Task
|
Subject |
: |
Science and
Technology Research and Development |
|
Lecturer |
: |
Prof. Dr. Hj.
Sulastri, M.E.,M.Kom. |
|
Student |
|
|
|
Student ID
Number |
: |
01023622328001 |
|
Name |
: |
Erfan Robyardi |
|
Study Program |
: |
Doctorate (S3)
Management Science |
Faculty
of Economics
Universitas
Sriwijaya
2022/2023
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|
I. |
Topic |
: |
Performance of
the Main chief executive officer at
Companies Listed on the Indonesian Stock Exchange |
|
II. |
Research Plan
Table |
|
Topic |
Reason |
Citation |
|
Performance of
the Main chief executive officer at
Companies Listed on the Indonesian Stock Exchange |
1. This topic is
a new domain with potentially largely unexplored 2. It is
important to learn because it is part of the science of human resource
management 3. This is a very
timely study because it coincides with the time of writing a dissertation 4. This topic is
very important in terms of improving work performance 5. It is quickly
becoming a very important subject area because it is needed by organizations 6. It has become
a very important issue recently due to changes in the organization This
technique/method is a new challenge in the field of work performance dibutuhkan
oleh organisasi 7. It has become
a very important issue recently due to changes in the organization 8. This
technique/method is a new challenge in the field of work performance |
1.
Science and
Technology Research and Development – Prof. Dr. Hj. Sulastri, M.E.,M.Kom. 2.
My Library |
----------------------------------------------------------------------------------------------------------------------------
|
III. |
|
|
IV. |
|
V. |
|
Journal of Vocational Behavior |
|
|
No. |
Topic |
|
1. |
Ambitious employees : Why and when ambition
relates to performance and organizational
commitment. |
|
2. |
Attributions of blame for
customer mistreatment: Implications for employees’ service performance and customers’ negative word
of Mouth |
|
3. |
Examining the
curvilinear relationship of job performance, supervisor
ostracism, and turnover intentions |
|
4. |
Job crafting and playful work design: Links with performance during busy and
quiet days |
|
5. |
Organizational
politics and employee performance in the
service industry: A multi-stakeholder, multi-level perspective |
|
6. |
Seeking an
“i-deal” balance: Schedule-flexibility i-deals as mediating mechanisms
between supervisor emotional support and employee work and home performance |
|
7. |
Serving
followers and family ? A trickle-down model of how servant leadership shapes
employee work performance |
|
8. |
Staying in the
loop: Is constant connectivity to work good or bad for work performance? |
|
9. |
Success or
growth? Distinctive roles of extrinsic and intrinsic career goals in
high-performance work systems, job crafting, and job performance |
|
10. |
The
double-edged sword of job insecurity: When and why job insecurity promotes
versus inhibits supervisor-rated performance |
|
11. |
The performance costs of
illegitimate tasks: The role of job identity and flexible role orientation |
|
12. |
When does
respectful engagement with one's supervisor foster help-seeking
behaviors and performance ? |
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