Garuda - Garba Rujukan Digital

The Effect of Transformational Leadership Style on Employee Performance Through Employee Engagement as An Intervening Variable in The Indonesian Quarantine Agency Edi Sugiono; Suwarno Tri Widodo
International Journal of Management Science and Information Technology Vol. 5 No. 1 (2025): January - June 2025
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v5i1.3764

Human resources are a crucial asset for any organization, with employee performance playing a key role in achieving organizational objectives. Leadership, particularly transformational leadership, is one of the significant factors influencing employee performance as it enhances work motivation. Additionally, organizational commitment and employee engagement are essential elements that contribute to improving employee performance. Employee engagement serves as an intervening variable that mediates the relationship between transformational leadership and employee performance. The study employs a quantitative method with an associative approach to determine the relationship between these variables. Data collection was conducted using questionnaires, and the analysis was performed with SmartPLS software. The variables in this study include transformational leadership as the independent variable, employee engagement as the intervening variable, and employee performance as the dependent variable. The validity test results indicate that all items meet the required validity standards, while the reliability test results show that all variables have Cronbach's Alpha values above 0.6, indicating reliable measurements. Furthermore, transformational leadership also significantly enhances employee engagement, which, in turn, positively affects employee performance. Employee engagement is confirmed to be a mediating variable that strengthens the link between transformational leadership and employee performance. These findings align with the theory that transformational leaders can boost employee engagement by fostering an inspiring work environment, building trust, and promoting innovation.

Study Of Financial Ratios and Market Performance in Idx High Dividend 20 Companies: Dividend Payout Ratio as An Intervening Variable Edi Sugiono; Disti Paremono Priatsaleh
International Journal of Management Science and Information Technology Vol. 5 No. 1 (2025): January - June 2025
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v5i1.3765

This study aims to examine the impact of profitability, liquidity, and leverage on firm value, using the dividend payout ratio as an intervening variable in companies listed in the IDX High Dividend 20 index for the 2021-2023 period. Evaluating a company's performance is crucial for investors when assessing stock growth and overall company value. Profitability, liquidity, and leverage serve as the primary indicators in this research to determine firm value. The study employs a quantitative approach with secondary data obtained from the financial statements of companies listed on the Indonesia Stock Exchange (IDX). The research sample consists of companies included in the IDX High Dividend 20 index for the 2021-2023 period, with complete data on profitability ratio (ROA), liquidity (CR), leverage (DER), dividend payout ratio (DPR), and firm value (PBV). The findings indicate that high profitability enhances firm value by signaling positive prospects to investors, although its effect in this study is not significant. Liquidity has a positive and significant impact on firm value, reflecting that companies with higher liquidity are more trusted by investors due to their ability to meet short-term obligations. Leverage also influences firm value, particularly when companies use debt for profitable expansion. However, excessive debt usage increases the risk of financial distress. Moreover, dividend policy does not affect firm value, suggesting that investors prioritize capital gains over dividends. Profitability does not influence dividend policy, while liquidity shows a negative but insignificant relationship with it. Conversely, leverage affects dividend policy, indicating that higher debt levels have a significant impact on dividend distribution decisions.

The Impact of Work-Life Balance on Turnover Intention with Burnout as An Intervening Variable in The Indonesian Quarantine Agency Edi Sugiono; Apris Beniawan
International Journal of Management Science and Information Technology Vol. 5 No. 1 (2025): January - June 2025
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v5i1.3768

Human resources are a crucial element in a company's success in achieving its goals and objectives. Employees, as the company’s assets, play an important role in realizing the company's vision, mission, and strategies. Therefore, employee welfare needs to be addressed to ensure optimal performance quality and reduce high turnover rates. Turnover, or employee attrition, is a serious challenge for companies, especially when the employees leaving are those with expertise, experience, and strategic positions. High turnover intention can lead to significant recruitment costs and hinder the effectiveness of the company. The main factors influencing turnover intention are work-life balance and burnout. Poor work-life balance can lead to stress, fatigue, and an imbalance between personal life and work, which contributes to burnout. Burnout itself is a form of work-related stress that causes employees to experience intense physical, emotional, and mental exhaustion, thus increasing the likelihood of them leaving the company. This study integrates work-life balance, burnout, and turnover intention into a more comprehensive analysis framework, which has not been widely explored in previous research. This research focuses on middle-level employees in Indonesia who are vulnerable to turnover due to high job demands, work stress, and lack of legal certainty regarding job identity. The research method used is quantitative with a descriptive and associative approach to analyze the relationships between these variables. The results of the study show that work-life balance does not have a significant impact on turnover intention, but plays a role in reducing burnout. Meanwhile, burnout has a direct impact on turnover intention, indicating that high levels of work fatigue contribute to employees’ decisions to leave the company.

The Effect of Employee Empowerment and Policy Implementation on The Quality of Public Services with Job Satisfaction as An Intervening Variable at The Indonesian Quarantine Agency Edi Sugiono; Akhmad Alfaraby
International Journal of Management Science and Information Technology Vol. 5 No. 1 (2025): January - June 2025
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v5i1.3770

The success of an organization in achieving its objectives and addressing both external and internal challenges largely depends on the quality of its human resources (HR). Employee development through empowerment is key to improving organizational performance. HR empowerment involves granting authority, developing competencies, and assigning responsibilities, while also creating an organizational culture that fosters employee self-confidence. However, the implementation of empowerment policies often faces challenges, particularly in the context of complex bureaucratic structures. This study aims to analyze the relationship between HR empowerment, policy implementation, and the quality of public service at the Indonesian Quarantine Agency (Barantin). The research method used is a survey with an explanatory approach, and data analysis is conducted using SmartPLS software. The results show that employee empowerment does not significantly affect the quality of public service, likely due to suboptimal implementation and a rigid bureaucratic structure. In contrast, policy implementation has a positive impact on the quality of public service, as clear and effective policies can enhance service efficiency and accountability. Furthermore, employee empowerment has a positive effect on job satisfaction, which in turn contributes to improving the quality of public service. The study also finds that job satisfaction acts as a mediator between employee empowerment and the quality of public service, as well as between policy implementation and the quality of public service. Therefore, strategies to improve public service quality at Barantin need to integrate efforts to empower employees and implement effective policies, focusing on enhancing employee job satisfaction. Thus, this study contributes to the development of a more adaptive and responsive policy implementation model to meet community needs, thereby improving the overall quality of public service.

The Influence of Organizational Culture on Organizational Citizenship Behavior (OCB) With Job Satisfaction as An Intervening Variable at The Indonesian Quarantine Agency Edi Sugiono; Acang Nurhasan
International Journal of Management Science and Information Technology Vol. 5 No. 1 (2025): January - June 2025
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v5i1.3771

This study aims to analyze the influence of Organizational Culture on Organizational Citizenship Behavior (OCB) with Job Satisfaction as an intervening variable at the Indonesian Quarantine Agency. Human Resource Management plays a crucial role in organizational effectiveness, one of which is through the application of OCB that can improve overall organizational productivity. OCB is a voluntary behavior exhibited by employees to assist in organizational productivity without any formal obligation. This research uses an explanatory research method with a quantitative approach. Data were collected through questionnaires distributed to 108 employees of the Indonesian Quarantine Agency and analyzed using SmartPLS 3 software. The findings show that Organizational Culture has a positive and significant effect on OCB. A strong organizational culture encourages employees to collaborate, create a stable work environment, and develop skills and experiences that contribute to OCB behavior. Furthermore, Organizational Culture also significantly affects Job Satisfaction. An innovative, stable, and collaborative work environment motivates employees to feel more satisfied with their work, which in turn enhances their work motivation. Another finding in this study is that Job Satisfaction acts as an intervening variable that strengthens the relationship between Organizational Culture and OCB. With these findings, it is expected that the Indonesian Quarantine Agency will pay more attention to the implementation of Organizational Culture that supports employee job satisfaction. The organization can strengthen its work culture by increasing employee involvement in decision-making processes, providing career development opportunities, and creating a work environment that supports collaboration and innovation. Thus, it is hoped that a positive organizational culture will continue to be maintained to enhance team effectiveness and overall organizational productivity.

THE EFFECT OF COMPETENCY, INTRINSIC MOTIVATION AND ORGANIZATIONAL CULTURE ON EMPLOYEE PERFORMANCE AT NATIONAL UNIVERSITY MEDIATED BY KEY PERFORMANCE INDICATOR (KPI) ASSESSMENT Dini Febriani; Suryono Efendi; Edi Sugiono
Journal of Economic, Bussines and Accounting (COSTING) Vol. 9 No. 1 (2026): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/g48rdm14

This study aims to analyze the influence of competence, intrinsic motivation, and organizational culture on Key Performance Indicators (KPI) assessment and its implications for employee performance at Universitas Nasional. The results indicate that competence, intrinsic motivation, and organizational culture each have a positive and significant effect on KPI assessment. Furthermore, these three variables also positively and significantly affect employee performance. KPI assessment serves as an intervening variable that strengthens the relationship between competence, intrinsic motivation, and organizational culture with employee performance. The findings suggest that enhancing employees’ skills and knowledge, fostering intrinsic motivation, and implementing a positive organizational culture can improve KPI achievement, which in turn directly impacts employee performance. Therefore, human resource management focused on developing competence, strengthening intrinsic motivation, and creating a supportive organizational culture becomes a strategic factor in sustainably improving employee performance.

Analisis Pengaruh Dividend Payout Ratio, Earning Per Share Terhadap Return Saham Dimediasikan Debt Equity Ratio (Studi Kasus Emiten Bank Pada Indeks Sri-Kehati 2020-2024) Andi Wijanarko; Edi Sugiono; Rahayu Lestari
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 6 (2025): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/msej.v6i6.9039

Return Saham pada emiten yang terindeks pada SRI-KEHATI periode 2020-2024 cenderung fluktuatif, bahkan menurun. Berlatar belakang masalah tersebut penelitian ini hendak menguji pengaruh Dividend Payout Ratio (DPR) dan Earnig Per Share (EPS). terhadap Return Saham secara langsung atau melalui varabel intervening Debt Equitu Ratio (DER). Populasi adalah 4 bank yang secara ajeg terdaftar pada SRI-KEHATI sejak awal (2009) hingga 2024, yakni BBCA, BBNI, BMRI, dan BBRI). Periode penelitian 2020-2024. Data diambil secara kuartal (quarterly).Data penelitian adalah data sekunder, bersumber dari Bursa Efek Indonesia (BEI). Teknik analisis data menggunakan Ordinary Least Square (OLS), dalam hal ini SPSS versi 23. Hasil penelitian menunjukkan: (i) DPR berpengaruh positif namun tidak signifikan terhadap DER. (ii) EPS berpengaruh positif namun signifikan terhadap DER. (iii) DPR berpengaruh negatif dan tidak signifiikan terhadap Return Saham. (iv) EPS berpengaruh negatif dan tidak signifikan terhadap Return Saham.(v) DER berpengaruh negatif dan signifikan terthadap Return Saham. (vi) Nilai Variance Accounted For (VAF) peran DER sebagai mediator dalam pengaruh DPR terhadap Return Saham berada di bawah 20%, yang berarti tidak ada mediasi (no mediaton). (viii) Nilai VAF peran DER sebagai mediator dalam pengaruh DPR terhadap Return Saham adalah lebih rendah daripada 20%, yang berarti tidak ada mediasi (no mediaton).

Title

Found 7 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 7 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 7 Documents
Search