Andika Setia Pratama

The low-cost business model has thrived in the last decade, creating a more competitive atmosphere in some industries. The airline industry is the sector that has grown significantly with this business model. To maintain sustainability amidst the challenge, human resources can be an investment in the organization’s material resources. Hence, this study aims to determine the effect of job satisfaction and continuance of organizational commitment moderated by the tenure of employment on job performance. This study surveyed 41 flight attendants of a low-cost airline in Indonesia. The respondents were selected through convenience sampling. The data were then analyzed using Partial Least Squares (PLS), which is part of Structural Equation Modeling (SEM). The analysis results show that job satisfaction and continuance of organizational commitment have a significant effect on flight attendants’ performance. In contrast, the tenure of employment has a positive yet insignificant effect in moderating the relationship between job satisfaction and continuance of organizational commitment. The findings of this study can be a reference for airlines to manage the individual performance of flight attendants in the competitive aviation business world.

Creative human resources are becoming urgent amidst development in recent decades. The television industry has been one that faces the challenge with the emergence of new platforms offering variety and ease of information. Hence this study aims to test the direct effect of perceived organizational support on employee creativity and the mediation role of the meaning of work. This study was conducted on Net Mediatama Television, a private television company, specifically among employees working in the content department, since this division constantly needs creativity to develop concepts and create a broadcast program. Data from 70 respondents were collected through online questionnaires and analyzed with the PLS technique. The results confirmed that perceived organizational support and meaning of work are relevant factors that directly stimulate and enhance employee creativity. The mediating role of work meaning for perceived organizational support and creativity was also proven significant. This indicates that employees who get organizational support have a strong meaning towards work so that their level of creativity increases. Based on these findings, organizations can formulate strategic steps to increase employee creativity by focusing on organizational support and meaningfulness in work.