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All Journal International Journal of Economics, Business and Accounting Research (IJEBAR) Jurnal Ilmiah Edunomika (JIE)
Fatwa Zuhanea
Universitas Wijayakusuma Purwokerto
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education

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Transformational vs. Transactional Leadership Style and Their Differential Impact on Employee Performance in SMEs: A Comparative Study in Banyumas Regency Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 6 No. 2 (2022): EDUNOMIKA : Vol. 06, No. 02, 2022
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v6i2.20452

Abstract

This study investigates the differential impact of transformational and transactional leadership styles on employee performance in Small and Medium Enterprises (SMEs) in Banyumas Regency, Central Java, Indonesia. Despite the growing body of leadership research, comparative empirical evidence from SME contexts in developing economies remains limited, particularly regarding which leadership style yields superior performance outcomes. Anchored in the Full Range Leadership Model (FRLM), this research hypothesizes that both transformational and transactional leadership positively influence employee performance, with transformational leadership exerting a stronger effect. A quantitative survey design was employed with a sample of 145 employees from 28 SMEs across the trade, food production, and craft sectors. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results revealed that transformational leadership (β = 0.421, p < 0.001) and transactional leadership (β = 0.287, p < 0.01) both significantly and positively affect employee performance, with transformational leadership demonstrating a substantially stronger effect. The model explained 61.3% of the variance in employee performance (R² = 0.613). These findings provide actionable insights for SME owners and HR practitioners in developing context-sensitive leadership training programs.
SELF-EFFICACY, SOCIAL CAPITAL, AND ENTREPRENEURIAL INTENTION AMONG RETURNEE MIGRANT WORKERS: A PATH ANALYSIS APPROACH Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 6 No. 1 (2022): EDUNOMIKA : Vol. 06, No. 01, 2022
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v6i1.20453

Abstract

The reintegration of returnee migrant workers into domestic labor markets poses significant socioeconomic challenges for labor-sending countries including Indonesia. Entrepreneurship represents a pivotal reintegration pathway, yet the psychological and social antecedents of entrepreneurial intention in this population remain underexplored. This study investigates the influence of self-efficacy and social capital on entrepreneurial intention among returnee migrant workers (Tenaga Kerja Indonesia Purna/TKI Purna) in Cilacap Regency, Central Java, using a path analysis approach. Grounded in Social Cognitive Theory (Bandura, 1986) and Bourdieu's (1986) Social Capital Theory, this study collected data from 145 returnee migrant workers through stratified random sampling. Path analysis using AMOS 24.0 revealed that self-efficacy significantly and positively influenced entrepreneurial intention (β = 0.412, p < 0.001), social capital significantly influenced entrepreneurial intention (β = 0.338, p < 0.001), and self-efficacy significantly influenced social capital (β = 0.521, p < 0.001). Social capital partially mediated the relationship between self-efficacy and entrepreneurial intention (indirect effect β = 0.176, p = 0.003). The R² for entrepreneurial intention was 0.587. These findings have significant implications for reintegration policy design and post-migration entrepreneurship support programs. Keywords: self-efficacy, social capital, entrepreneurial intention, returnee migrant workers, TKI Purna, path analysis
UNRAVELING MILLENNIAL EMPLOYEE LOYALTY IN THE FOOD AND BEVERAGE INDUSTRY: THE ROLE OF COMPENSATION, CAREER PATH, AND ORGANIZATIONAL CULTURE IN CENTRAL JAVA Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 5 No. 1 (2021): EDUNOMIKA : Vol. 05, No. 01, 2021
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v5i1.20455

Abstract

Millennial employee loyalty has emerged as a critical yet elusive organizational challenge, particularly in the food and beverage (F&B) industry where high turnover and generational workforce shifts are endemic. This study examines the influence of compensation, career path, and organizational culture on millennial employee loyalty in food and beverage companies operating in Purbalingga Regency and surrounding areas of Central Java, Indonesia. Anchored in Social Exchange Theory (Blau, 1964), Career Development Theory (Super, 1957; Greenhaus et al., 2010), and Person-Organization Fit Theory (Kristof, 1996), the research employs a quantitative design using Partial Least Squares Structural Equation Modeling (PLS-SEM). A total of 154 millennial employees (born 1981–1996) from 10 F&B companies were surveyed through purposive sampling. Results reveal that compensation (β = 0.318, p < 0.001), career path (β = 0.301, p < 0.001), and organizational culture (β = 0.362, p < 0.001) each significantly and positively influence employee loyalty, jointly explaining 63.1% of variance in loyalty (R² = 0.631). Organizational culture emerged as the strongest predictor, followed by compensation and career path. These findings offer nuanced theoretical and practical contributions to generational HRM in the F&B industry within a developing-country context. Keywords: Millennial Loyalty, Compensation, Career Path, Organizational Culture, Social Exchange Theory
WORK-LIFE BALANCE, WORKLOAD, AND SUPERVISORY SUPPORT AS DETERMINANTS OF FEMALE EMPLOYEE JOB SATISFACTION: EVIDENCE FROM THE MANUFACTURING SECTOR IN CENTRAL JAVA Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 4 No. 01 (2020): EDUNOMIKA, VOL. 04, NO. 01, Februari 2020
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v4i01.20457

Abstract

This study examines the influence of work-life balance, workload, and supervisory support on job satisfaction among female employees in the manufacturing sector in Central Java, Indonesia. The growing participation of women in manufacturing industries raises critical concerns about their well-being and job satisfaction, which directly affects organizational productivity. Drawing on the Conservation of Resources (COR) Theory, this research proposes that work-life balance and supervisory support positively affect job satisfaction, while workload negatively affects it. A quantitative approach was employed using purposive sampling of 138 female employees from five garment and textile companies in Banyumas and Cilacap Regencies. Data were collected using a structured questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that work-life balance (β = 0.312, p < 0.001) and supervisory support (β = 0.289, p < 0.01) significantly and positively affect job satisfaction, while workload (β = −0.241, p < 0.05) has a significant negative effect. The model explains 54.7% of the variance in job satisfaction (R² = 0.547). These findings provide managerial implications for HR practitioners in manufacturing firms to develop flexible work policies and supervisory training programs tailored to the needs of female employees. Keywords: work-life balance; supervisory support; job satisfaction; female employees; manufacturing sector
WORK STRESS, ROLE CONFLICT, AND COMPENSATION INEQUITY AS ANTECEDENTS OF TURNOVER INTENTION: EVIDENCE FROM PRIVATE HOSPITAL EMPLOYEES IN CENTRAL JAVA Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 5 No. 1 (2021): EDUNOMIKA : Vol. 05, No. 01, 2021
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v5i1.20460

Abstract

The global healthcare industry continues to face a pressing human resource challenge: high employee turnover. This study examines the influence of work stress, role conflict, and compensation inequity on turnover intention among employees of private hospitals in Banyumas Regency and adjacent districts, Central Java. Grounded in Conservation of Resources (COR) Theory (Hobfoll, 1989) and Equity Theory (Adams, 1963), three hypotheses were tested using PLS-SEM with a sample of 145 respondents from five accredited private hospitals. Results demonstrate that work stress (β = 0.312, p < 0.001), role conflict (β = 0.341, p < 0.001), and compensation inequity (β = 0.358, p < 0.001) each significantly and positively affect turnover intention, with compensation inequity exerting the strongest effect. The three predictors jointly explain 61.4% of turnover intention variance (R² = 0.614; Q² = 0.388). These findings provide theoretically grounded, empirically supported recommendations for hospital administrators seeking effective retention strategies in Central Java's private healthcare sector. Keywords: work stress; role conflict; compensation inequity; turnover intention; private hospital; COR theory; equity theory; PLS-SEM
Organizational Commitment as a Mediating Variable Between Organizational Culture and Civil Servant Performance in Regional Government Institutions Fatwa Zuhanea
JURNAL ILMIAH EDUNOMIKA Vol. 5 No. 1 (2021): EDUNOMIKA : Vol. 05, No. 01, 2021
Publisher : ITB AAS Indonesia Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/jie.v5i1.20461

Abstract

Civil servant performance in Indonesian regional government remains a persistent policy concern, with organizational culture and commitment identified as critical but understudied determinants. This study investigates the mediating role of organizational commitment between organizational culture and civil servant performance in five Organisasi Perangkat Daerah (OPD) offices in Purbalingga Regency, Central Java. Grounded in Organizational Culture Theory (Schein, 1985) and the Three-Component Commitment Model (Meyer & Allen, 1991), four hypotheses were tested using PLS-SEM with bootstrapping mediation analysis on 152 civil servant respondents. Results confirm that organizational culture significantly affects commitment (β = 0.447, p < 0.001), directly affects performance (β = 0.298, p < 0.001), and that commitment significantly affects performance (β = 0.341, p < 0.001). Organizational commitment partially mediates the culture-performance relationship (indirect β = 0.152, p = 0.001, 95% CI [0.063, 0.248]). The model explains 58.4% of performance variance (R² = 0.584; Q² = 0.312). Total culture-performance effect = 0.450. Findings advance the culture-performance literature and provide evidence-based recommendations for Indonesian regional government HR reform. Keywords: organizational culture; organizational commitment; civil servant performance; regional government; mediation; PLS-SEM; Purbalingga; OPD
COMMUNITY-BASED ENTREPRENEURSHIP EMPOWERMENT PROGRAM AND ITS ROLE IN WOMEN'S ECONOMIC INDEPENDENCE: A CASE STUDY IN BANYUMAS REGENCY Fatwa Zuhanea
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 5 No 4 (2021): IJEBAR : Vol. 05, Issue 04, December 2021
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v6i4.20462

Abstract

Women's economic independence remains a persistent challenge in developing economies, particularly at the grassroots level. This study investigates the influence of community-based entrepreneurship empowerment programs on women's economic independence in Banyumas Regency, Central Java, Indonesia. Grounded in the Social Learning Theory of Bandura (1977) and the Resource-Based View (RBV), this research examines the mediating role of entrepreneurial skills acquisition and access to capital between program participation and economic independence. Using a quantitative approach with a cross-sectional survey, data were collected from 132 women participants of Kelompok Usaha Bersama (KUBE) programs in five sub-districts of Banyumas Regency. The results of Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis indicate that community-based empowerment programs significantly and positively influence women's economic independence (β = 0.431, p < 0.001). Entrepreneurial skills acquisition and access to capital partially mediate this relationship. The findings contribute both theoretical and practical insights into how grassroots-level empowerment programs can serve as effective tools for promoting gender-inclusive economic growth in rural settings.Keywords: community-based empowerment, women's economic independence, entrepreneurship program, KUBE, Banyumas Regency   Keywords: community-based empowerment, women's economic independence, entrepreneurship program, KUBE, Banyumas Regency  
HYBRID MENTORING AS A POST-PANDEMIC HRD STRATEGY: EXAMINING ITS EFFECT ON EMPLOYEE COMPETENCY AND ADAPTIVE RESILIENCE Fatwa Zuhanea
International Journal of Economics, Business and Accounting Research (IJEBAR) Vol 6 No 4 (2022): IJEBAR, Vol. 6 Issue 4, December 2022
Publisher : LPPM ITB AAS INDONESIA (d.h STIE AAS Surakarta)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29040/ijebar.v6i4.20463

Abstract

The COVID-19 pandemic fundamentally transformed HRD practices, accelerating hybrid mentoring, a blended approach combining face-to-face and technology-mediated developmental interactions as a primary vehicle for employee competency development and resilience building. This study examines the effects of hybrid mentoring quality on employee competency and adaptive resilience in the post-pandemic healthcare sector in Banyumas Regency, Central Java, with employee competency as a mediating variable. Grounded in the Hybrid Sustainable Human Empowerment Framework (HSHEF; Zuhaena, 2026) and Social Learning Theory (Bandura, 1977), four hypotheses were tested using PLS-SEM with 131 healthcare workers from six Puskesmas and two district hospitals in Banyumas Regency. Results show that hybrid mentoring quality significantly affects employee competency (β = 0.452, p < 0.001) and adaptive resilience directly (β = 0.319, p < 0.001), employee competency significantly affects adaptive resilience (β = 0.394, p < 0.001), and employee competency partially mediates the mentoring-resilience relationship (indirect β = 0.178, p < 0.01). The model explains 64.1% of adaptive resilience variance (R² = 0.641). Findings provide evidence-based guidance for HRD practitioners designing hybrid mentoring programs in post-pandemic healthcare settings. Keywords: hybrid mentoring; employee competency; adaptive resilience; post-pandemic HRD; healthcare workers; HSHEF model; Banyumas
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