Article Per Year (5 Year)
p-Index From 2021 - 2026
0.702
P-Index
This Author published in this journals
All Journal Jurnal Ilmiah Manajemen Kesatuan Fundamental and Applied Management Journal
Tetty Sufianty Zafar
Universitas Muhammadiyah Sukabumi, Indonesia
Economics, Econometrics & Finance Social Sciences

Published : 4 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 4 Documents
Search

 1 
Green Innovation as a Key Mediator in Green Supply Chain Practices: Evidence from Fashion SMEs R Deni Muhammad Danial; Abdul Bari; Tetty Sufianty Zafar
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 3 (2026): JIMKES Edisi Mei 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i3.4718

Abstract

In response to increasing global pressure for environmental sustainability, businesses are required to integrate environmentally friendly practices throughout their supply chains. This study aims to analyze the effect of green innovation in mediating the influence of top management commitment and knowledge management orientation on green supply chain management practices in fashion SMEs. The approach used is explanatory quantitative, with 100 SME respondents analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method. The findings show that top management commitment significantly influences green innovation but not green supply chain management practices directly. Knowledge management orientation significantly affects green supply chain management practices, but not green innovation. Furthermore, green innovation mediates the relationship between top management commitment and green supply chain management practices, but not knowledge management orientation. These findings suggest that leadership commitment should be effectively translated into innovative environmental initiatives to strengthen sustainable supply chain practices. This study provides theoretical implications for the development of sustainable management models and practical implications for SMEs in strengthening green economy-based business strategies.
Green Transformational Leadership for Addressing Global Business Challenges through Sustainable Green Management Tetty Sufianty Zafar; Abdul Bari; Deni Muhammad Danial; Wandy Zulkarnaen
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 4 (2026): JIMKES Edisi Juli 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i4.5208

Abstract

Increasing environmental pressures and sustainability demands have compelled organizations to adopt green management practices as a strategic response to global business challenges. This study explores the role of green transformational leadership in promoting green management to face global business challenges, and examines its influence on Green Human Resource Management (GHRM), sustainability innovation, and environmental performance. Using a qualitative case study design in five Indonesian multinational companies, data were collected from 22 participants (president directors, human resource directors, sustainability managers, line managers), two FGDs, and documentation. The Gioia methodology with a thematic approach was used for analysis. Findings show that green transformational leadership catalyzes green transformation through green vision, intellectual stimulation, pro-environmental modeling, and individual attention. GHRM practices (recruitment, training, performance, compensation, green participation) translate leadership vision into employee behavior. Sustainability innovation mediates the relationship between GHRM and environmental performance. Top management commitment and organizational social capital strengthen green practices as contingency factors. This study develops an integrated green transformational leadership model with a dual-pathway mechanism. It guides corporate leaders in articulating a green vision and human resource managers in designing integrated GHRM systems. Policy-wise, it recommends strengthening GHRM regulations and incentives for green companies.
The Effect of Employee Competency on Employee Performance with Intrinsic Motivation as a Mediation Variable Sana Rifatil Muna; Tetty Sufianty Zafar; Asep Muhamad Ramdan
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 4 (2026): JIMKES Edisi Juli 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i4.5534

Abstract

Business competition in the fashion retail sector requires companies to have employees with relevant competencies to achieve optimal performance. This study aims to analyze the effect of employee competency on employee performance with intrinsic motivation as a mediating variable. The study used a quantitative method with an explanatory approach. Data were collected through a Semantic Differential Scale questionnaire distributed to the entire population of 35 employees with a saturated sampling technique. Data analysis used Partial Least Squares-Structural Equation Modeling (PLS-SEM) with the help of SmartPLS 4 software. The results of the study indicate that employee competency has a positive and significant effect on intrinsic motivation, intrinsic motivation has a positive and significant effect on employee performance, and intrinsic motivation is proven to fully mediate the effect of employee competency on employee performance, where the direct effect of competency on performance is not significant. These findings indicate that increasing employee competency does not automatically improve performance but must first stimulate intrinsic motivation. This research contributes to practical implications for companies in designing competency development strategies and strengthening employee intrinsic motivation.
Sustainable Human Resource Management Practices and Their Impact on Corporate Social Responsibility (CSR) and Employee Performance Wandy Zulkarnaen; Tetty Sufianty Zafar
Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June
Publisher : Global Research Collaboration

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66314/famj.v4i2.1194

Abstract

This study aims to examine the effect of Sustainable Human Resource Management (HRM) practices on employee-perceived Corporate Social Responsibility (CSR) and employee performance, and to examine the mediating role of CSR in this relationship. The study used a sequential explanatory mixed-method design involving 52 qualitative informants from 6 organizations and 412 quantitative survey respondents. Qualitative data were analyzed using thematic analysis, while quantitative data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Qualitative findings revealed seven main themes of sustainable HRM implementation, including the integration of sustainability in recruitment, training, performance management, and compensation. Quantitative results showed that sustainable HRM practices had a positive and significant effect on CSR (β = 0.623; p < 0.001) and employee performance (β = 0.418; p < 0.001). CSR also has a positive effect on employee performance (β = 0.349; p < 0.001) and partially mediates the relationship between sustainable HRM practices and employee performance (indirect effect β = 0.217; p < 0.001). The research model explains 38.8% of the variance in CSR and 45.2% of the variance in employee performance. This study extends the AMO (Ability-Motivation-Opportunity) Theory framework by identifying CSR as an additional pathway explaining how sustainable HRM practices affect individual performance. The practical implications emphasize the need for organizations to integrate sustainable HRM practices throughout the HRM cycle and effectively communicate CSR commitments to employees. This study provides theoretical and empirical contributions to the sustainable HRM and CSR literature from a micro perspective.
Co-Authors Abdul Bari Asep Muhamad Ramdan Deni Muhammad Danial R Deni Muhammad Danial Sana Rifatil Muna Zulkarnaen, Wandy