Jurnal Minds: Manajemen Ide dan Inspirasi

The Role Of Perceived Technology Support, Digital Self-Efficacy, and Perceived Employability In Remote Workers' Career Satisfaction

2024-10-01T01:21:03+00:00

Remote workers have faced a sudden shift to virtual work without flexibility and often with inadequate training. This situation increases the burden related to technology. This study investigates the impact of perceived technology support and digital self-efficacy on career satisfaction among employees, and the mediating effect of perceived employability. This quantitative research was conducted using a survey approach. The study involved 210 remote workers, and data collection was conducted using a questionnaire, and analyzed using SmartPLS 4.0. The findings showed that perceived technology support had a positive influence on career satisfaction, while digital self-efficacy had no impact on career satisfaction. Perceived employability plays a mediating role in the relationship between perceived technology support, digital self-efficacy, and career satisfaction. This study extends the existing literature by exploring career satisfaction in the remote workers in the tourism industry.

I am just a Partner, but Committed: Organizational Commitment, and Performance of Authorized Partners

2024-12-21T06:45:30+00:00

Establishing authorized partners for telecommunication providers puts human resource management at odds, as their inherent externalities require further effort to manage. This study delves into this complex management by focusing on the mediating role of organizational commitment in job performance, with organizational culture and motivation as the predictors. The sample (N: 157) is drawn from the authorized partners of the largest telecommunication company in Indonesia, for the analysis employing the partial-least-square structural-equation modeling (PLS-SEM). The findings show a moderate acceptance of the proposed research model, as indicated by the R² revelation. The study reveals that organizational commitment can mediate the effects of organizational culture and motivation on the performance of authorized partners. This underscores the importance of organizations having sufficient control over their external distributors by enhancing the positive culture experience and motivational factors in extensive training and engagement settings, thereby providing valuable insights for human resource management.

Creative Leadership and Innovative Work Behavior through the Organizational Culture in the Start-Up Firms

2024-12-21T08:34:25+00:00

This study addresses the critical challenge of fostering innovative work behavior in start-ups, where agility and adaptability are essential to thriving in dynamic markets. Existing literature suggests that while organizational culture can influence employee innovation, the role of creative leadership as a mediator remains underexplored, particularly within start-ups. This research examines how an innovation-supportive organizational culture influences creative leadership and innovative work behavior, focusing on Jakarta-based start-ups. A quantitative research approach was employed, using structured questionnaires from 219 individuals, and the statistical analysis of Partial-Least-Squares Structural-Equation Modeling (PLS-SEM). Findings reveal that a supportive organizational culture significantly enhances both creative leadership and innovative work behavior, while creative leadership partially mediates the relationship, translating cultural values into innovation. Despite limitations, including the focus on Jakarta and reliance on self-reported data, these findings lay a foundation for future research on innovation within start-ups.