Banking Service Orientation Model in Strategic HRM and System Dynamics Perspective

Junita, Audia; Saragih, Ferdinand Dehoutman; Atmoko, Andreo Wahyudi

doi:10.9744/jmk.21.1.9-20

Cited by 3 publications

(7 citation statements)

References 80 publications

(114 reference statements)

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“…Konsep OCBS (Bettencourt, 1998;Bettencourt et al 2001) sebagai bentuk pengembangan dari konsep OCB (Podsakoff & MacKenzie, 1997) bernilai penting untuk digunakan utamanya di perusahaan jasa yang mengutamakan pelayanan dalam proses bisnis antara lain perbankan (Junita et al, 2019;Liao & Chuang, 2004). Dimensi OCBS meliputi indikator loyalitas, kualitas pelayanan dan partisipasi (Bettencourt, 1998;Bettencourt et al, 2001;Junita et al, 2019 (Smith, 2005). Dimensi kepemimpinan melayani menurut Dennis ( 2004) diukur dengan instrumen Servant Leadership Assesment (SLAI) yang meliputi kasih sayang, pemberdayaan, visi, kerendahan hati, dan kepercayaan.…”

Section: Kajian Teoriunclassified

“…Variabel moderasi dalam penelitian ini adalah gender. Variabel dependen adalah Organizational Ctizenship Behavior (OCB) yang diukur dengan tiga dimensi OCB berorientasi pelayanan (Service-Oriented OCB/ OCBS) (Bettencourt, 1998;Bettencourt et al, 2001;Junita et al, 2019).…”

Section: Pengaruh Kepemimpinan Melayani Terhadap Perilaku Ocb Dengan unclassified

“…Temuan hipotesis penelitian juga mendukung hasil riset empiris sebelumnya (Maynard et al, 2012;Boudrias et al, 2014;Choi et al, 2016;Pigeon et al, 2017;Sandra & Suwandana, 2018;Bian et al, 2019;Ying et al, 2020) Temuan penelitian ini mengkonfirmasi teori dan riset terdahulu yang menyatakan bahwa penerapan kepemimpinan melayani yang baik berdampak positif dalam memunculkan trust karyawan terhadap pimpinan dan sebagai bentuk hubungan pertukaran sosial (social exchange relationship) berkualitas tinggi lebih dari sekedar pertukaran ekonomi yaitu kondisi yang dicirikan dengan adanya pertukaran timbal balik antara kepedulian pemimpin dan perhatian lebih karyawan terhadap organisasi (Van Dierendonck, 2011;Gu et al, 2015;Newman et al, 2017). Hasil penelitian ini juga melengkapi kesimpulan riset Junita et al (2019) dimana OCB berorientasi pelayanan pada karyawan bank dibentuk tidak saja oleh komitmen organisasi yang tinggi, akan tetapi juga interaksi atasan bawahan yang berkualitas baik. Variabel interaksi atasan bawahan berposisi sebagai variabel mediasi parsial (semu) artinya dapat berposisi sebagai variabel mediasi sekaligus bebas.…”

Section: Demikian Pula Hasil Uji Beda Independent Sample T-test Menemunclassified

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Hubungan Kepemimpinan Melayani Terhadap Perilaku OCB dengan Pemberdayaan Pekerja dan Interaksi Atasan Bawahan Sebagai Pemediasi serta Gender Sebagai Pemoderasi

Sari

Junita

Ritonga

2021

JAB

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This study aims to determine servant leadership on organizational citizenship behavior (OCB) with employee empowerment and leader-member exchange (LMX) as a mediating variable and gender as a moderating variable in PT Mandiri (Persero) Tbk Region I / Sumatra 1. Analytical research design Multiple regression is used as an analytical tool to determine the direction of the variables studied and to justify how significant the influence of the independent and dependent variables is through the mediating and moderating variables. In this study using an associative method with a quantitative approach. In this study, a population of 113 employees and a sample of 113 employees at PT Mandiri (Persero) Tbk Region I / Sumatra 1. The results of this study indicate that the variable servant leadership has no significant effect on organizational citizenship behavior (OCB) moderated by gender. Servant leadership has a significant effect on organizational citizenship behavior (OCB) mediated by employee empowerment. Servant leadership has a significant effect on organizational citizenship behavior (OCB) mediated by leader-member exchange (LMX).Penelitian ini bertujuan menguji dampak kepemimpinan melayani terhadap organizational citizenship behavior (OCB) melalui pemberdayaan pekerja dan interaksi atasan bawahan sebagai pemediasi dan gender sebagai pemoderasi di PT Mandiri (Persero) Tbk Region I / Sumatra 1. Metode selisih mutlak, uji t sampel bebas, dan metode kausal step dari Baron & Kenny digunakan sebagai teknik analisis untuk menguji hipotesis penelitian. Populasi dan sampel adalah 113 karyawan outsoucing di PT Mandiri (Persero) Tbk Region I/Sumatra 1 dengan penggunan teknik sampling jenuh. Hasil riset membuktikan bahwa kepemimpinan melayani tidak berdampak signifikan terhadap OCB dengan gender sebagai pemoderasi. Gender bukanlah variabel moderasi dalam model penelitian ini. Karyawan outsourcing baik laki-laki maupun perempuan memiliki persepsi yang sama baiknya terhadap kepemimpinan melayani yang berlangsung di perusahaan dan memberikan respon yang sama dalam bentuk perilaku OCB yang relatif tinggi antar kedua kelompok karyawan tersebut. Keberadaan variabel kepemimpinan melayani sudah cukup sebagai anteseden munculnya perilaku OCB yang baik pada diri karyawan, tanpa diperkuat atau diperlemah oleh karakteristik gender karyawan. Kepemimpinan melayani juga berdampak signifikan dalam membentuk OCB dimediasi pemberdayaan pekerja dan interaksi atasan dan bawahan. Pemimpin yang menerapkan karakter kepemimpinan kasih sayang, pemberdayaan, visi dan kerendahan hati akan mampu memberdayakan pekerja dengan lebih baik dan mengkondisikan interaksi antara atasan dan bawahan yang mampu membentuk perilaku OCB yang kontributif bagi organisasi. Perusahaan perlu mengkondisikan pemberdayaan pekerja dan interaksi atasan bawahan antara lain upaya-upaya memperbesar berbagi kekuasaan, informasi, pengetahuan, ganjaran, penghargaan dan kepatuhan. Riset lanjutan juga perlu dilakukan dengan landasan teoritis dan empiris atas berbagai variabel yang dapat mempengaruhi OCB dan memprediksi kinerja karyawan dengan lebih akurat.

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Section: Kajian Teoriunclassified

Section: Pengaruh Kepemimpinan Melayani Terhadap Perilaku Ocb Dengan unclassified

Section: Demikian Pula Hasil Uji Beda Independent Sample T-test Menemunclassified

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Hubungan Kepemimpinan Melayani Terhadap Perilaku OCB dengan Pemberdayaan Pekerja dan Interaksi Atasan Bawahan Sebagai Pemediasi serta Gender Sebagai Pemoderasi

Sari

Junita

Ritonga

2021

JAB

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“…When employees identify themselves with the organization, they will feel bound as members of the organization. Aisyah and Wartini (2016) and Junita et al (2019) even confirmed that organizational commitment is a critical mediating variable that connects various organizational predictors to raise an employee's OCB.…”

Section: Introductionmentioning

confidence: 93%

“…Another individual predictor that contributes significantly to the emergence of employee OCB is organizational commitment. The previous research results have proven that organizational commitment is a strong predictor of the emergence of OCB in employees (Aisyah & Wartini, 2016;Wijaya & Yuniawan, 2017;Pigome et al, 2019;Junita, 2017;Junita et al, 2019;Busharmaidi, 2020). In this case, commitment is an affective aspect that influences an individual's work behavior (McShane & Von Glinow, 2010).…”

Section: Introductionmentioning

confidence: 96%

Organizational Commitment as a Mediator of Organizational Support and Emotional Intelligence in Shaping Organizational Citizenship Behavior

Junita

Hafas

Nasution

2022

MABIS

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Research aims: This study aims to analyze the effect of organizational support and emotional intelligence on organizational citizenship behavior (OCB) through employee organizational commitment.Design/Methodology/Approach: This research was conducted in the Central Bureau of Statistics in Medan City with a population of 100 permanent partner employees. Using non-probability sampling, the entire population became the research sample. Meanwhile, the analysis technique employed path analysis.Research findings: The results proved that organizational support and emotional intelligence had a significant effect directly on organizational citizenship behavior (OCB) and indirectly through employees' organizational commitment. In other words, increased organizational support and emotional intelligence of employees will intensify the level of employee organizational commitment, raising the level of organizational citizenship behavior (OCB) and vice versa. In this case, organizational support strongly predicts employees’ high organizational commitment. Theoretical contribution/Originality: Further research that explores other predictors needs to be carried out with more significant respondents to generalize the findings better.Practitioner/Policy implication: It is essential to provide more intensive organizational support to employees since this variable is a strong organizational predictor of generating a superior level of employee organizational commitment. Organizations also need to conduct in-depth personality tests to detect the level of individual emotional intelligence of employees who work in the field and interact with the community for better work effectiveness.Research limitation/Implication: The limited number of population and samples in the agency is a limitation of the study to generalize the findings better.

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The Effect of Remuneration Policies and Learning Organizations on Employee Satisfaction and Performance in Regional Development Banks of East Java

CAHYONO¹,

SANUSI²,

Supriadi³

2022

TR1010

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As a business organization, East Java Regional Development Bank (PT Bank Pembangunan Daerah Jawa Timur Tbk) has a clear landscape in improving its business by emphasizing on the development of its human capital. Therefore, the purpose of this study is to examine how the job satisfaction and performance of banking employees can increase in terms of the role of remuneration policy and learning organization. A total of 202 East Java Regional Development Bank employees who are in the middle managerial position are taken as respondents in this study. This study uses AMOS-based structural equation modeling in analyzing the collected data. The results show that all the effects between the observed variables are accepted. An important finding from this research is that remuneration policy is found to be the most important determinant of satisfaction and performance.

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Banking Service Orientation Model in Strategic HRM and System Dynamics Perspective

Cited by 3 publications

References 80 publications

Hubungan Kepemimpinan Melayani Terhadap Perilaku OCB dengan Pemberdayaan Pekerja dan Interaksi Atasan Bawahan Sebagai Pemediasi serta Gender Sebagai Pemoderasi

Hubungan Kepemimpinan Melayani Terhadap Perilaku OCB dengan Pemberdayaan Pekerja dan Interaksi Atasan Bawahan Sebagai Pemediasi serta Gender Sebagai Pemoderasi

Organizational Commitment as a Mediator of Organizational Support and Emotional Intelligence in Shaping Organizational Citizenship Behavior

The Effect of Remuneration Policies and Learning Organizations on Employee Satisfaction and Performance in Regional Development Banks of East Java

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