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All Journal Kinerja Media Ekonomi dan Manajemen MODUS-Jurnal Ekonomi dan Bisnis Asia-Pacific Management and Business Application Stability: Journal of Management and Business Journal of Management and Business Environment (JMBE) Jurnal REKOMEN (Riset Ekonomi Manajemen) PHINISI
Putranta, Martinus Parnawa
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Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Social Sciences Other

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KEPUASAN KERJA MEMEDIASI PENGARUH PENGEMBANGAN KARIER DAN PERSAHABATAN TERHADAP NIAT TETAP BEKERJA Novitiya, Kezia Chris; Putranta, Martinus Parnawa
Modus Vol. 37 No. 1 (2025): VOL 37 NO 1 (2025)
Publisher : Faculty of Business and Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/modus.v37i1.10713

Abstract

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
The Effect of Employee Experience and Engagement on Intention to Leave with Innovative Work Behavior as a Mediating Variable Mashanafi, Dwi Pratiktho; Putranta, Martinus Parnawa
Jurnal Riset Ekonomi Manajemen (REKOMEN) Vol. 7 No. 1 (2024): REKOMEN (Riset Ekonomi dan Manajemen)
Publisher : Universitas Tidar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31002/rekomen.v7i1.1199

Abstract

The purpose of this study is to analyze the effect of employee experience and employee engagement on intention to leave through innovative work behavior as a mediating variable using a sample of 168 employees who worked in startup digital companies in Indonesia. Purposive sampling was used to invite respondent participation. Structual Equation Modelling was employed for data analysis. Then the result shows that employee experience and employee engagement had a direct and negative effect on intention to leave, while employee engagement is not proven to have a direct effect on intention to leave. Innovative work behavior also succesfully fully mediated the relationship between employee engagement and intention to leave.
Job Demands, Relational Resources and Job Satisfaction: The Mediating Role of Self Efficacy Ratnasari, Yuliana; Putranta, Martinus Parnawa
Media Ekonomi dan Manajemen Vol 41, No 1 (2026): January 2026
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/mem.v41i1.6667

Abstract

This research investigates employee well-being from an organisational behaviour perspective by examining the impact of job demands and relational resources within educational organisations. It focuses on teachers working in faith-based schools in Java, Indonesia, where strong relational norms, value-based interactions, and close leaders’ member relationships shape everyday work experiences. Specifically, it examines the relationships among work overload, respectful student behaviour, principal support, and teachers’ job satisfaction, with self-efficacy positioned as a mediating psychological mechanism. A quantitative survey was used. Data were collected from 298 teachers across 25 faith-based schools and analysed using PLS-SEM. The findings indicate that work overload is negatively associated with job satisfaction, while respectful student behaviour and principal support are positively associated with job satisfaction. The results further show that self-efficacy mediates the effects of work overload, respectful student behaviour, and principal support on job satisfaction, suggesting that self-efficacy functions as an important psychological resource in managing high work demands and strengthening the benefits of supportive relational environments. Overall, this study highlights the importance of relational resources in sustaining teacher job satisfaction in educational settings and contributes to organisational behaviour and educational management literature by clarifying the mediating role of self-efficacy in the Indonesian faith-based school context.
Servant leadership and thriving at work: perceived insider status and caring climate effects Pratama , Marsianus Mahendra; Putranta, Martinus Parnawa
PHINISI Vol.2, No.4 (2025): December 2025
Publisher : Indonesia Research and Study Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64282/phi.v2i4.106

Abstract

This research aims to explore how servant leadership fosters thriving at work by testing the mediating role of perceived insider status and the moderating role of psychological climate for caring. Data were gathered with a cross-sectional survey. A total of 145 full-time employed respondents working in different industries involved in the research. The data analysed using Partial Least Squares Structural Equation Modelling Partial Least Squares (PLS-SEM). The findings reveal that servant leadership increases thriving at work both directly and indirectly via perceived insider status. In addition, psychological climate for caring climate is shown to strengthen the relationship between servant leadership and thriving, implying that supportive organizational environment enhances leadership effectiveness. This study contributes to the existing literature on positive organizational behavior by identifying perceived insider status as a key psychological mechanism and demonstrating that a caring climate serves as an important boundary condition shaping the servant leadership and thriving relationship.
Leadership, climate, and satisfaction: A behavioural approach to teacher retention Dhamayanti, Yoana Francisca Novia; Putranta, Martinus Parnawa
PHINISI Vol.3, No.1 (2026): February 2026
Publisher : Indonesia Research and Study Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.64282/phi.v3i1.116

Abstract

From an organizational behavior perspective, teacher retention reflects the interplay of leadership practices, organizational climate, and work-related evaluative mechanisms. This study examines how school climate and principals’ decision-making style influence teacher performance, job satisfaction, and teachers’ intention to stay in faith-based schools. Using a quantitative explanatory design, data were collected from 200 junior and senior high school teachers across 16 faith-based schools in Java, Indonesia, and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results indicate that both school climate (β = 0.333, p < 0.01) and principals’ decision-making style (β = 0.402, p < 0.001) are positively associated with teacher performance. Teacher performance significantly predicts job satisfaction (β = 0.655, p < 0.001), which in turn has a positive effect on intention to stay (β = 0.511, p < 0.001). Further analysis confirms that job satisfaction partially mediates the relationship between teacher performance and intention to stay. These findings contribute to organizational behavior and educational leadership literature by illustrating how leadership and climate function as organizational resources supporting teacher retention. Practically, the study highlights the importance of participative decision-making and supportive school climates in sustaining a committed teaching workforce.
The Roles of Job Satisfaction and Perceived Supervisor Support in the Relationship between Followership Styles and Psychological Well-Being Tuhumury, Endy; Putranta, Martinus Parnawa; Paepae, Mpholle Clement
Media Ekonomi dan Manajemen Vol 38, No 2 (2023): July 2023
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/mem.v38i2.4013

Abstract

The quest to provide excellent services causes the aviation industry face challenges that can impair the well-being or “happiness” of its employees. Therefore, managing employee well-being is crucial for the industry to help its employees feel positive while serving the companies. This research aimed to examine the roles of followership styles, job satisfaction and perceived supervisor support in promoting psychological well-being in the Indonesian air transport operator contexts. Specifically, the research examined the impact of job satisfaction on psychological well-being and assessed whether job satisfaction itself was influenced by employees’ followership styles and their perceived supervisor support. A test was also performed to examine the moderating role of perceived supervisor support in the relationship between followership styles and job satisfaction. On-line questionnaires were distributed to potential respondents using a combination of convenience and purposive sampling.  A number of 109 non-managerial employees from several Indonesian commercial and non-commercial air transport operators involved.  Structural Equation Modeling was adopted to test the proposed hypotheses. The findings showed the majority of respondents enacted “exemplary followership” styles. This style positively related to job satisfaction. However, perceived supervisor support was not found to moderate the relationship. The managerial implication of the findings is outlined.
Attitudes Toward a Code of Ethics: a Comparison between Academic and Non-Academic Staff Putranta, Martinus Parnawa
Media Ekonomi dan Manajemen Vol 35, No 2 (2020): Empowering Corporate Governance for Sustainable Development
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (284.29 KB) | DOI: 10.24856/mem.v35i2.1575

Abstract

The frequent media reports on the unethical conduct of business and non-business practitioners has made the roles of universities in equipping organisation leaders with ethics are in question. They are required to foster a better learning environment that enables prospective leaders to enhance their moral sensitivity and appreciate the importance of ethics in their personal and professional life. Academic and non-academic staff of the institutions are in the front line of providing ethical role model to the students. Considering these influential roles an examination of the ethical attitudes of the staff is a good start. A code of ethics has been considered as a symbol of an organisation to preserve and promote ethical concerns. Therefore, ascertainment his research was part of a wider study on ethics in denominational higher education institutions in several cities in Java, Indonesia. In particular, it addressed the attitudes of employees of the institutions’ staff toward their institutional codes of ethics. Initially, this research was going to include employees from those institutions. However, at the time the research was carried out, only one of the institutions has adopted and published a code of ethics. Due to this fact, the scope of the research was then confined into a single institution. The purposes of the article were two-fold. The first was to asses the attitudes of the staff in the institution toward their codes of ethics.  The second was to ascertain whether differences existed between academic and non-academic staff regarding these attitudes.  A cross-sectional survey was employed as the primary method to collect the data. The fieldwork comprised the distribution of a self-administered questionnaire to potential respondents through direct contact.  A purposive sampling was used to identify and invite respondent participation. A total of 200 questionnaires were distributed of which 103 were usable, representing the overall response rate of 50 %. The findings of the research are discussed. A wide range of managerial and scholarly implications are outlined.
The Attitudes toward Codes of Ethics: Do Cynicism and Religiosity Matters? Putranta, Martinus Parnawa
Media Ekonomi dan Manajemen Vol 35, No 1 (2020): Competitive Challenges Facing Indonesia in the Global Economy
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (302.558 KB) | DOI: 10.24856/mem.v35i1.1335

Abstract

The prevalence of corporate transgressions in Indonesia have brought the moral standards of business leaders into public domain. In light of these phenomena, an investigation into whether prospective business leaders of the country are predisposed to moral values is crucial. The purpose of this research was to ascertain the attitudes of the Indonesian future business leaders towards the existence of codes of ethics in business. In particular, the research examined whether the religious orientation of these future leaders influenced the attitudes. A test was also assigned to scrutinize whether the degree of their social cynicism moderated that possible causal relationship. A survey was used as the primary method to collect the data. The sample involved first-year students from a business school at a private university in Indonesia. A total of 111 students involved in the survey. A majority of the students Results of the research showed majority of the respondents were generally supportive shown to have positive attitudes towards codes of ethics. The intrinsic religious orientation of the students also had a positive impact on the attitudes. This positive relationship, however, was mitigated by their negative views of people and social institutions. Managerial implications of the research findings are discussed and the directions of future similar research are outlined. 
Growth Mindset dan Innovative Behavior Guru: Peran Mediasi Resilience dan Wellbeing Putranta, Martinus Parnawa; Sigit, Anto
Modus Vol. 38 No. 1 (2026): MODUS
Publisher : Faculty of Business and Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/modus.v38i1.14090

Abstract

The purpose of this study is to examine the relationship between growth mindset and innovative behavior among teachers, with resilience and wellbeing as possible moderators. Drawing on mindset theory and psychological resource perspectives, this study employs a quantitative approach using a cross-sectional survey design. Data were collected from 227 teachers working in faith-based elementary, junior high, senior high, and vocational schools in Central Java and Yogyakarta, Indonesia. Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 3 was used for data analysis. The results reveal that growth mindset does not have a direct effect on innovative behavior. However, growth mindset significantly influences resilience and wellbeing, both of which, in turn, positively affect innovative behavior. Further analysis confirms that resilience and wellbeing fully mediate the relationship between growth mindset and innovative behavior. These findings suggest that cognitive orientation alone is insufficient to stimulate innovation unless supported by psychological stability and adaptive capacity. This study contributes to the literature by highlighting the central role of resilience and wellbeing in translating growth mindset into innovative work behavior in educational settings. Practically, the findings emphasize the importance of developing supportive organizational environments that strengthen teachers’ psychological resources to foster sustainable innovation in schools. Keywords: growth mindset; resilience; wellbeing; innovative behavior; teachers.   Penelitian ini bertujuan untuk mengkaji pengaruh growth mindset terhadap innovative behavior guru dengan resilience dan wellbeing sebagai variabel mediasi. Berlandaskan teori mindset dan perspektif sumber daya psikologis, penelitian ini menggunakan pendekatan kuantitatif dengan desain survei cross-sectional. Data dikumpulkan dari 227 guru yang mengajar di sekolah dasar, menengah pertama, menengah atas, dan kejuruan berbasis nilai di wilayah Jawa Tengah dan Daerah Istimewa Yogyakarta. Analisis data dilakukan menggunakan Partial Least Squares–Structural Equation Modeling (PLS-SEM) dengan bantuan perangkat lunak SmartPLS 3. Hasil penelitian menunjukkan bahwa growth mindset tidak berpengaruh langsung terhadap innovative behavior. Namun demikian, growth mindset berpengaruh positif terhadap resilience dan wellbeing, yang selanjutnya secara signifikan meningkatkan innovative behavior. Pengujian mediasi mengonfirmasi bahwa resilience dan wellbeing memediasi hubungan antara growth mindset dan innovative behavior. Temuan ini mengindikasikan bahwa orientasi kognitif saja belum cukup untuk mendorong inovasi tanpa didukung oleh kondisi psikologis yang adaptif dan sejahtera. Penelitian ini memberikan kontribusi teoretis dengan menegaskan peran penting resilience dan wellbeing dalam menjembatani growth mindset dan perilaku kerja inovatif. Secara praktis, hasil penelitian menekankan perlunya kebijakan organisasi pendidikan yang mendukung kesejahteraan dan ketahanan psikologis guru guna mendorong inovasi yang berkelanjutan. Kata kunci: growth mindset; resilience; wellbeing; innovative behavior; guru
Co-Authors Bramadhian, Revias Dhamayanti, Yoana Francisca Novia Handoko, Debora Wintriarsi Harsiwi, Theresia Agung Maryudi Kingshott, Russel P.J. Kristiawan, Ricky Lestari, Hera Kurnia Mashanafi, Dwi Pratiktho Novitiya, Kezia Chris Omega, Agata Mia Wira Paepae, Mpholle Clement Pramudianto, Pramudianto Pramusiwi, Aloysia Desy Pratama , Marsianus Mahendra Putra, Tegar Satya Ratnasari, Yuliana Sigit, Anto Tuhumury, Endy