IDENTIFYING THE ORGANIZATIONAL KEY FACTORS OF LOW ORGANIZATIONAL COMMITMENT THAT AFFECTS BUSINESS PERFORMANCE IN STUDENT-COMPOSED STARTUP: A PHENOMENOLOGICAL STUDY OF ISEEK
Studies showed that human resource is the key driver of the industry, especially in small businesses like start-ups. As a type of company that embodied a rapid disruption strategy, each member has their own paramount value to the team, therefore it is important to maintain high organizational commit...
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| Format: | Final Project |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/67743 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | Studies showed that human resource is the key driver of the industry, especially in small businesses like start-ups. As a type of company that embodied a rapid disruption strategy, each member has their own paramount value to the team, therefore it is important to maintain high organizational commitment in the team to foster a high-performing team, especially in studentcomposed business, where the members are prone to prioritizing other external activities as they value a workplace that provides important benefits to them. Studies have shown that the organization itself could affect the level of organizational commitment of its members, it’s a strategic matter for the company’s human resource management. In this study, the researcher wants to identify the organizational key factor of low organizational commitment in iSeek. iSeek is a startup founded by four students from the Entrepreneurship Program in SBM ITB batch 2022. This research used a qualitative phenomenological approach where three informants from a course-based start-up, iSeek, were interviewed and participated in focus group discussions, in which the results were further analyzed through coding procedures to find out the key factors. From the analysis, it was found three key organizational factors: (1) Employee Engagement – which focused on the theme of team relationship and communication condition, (2) Organizational Culture – which focused on the disrupting culture, and (3) Employee Management – which focused on the team management limitation and leadership. Based on the research findings, the researcher gives recommendations for startups and future researchers who are concerned about this topic. |
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