Articles
<![CDATA[The Importance of Money in Shaping Employee Intention to Stay In Small Businesses: The Moderating Roles of Growth Mindset and Caring Climate ]]>
<![CDATA[Putranta, Martinus Parnawa]]>;
<![CDATA[Kingshott, Russel P.J.]]>;
<![CDATA[Handoko, Debora Wintriarsi]]>;
<![CDATA[Harsiwi, Theresia Agung Maryudi]]>
<![CDATA[ Media Ekonomi dan Manajemen Vol 40, No 1 (2025): January 2025 ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis UNTAG Semarang ]]>
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DOI: 10.56444/mem.v40i1.5529
<![CDATA[Employee retention is a critical challenge for small and medium enterprises (SMEs), particularly in developing economies like Indonesia, where financial constraints and high turnover rates jeopardize organizational stability. This study investigates the relationship between monetary importance and intention to stay, moderated by caring climate and growth mindset. Using purposive sampling, data were collected through an online survey from 198 employees of small businesses in Central Java, all of whom had worked for their organizations for at least one year. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed hypotheses. The results revealed that monetary importance did not have a significant direct effect on intention to stay. However, caring climate positively moderated this relationship, enhancing retention through a supportive and empathetic workplace environment. In contrast, growth mindset negatively moderated the relationship, suggesting that employees with a strong growth orientation prioritize non-financial motivators such as professional development opportunities. These findings highlight the importance of tailoring retention strategies to individual and contextual factors, combining financial incentives with non-monetary approaches. This study contributes to the literature on retention strategies by integrating organizational and psychological perspectives within the SME context.]]>
<![CDATA[EXAMINING HOW HARMONIOUS WORK PASSION MEDIATED WELL-BEING ORIENTED MANAGEMENT AND INNOVATIVE WORK BEHAVIOR ]]>
<![CDATA[Pramusiwi, Aloysia Desy]]>;
<![CDATA[Putra, Tegar Satya]]>;
<![CDATA[Putranta, Martinus Parnawa]]>
<![CDATA[ Stability: Journal of Management and Business Vol 7, No 2 (2024) ]]>
Publisher : <![CDATA[Universitas PGRI Semarang ]]>
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DOI: 10.26877/sta.v7i2.20111
<![CDATA[Innovation is essential for organizational success to be adaptive to this dynamic business situation. Organizational innovation is highly dependent on employees' innovative work behavior regarding the level of creativity and proactive behavior. This study aims to determine the effect of well-being-oriented management on innovative work behavior through harmonious work passion as mediation. This study uses social exchange theory and the job-demand resources model to be able to describe how to increase the level of employee creativity. This research method is quantitative by distributing questionnaires using a purposive sampling method with 150 respondents. SEM-PLS is used to analyze data in this study. The results of this study indicate that well-being oriented management has a positive effect on harmonious work passion, and harmonious work passion has a positive effect on innovative work behavior. In addition, harmonious work passion mediates the relationship between well-being oriented management and innovative work behavior. Thus, organizations need to maintain employee well-being through well-being oriented management because it can impact employee behavior at work.]]>
<![CDATA[KEPUASAN KERJA MEMEDIASI PENGARUH PENGEMBANGAN KARIER DAN PERSAHABATAN TERHADAP NIAT TETAP BEKERJA ]]>
<![CDATA[Novitiya, Kezia Chris]]>;
<![CDATA[Putranta, Martinus Parnawa]]>
<![CDATA[ Modus Vol. 37 No. 1 (2025): VOL 37 NO 1 (2025) ]]>
Publisher : <![CDATA[Faculty of Business and Economics Universitas Atma Jaya Yogyakarta ]]>
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DOI: 10.24002/modus.v37i1.10713
<![CDATA[High employee turnover poses a significant challenge for outsourcing companies, especially with Generation Z's dominance, which has a flexible career orientation. This turnover increases operational costs and reduces productivity, making employee retention a strategic issue. This study examines the impact of career development and workplace friendships on the intention to stay, with job satisfaction as a mediating variable, among Generation Z employees in outsourcing companies. Data from 180 respondents were collected through online questionnaires using purposive sampling. PLS-SEM analysis revealed: (a) career development significantly influences job satisfaction and the intention to stay; (b) workplace friendships enhance job satisfaction; and (c) job satisfaction mediates the relationship between career development and workplace friendships with the intention to stay. The findings highlight the importance of clear career development programs and supportive interpersonal environments while contributing to the literature on retaining Gen Z employees in outsourcing companies through job satisfaction as a mediator. Keywords: career development; workplace friendship; job satisfaction; intention to stay. Tingkat perputaran karyawan yang tinggi menjadi tantangan besar bagi perusahaan outsourcing, terutama dengan dominasi Generasi Z yang memiliki orientasi karier fleksibel. Tingginya perputaran ini meningkatkan biaya operasional dan menurunkan produktivitas, menjadikan retensi karyawan sebagai isu strategis. Penelitian ini menganalisis pengaruh pengembangan karier dan persahabatan di tempat kerja terhadap niat untuk tetap bekerja, dengan kepuasan kerja sebagai variabel mediasi, pada karyawan Generasi Z di perusahaan outsourcing. Data dikumpulkan dari 180 responden melalui kuesioner daring dengan metode purposive sampling. Analisis PLS-SEM menunjukkan bahwa: (a) pengembangan karier secara signifikan memengaruhi kepuasan kerja dan niat untuk tetap bekerja; (b) persahabatan di tempat kerja meningkatkan kepuasan kerja; dan (c) kepuasan kerja memediasi hubungan antara pengembangan karier dan persahabatan di tempat kerja terhadap niat untuk tetap bekerja. Temuan ini menyoroti pentingnya program karier yang jelas dan lingkungan kerja yang mendukung, serta memperkaya literatur tentang retensi karyawan Gen Z di perusahaan outsourcing melalui mediasi kepuasan kerja. Kata kunci: pengembangan karier; persahabatan di tempat kerja; kepuasan kerja; niat untuk tetap bekerja]]>
<![CDATA[Exploring the Pathways to Engagement: The Role of Psychological Climate, Gratitude, and Self-Efficacy in Small Business Contexts ]]>
<![CDATA[Putranta, Martinus Parnawa]]>
<![CDATA[ KINERJA Vol. 29 No. 1 (2025): KINERJA ]]>
Publisher : <![CDATA[Faculty of Business and Economics Universitas Atma Jaya Yogyakarta ]]>
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DOI: 10.24002/kinerja.v29i1.10511
<![CDATA[This study explores the relationship between psychological climate and work engagement, focusing on the mediating roles of gratitude and general self-efficacy in small business contexts. Data were collected from 180 employees working in small businesses in two cities in Central Java through an online questionnaire. Respondents were selected using a purposive sampling technique to ensure relevant work experience. Structural Equation Modeling (SEM) with Partial Least Squares (PLS) was employed to analyze the data. The results revealed that the direct influence of psychological climate on work engagement was not supported. However, the findings underscore the significant mediating roles of gratitude and general self-efficacy. Gratitude amplifies emotional connection, while general self-efficacy fosters confidence translating a positive psychological climate into greater work engagement. These findings highlight the importance of internal psychological mechanisms in driving employee engagement in small businesses. The study suggests that managers should focus on creating a supportive workplace climate while fostering gratitude and self-efficacy through targeted interventions. These strategies could help small businesses enhance employee engagement, even in resource-constrained environments. Future research could explore additional mediators and longitudinal effects to deepen the understanding of these relationships.]]>
<![CDATA[Optimizing Employee Experience and Coaching to Reduce Turnover Intention: A Growth Mindset Moderation Study in Leasing Companies ]]>
<![CDATA[Omega, Agata Mia Wira]]>;
<![CDATA[Putranta, Martinus Parnawa]]>;
<![CDATA[Pramudianto, Pramudianto]]>
<![CDATA[ KINERJA Vol. 28 No. 1 (2024): KINERJA ]]>
Publisher : <![CDATA[Faculty of Business and Economics Universitas Atma Jaya Yogyakarta ]]>
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DOI: 10.24002/kinerja.v28i1.8273
<![CDATA[Generation Y and Generation Z have been entering workplace and dominating various jobs in organizations. These two cohorts share similar characteristics including, among other things, the need of self-development and the need of challenging jobs that enable them to avoid boredom. When these needs are not met their desires to leave the organization is likely to occur. Providing positive personal experience and proper coaching at work may help resolve the aforementioned negative consequence. This research aimed to address this issues. A sample of 182 of employees from the two cohorts who worked for leasing companies in Yogyakarta participated in the research. Purposive sampling was adopted to invite respondent participation. An online survey was employed to gather the data. The PLS-SEM method was used to analyze the data . Findings of the research show that employee experience and leadership coaching skills have a negative influence on turnover intention. A growth mindset strengthens the negative impact of employee experience on turnover intention. However, a growth mindset was found not to have any moderating influence on the effect of leadership coaching skills on turnover intention. Managerial and scholarly implication are then outlined.]]>
<![CDATA[Fostering Employee Well-Being in High-Pressure Work Environments: Lessons from Tax Service Offices ]]>
<![CDATA[Lestari, Hera Kurnia]]>;
<![CDATA[Putranta, Martinus Parnawa]]>
<![CDATA[ Journal of Management and Business Environment (JMBE) Vol 7, No 1: July 2025 ]]>
Publisher : <![CDATA[Soegijapranata Catholic University ]]>
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DOI: 10.24167/jmbe.v7i1.13030
<![CDATA[This study investigates the effects of job stress and workplace loneliness on job satisfaction and psychological well-being among Account Representatives in Indonesian Tax Service Offices. A quantitative cross-sectional approach was employed, collecting data from 125 respondents using a Likert-scale-based questionnaire. The analysis utilized Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine the relationships between variables. The findings indicate that job stress does not significantly influence job satisfaction or psychological well-being, suggesting that contextual factors, such as organizational support or employee adaptability, may mitigate its effects. Conversely, workplace loneliness has a significant negative impact on both job satisfaction and psychological well-being, highlighting the importance of fostering social connections in the workplace. Moreover, job satisfaction is found to positively and significantly influence psychological well-being.These results underscore the need for organizations to create inclusive and supportive environments that reduce workplace loneliness, enhance job satisfaction, and promote psychological well-being. This study contributes to the literature by offering insights into these dynamics within the unique context of Indonesian government organizations. Limitations include the cross-sectional design and the focus on a specific population, suggesting future research explore mediating and moderating factors or adopt longitudinal approaches.]]>
<![CDATA[Linking Altruism and Self-Control to Life Satisfaction: The Mediating Effect of Organızational Citizenship Behavior ]]>
<![CDATA[Bramadhian, Revias]]>;
<![CDATA[Putranta, Martinus Parnawa]]>;
<![CDATA[Pramudianto, Pramudianto]]>
<![CDATA[ APMBA (Asia Pacific Management and Business Application) Vol. 12 No. 2 (2023) ]]>
Publisher : <![CDATA[Department of Management, Faculty of Economics and Business, Brawijaya University ]]>
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DOI: 10.21776/ub.apmba.2023.012.02.2
<![CDATA[Cooperatives members as well as its managers’ life satisfaction are important output for its management performance. Cooperative managers, who have personality traits such as altruism and self-control, tend to have more life satisfaction at their working environment. One of the essential principles of cooperative is organizational citizenship behavior, will help the managers to linking altruism and self-control to their life satisfaction. Cooperative managers who have altruism and good self-control tend to have organizational behavior, so they are more willing to help each other, improving their work performance, and solving problems at the workplace together, thus creating a positive working environment. A positive working environment will make people more satisfied with their life. A cross-sectional design was established and 130 cooperatives managers were selected with snowball sampling among 39 cooperatives in Yogyakarta. Quantitative data were collected by questionnaires and analyzed by using PLS-SEM. The results indicated that organizational citizenship behavior has positive effect on life satisfaction. Altruism and self-control both have positive effect on organizational citizenship behavior and organizational citizenship behavior partially mediates the effect of both altruism and self-control on life satisfaction.]]>
<![CDATA[Optimizing Employee Experience and Coaching to Reduce Turnover Intention: A Growth Mindset Moderation Study in Leasing Companies ]]>
<![CDATA[Omega, Agata Mia Wira]]>;
<![CDATA[Putranta, Martinus Parnawa]]>;
<![CDATA[Pramudianto, Pramudianto]]>
<![CDATA[ KINERJA Vol. 28 No. 1 (2024): KINERJA ]]>
Publisher : <![CDATA[Faculty of Business and Economics Universitas Atma Jaya Yogyakarta ]]>
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DOI: 10.24002/kinerja.v28i1.8273
<![CDATA[Generation Y and Generation Z have been entering workplace and dominating various jobs in organizations. These two cohorts share similar characteristics including, among other things, the need of self-development and the need of challenging jobs that enable them to avoid boredom. When these needs are not met their desires to leave the organization is likely to occur. Providing positive personal experience and proper coaching at work may help resolve the aforementioned negative consequence. This research aimed to address this issues. A sample of 182 of employees from the two cohorts who worked for leasing companies in Yogyakarta participated in the research. Purposive sampling was adopted to invite respondent participation. An online survey was employed to gather the data. The PLS-SEM method was used to analyze the data . Findings of the research show that employee experience and leadership coaching skills have a negative influence on turnover intention. A growth mindset strengthens the negative impact of employee experience on turnover intention. However, a growth mindset was found not to have any moderating influence on the effect of leadership coaching skills on turnover intention. Managerial and scholarly implication are then outlined.]]>
<![CDATA[Exploring the Pathways to Engagement: The Role of Psychological Climate, Gratitude, and Self-Efficacy in Small Business Contexts ]]>
<![CDATA[Putranta, Martinus Parnawa]]>
<![CDATA[ KINERJA Vol. 29 No. 1 (2025): KINERJA ]]>
Publisher : <![CDATA[Faculty of Business and Economics Universitas Atma Jaya Yogyakarta ]]>
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DOI: 10.24002/kinerja.v29i1.10511
<![CDATA[This study explores the relationship between psychological climate and work engagement, focusing on the mediating roles of gratitude and general self-efficacy in small business contexts. Data were collected from 180 employees working in small businesses in two cities in Central Java through an online questionnaire. Respondents were selected using a purposive sampling technique to ensure relevant work experience. Structural Equation Modeling (SEM) with Partial Least Squares (PLS) was employed to analyze the data. The results revealed that the direct influence of psychological climate on work engagement was not supported. However, the findings underscore the significant mediating roles of gratitude and general self-efficacy. Gratitude amplifies emotional connection, while general self-efficacy fosters confidence translating a positive psychological climate into greater work engagement. These findings highlight the importance of internal psychological mechanisms in driving employee engagement in small businesses. The study suggests that managers should focus on creating a supportive workplace climate while fostering gratitude and self-efficacy through targeted interventions. These strategies could help small businesses enhance employee engagement, even in resource-constrained environments. Future research could explore additional mediators and longitudinal effects to deepen the understanding of these relationships.]]>
<![CDATA[PENGARUH WORKPLACE SPIRITUALITY DAN ETHICAL LEADERSHIP TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN EMPLOYEE WELLBEING SEBAGAI VARIABEL PEMEDIASI ]]>
<![CDATA[Kristiawan, Ricky]]>;
<![CDATA[Putranta, Martinus Parnawa]]>
<![CDATA[ Modus Vol. 36 No. 1 (2024): Vol 36 No.1 (2024): MODUS ]]>
Publisher : <![CDATA[Faculty of Business and Economics Universitas Atma Jaya Yogyakarta ]]>
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DOI: 10.24002/modus.v36i1.8143
<![CDATA[This study aims to provide an empirical explanation of the influence of spirituality in the workplace and ethical leadership on organizational citizenship behavior (OCB) with employee wellbeing as a mediating variable with the object of research employees of PT. Indo Muro Kencana in Central Kalimantan. The questionnaire was distributed online with a total of 296 respondents using a sampling technique, namely quota sampling. The collected data was then analyzed using the SEM-PLS approach (SmartPLS 3.29). The results showed that workplace spirituality has a positive and significant effect on employee wellbeing. Ethical leadership has a positive and significant effect on employee wellbeing. Workplace spirituality has a positive and significant effect on OCB. Ethical leadership has a positive and significant effect on OCB. Employee wellbeing has a positive and significant effect on OCB. The mediating effect of employee wellbeing between workplace spirituality on OCB. The mediating effect of employee wellbeing between ethical leadership on OCB. Keywords: workplace spirituality; ethical leadership; employee wellbeing; organizational citizenship behavior. Penelitian ini bertujuan untuk memberikan penjelasan secara empiris tentang pengaruh workplace spirituality dan ethical leadership terhadap organizational citizenship behavior (OCB) dengan employee wellbeing sebagai variabel pemediasi dengan objek studi karyawan PT. Indo Muro Kencana di Kalimantan Tengah. Penyebaran kuesioner dilakukan secara online dengan jumlah responden 296 orang dengan teknik pengambilan sampel yaitu quota sampling. Data yang sudah terkumpul kemudian dianalisis dengan pendekatan SEM-PLS (SmartPLS 3.29). Hasil penelitan menunjukkan bahwa workplace spirituality berpengaruh positif dan signifikan terhadap employee wellbeing. Ethical leadership berpengaruh positif dan signifikan terhadap employee wellbeing. Workplace spirituality berpengaruh positif dan signifikan terhadap OCB. Ethical leadership berpengaruh positif dan signifikan terhadap OCB. Employee wellbeing berpengaruh positif dan signifikan terhadap OCB. Employee wellbeing memediasi pengaruh antara workplace spirituality terhadap OCB. Employee wellbeing memediasi pengaruh antara ethical leadership terhadap OCB. Kata kunci: workplace spirituality; ethical leadership; employee wellbeing; organizational citizenship behavior.]]>
