PENGARUH FEED-FORWARD CONTROL TERHADAP INNOVATIVE DAN ORGANIZATIONAL LEARNING DALAM PENINGKATAN ORGANIZATIONAL PERFORMANCE (Studi Empiris Pada Perusahaan Manufaktur Di Provinsi Banten)
| Main Author: | Yudha Kartika, Adhitya |
|---|---|
| Format: | Thesis NonPeerReviewed Book |
| Bahasa: | ind |
| Terbitan: |
, 2014
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| Subjects: | |
| Online Access: |
https://eprints.untirta.ac.id/13279/1/Pengaruh%20Feed-Forward%20Control%20Terhadap%20Innovative%20Dan%20Organizational%20Learning%20Dalam%20Peningkatan%20O.pdf https://eprints.untirta.ac.id/13279/ https://feb.untirta.ac.id |
Daftar Isi:
- This study aims to provide empirical evidence of the influence of feed-forward control to innovative, feed-forward control of organizational learning, the influence of innovative on organizational performance, and organizational learning on organizational performance. This research refers to research Grafton et al. (2010), Widener (2007), and Henri (2006). This research was conducted at a manufacturing company in the province of Banten. 126 samples are taken from 20 companies were selected by purposive sampling technique, but only 62 questionnaires can be used. Data collected through a survey using a questionnaire directly to the mid-level managers of manufacturing companies were selected as respondents, while the measurement data using 5 Likert scale (scale 1: strongly disagree; through 5 scale: strongly agree). Data analysis using Structural Equation Model approach (SEM) in the program SmartPLS (Partial Least Square) 1.10 versions. The results of this study indicate that of the four hypotheses proposed, there are three accepted. (1) The existence of a significant positive effect between feed forward control to the innovative (hypothesis 1 is accepted). (2) The existence of a significant positive effect between feed-forward control of organizational learning (hypothesis 2 is accepted). (3) There is no significant positive effect on organizational performance between innovative (hypothesis 3 is rejected). (4) The existence of a significant positive effect between organizational learning on organizational performance (hypothesis 4 is accepted)