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Strategy to Increase the Managerial Effectiveness of Education Foundations in Improving the Quality of Private Education Units Ruswandi, Iwan; Rubini, Bibin; Sunaryo, Widodo
International Journal of Entrepreneurship and Business Management Vol. 4 No. 1 (2025)
Publisher : Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia (ADPEBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/ijebm.v4i1.1331

Purpose – This research aims to produce strategies and ways to improve the Managerial Effectiveness of the Chairman of the Board of Education Foundations in Bogor City through strengthening the variables of Organizational Culture, Leadership Serving, and Personality as independent variables and the variables of Commitment to the Organization as intervening variables. Methodology/approach –This study used a mixed methods approach, combining both numbers (quantitative) and descriptive data (qualitative). Surveys were given to foundation chairpersons and school principals to collect information. The data were analyzed using path analysis to see how different factors affect managerial effectiveness. Then, SITOREM analysis was used to find out which areas need improvement. Findings –It was found that that organizational culture, servant leadership, personality, and Commitment to the Organization all have a direct and positive impact on managerial effectiveness. Organizational culture, servant leadership, and personality also positively influence Commitment to the Organization. The SITOREM analysis identified 14 areas that need improvement to strengthen managerial effectiveness, include Empathy, Organizational Stewardship, teamwork, Stability, outcome orientation, training, Work Experience, maintaining the organization’s reputation, career development, self-confidence, productivity, governance, and interpersonal relationships. Novelty/value – This study focuses on the leadership of educational foundation chairpersons, which is rarely studied, especially in Indonesia’s school-level education. This research offers a new model that links organizational culture, servant leadership, personality, and commitment to managerial effectiveness.

Strategy to Suppress Intention to Leave with Stress Impact Analysis, Workload and Conflict in The Workplace A Study of Educational Staff in Bogor City Jumadi, Jumadi; Yusnita, Nancy; Sunaryo, Widodo
Jurnal Locus Penelitian dan Pengabdian Vol. 4 No. 6 (2025): JURNAL LOCUS: Penelitian & Pengabdian
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/locus.v4i6.4300

This research aims to analyze the impact of job stress, workload, and work conflict on the intention to leave (ITL) among education personnel in private elementary schools in Bogor City, Indonesia. Employing an explanatory sequential mixed-methods design, this study quantitatively tests Gibson et al.'s stress model on a sample of educational personnel, followed by qualitative exploration to enrich the understanding of the quantitative findings. The research results indicate that excessive workload and unresolved work conflict significantly contribute to increased levels of job stress among the education personnel. Furthermore, path analysis reveals that job stress plays a crucial mediating role between workload and work conflict with the intention to leave. In other words, workload and work conflict indirectly increase the desire to leave the job by increasing the experienced stress. The practical implications of these findings lead to the formulation of intervention strategies aimed at reducing intention to leave through the management of organizational stressors. Private elementary schools need to focus on alleviating unrealistic workloads, minimizing sources of internal conflict, and developing effective stress management programs to enhance the retention of their educational personnel. This study provides valuable insights for school management in creating a more conducive and sustainable work environment.

The Mediated Effect of Job Satisfaction on the Influence of Organizational Climate and Transformational Leadership on the Performance of Permanent Employees at the Production Operator Level in the Automotive Industry Hutabarat, Rinsan; Yusnita, Nancy; Sunaryo, Widodo
Jurnal Locus Penelitian dan Pengabdian Vol. 4 No. 6 (2025): JURNAL LOCUS: Penelitian & Pengabdian
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/locus.v4i6.4397

The automotive industry is a labor-intensive sector that relies on optimal employee performance, especially at the production operator level, to maintain efficiency, quality, and competitiveness. However, various challenges such as high work pressure, productivity demands, and organizational dynamics can affect employee work performance. This study aims to understand how job satisfaction mediates the impact of organizational climate and transformational leadership on the performance of permanent operator-level employees in the production department of the automotive industry. A quantitative approach was applied in this study, and data were obtained through surveys and literature review. To analyze the collected data, path analysis technique was used. The findings showed a positive and significant impact of organizational climate and transformational leadership on employee performance and job satisfaction. In addition, job satisfaction is also proven to have a significant influence on employee performance. Job satisfaction functions as a mediating variable, which means that the influence of these factors on performance is not only direct, but also indirect through increased job satisfaction. Thus, improving the organizational climate and the application of transformational leadership are critical to improving job satisfaction, which will ultimately lead to improved performance, particularly in the automotive production sector.

STRATEGIES FOR IMPROVING NURSE PERFORMANCE THROUGH STRENGTHENING THE JOB CHARACTERISTICS, PERSONALITY, AND JOB SATISFACTION: A MIXED METHODS APPROACH AT COMMUNITY HEALTH CENTERS IN SOUTH TANGERANG CITY Sunarto, Ading; Moeins, Anoesyirwan; Sunaryo, Widodo
International Journal of Multidisciplinary Research and Literature Vol. 4 No. 5 (2025): INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND LITERATURE
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ijomral.v4i5.369

Nurse performance is a crucial factor in determining the quality of health services at community health centers. This study aims to develop strategies to improve nurse performance by strengthening job characteristics, personality, and satisfaction. A mixed methods approach combined a quantitative survey of 141 Puskesmas nurses in South Tangerang City and qualitative analysis through the Delphi technique with Focus Group Discussion (FGD). Quantitative analysis was performed using path analysis to test the direct and indirect effects between variables and the Sobel test to assess the mediating role of job satisfaction. The results showed that job characteristics, personality, and satisfaction directly, positively, and significantly affected nurse performance. Job characteristics and personality were also found to influence job satisfaction, while the mediating role of job satisfaction, although significant, was not stronger than the direct effect. Qualitative findings through Delphi–FGD supported the quantitative results by showing consistency between nurses' perceptions in the survey and their field experiences, thereby strengthening the validity of the findings. This study concludes that strategies to improve nurse performance in Puskesmas can be directed through three main focuses: strengthening job design, fostering upbeat personality, and increasing job satisfaction. The results of this study are expected to contribute to the development of human resource management in the health sector, while providing a practical basis for policymakers in designing interventions to improve service quality.

PATH ANALYSIS OF THE INFLUENCE OF JOB CHARACTERISTICS, PERSONALITY, AND JOB SATISFACTION ON THE PERFORMANCE OF COMMUNITY HEALTH CENTER NURSES IN SOUTH TANGERANG CITY Sunarto, Ading; Moeins, Anoesyirwan; Sunaryo, Widodo
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 5 No. 2 (2025): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v5i2.406

This study aims to analyze strategies for improving the performance of community health center nurses in South Tangerang City by strengthening job characteristics, personality, and job satisfaction. The study used a quantitative approach with a survey method involving 141 nurses from seven subdistricts, including Serpong, North Serpong, Pondok Aren, Ciputat, East Ciputat, Pamulang, and Setu. Data analysis was performed using path analysis to test the direct and indirect effects between variables. The results showed that job characteristics, personality, and job satisfaction had a direct, positive, and significant effect on nurse performance. Job characteristics and personality also had a direct, positive, and significant effect on job satisfaction. Furthermore, job satisfaction was found to mediate the relationship between job characteristics and personality on performance, although the mediating effect was not stronger than the direct effect. These findings confirm that job satisfaction plays an important role as a mechanism in bridging individual and job factors with performance, although its effectiveness as a mediator is partial. Theoretically, this study expands the understanding of the causal relationship between variables in the context of primary health care. Practically, the research results can be used as a basis for Puskesmas management to design policies to improve nurse performance through strengthening job design, personality development, and strategies to increase job satisfaction.

Optimal Solution For Ocb Improvement Through Strengthening Of Servant Leadership, Creativity, And Empowerment Hermawan, Andi; Sunaryo, Widodo; Hardhienata, Soewarto
International Journal of Management, Innovation, and Education Vol 1, No 1 (2022): International Journal of Management, Innovation, and Education
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/ijmie.v1i1.9275

In educational institutions, teachers are a core part of the management element. Teachers who are successful in carrying out the main tasks as stated in their job descriptions coupled with the awareness of doing something extra are the keys to organizational success. Extra activities that are not directly related to the applicable formal reward system are called OCB (Organizational Citizenship Behavior. Based on preliminary research, it is known that PGRI Vocational High School (SMK) teachers in Bogor Regency have relatively low OCB. information on variables related to the increase in OCB. The purpose of this study was to make efforts to increase teacher OCB by conducting research on the relationship between the variables of serving leadership, creativity, and empowerment. This study uses correlational statistical analysis methods to determine the relationship between the variables studied and the SITOREM method for indicator analysis in order to obtain optimal solutions in efforts to increase teacher OCB. There is a positive relationship between empowerment and OCB with a correlation coefficient of ry3 = 0.502 so that strengthening empowerment can increase OCB. From the SITOREM analysis, the optimal solution is obtained that of the 27 indicators there are 14 indicators that are good so that they are maintained or developed and there are 13 indicators that are still weak so that they need to be improved.

Improving Organizational Citizenship Behavior Through Strengthening Organizational Climate and Job Satisfaction Yusnita, Nancy; Sunaryo, Widodo; Falentina, Falentina
International Journal of Management, Innovation, and Education Vol 1, No 1 (2022): International Journal of Management, Innovation, and Education
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/ijmie.v1i1.9269

Many researches of Organizational Citizenship Behavior (OCB) had generated findings that OCB considered to be one of the main ways to increase the effectiveness of organizations. The objective of this study is to examine factors that have relationship with OCB namely organizational climate and job satisfaction. This study conducted among employees at Kantor Badan Kependudukan dan Keluarga Berencana Nasional (BKKBN) in Jakarta, Indonesia. The sample for the study consisted of 125 employees derived randomly from its population. The study mainly utilized quantitative data (from questionnaires). The regression and correlational analysis used to find out the relationship among variables. The findings revealed that organizational climate had a strong positive and significant relationship with OCB. Similarly, job satisfaction had strong positive and significant relationship with OCB. Both organizational climate and job satisfaction simultaneously had strong positive and significant relationship with OCB. Further analysis conducted to find out which dimensions of those variables that had dominant influenced toward OCB. Based on those findings, this study proposed some recommendations toward BKKBN Office to strengthening indicators of Organizational Climate and Job Satisfaction that have high coefficient of correlation with OCB. Improving employees’ OCB can be predicted increasing the BKKBN organizational effectiveness.

Optimal Solution For Ocb Improvement Through Strengthening Of Servant Leadership, Creativity, And Empowerment Hermawan, Andi; Sunaryo, Widodo; Hardhienata, Soewarto
International Journal of Management, Innovation, and Education Vol 1, No 1 (2022): International Journal of Management, Innovation, and Education
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/ijmie.v1i1.9275

In educational institutions, teachers are a core part of the management element. Teachers who are successful in carrying out the main tasks as stated in their job descriptions coupled with the awareness of doing something extra are the keys to organizational success. Extra activities that are not directly related to the applicable formal reward system are called OCB (Organizational Citizenship Behavior. Based on preliminary research, it is known that PGRI Vocational High School (SMK) teachers in Bogor Regency have relatively low OCB. information on variables related to the increase in OCB. The purpose of this study was to make efforts to increase teacher OCB by conducting research on the relationship between the variables of serving leadership, creativity, and empowerment. This study uses correlational statistical analysis methods to determine the relationship between the variables studied and the SITOREM method for indicator analysis in order to obtain optimal solutions in efforts to increase teacher OCB. There is a positive relationship between empowerment and OCB with a correlation coefficient of ry3 = 0.502 so that strengthening empowerment can increase OCB. From the SITOREM analysis, the optimal solution is obtained that of the 27 indicators there are 14 indicators that are good so that they are maintained or developed and there are 13 indicators that are still weak so that they need to be improved.

Improving Organizational Citizenship Behavior Through Strengthening Organizational Climate and Job Satisfaction Yusnita, Nancy; Sunaryo, Widodo; Falentina, Falentina
International Journal of Management, Innovation, and Education Vol 1, No 1 (2022): International Journal of Management, Innovation, and Education
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/ijmie.v1i1.9269

Many researches of Organizational Citizenship Behavior (OCB) had generated findings that OCB considered to be one of the main ways to increase the effectiveness of organizations. The objective of this study is to examine factors that have relationship with OCB namely organizational climate and job satisfaction. This study conducted among employees at Kantor Badan Kependudukan dan Keluarga Berencana Nasional (BKKBN) in Jakarta, Indonesia. The sample for the study consisted of 125 employees derived randomly from its population. The study mainly utilized quantitative data (from questionnaires). The regression and correlational analysis used to find out the relationship among variables. The findings revealed that organizational climate had a strong positive and significant relationship with OCB. Similarly, job satisfaction had strong positive and significant relationship with OCB. Both organizational climate and job satisfaction simultaneously had strong positive and significant relationship with OCB. Further analysis conducted to find out which dimensions of those variables that had dominant influenced toward OCB. Based on those findings, this study proposed some recommendations toward BKKBN Office to strengthening indicators of Organizational Climate and Job Satisfaction that have high coefficient of correlation with OCB. Improving employees’ OCB can be predicted increasing the BKKBN organizational effectiveness.

The Influence of Organizational Culture and Empowerment on Commitment to the Organization through Employee Work Motivation Hadiwinata, Nandar; Sunaryo, Widodo; Yusnita, Nancy
Journal of Social Studies Arts and Humanities (JSSAH) Vol 3, No 1 (2023): Vol 3, No 1 (2023) Journal of Social Studies, Arts and Humanities
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/jssah.v3i1.7407

This study aims to increase employee organizational commitment at PT Batara Indah through efforts to develop organizational culture variables, empowerment, and work motivation. The population in this study amounted to 155 employees of the production division with a sample of 112 people using the Slovin formula with an error tolerance of 5%. Collecting data using a questionnaire using a simple random sampling technique. The results of this study resulted in the following conclusions: 1. There is a direct and significant positive influence of organizational culture on work motivation. The strength of the influence of organizational culture and work motivation is 0.929 () and organizational culture contributes to work motivation of 86.2% with the regression equation ; 2. Organizational culture has a positive and significant direct effect on organizational commitment. The strength of the influence of organizational culture and commitment to the organization is 0.981 () and organizational culture contributes to organizational commitment by 96.2% with the regression equation ; 3. There is a direct positive and significant effect of work motivation on commitment to the organization. The strength of the influence of work motivation and commitment to the organization is 0.950 () and work motivation contributes to organizational commitment by 90.2% with the regression equation ; 4. There is a direct positive and significant effect of employee empowerment on organizational commitment. The magnitude of the influence of employee empowerment and commitment to the organization is 0.945 () and employee empowerment contributes to commitment to the organization by 89.3% with the regression equation ; 5. There is a direct positive and significant effect of employee empowerment on work motivation. The magnitude of the influence of employee empowerment and work motivation is 0.964 () and employee empowerment contributes to work motivation of 92.9% with the regression equation ; 6. There is a positive and significant indirect effect of organizational culture on organizational commitment through work motivation. The magnitude of the influence of organizational culture on organizational commitment through work motivation is 0.929 () with the regression equation ; 7. There is a positive and significant indirect effect of employee empowerment on organizational commitment through work motivation. The magnitude of the influence of employee empowerment on organizational commitment through work motivation is 0.964 () with the regression equation .

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