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91	Management	ABS-79
The relationship between Organizational Culture, Trisila TNI AL and Service Quality Radito Soesanto, Rd Tuty Sariwulan, Agung Dharmawan Buchdadi Universitas Negeri Jakarta Abstract Military organizations have been identified to be bureaucratic and hierarchical, included organizational health care like hospital. The Naval Hospital (RSAL) which was originally a hospital intended only for members, has in its development become a hospital that also accept the general public. Dr. Ramelan as the Naval Central Hospital becomes a patient referral center in Indonesia. Organizational culture based on Charles Handy^s model includes Power, Task Culture, Person Culture, and Power Culture. Power culture, influences the behavior of RSPAL dr. Ramelan employees. Organization culture is one element in empowering the hospital employees. Organizations that have a strong culture can have asignificant influence on behavior and attitudes of their members. Trisila TNI AL as the three principles or basic guidelines, namely military discipline, hierarchy and honor, as the principle in implementing organizational culture which becomes a strong value system, foster a sense of belonging and increase employee morale. The culture and Trisila TNI AL that were built affect the quality of service and satisfy patients as customers. The result of research at RSPAL dr. Ramelan showed that organizational culture and Trisila TNI AL had a positive effect on service quality at RSPAL dr. Ramelan. The aims of this study : To Provide an overview of the influence of organizational culture, Trisila TNI AL and Quality Service at RSPAL dr. Ramelan. In this study, data were obtained by distributing questionnaires to employees for organizational culture and Trisila TNI AL, and outpatients and inpatients for quality service. Keywords: : Organization culture, Trisila TNI AL, Service Quality. Share Link | Plain Format | Corresponding Author (Radito Soesanto)

92	Management	ABS-80
How To Develop Human Resources Employee Performance Improvement In The Ministry Of Manpower Indyah Winasih, Dewi Susita, Ari Saptono Universitas Negeri Jakarta Abstract This study aims to determine how to develop human resources in the context of a literature study of antecedents and consequences in an effort to improve employee performance. Based on these two analyzes, this research was conducted, so that knowledge about the drivers (antecedents) and effects (consequences) related to human resource development can provide a more useful reference. The results of the findings of this study are that first the antecedents (drivers) of human resource development are human resources management, or resource management- other than that other factors are organizational resilience and human resource management system and second is the consequences of human resource development as seen from the influence of employee involvement, organizational commitment, work behavior, job satisfaction, employee welfare, and employee performance as one of the efforts to improve the Ministry So that this study can be used as a recommendation for the Ministry of Manpower of the Republic of Indonesia as an institutional effort to improve the performance of employees in their environment. Keywords: Development, iHuman Resources, iPerformance of employees Share Link | Plain Format | Corresponding Author (Indyah Winasih)

93	Management	ABS-81
THE INFLUENCE OF FAMILY RESILIENCE AND MOTHERS CHARACTER TO THEIR CHILDREN BECOME GOOD GENERATION DINAH, Prof. Dr. Rd.Tuty Sariwulan,M.Si., Prof. Dr. Siti Nurjanah, S.E., M.Si., POSTGRADUATE DOCTORAL PROGRAM UNJ Abstract The Influence of Family Resilience And Mothers Character to Their Children Become Good Generation Dinah1, Prof. Dr. Rd.Tuty Sariwulan,M.Si.2, Prof. Dr. Siti Nurjanah, S.E., M.Si.,3 1 Postgraduate Doctoral Student Management Science, State University of Jakarta, Indonesia 2 Postgraduate Doctoral Professor Management Science, State University of Jakarta, Indonesia 3 Postgraduate Doctoral Professor Management Science, State University of Jakarta, Indonesia 1 dinahmanajemen@gmail.com 2 tuty.wulan@unj.ac.id 3 siti.nurjanah@unj.ac.id Abstract. Regarding the role of mothers in family resilience, in Indonesia it plays a big role, the character of mothers in the family is able to be an example and role model and is able to produce children who excel in education and mental strength and positive thoughts. This research was conducted on families with mothers who are housewives and have children who are able to succeed in their children^s education to the undergraduate level and are able to have a career. Departing from the problems of family life where children grow up in divorced families and working mothers, the study took samples in families in the DKI Jakarta and West Java provinces, with 4,500 housewives and working mothers as well as divorced mothers who had children, and its relationship to their children^s success in later life. By testing the relationship between family resilience with the variable Mothers Character as Moderating and the success of their children as the Dependent variable. The analysis test uses the Lisrel application, with the conclusion that Family Resilience strengthened by the mother^s character is able to produce a generation of children who are able to excel in education and have a career in life. Keywords: Keywords : Family Resilience, Mother^s Characters, Good Generation Keywords: Keywords : Family Resilience, Mothers Characters, Good Generation Share Link | Plain Format | Corresponding Author (DINAH MUHIDDIN)

94	Management	ABS-83
To Reduce Unemployment Through Employment Training Program as a Bridge to Overcoming The Open Unemployment Rate (TPT) during Coronavirus Disease 19 1st Nurwulan Kusuma Devi, 2nd R.Madhakomala, 3rd Slamet Sutanto State University of Jakarta (UNJ) Abstract Abstract. The Open Unemployment Rate (TPT) for the Special DKI Jakarta Province has decreased sharply, reaching 8.5% in the last year. The formal sector that will become the engine of labor absorption in Jakarta in August 2021. The most considerable dominance of an Open Unemployment Rate comes from Vocational High School (SMK) graduates who should graduate as ready to work that the productive age is quite large at the SMK and besides that, The demographic bonus starts in 2015-2035, and the peak bonus of the demographic is in 2028-2030. The window of opportunity never comes twice, the vocational training program should plan well to anticipate the bonus demography. PPKD has an opportunity to take action to conduct a job training program by improving job training programs related to the development of information technology. The purpose of the study: This study aims to map the job training program on the absorption of labor and propose future strategies for the job training program through technological developments. Research Method: A qualitative approach and descriptive research by conducting observations and interviews to provide an overview of the job training program. Finding / Results: The study^s results related to the level of employment through job training programs at PPKD South Jakarta with significant developments during the covid 19. Conclusion: To accelerate employment, besides National Certification from BNSP and cooperate with business partners and other reputable institutions affiliated in Indonesia and universities to design a training model that covers triple skilling link with Rev 4.0. Keywords: TPT, Demographic Bonus, Training Program Share Link | Plain Format | Corresponding Author (Nurwulan Kusuma Devi)

95	Management	ABS-85
ORGANIZATIONAL CULTURE, PERSONALITY INFLUENCE ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) MEDIATED BY EMPLOYEE ENGAGEMENT, ON EMPLOYEES THE AGENCY FOR REVOLVING FUND MANAGEMENT FOR COOPERATIVES AND SMALL AND MEDIUM ENTERPRISES (LPDB-KUMKM) David Panjaitan (a*), Dewi Susita (b), Suherman (b) a) Program Studi Doctoral Ilmu Manajemen-MSDM Pascasarjana Universitas Negeri Jakarta, Jakarta. Indonesia *davenikos2606[at]gmail.com b) Pascasarjana Universitas Negeri Jakarta, Jakarta Indonesia Abstract ORGANIZATIONAL CULTURE, PERSONALITY INFLUENCE ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) MEDIATED BY EMPLOYEE ENGAGEMENT, ON EMPLOYEES THE AGENCY FOR REVOLVING FUND MANAGEMENT FOR COOPERATIVES AND SMALL AND MEDIUM ENTERPRISES (LPDB-KUMKM) David Panjaitan, Dewi Susita, Suherman This research aims to examine the determinant variable of organizational citizenship behavior on employees the agency for revolving fund management for cooperatives and small and medium enterprise(LPDB-KUMKM). The method used in this study is study literature and conducting preliminary studies from primary and secondary data to find many factors that should be solve the agency for revolving fund management for cooperatives and small and medium enterprise. The data shows that the propostions developed are including: Organizational culture has a direct and positive effect on employee engagement, personality has a direct and positive effect on employee engagement, employee engagement has a direct and positive effect on organizational citizenship behavior, organizational culture has a direct and positive effect on organizational citizenship behavior, personality has a direct and positive effect on organizational citizenship behavior, , organizational culture has an indirect and positive effect on organizational citizenship behavior through employee engagement, personality has an indirect and positive effect on organizational citizenship behavior through employee engagement, Keywords: ORGANIZATIONAL CULTURE, PERSONALITY, EMPLOYEE ENGAGEMENT, ORGANIZATIONAL CITIZENSHIP BEHAVIOR Keywords: ORGANIZATIONAL CULTURE, PERSONALITY, EMPLOYEE ENGAGEMENT, ORGANIZATIONAL CITIZENSHIP BEHAVIOR Share Link | Plain Format | Corresponding Author (DAVID PANJAITAN)

96	Management	ABS-86
Does Commissioner Characteristic Determine Firm Performance? Diana Riyana H (a*), Suherman (b), Gatot Nazir Ahmad (c), Asyifa Salsabila (d) Universitas Negeri Jakarta Faculty : Post Graduate Program Doctoral Management Abstract This study discusses the relationship between the characteristics of commissioners to the performance of banking companies in Indonesia. In this study, the variables that represent the characteristics of the commissioners are the percentage of age commissioners over 55 years old and independent commissioners in the company. Meanwhile, to measure the performance of banking companies use ROA and ROE. The sample in this research covers 4 major banks in Indonesia during 2017-2021. By conducting ordinary least square of panel data this research obtained an increasing percentage of age commissioners over 55 years old, which will increase ROA but decrease ROE. And increasing the percentage of independent commissioners will increase ROA and ROE. Keywords: Independent Commissioner, Age of Commissioner, Return on Assets, Debt to Equity Ratio Share Link | Plain Format | Corresponding Author (Diana Harjayanti)

97	Management	ABS-88
EFFECTIVENESS OF THE WORK OF NONPERWIRA SOLDIERS AT THE JAKARTA NATIONAL AIR DEFENSE COMMAND HEADQUARTERS Shobirin Universitas Negeri Jakarta Abstract This research is quantitative research. This research aims to discuss the influence of work activities through competence and technology with a commitment as mediation. The research method used in this study is a quantitative disripive approach to the survey method. The type of data used in this study is quantitative data, which is categorized into two types, namely primary data and secondary data. The data was obtained through a questionnaire survey with a population of 183 personnel with a sample of 103 personnel. The data collection techniques used in this study are observation, questionnaire and research. This data is analyzed with SPSS 23 and then conclusions are drawn. . The results of the study concluded that each variable consisting of competence, mastery of technology has a significant effect on work activities through commitment as mediation. The coefficient of the path of each variable, namely X1 to Y, is 0.298 with t count 4.975 > t table 1.97. X1 to Y is 0.328 with t count 5.521 > t table 1.97. X1 to Y is 0.287 with t counting 4.685 > t table 1.97. X1 to Y is 0.277 with t count 3.965 > t table 1.97. X1 to Y is 0.257 with t counting 3.682 > t table 1.97. X1 to Y is 0.246 with t count 0.246 > t table 1.97. Keywords: Work Effectiveness, Soldiers, Air Defense Command Headquarters Share Link | Plain Format | Corresponding Author (Shobirin Shobirin)

98	Management	ABS-89
Review Literature: A Bibliometric Study of Developments Cutting-Edge Digital Leadership Subroto (a), Ari Saptono (b), Mohammad Sofwan Effendi(b) a) Student of Doctoral Postgraduate Program in Management Science, Jakarta State University. b) Lecturer of Doctoral Postgraduate Program in Management Science, Jakarta State University. Abstract This bibliometric analysis study aims to determine the development of research articles on digital leadership by searching through the google schoolar.com database with the keyword digital leadership. This study tries to analyze descriptively based on the year of publication of the latest publication, research title based on the name of the journal/publication, abstraction and research subjects. The data was processed and analyzed using the VOS Viewer and Publish or Perish (POPs) programs to find out a bibliometric map of the development of research on digital leadership. Bibliometric analysis is a new thing in research research in Indonesia which was originally used to discuss the use of documentary and its patterns in the library field. The results showed that the publication of digital leadership research results increased significantly after 2017 and decreased the following year, but increased again in 2020 to coincide with the onset of the Covid-19 outbreak that hit the world, including Indonesia. In addition, the development of research articles shows that in early 2017 researchers focused on the concept of digital leadership, and the following year focused on finding leadership models and currently focusing on the application of digital leadership in the business and organizational world, especially digital leadership is very suitable in dealing with the current Covid-19 pandemic. Keywords: Digital leadership, VOSviewer, Bibliometric, Digital leadership models, Publication of research. Share Link | Plain Format | Corresponding Author (Subroto )

99	Management	ABS-92
Effect of Organizational Commitment, Work Engagement, and job satisfaction on loyalty in the Bekasi City Government Yeni Sedyoningsih(a*), Usep Suhud(b), Karuniana Dianta(b) Doctoral Program in Management Science, Postgraduate, Jakarta State University, Indonesia Abstract To organize government and carry out development for national goals, every organization wants its employees to have high loyalty to work and the organization, in this study analyzes the effect of Organizational Commitment, Job Involvement, and job satisfaction on loyalty to the Bekasi City Government. Research data obtained through questionnaires distributed online and off online to Civil Servants in the Bekasi City Government as many as 111 people with convenience sampling by collecting information from population members who agreed to provide information. Data analysis using SPSS, reliability measurement is done with one shot or one time measurement with SPSS statistical test. From the results of the study, it can be concluded that Organizational Commitment has an effect on Loyalty to Civil Servants in the Bekasi City Government, Work Engagement has no effect on Loyalty to Civil Servants in the Bekasi City Government, Satisfaction has an effect on Loyalty to Civil Servants in the Bekasi City Government. Keywords: Organizational Commitment, Work Engagement, Satisfaction, Loyalty Share Link | Plain Format | Corresponding Author (Yeni Sedyoningsih)

100	Management	ABS-94
Kepner-Tregoe Problem Analysis and Analytic Hierarchy Process to Select The Best Solution for Nitrogen Supply Shortage at Refinery Unit VI Balongan Yudi Ardhana (a), Meditya Wasesa (b) School of Business and Management, Bandung Institute of Technology Abstract PT Kilang Pertamina Internasional Refinery Unit VI is one of Indonesian State-Owned Enterprise that focuses on the refinery and petrochemical sector. The nitrogen plant is one of the main production unit at Refinery Unit VI. There is deviation between total nitrogen requirement with nitrogen production at Refinery Unit VI that has impact in a nitrogen supply shortage which can interrupt of the production process at Refinery Unit VI. The objective of the study is to solve the problem of nitrogen supply shortage at Refinery Unit VI, so that the continuity of nitrogen supply and fulfillment of stock security can be achieved to support the business continuity at Refinery Unit VI. The root cause analysis method is used to identify the cause of business problems structurally and comprehensively by using several method approaches consisting of Kepner-Tregoe Problem Analysis and Fault Tree Analysis. The Analytic Hierarchy Process method is used to select the best solution from several alternative solutions obtained from the brainstorming stage with several experts. There are three long term alternative solutions consisting of (1)Repair existing nitrogen plant, (2)Build new nitrogen plant, (3)Purchase Nitrogen from an external vendor. The final stage of this study is to make strategy and plan from the best-selected solution to solve the nitrogen supply shortage at Refinery Unit VI, so that the best solution can be implemented appropriately based on time, cost, quality, and safety aspects. The project implementation plan includes three main scopes consisting of processes, people, and tools aspects. Keywords: Nitrogen Supply Shortage, Root Cause Analysis, Kepner-Tregoe Problem Analysis, Fault Tree Analysis, Analytic Hierarchy Process Share Link | Plain Format | Corresponding Author (Yudi Ardhana)

101	Management	ABS-97
The Effect of Supervision and Organizational Climate on Performance of Employees PT. Panen Sakti Infrastruktur with Competence as Mediator Eric Hermawan STIAMI, Jakarta, Indonesia Abstract The three independent variables of supervision, organizational climate and competence were determined to influence the performance of PT. Panen Sakti Infrastruktur. The work is carried out by determining the indirect effect of supervision and organizational climate on the performance of employees of PT. Panen Sakti Infrastruktur with competence as a mediator. To determine the indirect effect of supervision and organizational climate on the performance of employees of PT. Panen Sakti Infrastruktur can be done by determining the direct influence of supervision, organizational climate and competence partially on the performance of employees of PT. Panen Sakti Infrastruktur and the direct influence of supervision and organizational climate are partially to competence. The method used in this study is a quantitative method with a descriptive type of research that describes the phenomenon being studied by processing 82 people who are the full sample (population) of employees of PT. Panen Sakti Infrastruktur. The calculation of simple linear regression and multiple linear regression was determined after the research data met the validity, reliability, normality, multicollinearity and heteroscedasticity tests. The significance test for simple regression was carried out by t-test, by comparing tcount and ttable. The results of the study found that all effects, both direct and indirect, were significant and positive. The influence of supervision, organizational climate and competence, partially in percent on the performance of employees of PT. Panen Sakti Infrastruktur in percent were 23.3%, 27.3% and 27.0%. The influence of supervision and organizational climate in percent partially on competence is 25.3% and 44.7%, respectively. Keywords: Supervision- Organizational Climate- Competence- Performance Share Link | Plain Format | Corresponding Author (Eric Hermawan)

102	Management	ABS-106
Analysist Talent Management at Supreme Audit Institution Republic of Indonesia Seneng Rilanto Universitas Negeri Jakarta Abstract The purpose of this study is to provide researchers and practitioners with a framework for developing talent management policies. This study evaluates the talent management program using CIPP model (Context, Input, Process and Product) at Badan Pemeriksa Keuangan Republik Indonesia (BPK RI), Jakarta in 2021. Data were collected through participant observation using interviews, observations, document studies, and recordings. Analysis and interpretation of the data showed that (1) the evaluation of the context was in a very good assessment with the vision, mission, goals and objectives of the program that were accommodated to the needs of talent- (2) the evaluation of the context is in a good assessment with several evaluation criteria being met, such as the readiness of human resources- (3) process evaluation is in a very good assessment with the consistency and ability of program implementers to meet the needs of succession planning- (4) product evaluation is in a very good assessment by filling positions and succession planning in an objective, planned, open, timely, and accountable manner. These findings lead to recommendations for the development of appropriate skills in the public sector and increased organizational responsibility that focuses on employee potential for it is integrated in organizational development. Moreover, recommended to develop a talent management strategy that reflects the values of BPK employees around inclusiveness and public services. Keywords: talent management, CIPP model, public sector Share Link | Plain Format | Corresponding Author (Seneng Rilanto)

103	Management	ABS-108
Literature Review: The Influence of Organizational Culture, Leadership Style and Ability on Organizational Commitment of Hospital Employees mediated by Motivation after Covid 19 Pandemic Ahmad Hariri 1), Henry Eryanto 2), Corry Yohana 3) 1) Doctoral Student, Department of Management 1,2,3)Universitas Negeri Jakarta Abstract The COVID-19 pandemic has changed the order of human life and behavior, including the healthcare industry and hospitals. The COVID-19 pandemic is also a test of employee commitment to their company, only employees who have high organizational commitment are able to survive. Employees are the main asset for the company, effective management is necessary. There are many factors that affect organizational commitment. This study is a comprehensive review of the literature that explores the impact of organizational culture, leadership style, and ability on organizational commitment, which is mediated by motivation in hospitals. It includes gap analyses and map readings studies of several reputable scientific journal articles and other literature. The purpose of this study is to build a conceptual framework and hypotheses of the influence between variables to be used in further research. According to the literature review, 1) organizational culture has a direct impact on motivation, 2) leadership style directly impacts motivation, 3) ability directly impacts motivation, 4) motivation directly impacts organizational commitment, 5) organizational culture directly impacts organizational commitment, and 6) leadership style directly impacts organizational commitment, 7) Long-term ability to influence organizational commitment 8) Organizational culture has a short-term impact on organizational commitment through motivation, 9) Leadership style has a short-term impact on organizational commitment through motivation, 10) Motivational ability has a short-term yet significant impact on organizational commitment. These results can be thoroughly studied with more research, in relation to the conceptual framework and hypotheses from this literature review. Keywords: Organizational Culture, Leadership Style, Ability, Motivation, Organizational Commitment Share Link | Plain Format | Corresponding Author (Ahmad Hariri)

104	Management	ABS-110
APPARATUS LEADERSHIP TRAINING MODEL EVALUATION (An EVALUATIVE RESEARCH OF THE TYLER AND KIRKPATRICK MODEL) Susi Susilawati Harahap DKI Jakarta Provincial Human Resources Development Abstract A mixture of the Tyler and Kirkpatrick models was used in the evaluation of training program design and implementation as well as leadership for changing behavior. Data on the process of planning and implementing the 2020 PKP program was used in this study, and it was done so in a way that matched program design and implementation with applicable regulations. Measurement Change in behavior leadership from the viewpoint of capability for innovation, cooperation, and optimization of internal and external resources following training carried out through deployment survey. In-depth interviews were used to conduct temporary for continuity action change. As many as 70 people, including a boss, friends, coworkers, subordinates, and partners in partnership with former PKP participants, participated in the informant study. The findings of the study indicate that: (1) the PKP program is suitable in terms of its design with regard to existing rules and legality- (2) the PKP program is suitable in terms of its general implementation with regard to existing rules and legality, though there is still a mismatch in terms of timing and facilities- (3) occurred a change in behavior or attitude that improved an organization^s capacity for innovation, collaboration, and the optimization of its internal and external resource pools. Aluminum training, however, was stopped or discontinued due to some significant continuity action adjustments. This demonstrates that the PKP program concept has been implemented in line with the law, but there are still obvious flaws due to the graduates of the program^s participants^ large-scale activity discontinuation. Therefore, researcher submits new model results evaluation in the form of ^Training Models Leadership Based on Corporate University with Stages Implementation Shared into 3 (three) Parts Cover Structure Learning 10% Social Learning 20% Experiential Learning^ (70 percent ). Keywords: evaluation - training models - leadership apparatus - corporate university Share Link | Plain Format | Corresponding Author (Susi Susilawati Harahap)

105	Management	ABS-111
How to make young programmer stay Andreadi Waskita, Asmawi, Hamidah Universitas Negeri Jakarta Abstract This research aims to measure the effect of Transformational leadership style on turnover intention of the software industry in Indonesia mediated by Organizational commitment. Data collection was carried out by 124 the whole junior programmer population. The returned and valid questionnaire results were 124 data. Data processing was using SEM method with SmartPLS 3.2 software. The results of this research are Transformational leadership has a negative and significant effect on turnover intention. Organizational commitment has a negative and significant effect on turnover intention. Transformational Leadership has a negative and significant effect on turnover intention mediate by Organizational Commitment. This novel research is proposing a model to manage turnover intention among programmer of the software industry in Indonesia through Transformational leadership on Turnover intention with Organizational commitment as mediation. This research can pave the way to improve software industry leader to prepare the young programmer. Keywords: Transformational Leadership,Organizational Commitment, Turnover Intention, Programmer, IT professional Share Link | Plain Format | Corresponding Author (Andreadi Waskita)

106	Management	ABS-112
The Effect of Transformational Leadership, Career Adaptability, and Career Commitment on Career Success of Lecturer, The Role of Job Embeddedness in La Tansa Mashiro Banten Higher Education Wildan Student of Universitas Negeri Jakarta Abstract Based on career construction theory and job embeddedness theory, the aim of the present study is to give insight into the interplay between transformational leadership, career adaptability, and career commitment on career success by the role of job embeddedness as moderation. A quantitative approach was used for this study. Data were gathered from 129 lecturers at La Tansa Mashiro College. Rangkasbitung, Banten. Hypotheses were tested using partial least squares structural equation modeling (PLS-SEM). The results showed that the effect of transformational leadership on career adaptation was not significant, job embeddedness as a moderator was needed for lecturer^s career success. Keywords: transformational leadership, career adaptability, career commitment, career success, job embeddedness, lecturer. Share Link | Plain Format | Corresponding Author (Wildan Wildan)

107	Management	ABS-113
The Effect of Transformational Leadership and Organizational Culture on Organizational Commitment The Role of Mediation Empowerment Military of Kodim 0510/Tigaraksa, Tangerang Wira Satria Dawy BMN Slog Kodam Jaya Abstract The purpose of this paper is to explore the influence of transformational leadership and organizational culture on organizational commitment by examining mediation of empowerment among military in Kodim 0510/Tigaraksa Tangerang. In total, 252 military completed an online questionnaire assessing transformational leadership, organizational culture, empowerment, and organizational commitment. A model of organizational commitment was tested using structural equation modeling. Results indicated that empowerment mediate the relationship between transformational leadership and organizational commitment, also mediate the relationship between organizational culture and organizational commitment. Keywords: transformational leadership, organizational culture, empowerment, organizational commitment, military. Share Link | Plain Format | Corresponding Author (Wira Satria Dawy)

108	Management	ABS-114
Ambidexterity, Influence, & Administrative employee performance in BUMN Telkom Indonesia Bayu Imanuddin(a*), Henry Eryanto (b), Budi Santoso(b) a)Universitas Yatsi Madani, bayuiman23[at]gmail.com b)Postgraduate Program, Universitas Negeri Jakarta Abstract In this case the company or an organization must be able to adapt and apply the model quickly to work units with the application of superior management. In researchers choosing the research locus at Telkom Indonesia, which is one of the state-owned companies, this research has a formula to build performance. Developing Performance can be obtained with various combinations of management abilities, but in the specific context that will be carried out this research is to apply the new model Ambidexterity, Influence, & Administrative which is a combination of variables that build performance. The purpose of this study is to measure the causal relationship that occurs in employee performance in BUMN Telkom Indonesia. The Design method is Action Research which consists of: The first stage is problem identification, the second stage is model development, and the third stage is evaluating the effectiveness of the model. Data collection carried out in this research is to use a questionnaire in the form of a questionnaire that will produce quantitative and qualitative data. using SEM Analysis (Structural Equation Modeling) to determine the path. Hypothesis. The respondents of this research are all TL Supervisors (team leader) to Site Manager (SM) PT. Telkom Indonesia in Wilayah Banten which consists of 12 Telkom STOs in Tangerang. Keywords: SEM, Action Research, Ambidexterity, Influence, Administrative Share Link | Plain Format | Corresponding Author (bayu imanuddin)

109	Management	ABS-116
Accelerating The Transition to Circular Economy in ASEAN Region through Green Supply Chain Management Competencies Rahmad Hendrawan Master in Management, Faculty of Economics and Business, University of Gadjah Mada, Yogyakarta, 55281, Indonesia. Abstract In order to accelerate the transition to a circular economy, Green Supply Chain Management (GSCM) provides resource optimization and is considered a solution to address environmental problems and consumption patterns within the supply chain framework. The expansion of GSCM implementation is crucial for survival in an environment that increasingly demands companies to have higher performance than others. Within the circular economy framework, companies aiming to improve the quality of GSCM must continuously monitor their achievements. To integrate the circular economy concept into GSCM, there must be a balance between environmental, economic, logistical, organizational, and marketing performance indicators. However, in previous studies, these indicators were tested separately in terms of GSCM performance appraisal. In order to achieve an optimal balance, it is necessary to analyze these different indicators. In the context of the ASEAN region, the aim of this paper is to propose a conceptual GSCM performance appraisal framework that integrates environmental, economic, logistical, operational, organizational and marketing performance as a whole and not a set of separate parts. The proposed framework has a three-dimensional hierarchy that includes the main criteria, sub-criteria, and measures of GSCM performance appraisal which are very important for implementing an effective GSCM in the ASEAN region. Keywords: ASEAN Region- Circular economy- Green supply chain management- GSCM framework- Share Link | Plain Format | Corresponding Author (Rahmad Hendrawan)

110	Management	ABS-117
EVALUATION OF THE MEDIATION SERVICE PROGRAM AT KPAI (Indonesian Child Protection Commission) Rakhmad Parulian, Madhakomala, Hamidah Ilmu Manajemen, Universitas Negeri Jakarta Abstract This research aims to evaluate the mediation services program at the Commission Indonesian Child Protection (KPAI). In this study we focus on mediation services division. This research uses a qualitative approach to the evaluation model used by the disperency evaluation model (DEM), where researchers analyze data in accordance with the dem stages, namely, design, installation, process and product. Data collection was carried out by means of observation, interviews, discussions, discussions of KPAl internal supporting data groups and incoming data. The results showed that the sub-focus of the study that had a low and fairly low discrepancy rate showed that the design of the installation the program is already good. While the subfocus with discrepancy is quite high and high illustrated that community service program and dispute mediation violations of children^s rights in KPAI need to be specifically improved. The results of this evaluation can be concluded as followed: design of community service programs and mediation, child disputes in KPAI are good. This is illustrated by the low level of discrepancy. The legal basis for program implementation is in the form of regulations legislation, Presidential regulations, Ministerial Regulations and KPAI regulations has been fulfilled. The installation of this service program is already good. This is illustrated from the level of fairly low discrepancy. Community services and mediation at KPAl already went well. The process of implementing mediation service programs in the community is illustrated from the level of fairly high discrepancy, the availability of organizational structures in KPAl is not effectively improve the quality of service and the execution of tasks and functions in the structure is not going well. The product of the implementation of mediation services in KPAl does not go well, this is illustrated from a fairly high level of discrepancy, access of the service has not yet materialized and the quantity of s Keywords: evaluation, Children, kpai Share Link | Plain Format | Corresponding Author (RAKHMAD F ARULIAN)

111	Management	ABS-118
HIGHER EDUCATION GOVERNANCE MODEL TO IMPROVE LECTURER PERFORMANCE IN THE ERA OF THE INDUSTRIAL REVOLUTION 4.0 Yetti Supriyati, Naufal Affandi, Kadir Jakarta State University Jakarta State University Syarif Hidayatullah State Islamic University Jakarta Abstract This study aims to formulate a model and analyze the direct influence of Transformational Leadership, Organizational Commitment, and Organizational Culture on Governance and Lecturer Performance in Private Universities in Banten. This study uses an associative quantitative approach or research aimed at knowing the effect of exogenous variables on endogenous variables. The population in this study were lecturers at Bina Bangsa University, Banten Jaya University, and Serang Raya University- as many as 211 lecturers participated as respondents in this study. Data collection using survey methods and analysis techniques using SEM with Lisrel 8.80 software. The results showed that (1) Transformational Leadership Has No Significant and Positive Effect on Governance, (2) Transformational Leadership Has No Significant and Negative Effect on Lecturer Performance, (3) Organizational Commitment Has a Significant and Negative Effect on Governance, (4) Organizational Commitment Significant and Positive Influence on Lecturer Performance, (5) Organizational Culture Has No Significant and Negative Effect on Governance, (6) Organizational Culture Has No Significant and Negative Effect on Lecturer Performance, (7) Governance Has Positive and Influence on Lecturer Performance. There is empirical evidence and novelty or new findings that the existence of good Governance can improve Lecturer Performance, with a positive correlation direction coefficient. Keywords: Transformational Leadership, Organizational Commitment, Organization Culture, Governance, Lecturer Performance Share Link | Plain Format | Corresponding Author (Naufal Affandi)

112	Management	ABS-121
INDIRECT EFFECTS OF RECRUITMENT, COMPENSATION, AND JOB SATISFACTION ON RETENTION OF PERMANENT LECTURERS AT PTS LLDIKTI REGION III JAKARTA WITH ORGANISATIONAL COMMITMENT AS A MEDIATOR 1. Budi Akhmad Tarigan, SE, MM 2. Prof. Dr Hamidah, M.Si 3. Prof Dr Siti Nurjanah, M.Si 1) Doctoral student of Management Science, Universitas Negeri Jakarta 2) Lecturer of Postgraduate Doctoral Programme in Management Science, Universitas Negeri Jakarta 3) Lecturer of Postgraduate Doctoral Programme in Management Science, Universitas Negeri Jakarta Abstract Recruitment, compensation, job satisfaction and organizational commitment are 4(four) independent variables used to examine the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta. This study uses the indirect effect of recruitment, compensation and job satisfaction on the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta with organizational commitment as a mediator. This indirect effect can be determined through the direct influence of recruitment, compensation, job satisfaction and organizational commitment on the retention of permanent lecturers at PTS LLDIKTI Region III Jakarta and the direct influence of recruitment, compensation, job satisfaction on organizational commitment. The method used in this study is a quantitative method with a descriptive type of research that describes the phenomenon being studied through regression equations. The regression equation was determined after all research data were tested with validity, reliability, normality, multicollinearity and heteroscedasticity tests from 300 respondents who were samples of all permanent PTS lecturers with university legal entities located in LLDIKTI III d/h Kopertis Region III classified into cluster 4 (coaching), as many as 14 private universities with a total population of 1197 (Kemendikbud RI, 2019). Keywords: Recruitment, Compensation, Job Satisfaction, Organisational Commitment And Retention Share Link | Plain Format | Corresponding Author (BUDI AKHMAD TARIGAN)

113	Management	ABS-122
Relationship Between Toxic Leadership and Job Stress On Turnover Intention Febrisi Dwita (a*), Usep Suhud (b), Widya Parimita (b) (a) Faculty of Economic and Business Bina Insani University *dwitafebrisi[at]gmail.com (b) Faculty of Economic and Business State University of Jakarta usuhud[at]unj.ac.id Abstract This study aims to examine a model that evaluates the effect of toxic leadership on job stress and turnover intention. This study used a simple random sampling technique, and the data for this study were obtained by the questionnaire method from a total of 100 employees in the operational unit division of three logistics couriers in Bekasi City. Data analysis using Smart PLS software. The results show that there is a significant direct relationship between toxic leadership and employee job stress, there is a significant direct relationship between job stress and turnover intention, and there is no direct relationship between toxic leadership and turnover intention. This is a new finding in a study conducted on employees of the operational division of a logistics company located in the city of Bekasi. In other words, the higher the application of toxic leadership felt by employees, the higher the level of job stress they feel, so that the job stress felt by employees can result in the level of turnover intention that will be carried out by the employee. Keywords: Toxic leadership, job stress and turnover intention. Share Link | Plain Format | Corresponding Author (Febrisi Dwita)

114	Management	ABS-123
Organizational Performance Challenges On The Effects Of Leadership Style Through Adapting To Change Deni Surapto1, Usep Suhud2, Budi Santoso3, Rahmaddian4 Universitas Negeri Jakarta Abstract Organizations are able to survive not only relying on the authority of a leader, but intelligence is needed so that they can respond to various changes that occur around them and carry out various kinds of creativity and innovation, both through Organizational trust (OT), manage work stress well and see to what extent employee job satisfaction in developing innovative organizational performance. This research was conducted with a quantitative approach, the population of Open University employees with a sample of 120 employees with regional offices of open universities throughout Indonesia through representatives of offices in the western, central and eastern parts of Indonesia. The instrument used was a level questionnaire. The Likert scale with five statements ranging from very dissatisfied and very satisfied. Analysis tool using SMART PLS. The results of this study indicate that there is a significant positive effect between Agile leadership, work stress, organizational trust on organizational performance. There is only one variable that has no effect, namely Agile leadership with job satisfaction Keywords: Agile Leadership, Organizational Trust, Work Stress, Job Satisfaction, Organizational Performance. Share Link | Plain Format | Corresponding Author (Deni Surapto)

115	Management	ABS-124
Leadership Coaching on Supervisory Leadership Training on Employee Training Center of Ministry Education, Culture, Research and Technology Sunarto Postgraduate University State of Jakarta Abstract This study aims to evaluate the implementation of leadership coaching in supervisory leadership training at the Employee Training Center Of Ministry of Education, Culture, Research and Technology based on four levels of Kirkpatrick evaluation: reaction, learning, behavior, and result. The method used is qualitative. Interviews were conducted on three widyaiswara as coaches, 4 participants as coachees, 1 participant^s supervisor, 1 training organizer and 1 coaching expert. The results showed: (1) all parties stated that leadership coaching is very important in the implementation of training, (2) leadership coaching carried out in supervisory leadership training is more focused on the preparation and implementation of change actions, especially short term, because there is a time limit for implementing change actions, (3) leadership coaching provides lessons to supervisory leadership training participants regarding decision making and change management, (4) there are differences in the stages of coaching carried out in the supervisory leadership training with the coaching flow built by ICF, (5) leadership coaching has an impact on the success of participants in completing change actions and also on improving organizational performance, (6) 8 coach competencies based on ICF have not been implemented by coaches in supervisory leadership training Keywords: leadership coaching, supervisory leadership training, coach competence, change actions Share Link | Plain Format | Corresponding Author (Sunarto Sunarto)

116	Management	ABS-125
Challenges of Leadership in Data-Driven Organization Tb. Abdurahman (a), Nadiroh (b), I Ketut R Sudhiardhita (c) a) Universitas Negeri Jakarta, Jl. Rawamangun Muka, Jakarta Timur. b) Universitas Negeri Jakarta, Jl. Rawamangun Muka, Jakarta Timur. c) Universitas Negeri Jakarta, Jl. Rawamangun Muka, Jakarta Timur. Abstract The goal of this research is to gain a better understanding of the challenges and typical responses of leaders in data-driven transformations. Organizations are increasingly aspiring to data-driven decision-making practices. Transformational aspects in this context transcend traditional change management processes and present new and different challenges to leadership. To investigate these challenges and typical responses, we conducted four in-depth case studies of organizations that are further along in their transformation to a data-driven organization. Our investigation is guided by propositions derived from the literature on change management and digital transformation. Our findings contribute to a better understanding of the critical role of leadership in a data-driven transformation, particularly in (1) continuously communicating and explaining the value of being data-driven, (2) securing and managing critical resources, such as data and analysts, and (3) creating a data-driven culture. Our research adds to the body of knowledge by combining insights from change management and data-driven transformations in order to better understand the dynamics of leadership in this context. Keywords: leadership- data-driven organization- culture- change management- transformation Share Link | Plain Format | Corresponding Author (Tb Abdurahman)

117	Management	ABS-126
SELF-EFFICACY AND JOB PERFORMANCE A META ANALYSIS Nor Lailla Universitas Negeri Jakarta Abstract The purpose of this study is to explore between Organizational Commitment and Motivation through meta-analysis to provide an alternative offering better knowledge about the Organizational Commitment literature in organizational development. This research study is a meta-analysis based on the results of this study using a meta-analysis that has not found a significant relationship between Self Efficacy and job performance. This research was conducted in 12 journals with 19 studies to examine the relationship of Self Efficacy with job performance, from the results of the meta-analysis research obtained 0.38 or 38% which is included in the low category. While 62% is influenced by other variables Keywords: Self Efficacy, job performance, meta analysis Share Link | Plain Format | Corresponding Author (Nor Lailla)

118	Management	ABS-127
Paradigms of Flexible Working Arrangements and Innovation Work Behavior: A Systematic Review of the New Thinking of Working Yuliana Saridewi Kusumastuti1*, I Ketut R. Sudiarditha2, Karuniana Dianta A. Sebayang3, Adison Adrianus Sihombing4 Universitas Negeri Jakarta123, Universitas MH Thamrin Jakarta1, Badan Riset Inovasi Nasional4 123Program Doctoral, Department of Management, Universitas Negeri Jakarta, Jl Rawamangun Muka Raya No.11, Jakarta, 13220, Indonesia 1Faculty of Economics and Business, Universitas MH. Thamrin Jakarta Jl Raya Pondok Gede no 23, Jakarta, Indonesia 4Badan Riset Inovasi Nasional Jl. Gatot Subroto No.10, Jakarta 12710, Indonesia Abstract Innovation is a determinant element of the existence of an organization in the face of business competition in the era of digitalization 4.0 towards society 5.0. One form of innovation in question, namely innovation work behavior and flexible work arrangements. Innovation work behavior is a process that includes the creation, development, and implementation of innovative thinking. Flexible working arrangements is a modification of the work system as a result of technological developments, especially in the field of communication, which allows employees to work freely at any place, time and period of time. The purpose of this study is to explore and analyze the effect between flexible work arrangements and innovation work behavior in an organization based on information literacy, namely: Google Scholar, CrossRef and Pubmed with a range of years between 2017 to 2022. The results show there are 1000 journals on flexible work arrangements, 1000 journals on innovation work behavior and 680 journals that examine these two issues. The results of this study indicate that there is a positive and significant influence between flexible work arrangements on innovation work behavior. This finding reflects that digital technology has an impact on human^s attitude, behavior, lifestyle, way of working and social life of the community. Keywords: flexible work arrangements, innovation work behavior Share Link | Plain Format | Corresponding Author (Yuliana Saridewi Kusumastuti)

119	Management	ABS-129
The Influence Of Organizational Culture, And Digital Leadership Style On Motivation And Its Impact On Employee Performance At PT. Suara Merdeka Group Muhammad Junaid Kamaruddin (a*), Usep Suhud (b), Agung Dharmawan Buchdadi (c) Universitas Negeri Jakarta Abstract This study aims to analyze the direct influence of organizational culture and digital leadership style variables on employee motivation and performance, the effect of motivation on employee performance and the indirect influence of organizational culture and digital leadership style on employee performance through motivation at PT. Suara Merdeka Group This research is a quantitative study, with a research sample of 175 people. The data were analyzed using SEM-Structural Equation Modeling analysis using the AMOS-25 tool. The results showed that organizational culture and leadership style contributed directly to the increase in motivation. Organizational culture has a significant influence on performance. Digital leadership style does not directly affect employee performance. Motivation has a significant influence on employee performance. Organizational culture and leadership style have an indirect effect on employee performance through motivation. Keywords: Organizational Culture, Motivation, Digital Leadership Style, and Employee Performance Share Link | Plain Format | Corresponding Author (Muhammad Junaid Kamaruddin)

120	Management	ABS-130
Environmental Leadership Model for Company Leaders in the Brebes Industrial Estate Achmad Husen, Ananto Kusuma Seta, Melly Fera Universitas Negeri Jakarta Abstract The main environmental problem in the Industrial Estate in Brebes Regency, Central Java, is the large amount of waste originating from production materials and industrial waste that is disposed of without being processed first. If this condition is left unchecked, it will not only result in high production costs which can affect the high selling price so that it will experience difficulties in competition in the market, but also and especially will lead to a decrease in quality and environmental damage. The initiation of overcoming the decline in quality and environmental damage is mostly dominated by the local government. This effort is still very limited, so it is necessary to evaluate and find solutions that are more effective, efficient, and sustainable. Industrial estates as areas that have management authority, should be able to manage the area with the principles of green and circular economy in accordance with the target of sustainable development goals. Its implementation needs to involve all related parties, especially the leaders of companies in the area. The role of company leaders is the main key to success because they have the authority to guide, nurture, and direct employees to think, and behave pro-environmentally. Related to this, it is very important for company leaders to have a mindset, attitude, and pattern of action in their leadership that supports the environment, called Environmental Leadership. Based on the above thoughts, it is necessary to conduct research on Environmental Leadership in the Brebes Industrial Estate. The purpose of this study is to find out (1) the real situation of environmental leadership for company leaders in the Brebes Industrial Estate, (2) what aspects of environmental leadership are still weak, and (3) find a model for strengthening environmental leadership for company leaders in the Brebes industrial area. The benefits of this research are very important and strategic in developing a green, sustainable, healthy, Keywords: Environmental Leadership, Company Leaders, Industrial Estate Share Link | Plain Format | Corresponding Author (Achmad Husen)

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