or when they run their businesses. Among those developing countries, Indonesia has been recognized as having diverse ethnic groups, traditions, religions and languages. The purpose of this paper is to analyse how the socio-cultural environment affects women entrepreneurs in Indonesia. Design/methodology/approach This study aims at exploring the impact of the socio-cultural environment on entrepreneurial behavior, including the involvement of women in entrepreneurial activities in Indonesia as a multicultural country. A theoretical framework is empirically tested to identify the impact of the socio-culture environment on behavior and on women entrepreneurial activity through an integrated analysis. Findings A quantitative method with a causal descriptive approach is used in this study. The data are analyzed by using a descriptive statistics with the structural equation modeling technique. This study is intended to focus on women entrepreneurs in micro, small and medium enterprises in Bandung, Indonesia. A total of 210 women entrepreneurs have participated in this study. Practical implications include useful information for women entrepreneurs to overcome the impact of the socio-cultural environment in their entrepreneurial activities, and suggest insights for future research. Originality/value The development of women entrepreneurship in emerging economies may continuously face challenges, particularly in countries with multicultural attributes.

Objective - This paper aims to investigate the impact of the work stress on job satisfaction and employee turnover among the employees in Bandung. Methodology/Technique - The study is conducted between January – April 2019 in a private company in Bandung. We distributed questionnaire to 400 participants through the human resource department in each company and obtained 216 valid and usable participants. We used SPSS software to analyze the regression and Macro Process to identify the mediation role. Findings - The findings reveal a direct effect of work stress on both job satisfaction and turnover intention, and there was also direct significant relationship between job satisfaction and turnover intention. Job satisfaction plays a mediatory role in the relationship between work stress and turnover intention. The results indicate the strategic policies of HR manager that they should consider stress and satisfaction when confront with high turnover. To identify the turnover leave, managers need to conduct routine survey regarding the employee intention. Novelty – The study uses participants from Indonesia which is considered as a collectivist culture which is still limited; thus our contribution is to provide wider perspective regarding the relationship model of work stress, satisfaction, and turnover intention. Both academics and practitioners could use the results of this study as a basis for future research. Type of Paper - Empirical Keywords: Work Stress; Job Satisfaction; Turnover Intention. JEL Classification: M12, M19.

The service quality is always the main factor for organization which focuses on the customer satisfaction to enhance their business and their performance. In order to have the great quality, they depend on their human resources. They need human resources who perform well. The employee who shows strong Organizational Citizenship Behavior believed can be performs better. That is why it is important for the organization to create employee with the strong OCB. OCB influenced by various factors. Job satisfaction and organization commitment are two important factors among them, which can predict the OCB. Organization should maintain the level of their employee's satisfaction and commitment in order to develop the strong OCB. The research analyzed the effect of the job satisfaction and organization commitment on OCB at the PLN Distribution Office for Wet Java and Banten. Research conducted towards 100participants using the multiple regression and descriptive analysis method.Through the analysis we found that job satisfaction and organization commitment has significance relation toward OCB (0.516). This finding is in line with previous research which promotes positive relation between these variables, eventhough only a mild percentage (0.266).The organization should place detail attention when applying the treatment. We suggest that the both job satisfaction and organization commitment should apply simultaneously in order to get better result. Further research needed to identify others factor which might be important to enhance the OCB. AbstrakLayanan yang optimal merupakan salah satu kunci keunggulan bersaing. Peran sumberdaya manusia dalam membangun layanan yang unggul sangat penting. Organisasi dirasa perlu untuk membangun dan memiliki sumberdaya manusia yang handal. Di samping kinerja berdasarkan pekerjaan utamanya, karyawan juga diharapkan untuk menunjukkan perilaku positif yang mendukung pencapaian kinerja perusahaan. Karyawan yang memiliki tingkat kewarganegaraan organisasional tinggi biasanya memiliki kinerja formal yang tinggi juga. Hal ini menegaskan pentingnya organisasi membangun semangat kewarganegaraan rganisasional (OCB). Pengembangan perilaku OCB dipengaruhi oleh berbagai faktor, diantaranya kepuasan kerja dan komitmen organisasi. Organisasi perlu membangun kepuasan kerja dan komitmen organisasi karyawan untuk mengembangkan karyawan dengan tingkat OCB yang tinggi. Penelitian ini menganalisis pengaruh kepuasan kerja dan komitmen organisasi terhadap OCB pada karyawan PLN Kantor Distribusi Jawa Barat dan Banten. Penelitian ini menggunakan sampel sebanyak 100responden dan analisisnya menggunakan teknik regresi berganda dan deskriptif analitis. Hasil riset ini menujukkan bahwa kepuasan kerja dan komitmen organisasi secara simultan memiliki pengaruh positif terhadap OCB (0.516). temuan ini sejalan dengan riset terdahulu yang juga menyatakan adanya hubungan pengaruh positif di antara variabel yang digunakan. Hanya saja besarnya pengaruh dari hasil riset ini hanya sebesar (0.266).berdasarkan temuan ters...

Employees are considered as important asset of business organization.Their satisfaction in doing the job is vital to the performance achievement, both for individual and organization. The retail industry also face similar challenge to develop program that enhance job satisfaction for employee. This study examine the relationship among compensation, work stress, and job satisfaction in a retail company in Samarinda. Questionnaires were distributed to 146 employees and a total of 107 usable responses were returned. Data analysis conducted by using regression with bootstrapping and found that compensation did not have effect on work stress. On the other hand, compensation has significant positive relation towards job satisfaction. Work stress also have effect on job satisfaction but in reverse direction (negative). With this kind of relation, work stress obviously did not mediate the relation between compensation and job satisfaction. Retail organization still need to develop interesting compensation packages to keep the satisfaction level of the employee. If they want to help employee to manage the stress level, compensation is not the right solution. The effect of work stress against job satisfaction is relatively small, which mean organization need to combine compensation with other factors if they want to enhance job satisfaction.

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