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All Journal JURNAL MANAJEMEN MOTIVASI SEIKO : Journal of Management & Business JURNAL EDUCATION AND DEVELOPMENT ANALISIS - SCIENTIFIC JOURNAL OF ECONOMICS, MANAGEMENT, BUSINESS, AND ACCOUNTING Economics and Digital Business Review Ilomata International Journal of Management Management and Accounting Expose JURNAL ILMIAH GLOBAL EDUCATION Mediastima Jurnal Pelita Manajemen Jurnal Informatika Ekonomi Bisnis Journal of Economics and Management Scienties Scientica: Jurnal Ilmiah Sains dan Teknologi Riwayat: Educational Journal of History and Humanities PUNDIMAS: Publikasi Kegiatan Abdimas Multidisciplinary Indonesian Center Journal
Dwianto, Agung Surya
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Unveiling the Hidden Power of Employer Branding in PT Menara Terus Makmur's Recruitment Astuti, Irma Wiji; Dwianto, Agung Surya
Economics and Digital Business Review Vol. 5 No. 2 (2024)
Publisher : STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/ecotal.v5i2.1209

Abstract

This research aims to reveal the hidden power of Employer Branding in the recruitment process at PT Menara Terus Makmur. In an effort to understand how Employer Branding influences recruitment at the company, a qualitative approach was used to explore employees' experiences and perceptions related to Employer Branding and the recruitment process at PT Menara Terus Makmur. The research method involved in-depth interviews with various hierarchical levels of employees, direct observation in the work environment, and analysis of internal company documents. The results showed that Employer Branding has a significant role in influencing the recruitment process at PT Menara Terus Makmur. Findings show that employees have a strong perception of the company's image as an attractive place to work, supported by an inclusive organizational culture and emphasized company core values. Effective communication of the company's culture, career opportunities, and employment benefits through various channels, including social media and recruitment events, proved to be an effective strategy in strengthening the company's Employer Branding. The implication of this study is that it is important for companies to actively pay attention to their Employer Branding strategy in a bid to attract and retain quality talent. Effective communication strategies, emphasis on positive organizational culture, and satisfying employee experiences are key in building a strong corporate image as an attractive place to work.
IMPLEMENTATION OF EMPLOYER BRAND EQUITY AS AN EFFORT TO REDUCE INTENTION TO LEAVE AT PT GEMILANG PLASTAMA CEMERLANG Putri, Elvani Anisa; Dwianto, Agung Surya
ANALISIS Vol. 13 No. 2 (2023): ANALISIS VOL. 13 NO. 2 TAHUN 2023
Publisher : FACULTY OF ECONOMICS AND BUSINESS FLORES UNIVERSITY

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37478/als.v13i2.3003

Abstract

This study aims to analyse the effect of employer brand equity of PT Gemilang Plastama Cemerlang, namely social value, interest value, development value, application value, economic value. As well as the effect of employer brand equity on intention to leave. The research method used is associative quantitative research method, where the data collection method is done by distributing questionnaires. The population in this study were all Gen Z, totalling 100 people. Sample withdrawal is done by saturated sampling method. Data processing using SPSS version 26 software, with descriptive analysis and multiple linear regression analysis hypothesis testing. The results showed that (1) partially social value has a positive and significant influence on interest value (2) partially development value has a positive and significant influence on application value. (3) simultaneously there is a positive and significant influence between economic value variables and intention to leave. These findings can be input for employers in making decisions as a strategy to increase comfort for employees, especially in shaping employer brand equity to employees.  
The Influence of Career Advancement on Employee Performance and Job Satisfaction (A Case Study at PT Bank Akasia Mas) Satoto, Ayu Audina; Dwianto, Agung Surya
Jurnal Ilmiah Global Education Vol. 6 No. 4 (2025): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v6i4.4458

Abstract

In the dynamic competition of the banking industry, career acceleration has become a crucial strategy in human resource management to enhance employee performance and job satisfaction. This study aims to analyze the influence of career acceleration on employee performance and job satisfaction at PT Bank Akasia Mas. A quantitative approach by an explanatory research design was employed, involving 154 participants selected through purposive sampling. Data were collected utilizing validated questionnaires, complemented by interviews and observations. Regression analysis results reveal that career acceleration significantly affects both performance (R² = 0.31) and job satisfaction (R² = 0.39). When organizational culture was included, the R² value improved to 0.48, highlighting its strong moderating role. The study also reveals structural disparities in access to career enhancement programs across divisions, negatively affecting job satisfaction. Moreover, the influence of career acceleration on performance is largely mediated by job satisfaction. These outcomes emphasize the importance of a fair, structured, and competency-based career enhancement system, along by the reinforcement of an inclusive organizational culture. This study gives both practical and theoretical contributions to comprehending career dynamics in Indonesia’s banking sector and offers strategic recommendations for improving organizational productivity through influenceive career management.
Pengaruh Kepemimpinan terhadap Motivasi Kerja Generasi Z di Bank X Dameria, Theresia Elisabeth; Dwianto, Agung Surya
Riwayat: Educational Journal of History and Humanities Vol 8, No 4 (2025): October
Publisher : Universitas Syiah Kuala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jr.v8i4.50664

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan terhadap motivasi kerja generasi Z di Bank X. Pendekatan kuantitatif digunakan dengan metode survei melalui penyaluran kuesioner kepada karyawan generasi Z yang telah bekerja minimal satu tahun. Responden dipilih menggunakan teknik purposive sampling. Instrumen penelitian disusun berdasarkan indikator variabel kepemimpinan dan motivasi kerja, dengan menggunakan skala Likert lima poin. Data dianalisis dengan statistik deskriptif dan inferensial, termasuk uji asumsi klasik, regresi linier sederhana, uji t, uji F, dan perhitungan koefisien penentuan menggunakan SPSS versi terbaru. Hasil penelitian menunjukkan bahwa kepemimpinan memiliki pengaruh positif dan signifikan terhadap motivasi kerja Generasi Z di Bank X, dengan nilai signifikansi 0,020 (0,05). Nilai koefisien regresi 0,280 menunjukkan bahwa setiap peningkatan kepemimpinan akan meningkatkan motivasi kerja sebesar 0,280 unit. Nilai R-Square 0,154 menunjukkan bahwa kepemimpinan menjelaskan 15,4% dari variasi motivasi kerja, sedangkan sisanya dipengaruhi oleh faktor lain seperti kompensasi, peluang pengembangan diri, lingkungan kerja, dan budaya organisasi. Temuan ini menegaskan pentingnya gaya kepemimpinan yang memberikan kepercayaan, ruang untuk berekspresi, dan dukungan pengembangan diri bagi Generasi Z, yang pada gilirannya dapat meningkatkan moral dan keterlibatan kerja.
The Influence of the Work Environment on the Work Motivation of Generation Z at Bank X Diovanessa, Charla Bernadhetta Angeline; Dwianto, Agung Surya
Riwayat: Educational Journal of History and Humanities Vol 8, No 4 (2025): October
Publisher : Universitas Syiah Kuala

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24815/jr.v8i4.50665

Abstract

This study functions to examine the influence of the work environment on the work motivation of Generation Z at Bank X. Using a quantitative approach method with data collection techniques through the distribution of questionnaires to 35 Generation Z respondents at Bank X. Validity and reliability tests have been carried out on the research instrument, which is then analyzed using descriptive analysis and simple linear regression with the aim of testing the relationship between the work environment and work motivation. Positive and significant results are shown by the results of the study, that the work environment has an influence on the work motivation of generation Z at Bank X. Regression analysis results in the equation Y = 24.115 + 0.550X, which means that every time the quality of the work environment improves, an increase in work motivation will occur. The t-test showed a significance value of 0.028, so that the analysis appeared that there was a significant influence between the work environment on work motivation. A determination coefficient value (R) of 0.139 indicates that 13.9% of the variation in work motivation can be explained by the work environment, while the rest is influenced by other factors outside of this study.
Perceived Value in Consumer Purchasing Decisions on Facebook Ads: A Study on Millennial Generation in Cikarang Rabbani, Muhammad Amru; Dwianto, Agung Surya
Jurnal Ilmiah Global Education Vol. 6 No. 4 (2025): JURNAL ILMIAH GLOBAL EDUCATION
Publisher : LPPM Institut Pendidikan Nusantara Global

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/jige.v6i4.4511

Abstract

This study aims to examine how perceived value is formed in consumer purchasing decisions for products offered through Facebook Ads, especially for the Millennial Generation in Cikarang City. Using a qualitative approach with a case study design, data was collected through interviews with informants who are active Facebook users who have purchased products through Facebook Ads. The results of the analysis show that perceived value is formed from the relationship between perceived benefits and sacrifices that are taken into consideration, such as the visualization of advertisements that trigger initial consumer interest, but on the other hand, concerns about the risk of delivery and actual product mismatches are the main sacrifice. Direct and transparent interaction with the seller via text message is proven to overcome these concerns. This builds trust and increases consumer confidence to transact. Other users' engagement with ads and the frequency with which they appear also contribute to improving consumers' perceptions of credibility and social recognition. Although consumers make comparisons in e-commerce with more competitive prices, the ease of transactions and the convenience of interacting with sellers are crucial factors that strengthen consumers to make purchasing decisions. This study enriches the qualitative understanding of the formation of consumer perceived value in online shopping through Facebook ads, as well as the role of personalized interactions that can mitigate risk.   
The Influence of Workload, Motivation, and Work Environment on Generation Z Employee Productivity in Cikarang Kelani, Sofia; Dwianto, Agung Surya
Ilomata International Journal of Management Vol. 7 No. 2 (2026): April 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i2.2107

Abstract

This study analyzes the influence of workload, work motivation, and work environment on the work productivity of Generation Z employees in the Cikarang manufacturing industry. This phenomenon is important given the unique characteristics of Generation Z, which now dominates the labor market amid demands for industrial efficiency. Using an associative quantitative approach, with purposive sampling techniques involving 240 Generation Z respondents, primary data was collected through questionnaires. Measurement accuracy was ensured using Pearson's corrected item-total correlation for validity (r ≥ 0.30) and Cronbach's alpha for reliability (α ≥ 0.60 for exploratory adaptation). Furthermore, before testing the hypothesis through multiple linear regression, all essential diagnostic assumptions, including residual normality, multicollinearity (Tolerance and VIF), and heteroscedasticity, were strictly met. The results indicate that workload and work motivation are significantly associated with employee productivity. Workload, when appropriately managed, may support productivity, while work motivation is associated with maintaining consistent performance in a target-oriented work environment. In contrast, the work environment does not show a statistically significant relationship with productivity in this study. This finding suggests that, within this specific context, the work environment may function as a supporting condition rather than a direct determinant of productivity. Simultaneously, these three variables have a significant effect with a contribution of 54.1%. This study concludes that Generation Z's work productivity is more closely related to optimal work volume and motivation than to physical environmental facilities.
Strategic Human Capital Deployment: Examining the Mechanisms Linking Managerial Talent, Work Experience Accumulation, and Supervisory Effectiveness to Job Rotation Outcomes Dwianto, Agung Surya; Kusuma, Sitta
Ilomata International Journal of Management Vol. 7 No. 2 (2026): April 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i2.2204

Abstract

This study examines the influence of managerial talent, work experience accumulation, and supervisory effectiveness on job rotation outcomes among managers of PT Pos Indonesia Regional IV Jakarta. As a state-owned enterprise operating in an increasingly competitive logistics environment, PT Pos Indonesia requires evidence-based human capital strategies to enhance managerial adaptability and organizational agility. This research proposes an integrated structural model linking managerial talent, experiential learning, and supervisory practices, with a particular emphasis on their sequential interrelationships in explaining job rotation effectiveness. A quantitative approach was employed using a census of 160 managers. Data were analyzed through Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) to test direct and indirect relationships among variables. The findings indicate that managerial talent, work experience accumulation, and supervisory effectiveness positively influence job rotation outcomes. In addition, managerial talent indirectly affects job rotation effectiveness through work experience and supervision, suggesting a sequential mediation mechanism. While the results provide empirical support for the proposed model, they should be interpreted with caution due to the study’s cross-sectional design, reliance on self-reported data, and focus on a single regional context. This study contributes to the talent management literature by highlighting the importance of integrating managerial capability, experiential accumulation, and supervisory processes into a coherent mechanism influencing job rotation outcomes. Practically, the findings offer guidance for designing competency-based rotation systems to strengthen leadership pipelines and organizational resilience in state-owned enterprises.
THE EFFECT OF WORKING CONDITIONS ON EMPLOYEE RETENTION AMONG GEN Z EMPLOYEES IN THE MANUFACTURING INDUSTRY PT WIDIA SAMI NIKI Febriyana, Faradila; Dwianto, Agung Surya
Jurnal Education and Development Vol 14 No 2 (2026): Vol 14 No 2 Mei 2026
Publisher : Institut Pendidikan Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37081/ed.v14i2.7921

Abstract

Indonesia, as a developing country, still relies on the manufacturing industry as a source of national employment. The workforce has characteristics that meet companies' needs, but as time goes by, Generation Z has emerged as a problem for companies that are less effective at retaining their employees. Generation Z, with its unique characteristics, poses a challenge to employee retention for companies. This study uses quantitative methods and questionnaire data. The research was conducted at PT Widia Sami Niki with a sample of 30 respondents. The results indicate that working conditions have a significant positive relationship with employee retention. Working conditions have the greatest contribution to employees' decisions to stay, compared to compensation and career development factors. The greater the organization's efforts to provide comfort for employees, the more likely they are to stay with the organization.
The Effects of Conflict on the Performance of Production Section Employees at PT. YKT Gear Indonesia Dwianto, Agung Surya; Rustomo, Rustomo; Pirmansyah, Yodi
JURNAL MANAJEMEN MOTIVASI Vol 15 No 1 (2019): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (718.629 KB) | DOI: 10.29406/jmm.v15i1.1285

Abstract

Abstract Conflict is a mismatch between two or more members or groups (in an organization or company) that must share limited resources or work activities and/or because of the fact that they have different status, goals, values, or perceptions. Conflicts can occur anywhere, including in a company, conflict occurs because each party or one party feels disadvantaged. Conflicts can have negative consequences but can also have positive consequences. This research was conducted in a company, namely in PT YKT Gear Indonesia, the purpose of this study was to determine the extent of conflict can affect PT YKT Gear Indonesia's employees, whether the influence of conflict can reduce the performance of PT YKT Gear Indonesia's employees or can improve PT YKT Gear employee performance Indonesia. From the results of this study it can be concluded that based on the results of a simple regression analysis, conflict has a positive influence on employee performance that is equal to 0.344. This means that a one-point increase in Conflict will result in an increase in Employee Performance at PT YKT Gear Indonesia of 0.344 and vice versa, if there is a one-point decrease in Conflict, it will be followed by a decrease in Employee Performance of 0.344 at PT YKT Gear Indonesia. While based on the results of a simple correlation analysis the effect of conflict on performance is moderate positive because the resulting r value is 0.434. Based on the coefficient of determination it can be concluded that conflict has a contribution of 18.81% to the performance of PT YKT Gear Indonesia employees, the remaining 81.91% is influenced by other factors. Keywords: Conflict, Employee Performance
Co-Authors Astuti, Irma Wiji Cantika, Adinda Putri Dameria, Theresia Elisabeth Dewo, Ongky Saputra Diovanessa, Charla Bernadhetta Angeline Efendi, Asep Febriansyah, Toni Febriyana, Faradila Giovanni, Jane Iyus Wiadi Junengsih, Junengsih Kelani, Sofia Kurnia, Tasya Suciati Kurniaty, Dewi Kusuma, Sitta Margahayu, Riza Primananda Novita Evan, Iin Novitasari, Hafisha Nugraha, Evans Afriant Permadi, Yudhi Pirmansyah, Yodi Pratama, R. Warsito Ayang Puri, Diah Sampurnaning Putri, Elvani Anisa Rabbani, Muhammad Amru Rahmawati, Heti Rakhmayani, Meita Devi Ramadani, Ramadani Ramadhan, Sarah Rifai, Ahmad Widad Rosidatulmanna, Siti Sayidah Rustomo, Rustomo Satoto, Ayu Audina Sinaga, Vera Juliana Siswandaru, Luqman Ardana Wijanarko, Adrian A Zannna, Devki Rekhana