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Karsikah Karsikah
Universitas Pamulang, Indonesia
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The Effect of Organizational Culture on Organizational Citizenship Behavior with Job Satisfaction as Mediating Variable Syaechurodji Syaechurodji; Karsikah Karsikah; Didit Haryadi
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.v14i3.5125

Abstract

In an era characterized by rapid technological advancement and escalating organizational complexity, fostering a supportive organizational culture is paramount to enhancing employee attitudes and behaviors that contribute to institutional effectiveness. This study aims to investigate whether job satisfaction mediates the relationship between organizational culture and organizational citizenship behavior. A quantitative approach utilizing a causal research design was employed, leveraging Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze data collected from 150 university lecturers in Serang City, Indonesia, via a structured questionnaire with Likert-scale measurements. The empirical findings reveal that organizational culture exerts a significant positive effect on both job satisfaction and organizational citizenship behavior, while job satisfaction concurrently influences organizational citizenship behavior in a significant positive manner. Moreover, job satisfaction is confirmed to partially mediate the relationship between organizational culture and organizational citizenship behavior, thereby indicating that a constructive culture fosters discretionary employee behaviors by means of heightened satisfaction. In conclusion, reinforcing organizational culture is crucial for elevating job satisfaction and cultivating extra-role behaviors, which ultimately enhance overall organizational performance and sustainability within higher education institutions.
Sosialisasi meningkatkan motivasi belajar dan komunikasi efektif bagi santri dan pengurus dipesantren moderen kulni Karsikah Karsikah; Bela Bela
Lebah Vol. 19 No. 6 (2026): July: Pengabdian
Publisher : IHSA Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/lebah.v19i6.573

Abstract

Motivasi belajar dan komunikasi efektif merupakan faktor penting dalam menciptakan lingkungan pendidikan yang kondusif di pondok pesantren modern. Penelitian ini meneliti intervensi Pengabdian Kepada Masyarakat (PKM) di Pondok Pesantren Moderen KULNI Serang, yang bertujuan meningkatkan motivasi belajar santri dan kemampuan komunikasi pengurus. Metode yang diterapkan mencakup survei lokasi, persiapan sarana dan prasarana, penyuluhan interaktif, serta simulasi praktik komunikasi dalam kelompok kecil. Kegiatan dilaksanakan selama dua hari dengan melibatkan sekitar 50 peserta. Hasil menunjukkan peningkatan pemahaman peserta terhadap teknik motivasi belajar, manajemen waktu, penetapan tujuan, dan komunikasi interpersonal. Simulasi komunikasi efektif membantu santri dan pengurus menyampaikan pesan dengan jelas dan mengurangi kesalahpahaman, sehingga tercipta hubungan harmonis. Temuan ini menegaskan bahwa sosialisasi yang sistematis dan interaktif dapat membangun budaya belajar mandiri, memperkuat hubungan antara santri dan pengurus, serta meningkatkan efektivitas komunikasi di pesantren. Rekomendasi meliputi program mentoring berkelanjutan, modul pembelajaran terstruktur, keterlibatan wali asuh, serta evaluasi rutin untuk memastikan peningkatan berkelanjutan
Improving employee performance with authentic leadership through job satisfaction Ahmad Ghoni; Karsikah Karsikah; Didit Haryadi
International Journal of Applied Finance and Business Studies Vol. 14 No. 1 (2026): June: Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v14i1.515

Abstract

This study analyzes the influence of authentic leadership on employee performance with job satisfaction as a mediating variable in the Dream Wear Cooperative. The research gap can be seen from the inconsistency of previous study results related to the direct influence of authentic leadership on performance, as well as the limited research in the context of cooperatives compared to the banking and manufacturing sectors. This points to the need for more comprehensive testing of mediation models. This study used a causal quantitative approach with 115 respondents through saturated sampling techniques. The analysis was carried out using PLS-SEM SmartPLS 4.1. The results showed that authentic leadership had a significant effect on employee performance (original sample = 0.190, t-stats = 2.387, p = 0.017) and job satisfaction (original sample = 0.311, t-stats = 3.009, p = 0.003). Job satisfaction also had a significant effect on employee performance (original sample = 0.556, t-statistics = 7.475; p = 0.000). These findings confirm that job satisfaction plays an important role as a mediator that strengthens the influence of authentic leadership on employee performance. The novelty of the research lies in the testing of the mediation model in the context of cooperatives which is still rarely researched and the affirmation of the dominance of the role of job satisfaction in explaining the improvement of employee performance.
The effect of work stress and job satisfaction on turnover intention at PT BFI finance Tbk Cikupa Tangerang Sector Karsikah Karsikah; Ahmad Ghoni
International Journal of Applied Finance and Business Studies Vol. 13 No. 4 (2026): March: Applied Finance and Business Studies
Publisher : Trigin Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35335/ijafibs.v13i4.455

Abstract

This study aims to analyze the effect of Work Stress and Job Satisfaction on Turnover Intention in employees. The method used in this study is a quantitative survey of employees working across several PT companies. BFI Finance Cikupa Tangerang. Data were collected through questionnaires and analyzed using multiple linear regression to test the proposed hypotheses. The results showed that Work Stress did not have a significant effect on Turnover Intention, with a significance value of 0.862. In contrast, Job Satisfaction was shown to have a strong negative influence on Turnover Intention, with a significance value of 0.000. In addition, the analysis showed that the combination of Work Stress and Job Satisfaction significantly influenced Turnover Intention, with a significance value of 0.000. These findings indicate that increased Job Satisfaction can reduce employees' intention to leave the company, while Work Stress needs to be managed in a broader context. This research makes an essential contribution to human resource management in designing strategies to retain employees and improve work well-being.
Co-Authors Ahmad Ghoni Bela Bela Didit Haryadi Syaechurodji, Syaechurodji