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241	Organizational Behavior, Leadership and Human Resources Management	ABS-330
Upgrading Value Chain Performance through Human Resources Capacity Development: Case Study at SME’s Geopark Belitung Rofi Rofaida; Ayu Krishna Y; Budhi Pamungkas G Universitas Pendidikan Indonesia Abstract The purpose of this study is to identify problems related to the capacity of human resources in SMEs in the geopark region of Belitung and recommend strategies to increase the capacity of human resources. Geopark tourism development is a development priority in Belitung district. The declaration of the Belitung geopark as a national geopark is a very important momentum to improve the value chain performance from upstream to downstream from the process of providing tourism in the geopark. Increasing human resource capacity becomes very important because it is an unlimited asset of the organization and can be a competitive advantage. The sampling technique was purposive sampling. The sample size is determined by the snow ball method. The data collection methods were in-depth interviews, questionnaires, literature study, and Focus Group Discussion. The data were analyzed using resources based view and descriptive analysis. The result of this study shows that SMEs at geopark Belitung need human resources capacity development. The priority areas are change in mind set from business actors from mining businesses to service businesses and increasing expertise in the production process Keywords: value chain performance; human resources capacity development;competitive advantage PermaLink | Plain Format | Corresponding Author (Rofi Rofaida)

242	Organizational Behavior, Leadership and Human Resources Management	ABS-76
THE EXISTENCE OF HUMAN CAPITAL IN INCREASING THE ORGANIZATIONAL PERFORMANCE IN THE INDUSTRY 4.0 ERA Sheny Yulianty (a*), Hady Siti Hadijah(b) Universitas Pendidikan Indonesia Jl Dr. Setiabudi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia *shenyyulianty37[at]upi.edu Abstract In the industry 4.0 era, digitalization is increasing rapidly, including the provider company. In order to improve their performance, some of the company start to commit human resource efficiency through technology, it will threaten the existence of human capital as a company asset. Therefore, this research was conducted to see the extent of human capital, which is measured through competency, product knowledge and employee motivation in improving organizational performance. The method used in this research is literature review that comes from some journals about human capital, after the data has been collected, the testing of the causality between these variables will be done through the lisrel program. The results explain the efforts in maintaining the existence of human capital in the industry 4.0 era, so that it can be concluded theoretically that the quality of human capital has a positive effect to the organizational performance. Keywords: Human capital, organizational performance, digital, competency, product knowledge, employee motivation PermaLink | Plain Format | Corresponding Author (Sheny Yulianty)

243	Organizational Behavior, Leadership and Human Resources Management	ABS-77
Re-design of Job Analysis to improve the performance of Education Personnel at the University of Jenderal Achmad Yani Mochamad Vrans Romi (a*), Neni Maryani (b) Universitas Jenderal Achmad Yani Abstract This study aims to re-design problems related to job analysis that took place at the University of Jenderal Achmad Yani, with the workload still not optimal. In terms of carrying out the vision and mission of the institution did not experience such changes resulting in the strategy used also did not experience change. The reason for the many obscurity of the analysis of work arrangements in the institution is that all parts carry out various additional jobs that are not related to their duties and obligations. So that it has an impact on the emergence of increased workload from job desc that has been determined with the competencies possessed by each education staff. This study is intended to redesign the design of the position analysis at the managerial level of the university, Jendera Achmad Yani. The approach that will be used in this study is a qualitative approach based on a case study. The analysis technique used is 3 stages, namely organizing various related data, grouping data based on categories, themes and answer patterns, then testing the assumptions or problems that exist on the data. The results of this study in the formulation of the vision, mission, objectives, and strategies of the Institution for further analysis of the formulation were revealed to be Job Descriptions and Job Specifications from all available at the education staff at the University of Jendera Achmad Yani. Job Description and Job Specifications are expected to contribute to the achievement of the institutions vision, mission, goals and strategies. Keywords: Re-design, Job Analysis PermaLink | Plain Format | Corresponding Author (Mochamad Vrans Romi)

244	Organizational Behavior, Leadership and Human Resources Management	ABS-78
The Effect of Individual Spirituality on Employee Engagement in the Digital Marketing Industry Employees Rahayu Sri Purnami (a), Syamsul Hadi Senen (b) a) Universitas Pendidikan Indonesia Jl Dr Setiabudi no 229 Bandung 40154 Indonesia rahayusripurnami[at]upi.edu b) Universitas Pendidikan Indonesia Jl Dr Setiabudi no 229 Bandung 40154 Indonesia eshasenen[at]upi.edu Abstract The digital marketing industry is filled with millennial generations. Characteristics of the millennial generation are less loyal, needy, entitled, more casual, and many are not fully engaged in work. Companies that have employees who are fully engaged are a key to achieving a difficult competitive advantage for counterfeit competitors. The purpose of this study was to determine the effect of individual spirituality on employee engagement in the digital marketing industry employees. This research is an explanatory study which aims to explain the relationship between two or more symptoms or variables. The sample in this study were digital marketing industry employees in Bandung. The results of processing data using the SPSS statistical tool show individual spirituality influences employee engagement in the digital marketing industry employees. Individual spirituality makes a person have meaning in his work, meaningfulness in work, safety and availability so that employees are increasingly involved, satisfied, and enthusiastic about the work done. Keywords: employee engagement, individual spirituality, digital marketing, millennial generation PermaLink | Plain Format | Corresponding Author (Rahayu Sri Purnami)

245	Organizational Behavior, Leadership and Human Resources Management	ABS-79
Effect of Information and Communication Technology -based Knowledge Management on Lecturer Performance Tacbir Hendro Pudjiantoro, Edi Suryadi Universitas Pendidikan Indonesia Abstract Knowledge management is an activity to change tacit knowledge into explicit knowledge. Communication Information Technology (ICT) is a media that can be used to store and disseminate information in knowledge management. The problem in this study is the influence of ICT-based knowledge management on the performance of lecturers. Lecturer performance is teaching, research and community service. The research population was lecturers at the General Achmad Yani University in Cimahi. The sampling technique used was stratified random sampling, where researchers used a sample of lecturer performance between 0 and 10 who used ICT-based knowledge management every year. Limitation of lecturer performance to obtain relatively homogeneous data. The sample taken in this study amounted to 102 respondents. The data collection technique of this study uses questionnaires and interviews. Processing data in this study using confirmatory factor analysis with the help of SPSS statistical tools. The results showed that ICT-based knowledge management had an effect on lecturer performance. The attribute used as an assessment factor is the amount of teaching material, publications and community services carried out in a year, with the result that the amount of teaching material, publications and community services carried out is strongly influenced by knowledge stored digitally. Keywords: Knowledge Management, performance, lecturer PermaLink | Plain Format | Corresponding Author (Tacbir Hendro Pudjiantoro)

246	Organizational Behavior, Leadership and Human Resources Management	ABS-89
Do Creativity and Innovation Affect to Employee Performance? Juniar Alisa (a*), Eeng Ahman (b) a) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl. Dr. Setiabudi No.229, Isola, Kec. Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia *juniar.alisa95[at]student.upi.edu b) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl. Dr. Setiabudi No.229, Isola, Kec. Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia Abstract The research is motivated by the non-optimal employee performance, this condition suspects to creativity and innovation. In industry 4.0 era, creativity and innovation are important to reach a company purpose. This research is seeing how creativity and innovation can affect the employees’ performance at Tridaya Course Bandung. The type of the research is descriptive with the population of 100 employees and a sample of 50 respondents by using multiple regression analysis technique. Moreover, the F test shows that the creativity and innovation simultaneously influence employee performance, while the T test shows that creativity has a partial effect on employees’ performance and innovation has no partial effect on the employees’ performance. Keywords: Creativity; Innovation; Employee Performance PermaLink | Plain Format | Corresponding Author (Juniar Alisa)

247	Organizational Behavior, Leadership and Human Resources Management	ABS-96
The Application of Occupational Safety and Health (K3) in the Work Environment of Balai Inseminasi Buatan (BIB) Lembang Cindy Dwi Yuliandi (a*), Prof. Dr. H. Eeng Ahman, MS. (b) a) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl. Dr. Setiabudhi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia *cindydwiyuliandi[at]upi.edu b) Sekolah Pascasarjana, , Universitas Pendidikan Indonesia Jl. Dr. Setiabudhi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia eengahman[at]upi.edu Abstract The level of occupational safety and health (K3) employees is urgently needed when employees carry out work activities. Especially for employees working in work environments that have a high risk of safety and health, because occupational safety in a company is not only inflicted by a system that has been implemented by a company but an awareness of each individual to avoid work accidents. This research aims to find out how the application of K3 at Balai Inseminasi Buatan (BIB) in Lembang. The descriptive analysis technique is carried out descriptively by comparing the results of the research on the implementation of the application of K3 with theories obtained from literature study. The results showed that the functions and benefits of the implementation of K3 cover all aspects stated in the theory. Likewise, with the K3 implementation steps, BIB carries out all stages of its application completely. Keywords: Occupational safety and health; employees; work environment PermaLink | Plain Format | Corresponding Author (Cindy Dwi Yuliandi)

248	Organizational Behavior, Leadership and Human Resources Management	ABS-97
Comparison of ISO 9001:2015 and ISO 21001:2018 for Implementation in Education Institution Rio Aurachman (a*), Linda Studiyanti (b), Atik Febriani (c) a) Telkom University Jalan Telekomunikasi Nomor 1, Bandung *rioaurachman[at]telkomuniversity.ac.id b) Universitas Trisakti Jl. Kyai Tapa No.1, Daerah Khusus Ibukota Jakarta 11440 c) IT Telkom Purwokerto Jalan D.I. Panjaitan 128 Purwokerto Abstract In 2018 a new standard for education institution management is issued, namely ISO 21001: 2018. These standards have similarities with ISO 9001: 2015. This Similarity will help Education institution to implement both of ISO 21001:2018 and ISO 9001: 2015. The institution doesn’t need large and drastic changes requirement and standard certification. Organizations only need to modify the existing management system. This paper displays shows the comparison between ISO 9001: 2015 and ISO 21001: 2018. Following the analysis, we find that 47 sub-standards which the implementation requires adjustment and 14 sub-standards that do not require adjustment for implementation. Keywords: ISO 21001:2018, ISO 9001:2015, Management System, Education Management System PermaLink | Plain Format | Corresponding Author (Rio Aurachman)

249	Organizational Behavior, Leadership and Human Resources Management	ABS-99
PROBLEM AND CHALLENGE IN UNIVERSITY GOAL SETTING FOR PERFORMANCE MANAGEMENT SYSTEM IN INDONESIA Rio Aurachman (a*), Dominggo Bayu Baskara (b), Atik Febriani (c) a) Telkom University Jalan Telekomunikasi Nomor 1, Bandung 40257 *rioaurachman[at]telkomuniversity.ac.id b) Institut Teknologi Telkom Surabaya Jl. Gayungan PTT 17-19 Kota Surabaya 60235 c) IT Telkom Purwokerto Jalan D.I. Panjaitan 128 Purwokerto Abstract One of the processes in the performance management system is the goal setting and target settingt. There are several studies that examine the development of performance management systems and goal settings. The results of the research converged on the conclusions about the importance of employee participation in target setting. On the other hand, organizations need competitive targets to keep growing. Through, 23 FGDs, with 69 respondents as well as simulations to determine the target of 400 performance indicators, we obtain a summary of several potential problems and challenges in determining performance targets. This study can provide insights about the risks that institutions will face in determining the best performance targets both for employees and the institution. Keywords: : Goal Setting, Performance Management System, Good University Governance PermaLink | Plain Format | Corresponding Author (Rio Aurachman)

250	Organizational Behavior, Leadership and Human Resources Management	ABS-101
Analysis of employee’s satisfaction and incentives provided and their impact on employee’s performance satisfaction Try Hikmawan (a*), Budi Santoso (b) a)Sekolah Pascasarjana, Universitas Pendidikan Indonesia, Jl. Dr. Setiabudhi No. 229 Bandung 40154 Jawa Barat - Indonesia *try.hikmawan94[at]student.upi.edu b) Sekolah Pascasarjana, Universitas Pendidikan Indonesia, Jl. Dr. Setiabudhi No. 229 Bandung 40154 Jawa Barat - Indonesia Abstract The success of a company to achieve a goal is very dependent on the level of employee’s performance. This study aims to determine the effect of job satisfaction and the provision of incentives given to the performance of employees at Bukalapak Research & Development Bandung. The study uses an explanatory survey method with 124 employees were involved. The data were collected through questionnaire with the data analysis were using simple regression analysis and multiple regression. The results of this study show that employee’s performance can be improved through job satisfaction and providing incentives. Keywords: Employee’s Performance; Job Satisfaction; Incentives PermaLink | Plain Format | Corresponding Author (Try Hikmawan)

251	Organizational Behavior, Leadership and Human Resources Management	ABS-102
THE EFFECT OF WORK LIFE BALANCE AND WORK STRESS ON EMPLOYEE WORK SATISFACTION IN START UP COMPANIES Dellia Mila Vernia (a), Syamsul Hadi Senen (b) a) Universitas Pendidikan Indonesia Jl. Dr. Setiabudi No 229 Bandung 40154 Indonesia b) Universitas Pendidikan Indonesia Jl. Dr. Setiabudi No 229 Bandung 40154 Indonesia Abstract Abstract Work life balance is the ability to balance the demands of work and personal and family needs. Now for millennial, one of the important concerns in finding a new job is the creation of a work life balance. Every human resource has an important role and is the companys main asset that functions as a driving factor for every activity in a company. In carrying out its activities, a company needs good management for its employees. The conflict that occurs between work and personal life of employees can increase stress, which in turn can give a negative influence on the company, because if employees have work stress will cause a decrease in employee performance and employee job satisfaction. The population is on start up company employees. The data collection technique of this study uses questionnaires and interviews. Processing data in this study using the help of SPSS statistical tools. The results of the study show that employee work life balance in a company is very important, because work life balance is closely related to work stress and employee job satisfaction. Keywords: Keywords: Work life balance, job satisfaction, work stress PermaLink | Plain Format | Corresponding Author (Dellia Mila Vernia)

252	Organizational Behavior, Leadership and Human Resources Management	ABS-106
Influence of leadership and cultural involvement of operational excellence in SME Food and beverage Andri Irawan (a), Syamsul Hadi Senen (b) a) Universitas Pendidikan Indonesia Jl. Dr. Setiabudi No. 229 Bandung 40154 Indonesia andriirawan[at]upi.edu b) Universitas Pendidikan Indonesia Jl. Dr. Setiabudi No. 229 Bandung 40154 Indonesia eshasenen[at]upi.edu Abstract SMEs current existence becomes one aspect that is accounted for in economic stability. SME Food and beverage is one type of business that experienced rapid growth. The purpose of this research is to measure the influence of leadership and cultural involvement in the operational excellence of SME Food and beverage in Bandung district. The population in this research is the owner of SME food and beverage, while samples taken as much as 100 SMES food and beverage. The sampling method is nonprobality sampling by means of an aksidental sampling. The analysis tools used are multiple regression analyses. Data processing is done with the help of SPSS analysis tools. The results showed that leadership did not influence the operational excellence while cultural involvement has a significant influence on the operational excellence of SME Food and beverage Keywords: leadership, cultural involvement, operational excellence PermaLink | Plain Format | Corresponding Author (Andri Irawan)

253	Organizational Behavior, Leadership and Human Resources Management	ABS-107
ORGANIZATIONAL CULTURE AND SME’S PERFORMANCE: AN EMPIRICAL INVESTIGATION IN THE JAKARTA CONTEXT Chairul Hakim, Disman MS Indonesia University of Education Abstract This study investigates the postulated relationship between organizational culture and SMEs performance. The necessity of the assessment of this relationship is driven on the basis of the past literature. For the present inquiry, using the survey method a total number of 265 questionnaires. The population was drawn using stratified random sampling technique. The Smart-PLS 3.0 was used for data analysis due to its increasing popularity in presenting authentic calculations. The reporting of the results is based on Smart-PLS standards that is followed by two-step approach: first the assessment of reliability and validity is conducted using measurement model and secondly assessment of hypothesed relationship is done using structural model. This study underlines that organizational culture has significant relationship with SMEs performance In the last section the insights on future research are provided. Keywords: SME’s Performance; Organizational Culture; PermaLink | Plain Format | Corresponding Author (Chairul Hakim)

254	Organizational Behavior, Leadership and Human Resources Management	ABS-109
Analysis of Transformational and Transactional Leadership on Employee Performance Yani Restiani Widjaja (1) Universitas Pendidikan Indonesia, Universitas BSI Bandung, Nanang Fattah (2) Universitas Pendidikan Indonesia, Sahidillah Nurdin (3) Universitas BSI Bandung, Heni Rohaeni(4) Universitas BSI Bandung Universitas Pendidikan Indonesia, Universitas BSI Bandung Abstract ABSTRACT: Leadership is one of the most important things in an organization. Development of a project will succeed if it’s managed properly by the leadership. Only supports success in completing a construction project, but also with leadership that produces the ability to improve the performance of its employees. The purpose of this study was to determine the effect of transformational and transactional leadership styles partially on employee per-formance, and whether transformational leadership style has a more dominant influence than transactional leader-ship style on employee performance. This research was conducted at one of the construction services BUMN companies, PT Waskita Karya (Persero) Tbk Bandung. The type of research used quantitative by using descriptive and explanatory methods Keywords: transformational leadership, transactional leadership, employee performance PermaLink | Plain Format | Corresponding Author (Yani Restiani Widjaja)

255	Organizational Behavior, Leadership and Human Resources Management	ABS-115
The Effect of Work-Life Balance and Work Stress on Turnover Intention with Job Satisfaction as A Mediator at Anti-Corruption Institution in Indonesia Febria Angelina Lebang, Niken Ardiyanti Faculty of Economics and Business, Indonesia University Jl. Prof. Dr. Sumitro Djojohadikusumo, Depok 16424, Indonesia Abstract The number of corruption cases in Indonesia that have been revealed from year to year has added to the work-load of employees to take action on the cases to completion to restore financial state losses resulting from these acts of corruption. The job characteristic that requires employees to be available at all times has also affected the balancing of two domains: work and non-work, especially employees who work in the office of deputy for enforcement. This research aims to examine the relationship between work-life balance and work stress on turnover intention and the effect of job satisfaction in mediating relationships between these variables among employees of Deputy for Enforcement of Anti-Corruption Institution in Indonesia. This research was conducted using quantitative method through the distribution of questionnaires. An amount of 218 respondents were obtained as a sample of a population of 427 specialist and administrative employees. Hypotheses were tested with structural equation modeling (SEM) using Amos 23. The results found that there were positive influences on the relationships between work stress and turnover intention, both directly and in-directly through the mediation of job satisfaction. The results also revealed that there was no direct effect on work-life balance and turnover intention relationship, but indirect effect was found through the mediation of job satisfaction. Keywords: Work-life balance; work stress; job satisfaction; turnover intention PermaLink | Plain Format | Corresponding Author (Febria Angelina Lebang)

256	Organizational Behavior, Leadership and Human Resources Management	ABS-127
The Influence of Organizational Climate and Ability on Employee Performance Ilham Gumelar (a*), Eeng Ahman (b) a) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl.Dr. Setiabudhi No.229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia *Ilhamgum99[at]gmail.com b) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl.Dr. Setiabudhi No.229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia Abstract Employee Performance still become primary problem that can be researched in 2019, because many of firm still face employee performance problem, employee performance still become attention because performance is core of human resource management, in this research problem that faced by company many of employee who work together with other employee from the outside, the consequences make the job wasn,t finished on right time. Employee performance problem will be overcomed by the formula from Keith Davis Theory that become differences from another research, employee performance problem can’t be ignored because the problem will disturb the work system through destruction movement and the firm suppose to has concern and consistent to overcome employee performance problem. The Research has purpose to find, (1) describe of Organizational Climate, (2) describe of Ability, (3) Describe of Company Employee Performance. (4) Organizational Climate effect to Employee Performance (5) Ability effect to Employee Performance (6) organizational Climate and Ability effect to employee performance. The Research use descriptive and verificative method with explanatory survey. The result of research shows the describe of Organizational Climate is conducive and describe of Ability is good, and describe of Employee Performance is high Employee Performance is influeced by Organizational Climate and Ability. Based of the research is suggested to give support more real for the employee. For ability suggested to increase training intentition. and for employee performance suggested to increase the discipline for time and give punishment for employee who break the rules. Keywords: Organizational Climate, Ability, Employee Performance PermaLink | Plain Format | Corresponding Author (Ilham Gumelar)

257	Organizational Behavior, Leadership and Human Resources Management	ABS-130
Designing Sustainable Employee Performance Measurement System in Research, Development, and Manufacturing Company Jodie Ridha Arrozak(a*), Anton Abdulbasah Kamil(a**) a) School of Industrial and System Engineering, Telkom University Jl. Telekomunikasi Terusan Buah Batu No.1 Bandung 40257, Indonesia *jodie.ridha[at]gmail.com **antonkamil[at]telkomuniversity.ac.id Abstract Research, development, and manufacturing company in this tight and competitive environment must have good performance to achieve sustainability. Employee loyalty is one of the main aspect to deliver good performance and sustainability. Research and development activities usually produce intangible result which is difficult to be measured. In the other hand, manufacturing activities can be easily measured by product and quality. The difficulties of performance measurement may cause unfair compensation that lead to unsatisfied employee. This study took a case in XYZ Company on designing sustainable employee performance measurement system to improve productivity, employee loyalty, and sustainability. XYZ company is a private company that works in research, development, and manufacturing. This study propose new concept of employee performance measurement system that suitable for all of the activities in XYZ company to deliver fair performance measurement. Keywords: Performance Measurement System; Research and Development; Sustainable PermaLink | Plain Format | Corresponding Author (Jodie Ridha Arrozak)

258	Organizational Behavior, Leadership and Human Resources Management	ABS-137
The Effect of Transformational Leadership and Organizational Culture on Employee Creativity and Innovation at PT PJB UP Muara Tawar Alfian Sulthoni*, Dr. Jimmy Sadeli, M.M. Faculty of Bussines and Management, Universitas Indonesia Gd. MMUI Jl. Salemba Raya 4 Jakarta 10430 *alfiansulthoni[at]gmail.com Abstract The 21st century global market demands highly skilled workforce who are intellectually active, creative, innovative and capable of critical thinking. Therefore, this study examines the factors determining employee creative and innovative undertakings at work in power generation company with a focus on transformational leadership and organizational culture. The study adopted survey design and simple and moderated regression analyses to test three hypotheses. Data were collected from 158 (143 males and 15 females) randomly selected staff at PT PJB UP Muara Tawar aged between 25 and 50 years. Employees completed questionnaires consisting of validated scales of employee creativity and innovation, transformational leadership and organizational culture in the study. It was concluded that transformational leadership (t:7,768 & sig: 0,00) and appropriate organizational culture (t:3,635 & sig:0,00) are important factors in facilitating employee creativity and innovation at PT PJB UP Muara Tawar. It was recommended that companies can facilitate employee creativity and innovation by promoting and investing in transformational leadership training of their managerial staff as well as instituting enabling innovative organisational culture. Keywords: Employee creativity, innovation, transformational leadership and organisational culture PermaLink | Plain Format | Corresponding Author (Alfian Sulthoni)

259	Organizational Behavior, Leadership and Human Resources Management	ABS-146
The effect of organizational structure on the implementation of knowledge sharing Fahmi Jahidah Islamy, Dadan Abdul Aziz M Sekolah Tinggi Ilmu Ekonomi Indonesia Membangun (STIE INABA) Abstract This research aims to understand the effect of organizational structure on knowledge sharing. there are three criteria for organizational structures that support the implementation of knowledge sharing: participative decision making, ease of information flow and cross-functional teams. This research is intended to contribute to academic institutions in improving knowledge sharing. The sample in this study amounted to 119 lecturers at state universities in Bandung by using probability sampling techniques. The analysis technique used is multiple linear regression. The variables studied are organizational structure (participative decision-making, ease of in-formation flow and cross-functional teams) and knowledge sharing. The research findings indicate that organizational structure is positively significant related to knowledge sharing. Keywords: Knowledge sharing, organizational structure, participative decision-making, ease of information flow and cross-functional teams PermaLink | Plain Format | Corresponding Author (Fahmi Jahidah Islamy)

260	Organizational Behavior, Leadership and Human Resources Management	ABS-155
THE ROLE OF WOMEN LEADERSHIP IN IMPROVING THE EMPLOYEES PERFORMANCE IN EDUCATIONAL ORGANIZATION Muhammad Fadil (a*), Hady Siti Hadijah (b) a) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jalan Dr. Setiabudhi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia *mfadil[at]upi.edu b) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jalan Dr. Setiabudhi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia Abstract Some previous studies have proposed the limitations and inability to provide support of women leadership by comparing it to men authority. Meanwhile, this study would like to show that women leadership allows support for the improvement of employees performance. This current research is a qualitative study. Literature review is implemented to collect and analyze the results of previous studies. Research is conducted by survey in a private high school in Bandung managed by a women principal. Literature review showed that women leadership in educational organization implies effective (honest, open, impressive advocacy skill) and flexible (informal approach, campaigning diversity and democracy) communication that develops the employees creativity and expression and leads to the formation of social harmony and unity among the employees, and also a conducive working environment. Hence, this study concludes that women have the ability to lead and women leadership may improve the employees performance in educational organization. Keywords: women leadership, employees performance PermaLink | Plain Format | Corresponding Author (Muhammad Fadil)

261	Organizational Behavior, Leadership and Human Resources Management	ABS-161
The Influence of Age and Motivation on the Performance of the Employees Fahmi Rizal Kuswala (a*), Nanang Fattah (b) a) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl. Dr. Setiabudhi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia *fahmirizal[at]upi.edu b) Sekolah Pascasarjana, Universitas Pendidikan Indonesia Jl. Dr. Setiabudhi No. 229, Isola, Sukasari, Kota Bandung, Jawa Barat 40154, Indonesia *nanangfattah[at]upi.edu Abstract The age and motivation of employees influence their performance in the company. Both age and motivation are explained to take a consideration to the employees’ performance in aspect of mindset. Furthermore, this present study is purposed to investigate the effect of age and motivation on employee performance in a company. The study was conducted to twelve employees in one of the private companies in Indonesia. The descriptive qualitative method was used with observations, questionnaires and interviews as the instruments for the data collection. The result showed that age and motivation influence the performance of employees in companies, especially in terms of mindset and mobility. Therefore, this study is expected to develop the knowledge of the influence of age and motivation on employee performance in a company especially in Indonesia context. Keywords: Age; Motivation; Performance PermaLink | Plain Format | Corresponding Author (Fahmi Rizal Kuswala)

262	Organizational Behavior, Leadership and Human Resources Management	ABS-163
Cross Functional Teams Effectiveness Factor in Technological-Based Service Company: NSIAPAY Muhammad Guntur Sulis Dwi Cahyo, Riani Rachmawati S.E. M.A PhD Magister Management Universitas Indonesia, University of Brimingham Abstract Due to increasing in market competition, companies in various industries are expected to be responsive to their dynamic environment. Service industry is no exception. This paper aims to identify the effective internal factors of cross functional team in technological-based service company: NSIAPay in order to keep the value among employees while facing a fast-changing business world. A case study from technological-based service company help to characterize several factors that influenced the effectiveness of cross-functional team trough shared leadership, cohesion and internal team environment with its antecedent factors. This research used Structured Equation Modelling and only carried out in financial technology company, NSIAPay. Trough this research, it shows the influence of Internal team environment, cohesion and Shared Leadership towards Cross-functional team effectiveness. The higher the level of Internal team environment and partially mediated by Cohesion will give positive influence towards Cross-Functional team effectiveness. The relationship between Internal team environment mediated by Shared Leadership will impact negative influence towards Cross-functional Team. Keywords: Cross functional team; technological-based service company; dynamic environment; fast-changing world; Internal team environment; Cohesion; Shared Leadership; Structured equation modelling PermaLink | Plain Format | Corresponding Author (Pratiwi Arizona)

263	Organizational Behavior, Leadership and Human Resources Management	ABS-171
Gender Empowerment in Local Institutions: Negotiating between Domestic and Public Roles in the Sunda Region of West Java Hilmiana Y Faculty Economics and Business Universitas Padjadjaran Jl Dipati Ukur 35, Bandung Abstract In the Industrial Revolution Era of 5.0, when the role of human resources play an important role, the binary gender distinction between man and woman shall be adapted to the challenges in the society. The role of woman in Communities which is based on Indigenous Knowledge and Culture has been considered as a gender biased as woman was seen to be sub-ordinate to the role of man in terms of their role between public and domestic. However, the practice of some Local Institutions in the Sunda Region of West Java, i.e. Gintingan and Perelek, have demonstrated that the women predominantly play an important role in the community. Using a qualitative method of survey of literature, this paper attempts to elaborate that although in Sundanese Culture, the patriarchic role in the society between man and woman women has been dominating the tradition, however the practice of some local institutions have demonstrated that there is a gender empowerment among Indigenous Communities which show that the local people have been negotiating the gender role in the Society. Keywords: Gender Empowerment, Organizational Behaviour, Local Institutions, Culture & Society PermaLink | Plain Format | Corresponding Author (Hilmiana Y)

264	Organizational Behavior, Leadership and Human Resources Management	ABS-179
The Formulation of Employee Selection Format, Compilation of Job Description and Compilation of Performance Appraisal on JEE Ballroom Group & Exhibitor Lukmanul Hakim Magister Manajemen, Universitas Indonesia Jalan Salemba Raya 3 Jakarta Pusat Abstract This study is in the form of business coaching which carried out in the SMEs JEE Ballroom Group & Exhibitor. There are some disadvantages to the management of human resources that currently exist. The objective of the implementation of this business coaching is to develop the process of human resources which causes employee performance is not as expected. This study will focus on the formulation of selection format, a compilation of job description, and compilation of performance appraisal system. It is expected that this business coaching can help the JEE Ballroom Group & Exhibitor in improving its performance. Keywords: Business Coaching; Penilaian Kinerja (Performance Appraisal); Selection; Uraian Pekerjaan. PermaLink | Plain Format | Corresponding Author (Lukmanul Hakim)

265	Organizational Behavior, Leadership and Human Resources Management	ABS-182
Enhancing Organizational Support to Reduce Voluntary Employees Turnover Level in Private Organizations: The Mediation of Work Stress Arif Partono Prasetio, Sumrahadi, Elvira Azis, Abyan Ghiffarie, Dhianya Ayuning Prameswari TELKOM University Abstract The present study was aimed to examine the relationship between perceived organizational support and turnover intention among employees in private sector. The study also focused work stress as mediator in the relation. The participants of this study were employees in consultant and garment industry. Data was collected throught human resources manager and we have 215 useable responses. Results of the study revealed that employee perceived that there was strong organizational support. They also experience low level of turnover intention. Emplyoyees experience medium to low level of work stress. Process Macro with SPSS was used to identify the relation between variables and also to examine whether there is a mediation or not. Current study using cross-sectional approach to highlight the existence of relationships between variables. It was found that perceived organizational support has significant negative effect on work stress and turnover intention. While work stress has positive effect on turnover intention. The study also proved that work stress played a mediation role on the relationship between perceived suport and turnover intention. It is important for organization to provide adequate support for employees so they will experience less stress and will stay longer. Keywords: perceived organizational support, work stress, turnover intenion. PermaLink | Plain Format | Corresponding Author (Arif Prasetio)

266	Organizational Behavior, Leadership and Human Resources Management	ABS-188
INFLUENCE OF ORGANIZATIONAL CULTURE AND WORK MOTIVATION ON EMPLOYEE ENGAGEMENT IN A PLASTIC MANUFACTURING COMPANY IN KARAWANG Maudy Amalia (a*), Neneng Sofiyanti (b*), Made Panji Teguh Santoso (c*) Universitas Singaperbangsa Karawang Jl. Ronggowaluyo Telukjambe Timur Karawang 41361 a) maudyamalia[at]gmail.com b) sofianz2909[at]gmail.com c) made.santoso[at]staff.unsika.ac.id Abstract This study aims to find out, explain, and analyze an organizational culture, work motivation and employee engagement in one plastic manufacturing company in Karawang. This tries to reveal how much is: (1) the correlation between organizational culture and work motivation, (2) the partial influence of organizational culture and work motivation on employee engagement, (3) the simultaneous influence of organizational culture and work motivation on employee engagement. This study uses a descriptive verification approach. The samples are taken form 248 respondents, who are employees of one plastic manufacturing company in Karawang by using the Proportionate Stratified Random Sampling method. The data analyses used in this study are validity test, reliability test, normality test, path analysis, and hypothesis test. The results of the study show that organizational culture and work motivation have a strong correlation, which is equal to 67.8%. Organizational culture has a direct influence of 13.9% and indirect influence of 14.4%, then partially organizational culture has an influence of 28.3% on employee engagement. While work motivation has a direct influence of 32% and an indirect influence of 14.4%, work motivation has a partial influence of 46.4% on employee engagement. Collectively, organizational culture and work motivation have an influence of 74.7% on employee engagement, while the remaining 25.3% is influenced by other variables which are not examined in this study. It is discovered that work motivation is more dominant that organizational culture in terms of influencing employee engagement. It is then suggested that this plastic manufacturing company pay more attention to organizational culture and work motivation, and improve them at the same time, in order to improve employee engagement to the company. Keywords: Organizational Culture; Work Motivation; Employee Engagement PermaLink | Plain Format | Corresponding Author (Neneng Sofiyanti)

267	Organizational Behavior, Leadership and Human Resources Management	ABS-192
Influence Leadership Motivation and Performance of Employees At Bank Rakyat Indonesia Subang Branch Office Deden Komar Priatna(a)*, Winna Roswinna (a) (a)*Universitas Winaya Mukti (a)Universitas Winaya Mukti Abstract There are indications of low employees Bank Rakyat Indonesia Subang Branch Office which is relatively low, this is seen from the many complaints and lack of enthusiasm in carrying out their duties, which has an impact on service to the Customer . The low performance of employees is allegedly caused by the low work motivation that is owned is also thought to be caused by a leadership role that does not encourage officers to work well, this is seen from the creation of conditions that are less comfortable for employees in the work environment. The purpose of this study is to describe leadership, work motivation , performance and test the influence of leadership and work motivation on employee performance. The method used is descriptive survey method and explanatory survey. The type of investigation in this study is causality. Unit of analysis of employees of Bank Rakyat Indonesia Subang Branch Office with the population as many as 35 employees. Time horizon in this study is cross sectional and the analytical method used is frequency distribution and path analysis . Based on the results of research and discussion, it can be found that leadership is good enough, employees have work motivation and high performance, leadership and work motivation influence the performance of employees at Bank Rakyat Indonesia Subang Branch Office . But if viewed partially, it turns out that dominant leadership influences performance rather than work motivation , therefore leadership is a priority in improving employee performance . Keywords: Leadership, Work Motivation, Performance PermaLink | Plain Format | Corresponding Author (Deden Komar Priatna)

268	Organizational Behavior, Leadership and Human Resources Management	ABS-194
Increased Psychological Capital Resources of Employees Through the "I m Superhero In The Workplace" Program in the Framework of Optimizing Employee Innovative Work Behaviors Nina Amelia Sasmita (a*) Martina Dwi Mustika S.Psi., M.O.P., Ph.D.(b) (a) Faculty of Psychology University of Indonesia & BMKG Jl. Angkasa I No. 2 Kemayoran Jakarta Pusat ninasasmita[at]gmail.com (b) Faculty of Psychology University of Indonesia Depok, Jawa Barat Abstract In the era of industry 4.0 which is changing the way people live and work, organization need to do innovation. This study aims to look at the relationship between employees innovative work behavior (IWB) and psychological capital (PsyCap), also figure out the impact of the PsyCap intervention program in increasing employees IWB. The research was conducted at one of government agencies. The study took 424 sample data and seek the relationship between PsyCap and IWB, and also took 18 random samples of employees for intervention program. It was found that PsyCap was positively related to IWB. The intervention program which is I am Superhero in the workplace Program, show changing in the mean of PsyCap and IWB variable before and after the program. These results imply that organizations can having PsyCap intervention to improve their employees IWB. This study identified the broad and unique effect of PsyCap intervention in government institution. The findings suggest that the organization can developing employees PsyCap, given its unique effect on the employee outcome variables such as IWB. Keywords: PsyCap, IWB, PsyCap Intervention PermaLink | Plain Format | Corresponding Author (Nina Amelia Sasmita)

269	Organizational Behavior, Leadership and Human Resources Management	ABS-195
Fraud Risk Management Evaluation in the Directorate General of Taxes (Case Study on Account Representative and Tax Auditor at Jakarta Matraman Primary Tax Office) Fitri Zulvina (a*), Sukrisno Agoes (b) a) University of Indonesia Jalan Salemba Raya No.4, Jakarta Pusat *fitrizulvina[at]gmail.com b) University of Indonesia Jalan Salemba Raya No.4, Jakarta Pusat Abstract This study aims to evaluate Fraud Risk Management at the Directorate General of Taxes. more detailed, in evaluating the business process of auditing and supervising Taxpayers by tax auditors and AR. This study combines two concepts of fraud risk management, namely fraud risk management from COSO and CGMA. Other literature used is a risk management policy that has been implemented in the Ministry of Finance of the Republic of Indonesia. The research method used by the author is a qualitative method, where the data obtained comes from the reports contained in the Directorate General of Taxes and direct observations and interviews which are then analyzed by qualitative methods. From the field data obtained, it is known that the Directorate General of Taxes is still not optimal in conducting fraud risk management. This can be seen from the absence of a standard mechanism in managing fraud risk. The results of the study are expected to provide input in the development of fraud risk management so that fraud actions can be minimized and prevented. Keywords: Fraud Risk Management; Public Sector; Directorate General of Taxes PermaLink | Plain Format | Corresponding Author (Fitri Zulvina)

270	Organizational Behavior, Leadership and Human Resources Management	ABS-199
The effectiveness of gamification on students’ attitude toward team work Sarah Maulida Nur Rahmah(a), Nur Arief Rahmatsyah Putranto(a), Nandan Lima Krisna(b*) a) Institut Teknologi Bandung b*) Universitas Persada Indonesia YAI Jakarta and Universitas Winaya Mukti Bandung Abstract Gamification especially board game is one of method that popularly used in education world. However, the study that measure effectiveness of board game as apparatus for learning and changing attitude and behavior is still limited. Therefore, the researcher conducted this research to prove whether the board game can achieve certain level of attitude toward teamwork and the components of attitude toward teamwork which is affect, behavior, and cognition. This research designed to measure the effectiveness of board game by comparing the pretest and post test result in experimental research methods by involving 49 participants. Then, the results of comparison showed that gamification especially board game effectively gives a positive significant improvement on attitude toward teamwork and attitude components. Keywords: Effectiveness, Attitude, Team Work PermaLink | Plain Format | Corresponding Author (Nandan Limakrisna)

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