Human capital to be create of company performance prove goal orientation to organizational culture as an approach
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Published:
Feb 28, 2024
Keywords:
Human capital, Organizational culture, Performance proves goal, Orientation
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Economy
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Abstract
Human resources are assets or capital that continue to develop over time and business dynamics as well as developments in technology and science. This research aims to describe the application and achievements of human capital that have been implemented in recent years as an effort to improve performance with evidence of goal orientation, as well as examining the relationship between the application of human capital and performance with evidence of goal orientation. This research uses a quantitative method with a descriptive approach, by taking purposive sampling from 74 employees who hold supervisory positions at PT AIM Biskuit Sidoarjo, East Java. Data was collected through questionnaires and inferential statistical analysis was carried out. The research results can illustrate that the more optimal the application of human capital as an HR development strategy is, the greater the performance will prove to be the goal orientation, and vice versa. This is known from cross distribution analysis with a value of ?2 = 104.128, with a probability of 0.000 (p<0.05); then the results of this research also prove that there is a dignified positive relationship between human capital and performance, proving goal orientation from the value of r = 0.858 with p = 0.000 (p <0.05); whose coefficient of determination value explains that human capital is able to contribute 73.7% to increased performance as evidenced by goal orientation
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Jannah S, M. (2024) “Human capital to be create of company performance prove goal orientation to organizational culture as an approach”, Jurnal Mantik, 7(4), pp. 3253-3263. doi: 10.35335/mantik.v7i4.4621.
References
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Zhu, Y., & Akhtar, S. (2019). Leader Trait Learning Goal Orientation and Employee Voice Behavior: The Mediating Role of Managerial Openness and the Moderating Role of Felt Obligation. The International Journal of Human Resource Management, 30(20), 2876–2900. https://doi.org/https://doi.org/10.1080/09585192.2017.1335338
Zia, M. Q., Naveed, M., Bashir, M. A., & Shamsi, A. F. (2020). The interaction of situational factors on individual factors and self-development. European Journal of Training and Development, 44(4), 509–530. https://doi.org/10.1108/EJTD-10-2019-0172
Amelia, A., Manurung, K. A., & Purnomo, D. B. (2022). Peranan Manajemen Sumberdaya Manusia Dalam Organisasi. Mimbar Kampus: Jurnal Pendidikan Dan Agama Islam, 21(2), 128–138. https://doi.org/10.47467/mk.v21i2.935
Cai, F., & Wen, N. (2018). The Influence of Individual Goal Orientation on Innovation Behavior from the Perspective of Knowledge Hiding. 182(Iceemr), 671–676. https://doi.org/10.2991/iceemr-18.2018.161
Der-Chiang Li Ching-Yeh Tsai. (2020). Antecedents of Employees’ Goal Orientation and the Effects of Goal Orientation on E-Learning Outcomes: The Roles of Intra-Organizational Environment. Sustainability International Journal – MDPI, 12(11), 4759. https://doi.org/https://doi.org/10.3390/su12114759
Fariz. (2020). Pengaruh Budaya Organisasi, Kepuasan Kerja dan Integritas Terhadap Kinerja Badan Keuangan Daerah Kabupaten Pasuruan. Sasanti Journal of Economic and Business, 1(1). https://ejurnal.stieyapan.ac.id/index.php/JEB/article/view/65
Hasanah, H., & Sunarti, S. (2022). Human Capital As a Source of Strategy for Achieving Organizational Performance. Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA), 6(3), 1854–1863. https://doi.org/10.31955/mea.v6i3.2665
Ismiyati. (2020). Dampak Human Capital pada Kinerja Organisasi. Administrasi Dan Kesekretarisan, 5(1), 56–73.
Jannah, M. (2020). PENGARUH PERUBAHAN ORGANISASI TERHADAP KEPUASAN KERJA MELALUI KEPEMIMPINAN DAN KOMITMEN ORGANISASI PADA PT. PELINDO III. MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara, 5(1). https://doi.org/https://doi.org/10.51774/mapan.v5i1.120
Kucharska, W., & Rebelo, T. (2022). Knowledge sharing and knowledge hiding in light of the mistakes acceptance component of learning culture- knowledge culture and human capital implications. Learning Organization, 29(6), 649–669. https://doi.org/10.1108/TLO-03-2022-0032
Kurniawati, R. (2017). IMPLEMENTASI MANAJEMEN SUMBER DAYA MANUSIA DALAM PENINGKATAN PROFESIONLITAS DOSEN STIE YAPAN SURABAYA. MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara, 2(2). https://doi.org/https://doi.org/10.51774/mapan.v2i2.27
Linda, M. R., Thabrani, G., & Firman, F. (2020). The Role of Human Capital and Knowledge Management in Innovation. 145(Icebm 2019), 261–267. https://doi.org/10.2991/aebmr.k.200626.046
Nicoletta G. Dimitrova Edwin A. J. van Hooft. (2021). IN THE EYE OF THE BEHOLDER: LEADER ERROR ORIENTATION, EMPLOYEE PERCEPTION OF LEADER, AND EMPLOYEE WORK-RELATED OUTCOMES. Academy of Management Discoveries Journal, 7(4). https://doi.org/10.1038/s41567-018-0068-1
Oswald, A. J. Mascarenhas, S. J. (2019). Corporate Ethics for Turbulent Markets. Emerald Publishing. https://doi.org/10.1108/9781787561915
Paramarta, V., Delvita, D., Yanti, R., Udayana, D., Pertiwi, A.S., dan Saepudin, A. (2023). Peran Human Capital Dalam Meningkatkan Kinerja Perusahaan. Jumek?: Jurnal Manajemen Dan Ekonomi Kreatif, 1(3), 1–12.
Ramly, A. T.Tjiptadi, D. D.Jumiati, E.Prihanto, J. N.Said, M.Diwyarthi, N. D. M. S.Nugroho, S. H. (2021). Human Capital Management: Creating Agile Workforce in the Digital Age (GCAINDO (ed.)). GCAINDO Published.
Robert Kreitner, A. K. (2014). Perilaku Organisasi?: Organizational Behavior. In Perilaku Organisasi?: Organizational Behavior. Salemba Empat.
Simarmata, J. (2021). Peran Mediasi Human Capital dan Kinerja Individu dalam Hubungan Praktek MSDM dengan Kinerja Organisasi. J-MAS (Jurnal Manajemen Dan Sains), 6(2), 383. https://doi.org/10.33087/jmas.v6i2.300
Son, S. J., Yang, T. S., & Park, J. (2022). Learning goal orientation and promotive voice: A moderated mediation model. Current Psychology, 41(12), 8354–8367. https://doi.org/10.1007/s12144-022-03436-w
Sudarmanto. (2009). Kinerja dan Pengembangan Kompetensi SDM?: Teori , Dimensi Pengukuran, dan Implementasi dalam Organisasi. Pustaka Pelajar.
Sugiyono. (2018). Metode Penelitian Kuantitatif, Kualitatif, dan Metode Penelitian Kombinasi (Mixed Method). Alfabeta.
Waloyo. (2017). ANALISI PENGARUH BUDAYA ORGANISASI TERHADAP KEDISIPLINAN KARYAWAN PADA PT. HANIL JAYA STEEL DI SIDOARJO. MAPAN: Jurnal Manajemen Akuntansi Palapa Nusantara, 2(2). https://doi.org/https://doi.org/10.51774/mapan.v2i2.25
Wujarso, R. (2022). Ciptaan disebarluaskan di bawahLisensi Creative Commons Atribusi 4.0 Internasional PERAN HUMAN CAPITAL DALAM PERTUMBUHAN EKONOMI. 430 Journal of Information System, Applied, Management, Accounting and Research. ( Printed), 6(2), 430–438. https://doi.org/10.52362/jisamar.v6i2.790
Yuniarsih, N., Rohmalia, Y., Saleh, A. R., Nijomi, S. R., Septianti, A., & Farida, A. N. (2022). Penerapan Human Capital Manajemen dalam Meningkatkan Kualitas SDM Terhadap Kinerja Perusahaan. Diversity: Jurnal Ilmiah Pascasarjana, 2(2). https://doi.org/10.32832/djip-uika.v2i2.5880
Zhu, Y., & Akhtar, S. (2019). Leader Trait Learning Goal Orientation and Employee Voice Behavior: The Mediating Role of Managerial Openness and the Moderating Role of Felt Obligation. The International Journal of Human Resource Management, 30(20), 2876–2900. https://doi.org/https://doi.org/10.1080/09585192.2017.1335338
Zia, M. Q., Naveed, M., Bashir, M. A., & Shamsi, A. F. (2020). The interaction of situational factors on individual factors and self-development. European Journal of Training and Development, 44(4), 509–530. https://doi.org/10.1108/EJTD-10-2019-0172
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