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All Journal Dinasti International Journal of Education Management and Social Science E-Jurnal Manajemen Trisakti School of Management (TSM)
NIKEN PURBASARI
Trisakti School of Management
Economics, Econometrics & Finance Education Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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PENGARUH MOTIVASI KERJA, LINGKUNGAN KERJA, DAN KOMPENSASI TERHADAP ETOS KERJA STAFF DI PT. PQR ANDREAS SAMUEL; NIKEN PURBASARI; NURTI WIDAYATI
E-Jurnal Manajemen Trisakti School of Management (TSM) Vol. 4 No. 3 (2024): E-Jurnal Manajemen Trisakti School of Management (TSM)
Publisher : Pusat Penelitian dan Pengabdian kepada Masyarakat Sekolah Tinggi Ilmu Ekonomi Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34208/ejmtsm.v4i3.2602

Abstract

The aim of this research is to determine what variables can influence work ethic. Some of thevariables that will be studied are Work Motivation, Work Environment, and Compensation. To test the hypothesis, this research uses descriptive and causality techniques along with multiple regression. This research involved 81 employees of PT. PQR at staff level. The data for this research comes from primary data distributed to employees via a Likert Scale questionnaire. Convenience sampling is used. The empirical results of the research show that the work ethic at PT. PQR is influenced by work motivation, while the work environment and compensation have no effect on work ethic. 
When Long-Term Talent Commitments Become Consequential: Employee Engagement and Workplace Resilience Under Uncertainty Eri Marlapa; Joko Sugiharjo; Niken Purbasari
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 5 (2026): Dinasti International Journal of Education Management and Social Science (June
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i5.6704

Abstract

This study examines whether long-term talent commitments within the employment relationship are translated into employee engagement and, through that process, support workplace resilience under uncertainty. A quantitative multi-source survey design was employed across 18 organizations operating in diverse industries. Employees reported sustainable talent management and employee engagement, while supervisors assessed workplace resilience in the focal work context. After screening, 300 usable matched responses were retained and analyzed using partial least squares structural equation modeling with bootstrapping. The findings indicate that sustainable talent management is positively associated with employee engagement, and employee engagement is positively associated with workplace resilience. The indirect effect is also significant, suggesting that long-term organizational commitments are more likely to sustain continuity and cooperative functioning under strain when employees translate them into active involvement in everyday work. These findings show that formal talent arrangements do not become meaningful in the employment relationship simply by being present; they matter when they are experienced as credible, enduring, and enacted commitments. The paper contributes to employee relations research by showing how continuity-oriented organizational commitments gain practical significance through employee engagement. For practice, the findings highlight the importance of visible follow-through on developmental commitments, fair continuity during change, and workplace routines that support employee voice and participation.
Co-Authors ANDREAS SAMUEL Eri Marlapa Joko Sugiharjo Nurti Widayati