Determinants influencing productivity in unicorn startups: Roles of new ways of working and work engagement
-
Author(s)Jefta HarliantoLink to ORCID Index: https://orcid.org/0000-0002-4918-9209
,
Harjanto PrabowoLink to ORCID Index: https://orcid.org/0000-0002-9317-2818
,
Rano Kartono RahimLink to ORCID Index: https://orcid.org/0000-0002-4920-750X
,
Nugroho J. SetiadiLink to ORCID Index: https://orcid.org/0000-0002-1864-0116
-
DOIhttp://dx.doi.org/10.21511/ppm.22(3).2024.18
-
Article InfoVolume 22 2024, Issue #3, pp. 225-240
- 286 Views
-
47 Downloads
This work is licensed under a
Creative Commons Attribution 4.0 International License
Despite its growth, Indonesia’s startup industry struggles with high failure rates; this industry relies on employee productivity and promoting new work methods that reshape modern workplaces. The study aims to examine the impact of new ways of working on employee productivity and work engagement in Indonesian unicorn startups post-pandemic while also observing the current situation using importance-performance analysis. The data analysis uses structural equation modeling (SEM) with partial least squares (PLS) and Smart-PLS software. This study analyzes survey data from 56 leaders of Indonesian unicorn startups. It delves into the complex relationships between these variables based on the leaders’ perspectives. According to the findings, new ways of working impact employee productivity (β = 0.521; p-value < 0.05), new ways of working impact work engagement (β = 0.856; p-value < 0.05), work engagement impact employee productivity (β = 0.379; p-value < 0.05), and new ways of working impact employee productivity through work engagement (β = 0.325; p-value < 0.05). The findings indicate that new ways of working significantly affect work engagement and productivity. It also identifies work engagement as a key driver of employee productivity. Interestingly, the effect of new ways of working on employee performance is also mediated by work engagement, highlighting the relationship between these factors.
- Keywords
-
JEL Classification (Paper profile tab)J24, L25, M13, O15
-
References46
-
Tables12
-
Figures3
-
- Figure 1. Conceptual framework
- Figure 2. Importance-performance analysis
- Figure 3. Convergent validity test
-
- Table 1. Respondents’ demographics
- Table 2. Importance-performance analysis – New ways of working
- Table 3. Importance-performance analysis – Work engagement
- Table 4. Importance-performance analysis – Employee productivity
- Table 5. Discriminant validity test
- Table 6. Reliability test
- Table 7. Coefficient of determination
- Table 8. F-square test result
- Table 9. Hypothesis testing result
- Table 10. Model fit results
- Table A1. Questionnaire of personal data
- Table A2. Work engagement, new ways of working, and employee productivity questionnaire
-
- Abdelwahed, N. A. A., & Doghan, M. A. A. (2023). Developing employee productivity and performance through work engagement and organizational factors in an educational society. Societies, 13(3), Article 65.
- Abdulrahman, B. S., Qader, K. S., Jamil, D. A., Sabah, K. K., Gardi, B., & Anwer, S. A. (2022). Work engagement and its influence in boosting productivity. International Journal of Language, Literature and Culture, 2(6), 30-41.
- Abioro, M. A., Oladejo, D. A., & Ashogbon, F. O. (2018). Work life balance practices and employees productivity in the Nigerian University System. Crawford Journal of Business and Social Sciences, 8(2), 49-59.
- Andrulli, R., & Gerards, R. (2023). How new ways of working during COVID-19 affect employee well-being via technostress, need for recovery, and work engagement. Computers in Human Behavior, 139, Article 107560.
- Attaran, M., Attaran, S., & Kirkland, D. (2019). The need for digital workplace: Increasing workforce productivity in the information age. International Journal of Enterprise Information Systems, 15(1), 1-23.
- Atti, C., Cross, C., Dogan, A. B., Hubbard, C., Page, C., Montague, S., & Rabieinejad, E. (2022). Impacts and integration of remote-first working environments. ArXiv.
- Awaya, Y., & Krishna, V. (2021). Startups and upstarts: Disadvantageous information in R&D. Journal of Political Economy, 129(2), 534-569.
- Badura, B., Ducki, A., Schröder, H., Klose, J., & Meyer, M. (2016). Fehlzeiten-Report 2016. Springer. (In German).
- Bakker, A. B., & Demerouti, E. (2008). Towards a model of work engagement. Career Development International, 13(3), 209-223.
- Bortolini, R. F., Nogueira Cortimiglia, M., Danilevicz, A. de M. F., & Ghezzi, A. (2018). Lean startup: A comprehensive historical review. Management Decision, 59(8), 1765-1783.
- Cornu, F. (2022). New ways of working and employee in-role performance in Swiss public administration. Merits, 2(3), 146-163.
- Curley, M., & Salmelin, B. (2018). Openness to innovation and innovation culture. In Open Innovation 2.0. Innovation, Technology and Knowledge Management (pp. 129-142). Cham: Springer.
- De Leede, J., & Heuver, P. (2016). New ways of working and leadership: An empirical study in the service industry. In New Ways of Working Practices (Advanced Series in Management, Vol. 16) (pp. 49-71). Leeds: Emerald Group Publishing Limited.
- Duque, L., Costa, R., Dias, Á., Pereira, L., Santos, J., & António, N. (2020). New ways of working and the physical environment to improve employee engagement. Sustainability (Switzerland), 12(17), Article 6759.
- Gerards, R., de Grip, A., & Baudewijns, C. (2018). Do new ways of working increase work engagement? Personnel Review, 47(2), 517-534.
- Giauque, D., Renard, K., Cornu, F., & Emery, Y. (2022). Engagement, exhaustion, and perceived performance of public employees before and during the COVID-19 crisis. Public Personnel Management, 51(3), 263-290.
- Hamid, R. S., & Anwar, S. M. (2019). Structural equation modeling (SEM) berbasis varian: Konsep dasar dan aplikasi dengan program SmartPLS 3.2.8 dalam riset bisnis [Variance-based Structural Equation Modeling (SEM): Basic Concepts and Applications with the SmartPLS 3.2.8 Program in Business Research]. PT Inkubator Penulis Indonesia. (In Indonesian).
- Han, S. H., Sung, M., & Suh, B. (2021). Linking meaningfulness to work outcomes through job characteristics and work engagement. Human Resource Development International, 24(1), 3-22.
- Haryono, S. (2016). Metode SEM untuk penelitian manajemen dengan AMOS LISREL PLS [SEM Methods for Management Research with AMOS, LISREL, and PLS]. Jakarta: Pt Ipu. (In Indonesian).
- Howarth, J. (2023, November 3). Startup failure rate statistics. Exploding Topics.
- Jackson, L. T. B., & Fransman, E. I. (2018). Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning. South African Journal of Economic and Management Sciences, 21(1), Article a1487.
- Kingma, S. (2019). New ways of working (NWW): Work space and cultural change in virtualizing organizations. Culture and Organization, 25(5), 383-406.
- Kominfo. (2022). Presiden: Ekonomi digital pesat, startup indonesia punya banyak peluang [President: Rapid digital economy provides many opportunities for Indonesian startups]. Kominfo. (In Indonesian).
- Kotera, Y., & Vione, K. C. (2020). Psychological impacts of the new ways of working (NWW): A systematic review. International Journal of Environmental Research and Public Health, 17(14), Article 5080.
- Lazauskaite-Zabielske, J., Ziedelis, A., & Urbanaviciute, I. (2021). Who benefits from time-spatial job crafting? The role of boundary characteristics in the relationship between time-spatial job crafting, engagement and performance. Baltic Journal of Management, 16(1), 1-19.
- Liu, X. (2023). A literature review of upper echelons theory. SHS Web of Conferences, 169, Article 01067.
- Martilla, J. A., & James, J. C. (1977). Importance-performance analysis. Journal of Marketing, 41(1), 77-79.
- Mazur, N., & Chukhray, N. (2023). The impact of remote working on employee productivity in the modern world. Collection of Scientific Papers “ΛΌГOΣ”, 2023, 41-45.
- Milkman, R. (2014). Millennial movements: Occupy wall street and the dreamers. Dissent, 59(Summer), 55-60.
- Murniati, M. P., Purnamasari, V., R, S. D. A., C, A. A., Sihombing, R., & Warastuti, Y. (2019). Alat-alat pengujian hipotesis [Tools for hypothesis testing]. Journal of Chemical Information and Modeling, 15(2). (In Indonesian).
- Palvalin, M., Lönnqvist, A., & Vuolle, M. (2013). Using ICT to leverage the productivity of knowledge-intensive service work. Journal of Knowledge Management, 17(4), 545-557.
- Palvalin, M., Vuolle, M., Jääskeläinen, A., Laihonen, H., & Lönnqvist, A. (2015). SmartWoW – Constructing a tool for knowledge work performance analysis. International Journal of Productivity and Performance Management, 64(4), 479-498.
- Pogan, L. D. (2022). Mitigating leadership and the new ways of working. Sociology and Social Work Review, 6(2), 75-82.
- Renard, K., Cornu, F., Emery, Y., & Giauque, D. (2021). The impact of new ways of working on organizations and employees: A systematic review of literature. Administrative Sciences, 11(2), Article 38.
- Romeike, P., Wohlers, C., Hertel, G., & Schewe, G. (2016). New ways of working: Chances and challenges for trust-enhancing leadership. In B. Blöbaum (Ed.), Trust and Communication in a Digitized World. Progress in IS (pp. 161-176). Cham: Springer.
- Santoso, A. D., & Rahardjo, D. S. (2021). PLS dan GeSCA dalam Analisis Kuantitatif [PLS and GeSCA in Quantitative Analysis]. Kepel Press. (In Indonesian).
- Savitri, C., Faddila, S. P., Irmawartini, Iswari, H. R., Anam, C., Syah, S., Mulyani, S. R., Sihombing, P. R., Kismawadi, E. R., Pujianto, A., Mulyati, A., Astuti, Y., Adinugroho, W. C., Imanuddin, R., Kristia, Nuraini, A., & Siregar, M. T. (2021). Statistik multivariat dalam riset [Multivariate statistics in research]. Widina Bhakti Persada Bandung. (In Indonesian).
- Schaufeli, W. B., Salanova, M., & González-romá, V. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71-92.
- Sekhar, C., Patwardhan, M., & Vyas, V. (2018). Linking work engagement to job performance through flexible human resource management. Advances in Developing Human Resources, 20(1), 72-87.
- Skala, A. (2019). Digital startups in transition economies. Springer.
- StartupRanking. (2023). Countries – With the top startups worldwide.
- Uddin, M. A., Mahmood, M., & Fan, L. (2019). Why individual employee engagement matters for team performance? Mediating effects of employee commitment and organizational citizenship behaviour. Team Performance Management, 25(1/2), 47-68.
- Van Den Heuvel, M., Demerouti, E., Bakker, A. B., Hetland, J., & Schaufeli, W. B. (2020). How do employees adapt to organizational change? The role of meaning-making and work engagement. Spanish Journal of Psychology, 23, Article e56.
- Wadu Mesthrige, J., & Chiang, Y. H. (2019). The impact of new working practices on employee productivity: The first exploratory study in Asia. Journal of Facilities Management, 17(2), 122-141.
- Weideman, M., & Hofmeyr, K. B. (2020). The influence of flexible work arrangements on employee engagement: An exploratory study. SA Journal of Human Resource Management, 18, Article a1209.
- Ziakis, C., Vlachopoulou, M., & Petridis, K. (2022). Startup ecosystem (StUpEco): A conceptual framework and empirical research. Journal of Open Innovation: Technology, Market, and Complexity, 8(1), Article 35.
-
Perceived health risk, online retail ethics, and consumer behavior within online shopping during the COVID-19 pandemic
Yuniarti Fihartini ,
Arief Helmi ,
Meydia Hassan ,
Yevis Marty Oesman
doi: http://dx.doi.org/10.21511/im.17(3).2021.02
Innovative Marketing Volume 17, 2021 Issue #3 pp. 17-29 Views: 4459 Downloads: 1708 TO CITE АНОТАЦІЯThe risk of virus contracting during the COVID-19 pandemic has changed consumer preference for online shopping to meet their daily needs than shopping in brick-and-mortar stores. Online shopping presents a different environment, atmosphere, and experience. The possibility of ethical violations is higher during online than face-to-face transactions. Therefore, this study was conducted to investigate the influence of perceived health risk and customer perception of online retail ethics on consumer online shopping behavior during the COVID-19 pandemic, involving seven variables, namely perceived health risk, security, privacy, non-deception, reliability fulfillment, service recovery, and online shopping behavior. The data were collected through an online survey by employing the purposive sampling technique to a consumer who has shopped online during the COVID-19 pandemic in Indonesia. 315 valid responses were obtained and analyzed through quantitative method using SEM-Amos. The results showed that perceived health risk and four variables of online retail ethics including security, privacy, reliability fulfillment, and service recovery affected online shopping behavior. Meanwhile, non-deception was found to have an insignificant effect. The coefficient value proved perceived health risk to be more dominant in influencing online shopping behavior than the variables of online retail ethics. Thus, consumers pay more concern for their health during online shopping. However, positive consumer perceptions of the behavior of online retail websites in providing services also can encourage consumers to shop online during this pandemic.
-
Human resource management in promoting innovation and organizational performance
I Gede Riana ,
Gede Suparna ,
I Gusti Made Suwandana ,
Sebastian Kot ,
Ismi Rajiani
doi: http://dx.doi.org/10.21511/ppm.18(1).2020.10
Problems and Perspectives in Management Volume 18, 2020 Issue #1 pp. 107-118 Views: 3502 Downloads: 829 TO CITE АНОТАЦІЯHuman resource management (HRM) is one of the elements enabling an organization to remain competitive in turbulence conditions. The effective practice of HRM makes competent and innovative employees contributing to the achievement of organizational objectives. This study aims to analyze HRM practices in creating innovation and organizational performance. The questionnaire was used to measure the respondents’ perceptions of variables used by a Likert scale. A survey of 126 manager samples and middle managers at export-oriented short and medium enterprises (SMEs) in Bali, Indonesia, was conducted to test the model. The analysis has shown that the proposed model was proven to be compliant with the research hypotheses. HRM significantly affects organizational performance and innovation, and it was found out that innovation can improve organizational performance. However, in the process of simultaneous testing, it was found out that innovation cannot improve organizational performance. The lack of attention to investments in human resources became one of the barriers to SMEs in creating innovation.
-
Green product buying intentions among young consumers: extending the application of theory of planned behavior
Andhy Setyawan ,
Noermijati Noermijati ,
Sunaryo Sunaryo ,
Siti Aisjah
doi: http://dx.doi.org/10.21511/ppm.16(2).2018.13
Problems and Perspectives in Management Volume 16, 2018 Issue #2 pp. 145-154 Views: 3266 Downloads: 1093 TO CITE АНОТАЦІЯThis research reveals the factors explaining the purchase intention toward green products among young consumers. Young consumers are beginner consumers who are going to play an important role to take a responsibility in preserving the environment. Theory of Planned Behavior (TPB) is selected as the main theoretical framework in this research alongside some other variables (environmental concern, environmental knowledge, and willingness to pay), which are added in the research model to expand TPB application. Three hundred and twenty-six respondents were interviewed through a survey and the data are analyzed using Structural Equation Modeling (SEM).
The findings illustrated that not every explanatory variable influenced the purchase intention toward green products among young consumers. Environmental concern and attitude did not influence the purchase intention toward green products among young consumers.
