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Management Human Capital Management Communication Skills Organization Behaviour Business Etichs Hospitality
Many studies have examined the relationship between training and employee job satisfaction, the relationship between employee training and organizational commitment, the relationship between competence and employee job satisfaction, and the relationship between competence and organizational commitment, but there are still many unanswered questions. In particular, research has not explained how training and competence directly affect job satisfaction and managerial competence and how training and competence indirectly affect organizational commitment through job satisfaction. Therefore, this study investigates how training and competence directly affect job satisfaction and organizational commitment. Indirectly, training and competence affect organizational commitment through job satisfaction. Survey-based data collection was collected by purposive sampling, which included 280 employees from BPJS who participated in the training. The findings from the path analysis, along with measurements and structural tests, are very supportive of the employee training program. The findings show that employee training and competence directly affect job satisfaction and organizational commitment. The findings also show that training and employee competence indirectly affect organizational commitment through job satisfaction. Finally, employee job satisfaction affects managerial competence. This study shows that employee training is an effective way for organizations to achieve their goals. Doi: 10.28991/ESJ-2023-07-02-016 Full Text: PDF
This study investigates the influence of stakeholder collaboration factors communication, commitment, and trust on the effectiveness of cultural heritage tourism development in Purwakarta Regency, Indonesia. A conceptual model was developed based on social exchange theory and adapted from Ramayah et al. (2021), incorporating network collaboration as a mediating variable. Employing a quantitative approach with Structural Equation Modeling-Partial Least Squares (SEM-PLS), data were collected from 135 tourism stakeholders, including local governments, tourism groups, SMEs, and cultural actors. The findings show that commitment and trust significantly influence network collaboration, while communication does not. However, communication, commitment, and trust do not directly affect destination development effectiveness, and network collaboration does not mediate these relationships. The novelty of this study lies in the localized adaptation of the collaboration model to rural tourism contexts characterized by cultural heritage, emphasizing the strategic role of human resources. The study contributes theoretically to collaborative governance in tourism and offers practical implications for strengthening community-based tourism strategies aligned with the Sustainable Development Goals (SDGs).
The aim of this research is to examine the influence of human capital management (HCM) and organizational agility (AO) on the quality of group private hospital services, which is mediated by perceived organizational support (PDO). The population in this study was the accreditation team that was active in the preparation, implementation, and follow-up of the results of the hospital accreditation assessment, totaling 656 people, and the target sample taken using the stratified random sampling method was 253 people. This research uses path modeling analysis techniques with PLS tools. Based on the tests carried out, it was found that human capital management influences the quality of hospital services, organizational agility influences the quality of hospital services, perceived organizational support influences the quality of hospital services, and perceived organizational support mediates the influence of human capital management and perceived organizational support on the quality of hospital services.
The Covid-19 pandemic has affected all aspects of people's lives and the world in a short time. The medical work environment dealing directly with patients is very stressful, especially for nurses who have to be in the inpatient room for 24 hours continuously. The purpose of this study was the extent to which hospital organizational agility could increase job satisfaction and organizational commitment of nurses working in inpatient room COVID-19 patients. This research method is a quantitative research method with data processing tools using the SmartPLS version 3.0. The research data was obtained from an online questionnaire using google form with a non-probability sampling technique, namely a convenience sampling technique (accidental sampling). The respondents of this study were 110 nurses who served in the Covid-19 inpatient service section at the Sentra Medika Group Hospital domiciled in West Java province which was appointed as a Covid-19 referral hospital by the Governor of West Java. The results showed that the direct effect coefficient of organizational agility on organizational commitment was 0.207, job satisfaction on organizational commitment was 0.484, and the indirect effect coefficient of organizational agility on organizational commitment through job satisfaction was 0.234. Thus, it can be concluded that organizational agility has a positive and significant effect on organizational commitment mediated by job satisfaction.
Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh kecerdasan emosional, kecerdasan spiritual dan kepemimpinan heroik terhadap prestasi kerja agency manager pada PT. Prudential Life Assurance di Jakarta. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 96 orang agency manager di 8 (delapan) kantor agency PT. Prudential Life Assurance di Jakarta pada tanggal 15 Maret sampai dengan 25 Mei 2017. Metode sampling yang digunakan adalah nonprobability sampling. Dari populasi 400 orang, diambil 96 orang yang memiliki prestasi kerja terbaik, sudah mencapai karier agency manager dalam jangka waktu 5 (lima) tahun dan berkantor di Jakarta. Metode analisis yang digunakan dalam penelitian ini adalah analisis SEM dengan bantuan software Smart PLS 3.0. Model teori yang dipakai dinyatakan fit dengan melihat nilai t-statistik > 1,96, R² sebesar 0,756, Q² sebesar 0,244, GoF nya sebesar 0,839. Hasil penelitian menunjukkan bahwa: (a) kecerdasan emosional 28,8 % memengaruhi prestasi kerja, (b) kecerdasan spiritual 51,3 % memengaruhi prestasi kerja, (c) kepemimpinan heroik 37,4 % memengaruhi prestasi kerja, dan (d) kecerdasan emosional, kecerdasan spiritual, dan kepemimpinan heroik secara simultan memengaruhi prestasi kerja agency manager PT. Prudential Life Assurance di Jakarta sebesar 75,6 %. Variabel kecerdasan spiritual merupakan variabel yang paling besar pengaruhnya terhadap prestasi kerja agency manager PT. Prudential Life Assurance di Jakarta.
