The purpose of implementing community service is to improve the quality of human resources in understanding digital marketing in the village of Jayabakti. The development of digital marketing is still not well understood by the public because of the lack of directors and training on digital marketing. The method of implementing community service applies socialization and training methods to advance marketing in the Jayabakti Village community. Implementation of community service is carried out with three activities (1) digital marketing outreach, (2) training in marketing techniques through digital media or social media, (3) marketing consulting. The results of community service activities are proven by the level of understanding of the community regarding digital marketing and MSME actors who have started using social media as product marketing.
The purpose of this study was to determine the effect of work conflict and work stress through organizational commitment on employee performance at PT Dasa Windu Agung. The research method used by the author is descriptive. This research was conducted at PT Dasa Windu Agung. The research sample is the employees of PT Dasa Windu Agung as many as 84 people. Data analysis using SEM (Structural Equation Modeling) with SmartPLS (Smart Prtial Least Square) software version 3.0. The results showed that work conflict and work stress were directly and positively related to organizational commitment, then organizational commitment had a positive effect on employee performance. The results of this study also indicate that work conflict and work stress have a positive effect on employee performance through organizational commitment.
Purpose: This study aimed to determine the effect of the work environment and reward on employee engagement at PT Futaba Industrial Indonesia. Design/methodology/approach: This study uses quantitative descriptive research methods. The results showed that the work environment influences employee engagement, wherein the T-statistics for the variable work environment (X1) on employee engagement variables (Y) amounted to 3,847 more than T-table 1,675. The original sample estimate value shows a positive value of 0.279, which indicates that the direction of the work environment variable (X1) to the employee engagement variable (Y) is a significant positive effect. Thus Ha was accepted into the study. Findings: The original sample estimate value shows a positive, indicating that the direction of the work environment variable (X1) to the employee engagement variable (Y) is a significant positive effect. The original sample estimate value shows that the relationship of the reward variable (X2) to the employee engagement variable (Y) is significantly positive. Research limitations/implications: This research is only used as a sample, and the population is only in the welding section because it is not allowed to conduct research, so the results of this study are not comprehensive for all units in the company. Future research is expected to research all units in the company so that the research results. Paper type: Research paper
ABSTRACT This study aims to see the influence of employer branding on the exit intention of bank employees in Indonesia which is mediated by trust in leaders. In particular, this study tries to identify how the influence of employer perceived branding on outgoing intentions? Does the employee's trust in the leader affect the intention to leave? How does the influence of employer branding perceptions on outgoing intentions mediated by employee trust in the leader? The population of this study is bank employees who work in groups of state-owned commercial banks, groups of regional government-owned banks, groups of private-owned commercial banks. The sample in this study uses non probability sampling, with the sample is that employees have worked at least one year. For hypothesis testing, this study uses SmartPLS analysis with Likert scale measurement points one (strongly disagree) up to five points (strongly agree). The results of the study of 88 respondents of Bank employees in Indonesia showed that employer branding against intention to leave had a negative and insignificant effect, the influence of employer branding on trust in leaders was positive and significant, the trustworthiness of leaders towards intention was positive and significant, and employer perceived branding towards intention out which is mediated by employee trust in leaders is influential and significant. Keywords: Employer Branding, Intensi Keluar, Kepercayaan pada Pemimpin, Retensi
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