This study aims to analyze rural area development after Law No. 4, 2014, concerning villages. The new round of village development begins with the rights of recognition and the program of rural development by the Indonesian government. In this case, the village fund is the government flagship policy for village development, which considered to succeed in increasing the quality of people's lives through infrastructure, community empowerment, and the formation of rural areas. The development of rural areas is a center of growth, whereas focusing on the most developed areas in the disadvantaged region. To encourage the village economy, some policies used in rural areas by developing several villages that have different potential within locations. A method in this research is a case study that occurred over the past four years in Indonesia. In this case, the declining number of poor people become interesting. It happens because rural development, such as Ajibata, Toba Samosir, North Sumatra, Indonesia, can encourage regional development. The concept of rural areas relying on the coffee's attractiveness and coffee's processed as well as increasing the scale of coffee’s agricultural and the coffee's product value. Therefore, innovations in rural area development are significant to support regional economic development.
Penelitian ini bertujuan menguji mediasi paralel dimensi iklim kerja etis pada hubungan kepemimpinan transformasional dengan organizational citizenship behavior (OCB) karyawan. Penelitian ini memberikan kontribusi pada dukungan literatur kepemimpinan transformasional dengan mengajukan model mediasi paralel dimensi iklim kerja etis pada hubungan kepemimpinan transformasional dengan OCB. Penelitian ini merupakan penelitian asosiatif maka metode yang dipergunakan dalam penelitian ini adalah metode kuantitatif. Penelitian ini mengambil populasi karyawan di dua perusahaan di Jakarta. Ukuran sampel didasarkan dengan perhitungan rumus Yamane dan didapatkan 201 orang karyawan sebagai sampel. Teknik pengambilan sampel yang dipilih adalah metode probability sampling simple random sampling. Teknik analisis untuk pengujian mediasi paralel dengan menggunakan macro process yang dibantu dengan alat SPSS 26 dan Process V3.5. Hasil menunjukkan bahwa kepemimpinan tranformasional mempengaruhi secara positif dan signifikan pada OCB karyawan. Hasil pengujian pemediasian didukung dengan data yaitu secara keseluruhan iklim kerja etis memediasi hubungan kepemimpinan transformasional dengan OCB. Dan secara per dimensi, hanya dimensi review yang tidak memediasi pengaruh kepemimpinan transformasional terhadap OCB. Hasil ini mengungkapkan karyawan semakin meningkatkan perilaku kewargaannya bila didukung oleh pembudayaan iklim kerja etis terutama yang menampilkan ketiga dimensi yaitu kebersamaan, kesetaraan, dan keterbukaan. Selain itu karyawan akan semakin menampilkan perilaku kewargaan rela berkorban dengan adanya peningkatan penerapan gaya kepemimpinan yang menampilkan gaya transformasional. Implikasi praktis dan saran dikemukakan dalam penelitian ini.
This study aims to analyze and test the factors that increase employee creativity. This study examines moderating religiosity on the relationship between leadership, empowerment and employee level mediated by creative self-efficacy among employees in Jakarta. The research population was taken from the academic community of the National University, including employees, working students and alumni who have worked. The data was collected using a survey method by distributing questionnaires. The sample measurement was based on consideration of the good social research sample size according to the experts and was determined at 150. The sampling technique used was convenient sampling. The analytical method used in this research is testing moderation mediation with Macro Process 3.15V with model 15. The results show that leadership empowerment increases employee creativity both directly and indirectly. The indirect effect of empowerment leadership on employee creativity is through an increase in employee creative self-efficacy. The results also show additional insight that the level of employee religiosity moderates the influence of empowerment leadership on creativity in a negative direction. But the level of religiosity does not moderate the effect of employee creative self-efficacy on employee creativity. Practical implications are presented in this study.
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