Article Per Year (5 Year)
p-Index From 2021 - 2026
7.762
P-Index
This Author published in this journals
All Journal Jurnal Dinamika Hukum International Journal of Artificial Intelligence Research JURNAL MANAJEMEN INDUSTRI DAN LOGISTIK Scientific Journal of Reflection : Economic, Accounting, Management and Business Inovasi: Jurnal Ilmiah Ilmu Manajemen JMB : Jurnal Manajemen dan Bisnis JURNAL ILMIAH FEASIBLE (JIF) Abdi Laksana : Jurnal Pengabdian Kepada Masyarakat Jurnal Surya Kencana Dua: Dinamika Masalah Hukum & Keadilan Jurnal Ekonomi Efektif Jurnal PADMA: Pengabdian Dharma Masyarakat International Journal of Economy, Education and Entrepreneurship (IJE3) International Journal of Engagement and Empowerment (IJE2) Kontigensi: Jurnal Ilmiah Manajemen Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Indonesian Collaboration Journal of Community Services (ICJCS) AKADEMIK: Jurnal Mahasiswa Ekonomi & Bisnis Jurnal Ilmu Hukum Lensa Ilmiah: Jurnal Manajemen dan Sumberdaya Jurnal Peradaban Masyarakat (JPM) JURNAL ECONOMINA Jurnal Abdi Masyarakat Humanis Jurnal Mahasiswa Mengabdi (JIMAWAbdi) Journal of Research and Publication Innovation Jurnal Manajemen Dan Akuntansi Medan JEBD Jurnal Pengabdian kepada Masyarakat : Kreasi Mahasiswa Manajemen Al-Ihtiram: Multidisciplinary Journal of Counseling and Social Research Bhinneka Multidisiplin Journal Jurnal Price : Ekonomi dan Akuntasi Amanah Mengabdi Jurnal Konsisten
Sutoro, Moh.
Universitas Bina Bangsa
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Astronomy Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Public Health Social Sciences Transportation Other

Published : 76 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 76 Documents
Search

 4   5   6   7   8 
Implementation Of Influencework Engagementin Mediating Paternalistic Leadership And Professional Development Programs On Teacher Performance Eva Sofianty; Moh. Sutoro; Basrowi Basrowi
JURNAL ECONOMINA Vol. 5 No. 8 (2026): JURNAL ECONOMINA, Agustus 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i8.3586

Abstract

Teacher performance is a crucial factor in determining the success of education in schools. However, teacher performance at State Vocational High Schools in Serang City still faces various challenges, such as suboptimal quality of task implementation, work discipline, and teacher engagement in carrying out professional responsibilities. This study aims to analyze the influence of paternalistic leadership and professional development programs on teacher performance, examine the influence of both variables on work engagement, analyze the influence of work engagement on teacher performance, and examine the role of work engagement as a mediating variable. The study used a quantitative approach with an associative method. The study population was 85 teachers, with a saturated sampling technique so that the entire population was sampled. Data were collected through a questionnaire using a five-point Likert scale and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) with the help of SmartPLS 4.0. The results showed that paternalistic leadership and professional development programs had a positive and significant effect on teacher performance. Professional development programs also had a positive and significant effect on work engagement. Conversely, paternalistic leadership did not have a significant effect on work engagement, while work engagement did not have a significant effect on teacher performance. Furthermore, work engagement was unable to mediate the influence of paternalistic leadership or professional development programs on teacher performance. This finding suggests that teacher performance improvements are more directly influenced by the quality of principal leadership and the implementation of professional development programs than by work engagement mechanisms.
The effect of career development and organizational culture on organizational commitment with job satisfaction as a mediation variable Asep Candra; Moh. Sutoro; Dadang Amiruddin
JURNAL ECONOMINA Vol. 5 No. 8 (2026): JURNAL ECONOMINA, Agustus 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i8.3590

Abstract

Organizational commitment is an important factor in improving the performance of public sector employees. However, the organizational commitment of employees at the Public Works and Spatial Planning Agency of Serang Regency still requires strengthening supported by career development, organizational culture, and job satisfaction. This study aims to analyze the influence of career development and organizational culture on organizational commitment, the influence of both variables on job satisfaction, the influence of job satisfaction on organizational commitment, and the role of job satisfaction as a mediating variable. The study used a quantitative method with an associative approach. The study population consisted of 120 Civil Servants, all of whom were sampled through a saturated sampling technique (total sampling). Data were collected using a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS) through the SmartPLS 4.0 application. The results showed that career development had a positive and significant effect on organizational commitment and job satisfaction. Organizational culture had a positive and significant effect on job satisfaction, but did not have a direct effect on organizational commitment. Job satisfaction was proven to have a positive and significant effect on organizational commitment and was able to mediate the influence of career development and organizational culture on organizational commitment. This study concludes that increasing employee organizational commitment can be achieved through planned career development, strengthening a conducive organizational culture, and increasing job satisfaction as a mechanism that strengthens employee loyalty and attachment to the organization.
TURNOVER INTENTION KARYAWAN: SAAT BEBAN KERJA DAN KONFLIK MENJADI FAKTOR PENENTU [EMPLOYEE TURNOVER INTENTION: WHEN WORKLOAD AND CONFLICT BECOME DETERMINING FACTORS] Moh Sutoro; Dede Solihin
Al-Ihtiram: Multidisciplinary Journal of Counseling and Social Research Vol. 4 No. 2 (2025)
Publisher : Perkumpulan Ahli Bimbingan dan Konseling Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59027/al-ihtiram.v4i2.1226

Abstract

This study aims to analyze the effect of workload and work conflict on employee turnover intention at PT Pratama Abadi Industri in Tangerang. Using a quantitative associative approach, the study involved 75 employees in the assembling department. Data were collected through observation, questionnaires, and literature review, and analyzed using multiple linear regression. The results indicate that both workload and work conflict positively affect turnover intention, meaning that high work pressure and interpersonal conflicts increase employees’ intention to leave the organization. Simultaneously, these factors have a stronger impact, highlighting the importance of managing workload effectively and resolving conflicts to create a healthy and supportive work environment. The findings emphasize the need for companies to maintain employee satisfaction, motivation, and retention to ensure organizational sustainability.
Analysis of the Influence of Work Environment and Organizational Trust on Employee Loyalty with Job Satisfaction as a Mediating Variable at PT Bank Pembangunan Daerah Banten (Perseroda) Tbk Adela Winda Iryana Putri; Moh. Sutoro; Basrowi Basrowi
JURNAL ECONOMINA Vol. 5 No. 9 (2026): JURNAL ECONOMINA, September 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i9.4332

Abstract

ployee loyalty is one of the key factors determining a company’s success in achieving its organizational goals. The level of employee loyalty is influenced by various factors, including the work environment, organizational trust, and job satisfaction. Therefore, research is needed to determine the relationships among these variables among employees of PT Bank Pembangunan Daerah Banten (Perseroda) Tbk.This study aims to analyze the effect of the work environment on job satisfaction, the effect of the work environment on employee loyalty, the effect of organizational trust on job satisfaction, the effect of organizational trust on employee loyalty, the effect of job satisfaction on employee loyalty, and the effect of the work environment and organizational trust on employee loyalty through job satisfaction as a mediating variable.This study employs a quantitative method with descriptive and confirmatory approaches. The study population consisted of 71 employees of PT Bank Pembangunan Daerah Banten (Perseroda) Tbk. The sampling technique used was saturation sampling (census), so the entire population was included in the study sample. Data collection was conducted using a questionnaire with a five-point Likert scale, while data analysis utilized Structural Equation Modeling-Partial Least Squares (SEM-PLS) with the assistance of SmartPLS.The results indicate that organizational trust has a positive and significant effect on job satisfaction (β=0.584; p=0.000), organizational trust has a positive and significant effect on employee loyalty (β=0.476; p=0.000), the work environment has a positive and significant effect on job satisfaction (β=0.591; p=0.000), the work environment has a positive and significant effect on employee loyalty (β=0.361; p=0.000), and job satisfaction has a positive and significant effect on employee loyalty (β=0.330; p=0.000). Furthermore, job satisfaction was found to significantly mediate the effects of organizational trust and the work environment on employee loyalty.Based on the research results, it can be concluded that the work environment and organizational trust can increase employee loyalty both directly and indirectly through job satisfaction. Therefore, companies need to create a conducive work environment, increase organizational trust, and strengthen job satisfaction as a strategy to continuously improve employee loyalty
The Effect of Organizational Commitment Implementation in Mediating School Environmental Governance and Organizational Culture on Teacher Performance at Private Vocational High Schools in Cilegon City Ely Mustofiyah; Moh. Sutoro; Dadang Amirudin
JURNAL ECONOMINA Vol. 5 No. 9 (2026): JURNAL ECONOMINA, September 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/economina.v5i9.4336

Abstract

Teacher performance is one of the key factors in improving the quality of education. However, teacher performance at private vocational high schools in Cilegon City is still influenced by the implementation of school environmental governance, organizational culture, and organizational commitment; therefore, research is needed to obtain empirical evidence regarding the relationships among these variables. This study aims to analyze the influence of school environmental governance on teacher performance, organizational culture on teacher performance, school environmental governance on organizational commitment, organizational culture on organizational commitment, organizational commitment on teacher performance, as well as the mediating role of organizational commitment in the influence of school environmental governance and organizational culture on teacher performance. This study employs a quantitative approach using a survey method. The study population consisted of 127 teachers at three private vocational high schools in Cilegon City, with a saturation sampling technique used so that the entire population served as the sample. Data were collected using a five-point Likert-scale questionnaire and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) via SmartPLS 4. The results indicate that school environmental governance has a positive and significant effect on teacher performance (t = 1.933; p = 0.030), organizational culture on teacher performance (t = 5.724; p = 0.000), school environmental governance on organizational commitment (t = 9.183; p = 0.000), organizational culture on organizational commitment (t = 11.673; p = 0.000), and organizational commitment on teacher performance (t = 2.577; p = 0.010). Organizational commitment also mediates the effects of school environmental governance (t = 2.390; p = 0.010) and organizational culture (t = 2.578; p = 0.010) on teacher performance. This study concludes that all hypotheses were accepted. School environmental governance, organizational culture, and organizational commitment have a positive and significant effect on teacher performance, while organizational commitment was found to mediate the effects of school environmental governance and organizational culture on teacher performance at private vocational high schools in Cilegon City
Analisis Kepemimpinan pada PT. Tida Solusi Indonesia Amelia Putri Tri Utami; Nadia Puji Lestari; Nur Haliza; Moh. Sutoro; Nurdinni Tilova
Lensa Ilmiah: Jurnal Manajemen dan Sumberdaya Vol. 1 No. 2 (2022): Lensa Ilmiah: Jurnal Manajemen dan Sumberdaya
Publisher : ELRISPESWIL – Lembaga Riset dan Pengembangan Sumberdaya Wilayah (Regional Resources Research and Development Institute)

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (179.853 KB) | DOI: 10.54371/jms.v1i2.200

Abstract

Pemimpin itu mempunyai sifat, kebiasaan, temperamen, watak dan kepribadian sendiri yang unik dan khas sehingga tingkah laku dan gayanya yang membedakan dirinya dari orang lain. Penelitian ini bertujuan untuk mengetahui kepemimpinan yang terjadi dalam PT. Tiga Solusi Indonesia dan kriteria pemimpin yang ideal seperti apa. Metode dengan menggunakan Analisis deskriptif, hasil analisis berupa penerapan kepemimpinan pada PT. Tiga Solusi Indonesia memberikan pengaruh yang besar apabila dipimpin oleh pemimpin yang kompeten. Berdasarkan hasil yang didapatkan, maka disarankan kepada pimpinan di PT tiga solusi Indonesia agar gaya kepemimpinan dalam hal mengatakan (telling) lebih dimaksimalkan lagi terutama tentang kejelasan tugas, agar lebih menjelaskan tugas dari bawahannya secara rinci meskipun mereka sudah memiliki tugas pokok dan fungsi masing-masing di bidangnya. Kemudian pada dimensi learning (pembelajaran) agar pemimpin lebih memberikan pembelajaran kepada hal-hal yang bersifat praktek kepada bawahan agar dapat membantu dalam pengembangan SDM.
Co-Authors -, Wahyudi - ., Mukrodi Abdul Syafii Adela Winda Iryana Putri Agustina, Prisma Rahayu Ahmad Subur Aji Nurharyanto Ali Huzaifi Ali Mubarok Amelia Putri Tri Utami Andriansyah Andriansyah Andy Nugroho Anisa Khoiriah Apriansyah, Muger Ardiansah, Riyan Arsid Arsid Arsid, Arsid Asep Candra Barsah, Akhmar Barsah, Akmar Basrowi Basrowi Betty Rosalina Catio, Mukhlis Christina, Vita Stefanya Dadang Amiruddin Dadang Amiruddin Dadang Amirudin Dede Solihin Denok Sunarsi Deva Silviana Edy Krisyanto Egi Ginanjar Eka Rosilawati Ely Mustofiyah ENDANG SUGIARTI Endang Sugiarti Eva Sofianty Fadhilah Hanifah Fahriantika, Tannus Fajar Fatari, Fatari Gandung, Muhammad Gatot Kusjono Gusti Nugraha Prakoso Hadi Supratikta Hamsinah Hamsinah Hamsinah Hamsinah, Hamsinah Hanifah, Fadhilah Harkart, Mentari Aldini Haryoko, Ugeng Budi Huzaifi, Ali Ihwan Satria Lesmana Imbron, Imbron Isdihar, Zavira Jamaludin, Pusporini Palupi Kadarusman, Yuyus Khaeruman Komarudin Komarudin Krisyanto, Edy Kusjono, Gatot Ma'arif, Minhatul Maharani, Aditya Mentari Aldini Harkart Muchlis Catio Muhamad Iqbal Muhamad Iqbal Iqbal Mukhlis Catio Mukrodi, Mukrodi Mustakim, Masran N. Lilis Suryani Nadia Puji Lestari Neng Nurhaemah Nur Haliza Nurhaemah, Neng Nurwijayanti Prisma Rahayu Agustina Raden Mohamad Herdian Bhakti Raden Puguh Asto Purwantoro Rahman Rahim Ratna Sari Raya Yulia Saputri Reisky Noverdiansyah Riyan Ardiansah Rizki Wulandari Rizqi Widi Feirdani Rosyanti Yosi Rudi Setiawan Sahroni Sahroni Sahroni, Mr Sairin, Sairin Salami, Muhammad Musyfiq Salapudin, Salapudin Samsul Anwar Sarwani Sarwani Sarwani Sarwani, Sarwani Solihin, Dede Subarto Subarto Subarto, Subarto Subarto, Subarto Sudaryana, Yayan Suflani Sugeng Widodo Sugeng Widodo Sugiarti, Endang Sugiyanto - Sugiyanto Sugiyanto Sukirman Sukirman Sunarsi, Denok Supatmin, Supatmin Susanto Susanto Susanto Susanto Suwarsi Suwarsi Syafii, Abdul Syamsi Mawardi Tannus Fajar Fahriantika Tarwijo Tarwijo Tilova, Nurdinni Ugeng Budi Haryoko Vita Stefanya Christina Vive Kananda Yani Kusliani Yayan Sudaryana Yayu Humairoh Yogi Sugiana Yopi Rahamdani Yopi Suganda Yuli Rahayu Yunita Fatulani Zainal Abidin Zulfitra Zulfitra