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211	Marketing Management	ABS-255
THE EFFECT OF PRODUCT PLACEMENT ON INTEREST IN USING GRAB AS AN ONLINE TRANSPORTATION SERVICES Girang Razati, Puspo Dewi Dirgantari, Nur Gupita Safitri Universitas Pendidikan Indonesia Abstract The aims to obtain the influence of product placement on interest in using services. The type of the study is using descriptive and verification. The method used is an explanatory survey with quota sampling technique of 146 respondents. The data analysis technique is using a simple linear regression with SPSS 24.0 for Windows program tools. Based on the results of the study, it can be known that the product placement has a partial effect on the interest in using services with a quite high influence category. The writer recommends that Grab companies can pay more attention to the product placement factor to increase interest in using Grabs online transportation services. Keywords: Online Transportation, Product Placement, Interest in Using Services. PermaLink | Plain Format | Corresponding Author (Girang Razati)

212	Organizational Behavior, Leadership and Human Resources Management	ABS-257
The Correlation Between Transformational Leadership and Commitment to Change in the Rapid Change Organization Environment Astari Kurniawati S.Psi. , Martina Dwi Mustika S.Psi.,M.O.P.,Ph.D. Psychology Faculty, University of Indonesia Abstract In this new era, business developed rapidly to build a sustain productivity and quality which bringing a significant change to all industries. Human resources as the main role in the organization need to be commited of the changes to achieve an excel result. The commitment of the organization member can be built and managed by the leader who has high impact and powerful authority. It can be implemented through the exact leadership style. The leader can apply transformational leadership as one of the leadership style which significantly bring a positive impact to the relationship between the leader and the team member. This study is aims to examine the correlation between transformational leadership and commitment to change of organization member during the rapid change environment in the multi-national company. The level of transformational leadership and commitment to change measured by valid psychological instrument, support by secondary data, interviewed result and analyzed with inferential statistic. The result of this study indicate the correlation between transformational leadership and commitment to change is significantly proven. The leader who applied transformational leadership style correctly have team members who are highly commited to the change. Keywords: Leadership, transformational leadership, commitment to change PermaLink | Plain Format | Corresponding Author (Astari Kurniawati)

213	Organizational Behavior, Leadership and Human Resources Management	ABS-264
Employer Branding Strategy to increase Employee Engagement (Study at Private State-Owned Enterprises in Indonesia) Suci Fika Widyana, Tjutju Yuniarsih, Disman, Eeng Ahman Politeknik Pos Indonesia Doctoral Program of Management, Universitas Pendidikan Indonesia Abstract Indonesia has begun to apply the concept of employee engagement in every organization, including State-Owned Enterprises (BUMN). Research shows that the higher employee engagement drives organizational performance. The companys growth depends on how the ability of human assets are able to adapt the changes of business environment, to create new ideas, to innovate and to develop products, which lead to the companys competitive advantage.The author perceives that engaging is used as one of the basic emerged organization such as in one of the State-Owned Enterprises’ phenomena in Indonesia. In business competition, a company does not only need employees who have high job satisfaction but also a strong employer branding to increase employee engagement due to customer satisfaction. The methodology of this study used descriptive survey methode. The technique analysis used was a questionnaire.The results of the study show that employer branding and job satisfaction have a positive effect on employee engagement. The author concludes that job satisfaction is the mediator for employer branding to create employee engagement, increasing employer branding will improving employee engagement directly. Keywords: employer branding, employee engagement, job satisfaction PermaLink | Plain Format | Corresponding Author (Suci Fika Widyana)

214	Organizational Behavior, Leadership and Human Resources Management	ABS-12
Work Life Balance And Subjective Well Being Among Employee On Life Science Company In Indonesia Gianti Gunawan, Yus Nugraha, Marina Sulastiana, Diana Harding Universitas Padjadjaran Abstract Regarding the WHO plan on 2020 to eradicate polio globally, Indonesia is one of the countries that supports this, with program called polio eradication. Life science company in Indonesia revealed that the companys profit had decreased significantly because of the program. In order to survive in a competitive environment, the company must be able to follow the pattern of change. Organizational culture naturally depends on the market situation and needs to adapt to it in order to survive or to maintain its competitive position. Due to organizational culture change in life science company brings about problems in balancing in work and family life of the employee. This work life balance concept has not yet received special attention in Indonesia. Research from Dr. Ajay Kumar Singh and Ms. Amanjot shows the relationship between work life balance and subjective well being. Employee with higher subjective well being tend to be more productive in the work place and also predicted organizational performance. This study examines employee’s work life balance and subjective well being of 146 employees at a life science company in Indonesia. We used the work life balance questionnaire from Fisher (2009). Subjective well being measures compiled by Ed Diener and Robert Biswas-Diener (2009). This measuring instrument has two parts, namely the Satisfaction With Life Scale (SWLS) to see the degree of overall life satisfaction, and Scale of Positive and Negative Experience (SPANE) to see how often respondents experience positive or negative feelings. Result correlation between work life balance and subjective well being are low (0.240). Demographic characteristics also did not impact work life balance and subjective well being of respondents. Future research should provide a greater understanding regarding how subjective well being is related to others dependent variable, such as person organization fit, because employees will be more interested in organizations that have the same value, belief, and so instead, especially in Indonesia. Research in Indonesia show that person organization fit has strong correlation with subjective well being, same result as research by Park, Monnot, Jacob & Wagner (2011). The higher alignment of values, goals, needs, and personality of the individual with the organization, the higher subjective well being of employees. Keywords: Work life balance, Subjective well being, Indonesia PermaLink | Plain Format | Corresponding Author (Gianti Gunawan)

215	Organizational Behavior, Leadership and Human Resources Management	ABS-270
The Influence of Management Support On Indonesia Journalists Job Performance Reni Nuraeni1, Cheng-Ling Tan2, Azman Azwan Azmawati3 1Faculty of Communication and Business, Telkom University, Bandung 40257, Indonesia 2Graduate School of Business, Universiti Sains Malaysia, 11800 USM Pulau Pinang, Malaysia 3Communication Science, Universiti Sains Malaysia, 11800 USM Pulau Pinang, Malaysia Abstract The growth of Indonesian mass media shows a significant number, the increasing number of journalists in Indonesia follows it. Journalists as the spearhead of the mass media must have a good performance in order to compete with other media. Journalist’s job performance is a significant determinant of mass media quality. Journalist’s job performance consists of task performance and contextual performance. The contextual factors of journalists such as management support is important factor in the competition of mass media in order to generate news and strategies in obtaining advertising and increase journalists job performance. This study using SmartPLS 3.0 to examine the importance of performance-matrix analysis (IPMA) from antecedents of external variable factors as endogenous variables. Search data using questionnaires to local newspaper journalists who gathering news in politics and government newsdesk. In conclusion, it is known that management support to improve Indonesian Journalist Job Performance. Keywords: Journalist, management support PermaLink | Plain Format | Corresponding Author (Reni Nuraenu)

216	Organizational Behavior, Leadership and Human Resources Management	ABS-16
MSME Work Ethic in West Java in Dealing the Challange of Asean Economic Community (MEA) Diana Harding, Nandan Limakrisna,Anissa Lestari Kadiyono,Gianti Gunawan Universitas Padjadjaran Universitas Persada Indonesia YAI Abstract The purpose of this study is to know how the work ethic and its dimensions on the MSMEs in West Java can support the efforts to face MEA and what factors can contribute the work ethic of MSMEs in West Java to face MEA. The research method used is quantitative method, with cross sectional design approach in labor force in West Java (age range 15-64 years) especially perpetrators of MSME of shoe centers in Bandung city. The instrument used in this study is work ethic from Millers theory (2002). Consists of seven dimensions; Self reliance, morality / ethics, leisure, hard work, centrality of work, wasted time, and delay of gratification. This instrument consists of 24 items. The score of reliability is 0.860 and categorize to quite high reliability. Category of work ethic devided into 4 category; high,quite higy, quite low, and low/ Sample size of this study is 102 respondents from 14 shoe centers in Bandung city, consisting of owner, employees, and craftmen. The results of this research indicate that, the perpetrators of MSME have a work ethic with high category as much as 43 (42%) respondents with details of 7 people owner, 30 employees and 6 craftsmen. The perpetrators of MSME are dominated by quite high category as many as 59 respondents (58%) with 7 persons, 38 employees and 6 craftsmen. The majority of respondents are in the high category on the dimensions of morality / ethics, hardwork, and wasted time. Meanwhile, for other dimensions, the majority are in quite high category, are self reliance, leisure, centrality of work, and delay of gratification. In addition, there is also a different test of demographic data to see the relationship between demography and work ethic. Demographic data obtained, internal factors that affect the work ethic is the age and the length of work. Keywords: Work Ethic, MSME, Sentra Shoes, West Java, MEA PermaLink | Plain Format | Corresponding Author (Gianti Gunawan)

217	Organizational Behavior, Leadership and Human Resources Management	ABS-280
The Role of Human Capital Management in Improving the Performance of Autonomous Public University (PTN-BH) umi zuraida (a,b), Syamsul Hadi Senen (a) a) Universitas Pendidikan Indonesia, Bandung, Indonesia b) Sekolah Bisnis dan Manajemen, Institut Teknologi Bandung, Indonesia Email : umi.zuraida[at]upi.edu Abstract To improve the quality of the university in order to become a World Class University (WCU), Indonesia has changed several State Uni-versities to become autonomous public university (PTN-BH). Using the concept of human capital management that treats employees as assets rather than cost, it will be a revolutionary way of managing employees. This is because human capital is a concept related to the value added of people to organizations. This paper is a literature review that later will be followed up in empirical research. Using Ulrichs theory (1997 ) is expected to be known the role of HCM in increasing PTN-BH performance . Keywords: World Class University (WCU), Autonomous Public University (PTN-BH), Human Capital Management (HCM), Performance PermaLink | Plain Format | Corresponding Author (Umi Zuraida)

218	Organizational Behavior, Leadership and Human Resources Management	ABS-283
Stakeholder Engagement on Building Business Sustainability Ardika Sulaeman (a*), Ernie Tisnawatisule (b*), Hilmiana (c*), Martha Fani Cahyandito(d*) a)Post Graduate Program, Faculty of Economics and Business Universitas Padjadjaran Bandung b) Faculty of Economics and Business Universitas Padjadjaran Bandung c) Faculty of Economics and Business Universitas Padjadjaran Bandung d) Faculty of Economics and Business Universitas Padjadjaran Bandung Abstract Soybean-based MSMEs in West Java are businesses that are proven to be able to survive in the long term with very large and ever-increasing consumer needs, pressure from customers and the public relating to product quality and safety.This often threatens business sustainability. It is necessary to have mutually beneficial cooperation between soybean-based MSMEs and stakeholders. It is expected to be able to overcome these problems. Thus, this study aims to determine the level of engagement with stakeholders, the achievement of business sustainability and to know the influence of stakeholder engagement on business sustainability. This research was conducted with a survey of 156 soybean-based MSMEs in West Java by distributing valid and reliable questionnaires. The results of this study state that engagement with stakeholders with suppliers, customers, communities and the government has taken place and contribute to improve the sustainability business of MSMEs. Keywords: business, sustainability, stakeholder, engagement, building PermaLink | Plain Format | Corresponding Author (Ardika Sulaeman)

219	Organizational Behavior, Leadership and Human Resources Management	ABS-284
Analysis of effect reward and training on employee’s performance in textile industry Derri Muhammad Ramdani Sekolah Pascasarjana, Universitas Pendidikan Indonesia, Jl. Dr. Setiabudhi No. 229 Bandung 40154 Jawa Barat - Indonesia Abstract The purpose of this study was to analyze the effect of rewards and training on employees performance in textile industry. This research also aims to show how employees improve performance in the reward and training system. The questionnaire was used as an instrument and 100 questionnaires were used to examine the opinions of respondents. Descriptive analysis, correlation and multiple regression tests were applied for data analysis. The study concluded that there is a positive relationship between rewards and training with employee performance. Most organizations implement reward and training systems to improve performance. By reviewing various findings that provide employee rewards, training and performance. The contribution of this paper is to see how to find effective solutions for employee performance in a system of rewards and training between organizations. The study of this paper is a qualitative research study. Keywords: Reward, Training, Employee Performance PermaLink | Plain Format | Corresponding Author (Derri Muhammad Ramdani)

220	Organizational Behavior, Leadership and Human Resources Management	ABS-32
INDIVIDUAL CHARACTERISTICS OF MILLENNIAL GENERATION TO INFLUENCE ENTREPRENEURSHIP BEHAVIOR: EMPIRICAL EVIDENCE IN SMEs Basuki and Rahmi Widyanti Universitas Islam Kalimantan MAB Banjarmasin, Indonesia Jalan Adhyaksa No. 2 Banjarmasin Abstract This study aims to examine empirically with regard to the variables individual characteristic of millennial generation, towards entrepreneurial behavior in the context of the Millennial Generation Small Business Industry (SMEs). This study uses a survey method, while the type of research is classified as explanatory research that explains the relationship between variables through hypothesis testing, with the number of respondents 150 people. The data analysis tool used in this study is SPSS for Windows version 20.0. The results showed that the Individual Characteristics of Millennial Generation had an effect on Entrepreneurship Behavior. Based on the regression test results indicate that the regression coefficient (B) is 0.272 with the level of Sig.t (probability) of 0.001, (Sig.t = 0.001 <, 0.05). Likewise when viewed from the value of 3.396, while t table 1.655 (t amount = 3.396> t table = 1.655), this means that the Individual Characteristics of Millennial Generation have a significant effect on Entrepreneurship Behavior. This can be interpreted the stronger the individual characters of the millennial generation the stronger it is to shape entrepreneurship behavior. Keywords: Individual Characteristics, Millennial generation, Entrepreneurship, Behavior PermaLink | Plain Format | Corresponding Author (Basuki Msi)

221	Organizational Behavior, Leadership and Human Resources Management	ABS-288
Analysis of Factors that Affect Intention To Use on E-Learning Users Using Technology Acceptance Model (TAM) Approach Dila Fitriza Rulevy (a), Ayu Aprilianti (b) (a,b) University of Indonesia Abstract New form of learning that combines technology have increased in recent years and are projected to increase more in the coming years. This new learning trend has been described as an e-learning revolution. Some recent research shows that most e-learning programs show a higher failure rate compared to traditional learning methods. However, some researches proved that most e-learning programs showed a higher failure rate compared to traditional learning methods. Technology addiction and its availability in the modern world, and the economic potential for organizations, make it important to understand the factors that might lead to increase e-learning adoption in the organizational context. This study will see the intention of employees to use e-learning, by extending Technological Acceptance Model (TAM) using some other related factors, such as goal orientation learning, management support, computer self efficacy, and enjoyment. This study was conducted on 213 respondents in a company that owns e-learning using a questionnaire. Data obtained were analyzed using Structural Equation Modeling (SEM) using AMOS software. The results show that of the four variables, goal orientation learning, and enjoyment have a significant positive effect on perceived ease of use and perceived usefulness, which acts as mediation towards the intention to use in the Technological Acceptance Model (TAM). In addition, an additional variable, which is satisfaction, proved a significant positive effect to intention to use. Keywords: digital transformation, e-learning, user perspective, technology acceptance model, learning goal orientation, management support, computer self efficacy, enjoyment, satisfaction, and intention PermaLink | Plain Format | Corresponding Author (Dila Fitriza Rulevy)

222	Organizational Behavior, Leadership and Human Resources Management	ABS-33
The Effect of School Leadership and Procedural Justice to Citizenship Behavior Dara Herdiyati Novianjani (a), I Made Putrawan (b), Siti Zulaikha (c) (a,c) Educational Management Department, Universitas Negeri Jakarta, Indonesia (b) Environmental Education Department, Universitas Negeri Jakarta, Indonesia Abstract The teachers Citizenship behavior is one of the most important behaviors for achieving school goals, can be influenced by the factors of leadership and procedural justice felt by the teacher in the school. Therefore, this research to find out whether there is a direct effect of school leadership and procedural justice on citizenship behavior. A causal survey used by selecting 125 teachers in Kecamatan Duren Sawit, East Jakarta by using Simple Random Sampling (SRS). There were three instruments developed to measure citizenship behavior (32 items) with reliability of 0.916, school leadership (43 items) with reliability of 0.961, and procedural justice (26 items) with reliability of 0.944. Data were analyzed using regression, correlation, and path analysis. The results showed that leadership and procedural justice directly and significantly affected the teachers citizenship behavior. But procedural justice cannot be regarded as mediating the best variable between leadership and citizenship behavior. Keywords: School leadership; procedural jusctice; citizenship behavior; management PermaLink | Plain Format | Corresponding Author (Dara Herdiyati Novianjani)

223	Organizational Behavior, Leadership and Human Resources Management	ABS-290
What Safety Climate Factors Influence Safety Compliance Behavior among Employees Meinyda Fachrani (a) and Fanny Martdianty (b) (ab) Faculty of Economics and Business, University of Indonesia Abstract Workplace health and safety are important issues that should not be understated for employees especially who work on high-risk working environment, including ground handling activities. In recent years, much attention has been paid to the safety climate and its roles in improving employees’ compliance behavior towards safety. However, there are still a limited number of studies regarding safety climate on ground handling activities. This study applied the concept of safety climate to understand how its dimensions impact the employees’ safety compliance behavior. This research employed surveys as the main data collection method and involved 238 respondents from PT X who operated the ground handling equipment in the airport’s apron area. The researcher tested the hypothesis at the dimensions level using Smart PLS. The results showed that safety supervision, management commitment, and safety training were the predictors of safety compliance. Keywords: Safety climate; Safety behavior; Safety compliance PermaLink | Plain Format | Corresponding Author (Meinyda Fachrani)

224	Organizational Behavior, Leadership and Human Resources Management	ABS-41
A behavioral model of unethical actions in public service for villagers Rita Ambarwati (a*), Fita F. Lestariana (a), Wisnu P. Setiyono (a) a) Faculty of Business Law and Social Science, Universitas MUhammadiyah Sidoarjo Jalan Majapahit 666B, Sidoarjo, Indonesia *ritaambarwati[at]umsida.ac.id Abstract Issues of morality and ethics have increasingly become more important in local government and public service settings. Unethical actions mean all the actions which are not considered ethical and moral. Characters that form Unethical Acttion in public service are corruption and nepotism. The purpose of this research is to measure the level of unethical actions in a village public service. The design of this study is survey and the data is collected through cross section using questionnaire. The unit of analysis are all villagers who use village services regularly. The results of this study indicate that corruption is the dominant factor compared to the nepotism factor in forming unethical actions in public services. The practical im-plications of this research is useful for the local government especially for village service. They need to im-prove in the effort of decreasing an unethical action of public service. Keywords: Unethical Actions; Village public service; Corruption; Nepotism PermaLink | Plain Format | Corresponding Author (Rita Ambarwati)

225	Organizational Behavior, Leadership and Human Resources Management	ABS-299
Role of Workplace Spirituality and Perceived Organizational Support on Turnover Intention: Evidence from Private Hospital in Indonesia Madis Saralita (a*), Niken Ardiyanti (b) Universitas Indonesia Abstract Nowadays, the success of an organization depends heavily on employees’ productivity which can be influenced by employees’ health conditions. Generally, either an organization or individual need hospital for health services. This has an impact on the growth of hospitals which continues to increase, so that competition in the health industry will be even higher. Therefore health industry stakeholders require to continue improving their services, either through improved facilities or improvements from the employees’ side. Based on research, turnover intention is one of many problems which must be solved by health industry stakeholders. Many factors can influence turnover intention, i.e. workplace spirituality, perceived organizational support, and organizational commitment. The purpose of this study was to know the effects of these factors on turnover intention mediated by organizational commitment. A total of 235 employees from private hospital in Jakarta participated as respondents. Data obtained through questionnaires and then analyzed using SEM. The results showed that organizational commitment was positively influenced by perceived organizational support and workplace spirituality. Furthermore, workplace spirituality and organizational commitment negatively affected turnover intention. Organizational commitment can mediate the relationship between workplace spirituality and turnover intention. Keywords: Workplace spirituality; Perceived organizational support; Organizational commitment, Turnover intention, Hospital PermaLink | Plain Format | Corresponding Author (Madis Saralita)

226	Organizational Behavior, Leadership and Human Resources Management	ABS-49
Motivation and Creative Performance, Moderating Effect of Creative Self Efficacy and Importance of Reward in News TV Stations Eva Julianti & Mohammad Mustaqim Faculty of Economics and Business University of Indonesia Abstract Creativity has been a discussion as creative performance being one of the most important matters in creative industry. Companies tries to improve their creativity as it is a necessity especially for those who enggaged in this industry. Despite the pro cons of reward effectiveness, many companies put reward as their tools to enhanced their employees performance. This study focused on the influence of both instrinsic and extrinsic motivation on the creative performance of news television company employees. Creative self efficacy and reward importance placed as the moderating variable of extrinsic motivation or rewards. Result found that these two variables positively moderated the influence of reward for creative performance, meanwhile intrinsic motivation highly influence individual creative performance. This analysis enriches previous research which conclude that the moderation of creative self efficacy only occurs on employees who have high creative self efficacy ( Malik et al., 2015). The study was conducted on 202 employees of 7 news television companies in Indonesia who worked not just a journalist, but also supporting role such as business operation and business strategic. Keywords: rewards; creative performance; intrinsic motivation; creative self efficacy; news television PermaLink | Plain Format | Corresponding Author (Eva Julianti)

227	Organizational Behavior, Leadership and Human Resources Management	ABS-54
CITIZEN TRUST IN LOCAL GOVERMENT: EXPLAINING THE ROLE OF VILLAGE SERVICE Rita Ambarwati1 (a*), Affandy Winarko Mudjib (a), Wisnu Panggah Setiyono (a) a) Faculty of Business Law and Social Science, Universitas Muhammadiyah Sidoarjo Jalan Majapahit 666B, Sidoarjo 61215, Indonesia *ritaambarwati[at]umsida.ac.id Abstract Trust in local governments, especially villages, is needed in crisis situations, such as natural disasters, economic crises or political unrest. The purpose of this study is to measure citizen trust in public services of the government, especially in the village. The design of this study is a survey and the data is collected through a cross section using questionnaires. The unit of analysis are rural communities that use public services in village government. The method of data analysis used Exploratory Factor Analysis. The results of this study indicate that the quality of public services is the dominant factor but partisan involvement is a factor that needs to be a concern in increasing citizen trust. The practical research is useful for village governance to increase trust in village government services as part of the supporting factors that can make the development program of the central government will be success. Keywords: Citizen trust; public service; village government PermaLink | Plain Format | Corresponding Author (Rita Ambarwati)

228	Organizational Behavior, Leadership and Human Resources Management	ABS-55
How Internal and Organizational Factor Influence Employee Innovative Behavior Adityawarman (a*), Riani Rachmawati (b) a) Indonesian Agency for Meteorology, Climatology, and Geophysics (BMKG) *adityawarman[at]bmkg.go.id b) University of Indonesia Abstract Having employee with high innovative work behavior (IWB) is one option for organization to be more innovative in order to adapt to rapid changes and maintain its performance. Although the workplace climate that management creates is playing a significant role, there are other factors required for successful innovative work behavior. This article build on the research on the important of both internal and organizational factor that effect IWB. Servant Leadership, a leadership style that promotes the wellbeing of employees as the organizational factor and Learning Goal Orientation (LGO), a form of employee’s dispositional trait as the internal factor. We also propose the role of Psychological Capital (PsyCap) as employee’s psychological resources to manage the process of innovative work behavior. We found that the both internal and organizational factor draw from the employee psychological resources to generate IWB. While Servant Leadership builds a safe environment and LGO provide engagement in jobtask, PsyCap help employee to take a proactive role in innovation. Keywords: Innovative behavior, Servant Leadership, Learning Goal Orientation, Psychological Capital PermaLink | Plain Format | Corresponding Author (Adityawarman Adityawarman)

229	Organizational Behavior, Leadership and Human Resources Management	ABS-312
Turnover Intention in Textile Organization: The Role of Intrinsic Motivation and Job Satisfaction in Mitigating The Intention Romat Saragih, Bachruddin Saleh Luturlean, Arif Partono Prasetio, Rahmawati Suci Hidaya4, Putu Nena Purwasasti School of Communication & Business, Telkom University, Bandung, Indonesia School of Economic & Business, Telkom University, Bandung, Indonesia Abstract This study analyzes the relationship between intrinsic motivation, job satisfaction, and turnover intention in the textile organization. High employee turnover rates can harm the organization that they have to replace the departing employee. This replacement will need cost, time, and effort. In the end, it will impact on organization performance. The textile industry faces an enormous amount of turnover due to low entry and exit barriers for employees. We distributed 200 questionnaires to the human resources department and get 150 useable responses. We examined the mediation of job satisfaction in the relationship between intrinsic motivation and turnover intention using the Macro Process and SPSS. The results showed that intrinsic motivation and job satisfaction had a significant and negative effect on turnover intention. While intrinsic motivation positively affecting job satisfaction. The result from the mediation analysis found that job satisfaction mediates the relationship between the intrinsic motivation and turnover intention variables. Thus, an organization needs to improve motivation and job satisfaction levels. Another important thing is an organization also needs to watch the labor market to make sure that their offer can match the competitor so their employees will not be attracted by competitors. Keywords: Intrinsic Motivation, Job Satisfaction, Turnover Intention PermaLink | Plain Format | Corresponding Author (Romat Saragih)

230	Organizational Behavior, Leadership and Human Resources Management	ABS-58
Knowledge Sharing as Mediation Between Organizational Commitment and Employee Performance Ahmad Firdaus, Edi Suryadi Universitas Pendidikan Indonesia Abstract The aims of this study were to see the effect of organizational commitment on employee performance directly or indirectly with knowledge sharing as a mediating variable. This study was conducted in a survey of employees who worked for several multi finance service companies in Jambi City. The number of samples used as analysis unit in this study are 61 employees. The results of this study indicate that organizational commitment can have a direct or indirect effect on employee performance, knowledge sharing has a direct effect on employee performance, knowledge sharing can be a mediating variable between organizational commitment and employee performance. Keywords: Organizational Commitment; Knowledge Sharing; Employee Performance PermaLink | Plain Format | Corresponding Author (Ahmad Firdaus)

231	Organizational Behavior, Leadership and Human Resources Management	ABS-316
Intrinsic Motivation and Affective Commitment as Influential Factors in Overcoming Employee Turnover Intention Ary Ferdian, Joko Wahjuadi, Bachruddin Saleh Luturlean, Natasya Baby Suchita, Ayu Nur Ramadhani Telkom University Abstract High employee resignation rate can harm the company. The loss of an accomplished employee will cause the company to lose valuable assets, consumers, and spend a high cost of recruiting back. This research will test the direct and indirect influence of work motivation and the affective commitment to the employees intention to resign. Research is conducted against employees from various industrial backgrounds in West Java and Jakarta. The number of questionnaires were deployed by 350 and obtained 200 pieces filled and usable. To measure the indirect influence of use of line analysis with SPSS. The results showed that the motivation of work had no significant influence on the intention of resigning. While the affective commitments influence significant negatives towards the intention to withdraw. Thus the motivation of work cannot be used to predict the intention of the employee to withdraw. Companies should identify other aspects that could make employees to not have the desire to move work. On the other hand employees who have emotional bonds have a tendency to last longer. Therefore, corporate policies and programs can be directed to actions that may arouse employees emotional bonds to the organization Keywords: Intrinsic motivation, affective commitment, turnover intention PermaLink | Plain Format | Corresponding Author (Arif Prasetio)

232	Organizational Behavior, Leadership and Human Resources Management	ABS-61
ANALYSIS OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR BASED ON LEADERSHIP AND ORGANIZATIONAL COMMITMENTS ON EDUCATION STAFF IN ISLAMIC BANDUNG UNIVERSITY Mochamad Vrans Romi (a*), Edi Suryadi (b) Indonesia University of Education Abstract ABSTRACT: This study aims to examine the influence of leadership and organizational commitment on organizational citizenship behavior, the problem of this research related to citizenship organizations is the behavior of educational staff at Bandung Islamic University, where the results of employee evaluations are often ineffective and inefficient. This type of research is descriptive verification research through a survey approach, the sample of this study were 135 educational staff at Bandung Islamic University. Data collection through field surveys and questionnaires to be further analyzed using multiple linear regression tests. The results of this study show a positive and significant effect of leadership and organizational commitment on organizational citizenship behavior of educational staff at Bandung Islamic University Keywords: Organizational Citizenship Behavior, Leadership, and Organizational Commitment PermaLink | Plain Format | Corresponding Author (Mochamad Vrans Romi)

233	Organizational Behavior, Leadership and Human Resources Management	ABS-319
The Influence of Organizational Commitment on Job Satisfaction: An Analysis of Employees Corporate and Commercial Division in Regional Bank X M. Masharyono; Sumiyati; A. Lestari Universitas Pendidikan Indonesia Abstract Employees satisfaction is considered as one of the most important elements of a successful organization. The organization must find out how to make their employees satisfied with their job. Problems regarding the achievement of job satisfaction that has not been optimal are experienced by employees in a corporate and commercial division at Regional Bank X. The lower job satisfaction of Regional Bank X employees is characterized by the increased employee’s turnover. One of the efforts to improve the job satisfaction of employees in a corporate and commercial division at Regional Bank X is to increase their organizational commitment. The study uses descriptive and verification analysis while the method of the study is an explanatory survey. The number of samples taken was 40 respondents, and the study uses a simple linear regression analysis study. The findings of the study show that the description of the organizational commitment is in a high category, the description of the job satisfaction is in a high category, especially in worker relationships dimension, and then, organizational commitment has an influence on job satisfaction by 57.4%. If an increase in organizational commitment to employees is carried out, then job satisfaction will increase. Keywords: Organizational Commitment, Job Satisfaction, Employee’s Turnover, Bank PermaLink | Plain Format | Corresponding Author (MASHARYONO MASHARYONO)

234	Organizational Behavior, Leadership and Human Resources Management	ABS-320
LMX and OCB Civil Servants in Bandung, West Java S.H. Senen; M. Masharyono; Sumiyati & S. Khotijah Universitas Pendidikan Indonesia Abstract The era of bureaucratic reform is now carried out in various government agencies. Therefore, the role of OCB is considered vital, especially in the government sector. Problems about the achievement of OCB that have not been optimal are experienced by National Civil Service Agency (BKN) at Regional III Bandung. One of the efforts to increase the OCB of BKN employees at Regional Office III Bandung was by repairing LMX. This study employs descriptive and verification analysis, while the method of the study is an explanatory survey of 108 respondents. The analysis of the study uses simple linear regression. The finding reveals that the picture of LMX is in a very high category. Then, the picture of OCB is in a very high category as well, especial-ly in the courtesy dimension, and LMX give an effect on OCB which is about 71.5%. If an employees behav-ior is grounded on OCBs behavior, then the organizations performance will better and improve. Keywords: LMX, OCB, Civil Servants PermaLink | Plain Format | Corresponding Author (SYAMSUL HADI SENEN)

235	Organizational Behavior, Leadership and Human Resources Management	ABS-67
Leadership Style of Family Business Owner and Business Performance Teten Mohamad Sapril Mubarok1, Nizar Alam Hamdani2, Sukma Nugraha3, Galih Abdul Fatah Maulani4. Universitas Garut, Indonesia, Jalan Jati No. 42 B Tarogong Garut, Indonesia Abstract Abstract. At the present time many family businesses grew rapidly, otherwise some of them went bankrupt. This case was interested to observe specifically related to how leadership style implemented in that business to response the occurred current condition. The study examined how importance leadership style of the family business owner toward the business sustainability. The explanatory survey method was used to collect the data. The samples were the most developed family business and the businesses failed to survive and compete in Garut which were observed directly. The result showed that leadership style of the business family owner and the business progression had significant and positive relation. In term implication, the study could be applied by the business owner to determine proper leadership style to keep the improvement and the sustainability of the business. Keywords: Business Owner, Leadership style, Business performance. PermaLink | Plain Format | Corresponding Author (Teten Mohamad Sapril Mubarok)

236	Organizational Behavior, Leadership and Human Resources Management	ABS-323
Evaluation of Hydro-Oeanographic Specialization Education Program in the Sea Naval Education-Oceanography Education Center Harris Djoko Nugroho, Muchlis Rantoni Luddin, Maruf Akbar Universitas Negeri Jakarta Abstract This study aims to evaluate the Hydro-Oceanographic Officer Specialization Education Program, at the Indonesian Navys Hydro-Oceanographic Education Center. The method used was the evaluation study method with Kirkpatricks model. The results of the study show; (1) Reaction, Dikspespa Hidros program as a Dikbangspes Hidros program that refers to the International Hydrographic Organization (IHO) Curriculum has been recognized as "B" Category Hydrographic Surveyor Education even though it does not yet have educators from abroad, (2). Learning, there are some aspects of the assessment including the improvement of knowledge, skills and attitudes which all have good value, (3). Behavior, divided into two parts, namely work ability and alumni have work motivation so that they are able to apply knowledge well into work, physical abilities applied in carrying out tasks and emotional abilities show good work attitudes, and (4) result, alumni have satisfactory performance such as aspects of the quality of work, quantity of work, cooperation and work involvement are all classified as good. Dikspespa Hidros graduates generally can directly participate in Operation Dikspespa Hidros while alumni from non-hydros (Armada, Lantamal and Lanal) still need assistance in working. Keywords: Evaluation, Program, Specialization, Hydro Oceanography PermaLink | Plain Format | Corresponding Author (Haris Djoko Nugroho)

237	Organizational Behavior, Leadership and Human Resources Management	ABS-68
Compensation and Job Satisfaction with Employee Performance PT. Inti Indo Sawit Subur Kabupaten Batang Hari Muhammad Oceano Fauzan(a*), Disman (b) (a) Student Doctoral ilmu management Universitas Pendidikan Indonesia *muhammadoceano[at]gmail.com (b) Lecturer Universitas Pendidikan Indonesia Abstract Compensation is one factor in achieving employee performance. Employee performance in the company is needed to achieve the companys vision and mission. To improve and maximize employee performance, the company must make, formulate, agree and give employees one of the factors is job satisfaction. Job satisfaction will make employees stay and survive in the company with the help of compensation factors provided. The population in this study were employees of PT. Inti Indo Sawit Subur, Batanghari Regency, amounting to 85 employees. Because the population in this study was less than 100 people, in this study the sampling method used the census method. The analysis technique uses path analysis to see the direct and indirect effects, and is continued by testing the R Square and testing hypotheses partially and simultaneously with the t test and F test. This study makes several conclusions based on the results of research namely compensation and job satisfaction on employee performance on PT. Inti Indo Sawit Subur Batanghari Regency is in pretty good condition; compensation has a positive and significant effect on performance; Job satisfaction has a positive and significant effect on employee performance. Keywords: compensation, job satifaction, performance PermaLink | Plain Format | Corresponding Author (Muhammad Oceano Fauzan)

238	Organizational Behavior, Leadership and Human Resources Management	ABS-326
An Analysis of Workload and Job Stress on Employee Job Performance Sumiyati; B.Widjajanta; M. Masharyono; S. N. Izzati & H. Tanuadmodjo Universitas Pendidikan Indonesia Abstract The present study aims to find out the influence of workload through job stress and the influence of job stress through employee performance. The object of the study is used as an analysis unit employee at Clinic X. This study is using a verificative method which used explanatory survey with 63 respondents as samples. The result of the study found that the influence of workload through job stress is in a strong category, which means that job stress has an effect on employees performance in Clinic X which is in a strong category. However, the pre-sent study has found out that if the workload is appropriate, then employees job stress will decrease. In addi-tion, if job stress is increased, the employee performance in Clinic X will increase. Keywords: Workload, Job stress, Job performance, Clinic PermaLink | Plain Format | Corresponding Author (SUMIYATI SUMIYATI)

239	Organizational Behavior, Leadership and Human Resources Management	ABS-71
Exploring Antecedents of Employees Turnover Intention in Telecommunication Company: The Role of Transformational Leadership and Work Engagement Arif Partono Prasetio, Bachruddin Saleh Luturlean, Olvia Fitri Dwi Puspita Sari, Firda Naufal Azizah Telkom University Abstract The current study examines the relationship between transformational leadership and the employee’s turnover intention and the mediation role of engagement. Leaders who perform transformational style believed to provide great vision, guidance, and build positive relations which can drive their follower to develop higher motivation, commitment and more attached to the organization so they will engage beyond their job description. Employee turnover intention usually affected by an how deep the employee engage in their job and the relation witht their supervisor. An individual who is firmly engaged with the organization will stay longer and demonstrate higher performance. This cross-sectional study using a sample of 150 participants from telecommunication company in Indonesia. SPSS 21 and Macro Process were used for data analysis and result interpretation. Results reveal that there is a significant negative influence of transformational leadership and employee engagement on the employee’s turnover intention. Transformational leadership also found to have positive link with employee engagement. Thus, engagement mediated the linkage between transformational and turnover intention. This empirical study provides thorough explaination regarding the correlation between variables. Future study using wider participants from across Indonesia can be conducted to reflect cultural difference among other provinces Keywords: Transformational leadership, engagement, turnover intenion. PermaLink | Plain Format | Corresponding Author (Arif Prasetio)

240	Organizational Behavior, Leadership and Human Resources Management	ABS-73
Authentic Leadership and Employee Performance Zafira Yasmin (a*), Budi Santoso (b), Yana Setiawan (b) a) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl. Dr. Setiabudhi No.229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia *zafirayasmin[at]upi.edu b) Fakultas Pendidikan Ekonomi Bisnis, Universitas Pendidikan Indonesia Jl. Dr. Setiabudhi No.229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia Abstract The problem in this research is that there is a low performance of employees in the Finance work. That occur in the implementation of activities and use of the budget are still experiencing obstacles, including that the work unit is still slow in delivering SPJ / SPTB to the directorate of finance. The purpose of this study: (1) how authentic leadership and employee performance (2) how authentic leadership influences employee per-formance. This research method uses a quantitative approach. The population in this study were employees of the Directorate, Faculty and Study Programs financial work units at the Universitas Pendidikan Indonesia to-taling 114 people. Data analysis techniques using simple regression analysis techniques with SPSS and AMOS. The results of research based respondents perceptions are: (1) authentic leadership is in the effec-tive category, and employee performance is in the high category (2) authentic leadership has a positive effect on employee performance. Keywords: Authentic Leadership; Employee Performance PermaLink | Plain Format | Corresponding Author (Zafira Yasmin)

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