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All Journal Proceeding SENDI_U International Journal of Supply Chain Management Referensi : Jurnal Ilmu Manajemen dan Akuntansi Value: Jurnal Manajemen dan Akuntansi Jurnal E-Bis: Ekonomi Bisnis Jurnal Fokus Manajemen Bisnis Oikonomia: Jurnal Manajemen PROFICIO: Jurnal Pengabdian Masyarakat Golden Ratio of Human Resource Management Golden Ratio of Mapping Idea and Literature Format Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi)
Mansyur, Anwar
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Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Industrial & Manufacturing Engineering Library & Information Science Social Sciences Transportation Other

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Exploration of the Influence of Big Five Personality Traits on Innovative Behavior Suciana, Frisca; Mansyur, Anwar
Golden Ratio of Human Resource Management Vol. 5 No. 2 (2025): March - July
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v5i2.970

Abstract

This study aims to analyze the relationship between Big Five Personality and innovative work behavior case study from Liquid Petroleum Gas (LPG) depot owners and employees in Tegal Regency, Indonesia. This study uses a quantitative approach with the correlational design method, while the data analysis technique includes instrument testing consisting of validity and reliability tests. After the instrument test, model and hypothesis testing were carried out to analyze the data. Data was collected through an e-survey using Google Forms and distributed to various LPG depots in the Tegal Regency. The research sample used a purposive sampling technique of 153 respondents selected to represent the population. This study lasted two months, from October to November 2024, to better understand the factors influencing innovative behavior in LPG distribution. The hypothesis test results showed that of the five dimensions of Big Five Personality, only Conscientiousness and Agreeableness significantly influence Innovative Work Behavior, with a value of t = 2.536, Sig. = 0.012 for Conscientiousness and t = 2.268, Sig. = 0.025 for Agreeableness. Meanwhile, Openness to Experience (t = 0.469, Sig. = 0.640), Extraversion (t = -0.812, Sig. = 0.418), and Neuroticism (t = 0.809, Sig. = 0.420) do not have a significant effect on Innovative Work Behavior because their significance values are greater than 0.05. Thus, not all personality dimensions have a significant role in encouraging innovative work behavior.
Kepuasan Kerja: Peran Budaya Organisasi dan Keterlibatan Kerja Eliza, Renchika Aurell Cahya; Mansyur, Anwar
Jurnal E-Bis Vol 9 No 1 (2025): Vol. 9 No.1 2025
Publisher : Politeknik Piksi Ganesha Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37339/e-bis.v9i1.2288

Abstract

The Role of Psychological Empowerment, Job Characteristic, and Reward System on Innovative Behavior Nabila, Dinda; Mansyur, Anwar
Golden Ratio of Human Resource Management Vol. 6 No. 1 (2026): August - February
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grhrm.v6i1.1421

Abstract

The research investigates how psychological empowerment, job characteristics, and reward systems influence innovative work behavior. Employees demonstrating innovative spirit are very important for an organization facing the ever-changing market dynamics. Data for this research were gathered quantitatively by distributing questionnaires to PT Aji Putra Jaya staff members. Purposive sampling is the method of sampling that is used. Multiple linear regression will be used to analyse the data after validity and reliability tests using SPSS. The research results are expected to show that psychological empowerment, job characteristics, and partial and simultaneous incentive schemes significantly and favourably influence creative work practices. The study aims to develop employee empowerment programs, redesign jobs to increase autonomy, and create a more relevant reward system to encourage innovation.
EFEK MEDIASI ABSORPTIVE CAPACITY PADA GAYA TRANSFORMASIONAL DAN PERILAKU INOVATIF Adistia, Amanda; Mansyur, Anwar
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 2 (2025): Edisi Mei - Agustus 2025
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v9i2.6012

Abstract

Penelitian ini bertujuan untuk mengeksplorasi peran mediasi absorptive capacity dalam kaitannya antara kepemimpinan transformasional dan perilaku inovatif karyawan. Berdasarkan teori kepemimpinan transfomasional serta konsep absorptive capacity, inovasi dipandang sebagai faktor penting dalam menjawab tantangan lingkungan industri yang terus berubah. Kepemimpinan transformasional diyakini mampu mendorong terciptanya inovasi melalui pemberian inspirasi dan motivasi kepada karyawan. Namun, pengaruh tersebut tidak selalu bersifat langsung, melainkan dapat terjadi melalui kemampuan organisasi dalam menyerap dan mengelola pengetahuan baru—kemampuan yang dikenal sebagai absorptive capacity. Studi ini mengunakan pendekatan kuantitatif dengan pengumpulan data melalui kuesioner yang disebarkan untuk 130 karyawan PT Mahayasa Grup menggunakan teknik purposive sampling. Analisis data dilakukan dengan bantuan perangkat lunak SPSS. Diungkapkan bahwa hasil dari penelitian yang telah dilakukan menyebukan bahwa kepemimpinan transfomasional memiliki pengaruh positif dan signifikan terhadap perilaku inovatif, serta absorptive capacity terbukti secara signifikan menjadi variabel mediasi dalam hubungan tersebut.
The Effects of Transformational Leadership and Individual Motivation on Employee Performance: A Case Study of Maen Kain in the Creative Industry Nafisah, Yeni Zulfa; Mansyur, Anwar
Golden Ratio of Mapping Idea and Literature Format Vol. 6 No. 1 (2026): July - January
Publisher : Manunggal Halim Jaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52970/grmilf.v6i1.1622

Abstract

This study examines how transformational leadership and individual motivation influence employee performance in an MSME such as Maen Kain in Semarang, which relies heavily on employee craftsmanship and creativity, making leadership and motivation critical for organizational success. The motivation behind this research stems from the recognition that strong leaders who can inspire and motivate their teams are critical, especially in the creative industry, where innovation and high productivity are constantly in demand. To gather insights, a quantitative approach was taken, involving a survey of 106 full-time employees at Maen Kain. The data were analyzed using multiple linear regression with SPSS version 25. The key variables examined included transformational leadership and personal motivation as independent factors, with employee performance as the dependent outcome. The results show that transformational leadership does not have a significant direct effect on employee performance (β = –0.056, p > 0.05). In contrast, both intrinsic motivation (β = 0.240, p < 0.01) and extrinsic motivation (β = 0.274, p < 0.05) positively and significantly affect performance. The model explained 13.6% of the variance in performance (Adjusted R² = 0.136). These results suggest that at Maen Kain, internal motivation and employee engagement are more influential in driving performance than leadership style alone. Based on these insights, it is recommended that the company focus on strengthening work systems and encouraging ongoing self-development to boost motivation and sustain high performance.
Co-Authors Adistia, Amanda Aini Nurul Anggraini, Shela Arif Husein, Arif Eliza, Renchika Aurell Cahya Euis Soliha Febrianto, Boggy Fitriati, Ika Rosyada Hayuningtias, Kristina Anindita Mas?ud, Fuad Muhammad Arif Hidayatullah Nabila, Dinda Nafisah, Yeni Zulfa Nungki Pradita Rokh Eddy Prabowo Santoso, Ignatius Hari Sofiatun, Ulfa Sofiyana, Nurul Solly Aryza Suciana, Frisca Suharnomo Suharnomo