Personality traits (openness and conscientiousness) were found to play a major role to improve innovative work behavior. However, the relationship between the two variables cannot be fully understood because of the rule of tenure as the moderator. In order to provide greater clarity, researcher wants to examine the effects of openness and conscientiousness on innovative work behavior and how the dynamic of moderating effects of tenure on the associations between traits and innovative work behavior among startup employees. Researcher has conducted a cross-sectional study on 105 startup employees. The results showed that openness and conscientiousness personality traits influenced the innovative work behavior, but there was no moderation effect of tenure to be found. Findings of this research can increase theoretical understanding and also can be used by startup companies in the recruitment and selection process to select employees who have the characteristics of openness and conscientiousness with high potential to innovate.
The highest trends in employee turnover in companies are found in the Millennial generation. This trend is expected to continue to increase every year. This study aims to see how meaningful work influences the intention to leave the company through the role of work engagement as a mediator in the Millennial Generation sample. This research was conducted on 446 Millennial generation employees from various types of companies using convenience sampling methods. The instruments used in this study were Work as Meaning Inventory, Utrecht Work Engagement Scale-9, and Turnover Intention Scale. Based on mediation analysis, work engagement significantly acts as a mediator of the relationship between meaningful work and the intention to leave the company among millennial workers. Hopefully, the findings of this study can provide information for organizations to promote meaningful work and work engagement to increase the willingness of Millennial Generation employees to stay longer in their companies or organizations today.
As climate change is one of the major challenges of our time, green products that benefit sustainable production, such as organic agriculture is not only a trend but a necessity. The purpose of this study was to investigate consumer’s value perceptions and their intentions to purchase organic food products. In addition, the study examined the moderating role of price sensitivity between perceived value and purchase intention. Survey data from 203 people in the Jabotabek were used to test our hypotheses, We found that only one value (emotional) had a significantly positive effect on organic food product purchase intention. The moderating effect of purchase experience was found only on the path between emotional value and organic food product purchase intention. The findings offer implications for academics, practitioners, and marketers in determining strategies that encourage people to purchase organic food products. We conclude that marketers should design strategies that maximize the emotional value of organic food products.
The relationship between perceived organizational support and employee's turnover intention through supportive co-worker workshop in division B at Company X In today's business situation, retaining employee still be a major challenge to compete in the real market. The extent to which an employee is committed to the organization is often based on exchange relationship between organization and employee. Since employees are critical components in the organization, effort be must put to increase their perception of organizational support as a key predictor of turnover intentions. Therefore, this study aims to determine the relationship of perceived organizational support (POS) and employee turnover intentions. Moreover, this study aims is also to determine the most effective intervention for decreasing turnover intention. This research was conducted in Division B at Company X, a pharmaceutical and chemical company in Jakarta with a home base in Germany that struggling with turnover intention. An online survey using questionnaire was done on 103 employees in Division B of Company X to determine the relationship between the two variables. The employees were selected using simple random sampling. The result shows that there is a significant relationship between POS and turnover intention. It can be interpreted that the higher score of perceived organizational support, the lower score of turnover intention and vice versa. Based on the result, an intervention that can increase perceived organizational support was designed in the form of supportive co-worker workshop.
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