(searched for: doi:10.33215/sjom.v2i1.64)
Published: 1 February 2021
IOP Conference Series: Materials Science and Engineering, Volume 1073; doi:10.1088/1757-899x/1073/1/012056
The research activities in The State Polytechnic of Malang addressed to achieve the output as articles, intellectual properties, and product innovations. The incentives are given to the researchers who publish articles in reputable publishers due to increasing the articles in both numbers and quality. In this work, an information management system of publications is developed and analysed. The system is integrated into the staff database in order to relate with yearly staff performances. In the system, articles are categorized according to classification as International and National publications. Furthermore, both the International and National Categories are classified as a reputable and accredited publisher, respectively. The proposed system has tested by administrators in each unit and randomly staffs as respondents to fill the questioner. The result shows that the management system can be operated by an administrator in each unit and the staffs do not have difficulty to use the proposed system. It means the proposed system can be applied in The State Polytechnic of Malang.
Published: 5 December 2020
by MDPI AG
Journal of Open Innovation: Technology, Market, and Complexity, Volume 6; doi:10.3390/joitmc6040182
The aim of this research paper is to depict the level of satisfaction and importance of Full expressions Micro, Small & Medium Enterprises’ (MSMEs)’ human resources (HR) and the tourism sector community in East Java. The research was conducted on all aspects of HR in tourism sector MSMEs, among foreign and domestic tourists in East Java. The research is a quantitative and descriptive one. Primary data are used. The population of the research is HR in tourism sector MSMEs as well as domestic and foreign tourists. The sampling technique used is purposive sampling. Ten cities of high tourism potential were chosen. Determination of the sample size used the minimum criteria of a structural model that is between 100 and 200 units. In total, 200 tourism sector MSMEs were determined from ten tourism cities in East Java. From every tourism sector MSMEs, four employees and three tourists were taken. As a result, the entire research consisted of 800 employees and 600 foreign and domestic tourists. Importance performance analysis (IPA) was utilized as an analysis tool in this paper. The result indicated that each tourism resort, being a sample, has different findings. Batu City demonstrates a lack of transglobal leadership (TL). Malang, Kediri, and Blitar City demonstrate organizational citizenship behavior (OCB). Malang City lacks employment engagement (EE). Meanwhile, Pasuruan City and Blitar Regency are about human resources performance (HRP). For Pasuruan Regency, the variable of quality of work life (QWL) should be improved. For Sidoarjo Regency, sustainable tourism competitiveness (STC) should be paid attention. For Kediri City, the main variable that needs to be enriched is responsible marketing (RM). Overall, for the East Java region, the main variable that needs to be improved is RM. The findings obtained constitute a practical contribution for main tourism stakeholders to formulate relevant policies to cope with problems.
SEISENSE Journal of Management, Volume 2, pp 39-47; doi:10.33215/sjom.v2i2.118
Purpose- The purpose of this study was to investigate the impact of nepotism & favoritism as a form of organization politics on HRM practices and employee performance. Design/Methodology- Explanatory research design was employed to determine the effect of nepotism & favoritism on HRM practices and employee performance. Primary data collection method was used among employees working in different public-sector hospitals based on their accessibility. For this study, the sample of 150 employees was used. The adapted questionnaire was used for data collection. Data were analyzed using SPSS. Findings- The correlation analysis revealed a significant relationship between favoritism, employee performance & HRM practices whereas nepotism has a significant association with employee performance but the insignificant relationship with HRM practices. The outcomes of the study unveiled a significantly negative effect of nepotism on employee performance & HRM practices while favoritism has a significantly positive effect on employee performance & HRM practices. Practical Implications- The study outcomes might help public sector hospitals HR department to incorporate some changes regarding their policies to prevent the nepotistic & favoritism practices which can lead to creating a politics in the organization in which everyone works to fulfill his or her self- interest without focusing towards organizational goals achievement.