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All Journal Jurnal Manajemen dan Bisnis Indonesia Jurnal Bisnis dan Akuntansi MEDIA BISNIS ARBITRASE: JOURNAL OF ECONOMICS AND ACCOUNTING Annals of Human Resource Management Research E-Jurnal Manajemen Trisakti School of Management (TSM) Business and Entrepreneurial Review Media Riset Akuntansi Auditing & Informasi Jurnal Abdimas Sosial, Ekonomi, dan Teknologi E-Amal: Jurnal Pengabdian Kepada Masyarakat
Setia Tjahyanti
STIE Trisakti
Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Health Professions Law, Crime, Criminology & Criminal Justice Social Sciences Other

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The Influence Of E-Hrm On Organizational Performance With Mediation Of Employee Performance And Job Satisfaction Indonesia Multiple Companies Helen Caroline; Setia Tjahyanti
Media Bisnis Vol. 17 No. 2 (2025): Media Bisnis
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/d4a9aq97

Abstract

e-HRM is an important strategy for companies to improve organizational performance. The purpose of this study is to examine how e-HRM affects organizational performance through mediation of job satisfaction and employee performance in several companies in Indonesia. This study uses quantitative methods, the sample selection in this study is non probability sampling using purposive sampling technique by collecting data through online questionnaires via google form distributed to respondents. The population of this study consisted of certain time work agreement employees with more than one year of service in several companies in Indonesia. The data analysis method used in this research is the Structural Equation Model (SEM) data analysis method using SmartPLS4 software. Empirical evidence that the implementation of an effective e-HRM system can improve organizational performance through improved employee performance and job satisfaction is provided by research findings showing that employee performance and job satisfaction act as mediators that strengthen the relationship between e-HRM and organizational performance.
THE EFFECT OF LEADER EMOTIONAL INTELLIGENCE ON JOB PERFORMANCE THROUGH TRUST IN SUPERVISOR RISKA ANANDA KONO; SETIA TJAHYANTI
E-Jurnal Manajemen Trisakti School of Management (TSM) Vol. 5 No. 2 (2025): 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.v5i2.2923

Abstract

The purpose of this study is to determine what variables can affect Job Performance, There are several variables studied, namely Transformational Leadership, Transactional Leadership, Leader Emotional Intelligence and the mediation variable Trust In Supervisor. This study used 102 employees at Instansi XYZ, the research data was obtained from distribution to employees through a Likert Scale questionnaire.
FAKTOR-FAKTOR YANG MEMPENGARUHI JOB SATISFACTION DI MODERASI OLEH WORKPLACE RELATIONSHIPS AGATHA SERAFIM WULAN DEFANI; SETIA TJAHYANTI
E-Jurnal Manajemen Trisakti School of Management (TSM) Vol. 5 No. 4 (2025): 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.v5i4.3344

Abstract

This study aims to analyze the influence of payment and compensation, promotion, working environment, and workplace fairness on job satisfaction, with workplace relationships as a moderating variable. The research employs a causal and descriptive research design. The object of the study is the Regional Civil Service Agency (BKD) of DKI Jakarta Province. Data were collected using questionnaires and analyzed using SEM-PLS. The sampling technique used was purposive sampling, with a total of 97 respondents. Based on the results, payment and compensation have a significant influence on job satisfaction, promotion has a significant influence on job satisfaction, the working environment has a significant influence on job satisfaction, and workplace fairness also significantly affects job satisfaction. Furthermore, workplace relationships have a positive moderating effect on the relationship between payment and compensation and job satisfaction. Workplace relationships also positively moderate the relationship between promotion and job satisfaction, the relationship between working environment and job satisfaction, and the relationship between workplace fairness and job satisfaction.
Innovation, Proactiveness and Risk Taking on Business Performance among Women Entrepreneurs in Jabodetabek: The Moderating Role of Hybrid Work Environment Denta Ananda; Setia Tjahyanti; Nurti Widayati; Justine Tanuwijaya
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p419-435.2026

Abstract

Purpose: This study investigates the influence of Entrepreneurial Orientation (EO) dimensions innovation, proactiveness, and risk-taking on the business performance of micro level women entrepreneurs in Jabodetabek, while analyzing the hybrid work environment as a moderating variable. Research Methodology: Respondents are 187 female micro-entrepreneurs in several industries category in Jabodetabek who had operated their businesses for at least one year, measured with five-point Likert scale. Data analysis method is Structural Equation Modeling (SEM) with Partial Least Square and purposive sampling technique Results: The analysis shows that innovation and risk-taking are both significant positive drivers of performance. Conversely, proactiveness was found to have a significant negative impact on performance. The moderating effects demonstrate that hybrid work environment significantly strengthens the relationship between innovation and risk-taking to business performance. However, hybrid work environment exerts a significant negative moderating effect on the proactiveness to business performance Conclusions: These findings drive female micro-entrepreneur to foster external climates that specifically leverage innovative and risk-taking ability. Somehow, proactive initiatives must be carefully managed to avoid diminishing returns in a dynamic environment. Limitations: study was limited to female micro level women entrepreneurs with certain field in Jabodetabek area. Contributions: This study contributes empirical evidence on how work environment shapes the entrepreneurial orientation to business performance relationship among female micro-entrepreneurs in an emerging economy.
Psychological Contract, Employer Branding, Work Environment, and Turnover Intention: Organizational Commitment as Moderator in Manufacturing Setia Tjahyanti; Denta Felli Ananda; Nurti Widayati; Nursiti Nursiti
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p437-454.2026

Abstract

Purpose: This study examines the effects of psychological contracts, employer branding, and work environment on employee turnover intention and tests whether organizational commitment moderates these relationships in an Indonesian manufacturing company. Research Methodology: A quantitative representative case study was conducted using 70 permanent employees selected purposively from a sample of 129 employees. Data were collected through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. Results: Psychological contracts and employer branding increased turnover intention, while the work environment reduced it. Organizational commitment moderated the effects of employer branding and work environment on turnover intention, but not psychological contracts. Conclusions: Turnover intention reflects the combined influence of exchange perception, organizational identity, and workplace conditions. Organizational commitment is a selective boundary condition rather than a uniform moderator. Limitations: This study involved one manufacturing company and 70 permanent employees, limiting generalizability to organizations with similar characteristics. Significant common method bias was detected (Harman's single-factor variance = 79.9%; Heterotrait-Monotrait Ratio (HTMT) = 0.88–1.05; full-collinearity Variance Inflation Factor (VIF) = 31.8–117.4), requiring cautious interpretation of path coefficients. Contributions: This study extends Human Resource Management (HRM) research by integrating three turnover antecedents with organizational commitment as a moderator and provides practical guidance for integrated employee retention interventions.
Organizational Identification as a Moderator of Green HRM and Pro-Environmental Work Intention Nurti Widayati; Vera Septi Andrini; Setia Tjahyanti; Denta Felli Ananda
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p455-473.2026

Abstract

Purpose: This study investigates organizational identification as a boundary condition shaping the relationships between Green Human Resource Management (GHRM) awareness, environmental values, and pro-environmental work intention among students in a Management Study Program. It addresses inconsistencies in the earlier GHRM literature by explicitly positioning organizational identification as a boundary condition rather than an intervening mechanism. Research Methodology: This study relies on Partial Least Squares Structural Equation Modeling (PLS-SEM) within an explanatory, cross-sectional quantitative framework. The respondent pool comprised 150 active undergraduate students from STIE Trisakti Jakarta's Management Study Program, chosen purposively based on the predetermined criteria. A two-stage procedure was used to capture the moderating effect, and structural path significance was established through bootstrapping with 5,000 resamples. Results: GHRM Awareness and Environmental Values significantly and positively influenced Pro-Environmental Work Intention. Organizational Identification strengthened the effect of GHRM Awareness but not Environmental Values. The model explained 42.7% of the variance in the Pro-Environmental Work Intention. Conclusions: Organizational Identification acts as a selective rather than a universal moderator of the antecedents of Pro-Environmental Work Intention, thereby extending Social Identity Theory in the organizational sustainability context. Limitations: The use of a cross-sectional design and self-reported data from students at a single institution limits the ability to draw causal inferences and generalize the findings to broader populations. Contributions: This study offers practical implications for higher-education institutions and organizations by providing strategic guidance on strengthening organizational identification to foster pro-environmental behavior among prospective employees.
Co-Authors AGATHA SERAFIM WULAN DEFANI AJIE, NABILLA AMMALYA WAHYU ANGGITA ANGGITA Anintiyas, Petrin Dwi Baggas Prasetyo Briliana, Vita Chyntia Chyntia Denta Ananda Denta Felli Ananda Erica Purnama FARIS FERDIANTO NOOR Fatikhasari, Zalfa Ardanti GENUINE EKA PRASETIYO Gulo, Yupiter Helen Caroline Ian Nurpatria Suryawan Ian Nurpatria Suryawan INDRIYANTI, IRMA SATYA Justine Tanuwijaya NURAFNI CHAIRUNNISA Nursiti Nursiti NURTI WIDAYATI Nurwanti Petrin Dwi Anintiyas Pinka Julinda Sari PRASASTYO, KLEMENS WEDANAJI Prasetyo, Baggas Purnomo, Ranti Noviannisa Puspasari, Putri Ayu PUSPITASARI, AULIA YANDA Putri Ayu Puspasari Ranti Noviannisa Purnomo Regi Muzio Ponziani RISKA ANANDA KONO RR. Niken Purbasari RUDYANTO, ASTRID Sari, Pinka Julinda Silvinho Manuel Sofiyan Tsauri Stefani , STEFANI STEFANI Suhendra, M. Fariz Raihan Ramadhan Sunny, Gloria Christina Tsauri, Sofiyan Vera Septi Andrini