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All Journal Scientific Journal of Reflection : Economic, Accounting, Management and Business JURNAL ILMIAH FEASIBLE (JIF) International Journal of Economy, Education and Entrepreneurship (IJE3) International Journal of Engagement and Empowerment (IJE2) Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Jurnal Peradaban Masyarakat (JPM) JURNAL ECONOMINA Jurnal Mahasiswa Mengabdi (JIMAWAbdi) Jurnal Manajemen Dan Akuntansi Medan Al-Ihtiram: Multidisciplinary Journal of Counseling and Social Research Bhinneka Multidisiplin Journal
Moh. Sutoro
Universitas Bina Bangsa
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Public Health Social Sciences Other

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THE INFLUENCE OF ORGANIZATIONAL CULTURE AND WORK ENVIRONMENT ON EMPLOYEE WORK PRODUCTIVITY IN THE ADIDAS DIVISION AT PT XYZ Deva Silviana; Moh. Sutoro; Suflani Suflani
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 6 No. 2 (2026): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v6i2.498

Abstract

Employee productivity is an important factor for manufacturing companies in achieving production targets. In the Adidas Division of PT XYZ, production achievement still fluctuates, indicating that organizational culture and work environment need to be examined as factors affecting employee productivity. This study aims to determine the effect of organizational culture and work environment, both partially and simultaneously, on employee productivity in the Adidas Division of PT XYZ. This research uses a quantitative approach with a survey method. The population consisted of 200 employees in the Adidas Division, while the sample consisted of 146 respondents determined using the Slovin formula with a simple random sampling technique. Data were collected through questionnaires and analyzed using multiple linear regression with the assistance of SPSS version 27. The results show that organizational culture has a positive and significant effect on employee productivity with a t-value of 6.978 and a significance level of 0.000. The work environment also has a positive and significant effect with a t-value of 2.694 and a significance level of 0.008. Simultaneously, organizational culture and work environment have a significant effect on employee productivity with an F value of 175.318 and a coefficient of determination of 71.0%. The conclusion of this study shows that organizational culture and work environment play an important role in improving employee productivity. Therefore, companies need to strengthen organizational culture and create a conducive work environment to support increased employee productivity.
Implementation Of Influencework Engagementin Mediating Paternalistic Leadership And Professional Development Programs On Teacher Performance Eva Sofianty; Moh. Sutoro; Basrowi Basrowi
JURNAL ECONOMINA Vol. 5 No. 8 (2026): JURNAL ECONOMINA, Agustus 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i8.3586

Abstract

Teacher performance is a crucial factor in determining the success of education in schools. However, teacher performance at State Vocational High Schools in Serang City still faces various challenges, such as suboptimal quality of task implementation, work discipline, and teacher engagement in carrying out professional responsibilities. This study aims to analyze the influence of paternalistic leadership and professional development programs on teacher performance, examine the influence of both variables on work engagement, analyze the influence of work engagement on teacher performance, and examine the role of work engagement as a mediating variable. The study used a quantitative approach with an associative method. The study population was 85 teachers, with a saturated sampling technique so that the entire population was sampled. Data were collected through a questionnaire using a five-point Likert scale and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the help of SmartPLS 4.0. The results showed that paternalistic leadership and professional development programs had a positive and significant effect on teacher performance. Professional development programs also had a positive and significant effect on work engagement. Conversely, paternalistic leadership did not have a significant effect on work engagement, while work engagement did not have a significant effect on teacher performance. Furthermore, work engagement was unable to mediate the influence of paternalistic leadership or professional development programs on teacher performance. This finding suggests that teacher performance improvements are more directly influenced by the quality of principal leadership and the implementation of professional development programs than by work engagement mechanisms.
The effect of career development and organizational culture on organizational commitment with job satisfaction as a mediation variable Asep Candra; Moh. Sutoro; Dadang Amiruddin
JURNAL ECONOMINA Vol. 5 No. 8 (2026): JURNAL ECONOMINA, Agustus 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i8.3590

Abstract

Organizational commitment is an important factor in improving the performance of public sector employees. However, the organizational commitment of employees at the Public Works and Spatial Planning Agency of Serang Regency still requires strengthening supported by career development, organizational culture, and job satisfaction. This study aims to analyze the influence of career development and organizational culture on organizational commitment, the influence of both variables on job satisfaction, the influence of job satisfaction on organizational commitment, and the role of job satisfaction as a mediating variable. The study used a quantitative method with an associative approach. The study population consisted of 120 Civil Servants, all of whom were sampled through a saturated sampling technique (total sampling). Data were collected using a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) through the SmartPLS 4.0 application. The results showed that career development had a positive and significant effect on organizational commitment and job satisfaction. Organizational culture had a positive and significant effect on job satisfaction, but did not have a direct effect on organizational commitment. Job satisfaction was proven to have a positive and significant effect on organizational commitment and was able to mediate the influence of career development and organizational culture on organizational commitment. This study concludes that increasing employee organizational commitment can be achieved through planned career development, strengthening a conducive organizational culture, and increasing job satisfaction as a mechanism that strengthens employee loyalty and attachment to the organization.
TURNOVER INTENTION KARYAWAN: SAAT BEBAN KERJA DAN KONFLIK MENJADI FAKTOR PENENTU [EMPLOYEE TURNOVER INTENTION: WHEN WORKLOAD AND CONFLICT BECOME DETERMINING FACTORS] Moh Sutoro; Dede Solihin
Al-Ihtiram: Multidisciplinary Journal of Counseling and Social Research Vol. 4 No. 2 (2025)
Publisher : Perkumpulan Ahli Bimbingan dan Konseling Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59027/al-ihtiram.v4i2.1226

Abstract

This study aims to analyze the effect of workload and work conflict on employee turnover intention at PT Pratama Abadi Industri in Tangerang. Using a quantitative associative approach, the study involved 75 employees in the assembling department. Data were collected through observation, questionnaires, and literature review, and analyzed using multiple linear regression. The results indicate that both workload and work conflict positively affect turnover intention, meaning that high work pressure and interpersonal conflicts increase employees’ intention to leave the organization. Simultaneously, these factors have a stronger impact, highlighting the importance of managing workload effectively and resolving conflicts to create a healthy and supportive work environment. The findings emphasize the need for companies to maintain employee satisfaction, motivation, and retention to ensure organizational sustainability.
Co-Authors ., Mukrodi Ali Huzaifi Anisa Khoiriah Asep Candra Basrowi Basrowi Dadang Amiruddin Dadang Amiruddin Dede Solihin Denok Sunarsi Deva Silviana Egi Ginanjar Endang Sugiarti ENDANG SUGIARTI Eva Sofianty Fadhilah Hanifah Gatot Kusjono Hadi Supratikta Ihwan Satria Lesmana Khaeruman Mentari Aldini Harkart Reisky Noverdiansyah Riyan Ardiansah Rizki Wulandari Salapudin, Salapudin Sarwani Sarwani Suflani Sugeng Widodo Syamsi Mawardi Tarwijo Tarwijo Vita Stefanya Christina Vive Kananda Yayu Humairoh Yopi Rahamdani