Journal of Theoretical and Applied Management (Jurnal Manajemen Teori dan Terapan)

The Role of Knowledge Management, Transformational Leadership, and Organizational Commitment on Employee Performance: Empirical Study in Public Sector

Leviadi Pangaribuan, Aryana Satrya — Fri, 20 Dec 2024 00:00:00 +0700

Objective: This research aims to empirically investigate the influence of knowledge management practices and transformational leadership on employee performance in the public sector, through the role of organizational commitment as a mediator

Design/Methods/Approach: Data were collected using an online questionnaire method from 854 employees. Respondents who meet the requirements in this study are permanent employees with at least one year of work experience from staff level to manager. The collected data were analyzed using Lisrel 8.8 via structural equation modeling (SEM) to explain the relationship between constructs.

Findings: The findings of this study showed that both knowledge management and transformational leadership demonstrated a positive and significant effect on employee performance. Organizational commitment positively influenced employee performance, partly mediating the impacts of both knowledge management and transformational leadership on employee performance.

Originality/Value: This research sheds light on the role of knowledge management within the Indonesian public sector, a developing country context where previous studies have indicated its rare implementation. Additionally, by combining the role of transformative leadership style as an additional predictor, it can contribute to enriching existing literature. Although previous research has placed organizational commitment as a mediating factor, the integration of this research model has not occurred before, especially in the context of the public sector.

Practical/Policy Implication: Public sector organizations are advised to encourage the implementation of knowledge management and create transformative leaders. The synergy between knowledge management and transformational leadership fosters a dynamic workplace environment, enabling employees to be well-prepared, motivated, and empowered to perform effectively in their roles, thereby contributing to organizational success.

The Impact of Omnichannel Properties on Customer Engagement and Loyalty in Banking: An SOR Perspective

Fri, 20 Dec 2024 00:00:00 +0700

Objective: This study will thoroughly explore the effects of the quality of integration, perceived fluidity, and the reliability of assurances on cognitive and emotional engagement and customer loyalty within the banking sector. The investigation will be conducted in an omnichannel context using the stimulus-organism-response (SOR) framework.

Design/Methods/Approach: This research utilized an online survey distributed via personal messages to collect data from bank customers who actively use omnichannel banking services. Employing a non-probabilistic purposive sampling technique, the study ensured respondents met specific criteria, resulting in 275 valid responses, which were analyzed using Smart PLS-SEM 4.0 to verify the proposed hypotheses.

Findings: This study found that the quality of integration and perceived fluidity significantly affect cognitive and emotional customer engagement. Interestingly, the reliability of assurances impacts only cognitive engagement rather than emotional engagement. These two forms of engagement, cognitive and emotional, substantially enhance brand loyalty in the omnichannel banking context.

Originality/Value: This study contributes significantly to the existing literature by providing a holistic perspective on customer engagement in the banking sector during the omnichannel era. Unlike previous studies, this research integrates three key dimensions within omnichannel banking: the quality of integration, perceived fluidity, and the reliability of assurances. Using the SOR framework, it explores their impact on cognitive and emotional engagement and customer loyalty. The findings not only deepen the understanding of effective service channel management to enhance customer engagement and loyalty but also offer practical guidance for the banking industry in designing more effective omnichannel strategies.

Practical/Policy implications: This study's findings provide valuable insights for banks in the omnichannel banking sector. The research indicates that banks must optimize integration quality across service channels to enhance customer engagement and loyalty. Banks should adopt technologies that enable real-time data synchronization and train staff to ensure service consistency across all channels. Additionally, banks should develop effective loyalty programs to maintain cognitive and emotional customer engagement and actively collect feedback to improve customer experience continuously.

Fostering Innovative Culture for Enhanced Organizational Health and Performance in Public Organizations

Fri, 20 Dec 2024 00:00:00 +0700

Objective: This study aims to explore the effects of introducing an innovative culture on organizational health and performance within public sector entities, specifically focusing on the Surabaya City Government. The selection of Surabaya City Government is rooted in its pivotal role in public sector reform within Indonesia. The city ranks fifth in Indonesia’s Regional Competitiveness Index, highlighting the importance of fostering innovation to enhance organizational health and public service delivery.

Design/Methods/Approach: Employing an action research design, this research utilizes a longitudinal survey method conducted at two distinct time points: pre and post innovative culture training intervention. The Organizational Health Index (OHI) and custom surveys on innovative culture are used to gather data from a sample of civil servants within various departments of the Surabaya City Government. Analytical methods include descriptive statistics, paired sample T-Tests, and structural equation modeling (SEM) to assess the impact of the innovative culture on organizational performance.

Findings: The introduction of an innovative culture significantly reshaped internal alignments and quality of execution, leading to enhanced organizational performance initially. However, these changes also introduced challenges, such as disruptions in established processes and potential misalignment between short-term adaptability and the organization’s established long-term objectives. The findings indicate that while innovative culture fosters greater adaptability and responsiveness to change, it also necessitates sustained management focus to integrate innovations effectively without compromising the organization's core operational stability.

Originality/Value: This study contributes to the existing literature by providing empirical evidence on the impact of innovative culture in a public sector context, a relatively underexplored area compared to private sector studies. It expands the understanding of how public organizations can harness innovative practices to enhance their health and operational efficiency.

Practical/Policy Implication: The findings underscore the importance of careful implementation and continuous management of innovative practices within public organizations. For policymakers and practitioners, the study suggests establishing an Innovation Governance Committee to oversee the alignment and implementation of innovation with organizational goals and public accountability; implementing mandatory leadership training to foster transformational leadership, creative problem-solving, and cross-departmental collaboration; adopting innovation performance metrics to assess both qualitative and quantitative aspects of innovation, such as the successful integration of new initiatives and stakeholder feedback; and developing a policy to balance innovation with stability, using a phased approach to introduce new initiatives while maintaining core operational stability.

Predicting Gen Z’s Intention to Stay: The Role of Workplace Fun, Psychological Capital, and Work Engagement

Handwita Mufidawati, Putri Mega Desiana — Sat, 21 Dec 2024 00:00:00 +0700

Objective: This study aims to investigate the influence of workplace fun and psychological capital on Gen Z employees' intention to stay, and investigate the role of work engagement as a mediator in the relationship between the proposed variables.

Design/Methods/Approach: Purposive sampling was used in this study. Data were obtained through an online survey distributed cross-sectionally, and 341 Gen Z employees working in Jabodetabek participated. The relationship between variables was analyzed through structural equation modeling (SEM) using Lisrel 8.51.

Findings: The findings in this study show that workplace fun, psychological capital, and work engagement have a direct positive effect on intention to stay. Workplace fun and psychological capital also have a direct positive impact on work engagement. Furthermore, work engagement partially mediates the relationship between workplace fun and intention to stay, as well as psychological capital and intention to stay.

Originality/Value: This research enriches the study of Gen Z in the workplace, focusing on the factors influencing Gen Z employees to stay. Furthermore, all industries and businesses from various sectors face the arrival of Gen Z, who will gradually become the primary workforce. The findings of this study extend the study of Gen Z employees within the scope of organizations from various sectors.

Practical/Policy implication: Managers and organizations must foster a positive work environment with workplace fun to encourage Gen Z employees' willingness to stay. Furthermore, organizations must design appropriate ways to cultivate and preserve Gen Z employees' psychological capital and work engagement levels. This can be accomplished by offering innovative training and development, advancing career prospects, and involving Gen Z employees in achieving organizational objectives.

Student Academic Performance: The Role of Antecedents, Mediation, and Moderation

Dian Ekowati, Dea Salma Safira — Sat, 21 Dec 2024 00:00:00 +0700

Objective: This study aims to investigate students' academic performance by examining the role of knowledge hiding (KHi) as a mediating variable and using three antecedents as dependent variables. Additionally, it explores the moderating role of academic self-efficacy on KHi behavior and students' academic performance. The research objectives should be expressed clearly and concisely.

Design/Methods/Approach: Eleven hypotheses were analyzed using structural equation modeling (SEM). Data were collected through a primary survey based on structured questionnaires, with a sample size of 252 undergraduate students from various universities.

Findings: Performance motivation and sense of relatedness positively affect academic performance, while territoriality of knowledge negatively affects academic performance. Territoriality of knowledge and sense of relatedness increase KHi. Meanwhile, performance motivation doesn't notably influence it. KHi partially mediates the impact of knowledge territoriality and fully mediates the effect of relatedness on academic performance. Academic self-efficacy doesn't significantly moderate the relationship between KHi and academic performance.

Originality/Value: The study was conducted among students, bringing an academic perspective into the KHi literature. This study contributes new insights from a developing country to human resource management by examining KHi and academic performance within higher education—a previously unexplored context. Conducted among students, it enriches the KHi literature with valuable academic perspectives.

Practical/Policy implication: This study presents exciting insights for administrators and policymakers in academia. By establishing a model, the research highlights that the phenomenon of KHi exists among students, which may or may not have immediately apparent negative effects, especially when compared to an organizational context. However, it certainly does not bode well for their future in the workforce, where indulging in knowledge hiding within teams or groups as employees can be detrimental.

Checkout or Scroll Down? Investigating TikTok’ Influencer Credibility Effects on Followers' Purchase Intentions

Salsabil Dwi Kusuma Prasetyo, Nurdin Sobari — Sat, 21 Dec 2024 00:00:00 +0700

Objective: This study explores the influence of influencer credibility on consumer purchasing intentions on TikTok, focusing on the Indonesian market. It examines the mediating roles of trust and online engagement in the relationship between influencer credibility and purchasing intentions, providing insights into influencer marketing strategies.

Design/Methods/Approach: A quantitative approach was employed, using questionnaires to collect data from 356 TikTok users who had made purchases on TikTok. Regression analysis tested the relationships between influencer credibility, trust, online engagement, and purchase intention.

Findings: The study found that attractiveness positively and significantly impacts credibility, trust, and purchase intention. Credibility also positively influences trust. Furthermore, trust and online engagement are positively linked to purchase intention. While reliability and expertise positively influence credibility and online engagement, they do not significantly impact purchase intention.

Originality/Value: This research applies the SOR (Stimulus-Organism-Response) model by examining the impact of influencer credibility factors—physical attractiveness, reliability/honesty, and expertise—on purchase intention, mediated by trust and online engagement. It provides empirical evidence and a theoretical framework for understanding consumer behavior in TikTok influencer marketing campaigns.

Practical/Policy Implication: Our results provide a deeper understanding of how TikTok influencer's credibility can influence trust, online engagement, and consumer purchasing intentions in TikTok. The practical implications of this research can guide companies in improving their relationship marketing strategies, significantly increasing consumer purchasing intentions. In addition, the theoretical contribution of this research can improve understanding of the concept of influencer credibility and provide a summary of trust, online engagement, and purchase intention.

Exploring the Situational Factor at Work: On Time Banditry

Praptini Yulianti, Nurul Khaira, Yuyun Yuningsih — Sat, 21 Dec 2024 00:00:00 +0700

Objective: Time banditry behavior is often overlooked as counterproductive work behavior (CWB) even though it has a hidden negative impact and can disrupt organizational performance. This study will explore situational factors sourced from the organization, namely narcissistic leadership, workload, and boredom, that trigger stress at work, namely emotional exhaustion. Emotion exhaustion will impact time banditry behavior.

Design/Methods/Approach: This study involved 181 civil servants in western Indonesia. Data were collected through a survey and analyzed using partial least squares-structural equation modelling (PLS-SEM).

Findings: The findings revealed that narcissistic leadership and boredom have a significant and positive influence on time banditry behavior; boredom at work also has a significant and positive effect on time banditry. Meanwhile, boredom at work has the greatest influence on time banditry. Workload has a significant and negative influence on time banditry behavior. There are two insignificant influences, namely emotional exhaustion to time banditry behavior and narcissistic leadership to emotion exhaustion. Furthermore, both workload and boredom have a significant and positive influence on emotional exhaustion.

Originality/Value: This study provides theoretical and practical contributions to the workplace that can trigger time banditry. Situational factors, including narcissistic leadership, workload load, and boredom, can cause emotional exhaustion. They will do time banditry.

Practical/Policy Implications: The results of this study have practical implications, such as boredom at work being prone to trigger the emergence of time banditry behavior. Organizations need to redesign work so that work is more varied and less boring through rotation, transfer, or job enrichment arrangements and job functions.