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Sunaryo, Widodo

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The Role of Personality in Lecturer Engagement and the Effectiveness of Job Satisfaction as an Intervening Junengsih, Junengsih; Yusnita, Nancy; Sunaryo, Widodo
West Science Business and Management Vol. 2 No. 02 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i02.967

This research to identify methods to enhance lecturer engagement by focusing on job satisfaction and personality factors. The research sample consists of 166 lecturers from private universities in Bekasi. Path analysis and sobel test were employed in the methodology. The finding concludes that: 1) Enhancing personality can boost the engagement of permanent lecturers at private universities. 2) There is an indirect influence of personality on lecturer engagement through job satisfaction, the job satisfaction variable is able to mediate effectively between personality variables and lecturer engagement. It is recommended to strengthen the indicators of these variables to enhance personality through job satisfaction.

Improving Employee Performance through Strengthening Transformational Leadership and Job Satisfaction in the Bogor Regency Civil Service Police Unit Anwar, Syaiful; Yusnita , Nancy; Sunaryo, Widodo
West Science Business and Management Vol. 2 No. 02 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i02.997

The objective of this study is to examine and assess the direct and indirect impact of organizational culture and transformational leadership on the performance of Civil Service Police Unit (Satpol PP) employees in Bogor Regency, primarily through their job satisfaction. The study focuses on Satpol PP employees in the Bogor district, with a sample size of 232 individuals. Path analysis is utilized for data analysis. The findings reveal the following: (1) There is a direct positive correlation between transformational leadership and employee performance, suggesting that enhancing transformational leadership is likely to enhance employee performance. (2) Job satisfaction directly contributes to employee performance, indicating that bolstering job satisfaction is expected to improve employee performance. (3) Transformational leadership significantly influences job satisfaction, implying that strengthening leadership is likely to elevate job satisfaction levels. (4) Through both quantitative research and qualitative analysis, it is established that transformational leadership positively impacts the performance of Bogor Regency Satpol PP employees. Moreover, job satisfaction effectively acts as a mediator between transformational leadership and employee performance, indicating that enhancing both transformational leadership and job satisfaction is anticipated to enhance employee performance.

The Relationship of Transformational and Learning Organization with Teacher Creativity Apiani, Nurisa; Retnowati, Rita; Sunaryo, Widodo
Scaffolding: Jurnal Pendidikan Islam dan Multikulturalisme Vol. 5 No. 2 (2023): Pendidikan Islam dan Multikulturalisme
Publisher : Institut Agama Islam Sunan Giri (INSURI) Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37680/scaffolding.v5i2.3393

This research aimed to analyze the relationship between transformational leadership and learning organization to teacher creativity. The research approach used is quantitative with a correlational type. The population of this research is all civil servant teachers at state elementary schools in Cijeruk District-Bogor, totaling 155 teachers. Sampling used a proportional random sampling technique with a total sample of 112 teachers. This research uses quantitative data and data sources consisting of primary data (respondents) and secondary data (books, relevant journals, and so on). Data collection techniques using a questionnaire. There are three questionnaire data: transformational leadership, learning organization, and teacher creativity. Data analysis techniques are normality, homogeneity, and linearity tests. The research results obtained the following conclusions: (1) There is a positive relationship between transformational leadership and teacher creativity with a correlation coefficient ry.1=0.368 and the functional relationship equation Ŷ= 6.716 + 0.861X1. Transformational leadership contributes 13.5% to teacher creativity. (2) There is a positive relationship between learning organization and teacher creativity with correlation coefficient ry.2=0.796 and functional relationship equation ŶŶ= -15.225 + 0.978X2. Learning organizations contribute 63.3% of teacher creativity. (3) There is a positive relationship between transformational and learning organization together with teacher creativity with a correlation coefficient R= 0.808 and functional relationship equation Ŷ= -58.672 + 0.340X1 + 0.925X2. The contribution of transformational leadership and learning organization together with teacher creativity means that the better transformational leadership and learning organization, the better teacher creativity will be.

Service Quality Improvement Strategies Through Strengthening Organizational Culture, Transformational Leadership, Self-Efficacy, and Work Engagement Zubaidah, Siti; Hardhienata, Soewarto; Sunaryo, Widodo
Enrichment: Journal of Multidisciplinary Research and Development Vol. 2 No. 6 (2024): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v2i6.146

This study aims to analyze the improvement of service quality through strengthening organizational culture, transformational leadership, self-efficacy, and work engagement. The types of data in this study are quantitative data and qualitative data. Research data collection was carried out using a questionnaire to respondents. In this study, the data analysis stage begins with descriptive variable analysis, prerequisite test analysis, and continued with path analysis. The results showed that 1) there is a significant direct positive effect of organizational culture (X1) on service quality (Y), 2) there is a significant direct positive effect of transformational leadership (X2) on service quality (Y), 3) there is a significant direct positive effect of self-efficacy (X3) on service quality (Y), 4) there is a significant positive direct effect of organizational culture (X1) on work engagement (X4), 5) there is a significant positive direct effect of transformational leadership (X2) on work engagement (X4), 6) there is a significant positive direct effect of self-efficacy (X3) on work engagement (X4), 7) there is a significant positive direct effect of work engagement (X4) on service quality (Y), 8) there is a significant positive indirect effect of organizational culture (X1) on service quality (Y) through work engagement (X4), 9) there is a significant indirect positive effect of transformational leadership (X2) on service quality (Y) through work engagement (X4), 10) there is a significant indirect positive effect of self-efficacy (X3) on service quality (Y) through work engagement (X4).

Synergy of Competence and Leadership in Improving Employee Commitment, Motivation, and Performance for Organizational Development: Systematic Literature Review Isbat, Isbat; Tukiran, Martinus; Yusnita, Nancy; Sunaryo, Widodo; Munawir, Abdillah; Haris Maraden, Abdul
Asian Journal of Social and Humanities Vol. 2 No. 9 (2024): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i9.346

This study aims to identify the synergy between competence and leadership in improving employee commitment, motivation, and performance for organizational development. The methodology used in this study is meta-analysis with a focus on quality data from international journals indexed by Scopus. The tools used include VOSviewer software for article review and WordStat for descriptive statistical analysis. The results of the study show that competence and leadership have an important role in improving employee commitment, motivation, and performance. This study reveals that improvements in both variables can overcome various obstacles in organizational development. Effective leadership and strong competencies are able to increase employee commitment, develop creative abilities, provide leadership training, and motivate employees through the right organizational strategy. This research has several important implications. First, organizations that want to improve employee performance must focus on strengthening leadership and developing competencies. Good management of intervening variables will help in designing more effective strategies, which in turn will improve the overall performance of the organization. Second, the results of the study show that organizations not only need to rely on leadership and competence alone, but also must consider the context and conditions of other variables that can affect the final result. A more comprehensive and holistic approach is needed to face the challenges and dynamic changes in organizational development. Based on the findings of this study, it is recommended that organizations implement training and development programs that focus on improving competence and leadership.

Strategy to Increase Talent Retention by Using Gamification and a Holistic Approach in Increasing Talent Retention and Employee Engagement: A Systematic Literature Review Yuhelmis; Tukiran, Martinus; Yusnita, Nancy; Sunaryo, Widodo; Hidayat, Yayan
International Journal of Social and Management Studies Vol. 5 No. 3 (2024): International Journal of Social and Management Studies (IJOSMAS)
Publisher : IJOSMAS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5555/ijosmas.v5i3.418

Employee retention is an important issue for organizations in various industries. The ability to retain skilled employees is critical to maintaining organizational performance, competitiveness, and sustainable growth. This systematic literature review aims to synthesize findings from various leading international journals to provide a comprehensive understanding of the factors that influence employee retention and the strategies that can be used to improve it. Talent is considered as the potential or ability of different individuals to implement organizational growth strategies and is a term that is widely discussed in the contemporary era. When handled well, talented human resources encourage organizational efforts to implement growth strategies thereby providing sustainability for the organization and encouraging economic growth. . This research uses Preferred Reporting Items for Systematic Reviews. Data was obtained from online databases, namely JSTOR, AOS-Strategi and Inovasi, John Wiley and Sons Inc, Emerald Publishing, Interscalene Publishers, SAGE Publications, University of Minnesota, Technical Publishing, Technical University of Liberec, Routledge. 65 articles were obtained. By using the keyword search "talent retention and talent management". Design/methodology/approach: This is a literature review with data from the scientific database Scopus. We found 65 results from 2006 to 2024. After removing duplicates and other search fields, we were left with 30 final documents. The analysis results obtained Talent management and talent retention should be seen as strategic business priorities and for this reason, organizations are ready to invest in the careers of these employees to increase organizational commitment. Organizations strive to retain employees by creating an engaging and enjoyable work environment, as well as implementing diverse employee retention policies to increase job satisfaction and reduce the high costs of recruiting new employees. Findings: This study provides evidence that sustainable practices in the workplace improve employee well-being and reduce environmental pollution, while providing benefits to corporate survival. Research limitations/implications: The use of other database sources besides Scopus and Web of Science can provide additional results. Practical implications: This study highlights the need for organizations to develop sustainable HRM practices to minimize negative impacts on employee well-being and capitalize on savings generated through sustainable initiatives. These findings can contribute to better corporate practices and further research development in this area. To understand strategies for increasing talent retention using gamification and a holistic approach, each of these concepts and how they can be applied in the context of increasing employee engagement and retention.

Increasing Performance through Interpersonal Communication and Personality of Firefighters Officer in Depok City, Indonesia Sutrisno, Slamet; Yusnita , Nancy; Sunaryo, Widodo
The Es Economics and Entrepreneurship Vol. 2 No. 03 (2024): The Es Economics And Entrepreneurship (ESEE)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/esee.v2i03.234

This study aims to find efforts increasing officer performance, through interpersonal communication, and personality. The population in this study was fire officers in the Depok City Indonesia area with a total of 161 fire officers. The sampling technique used proportional random sampling with the slovin formula with an error margin of 5%, the sample size was 115 fire officers. The data analysis method used in this research is path analysis. This research resulted in the conclusion 1) There is a positive direct effect of interpersonal communication on officer performance. 2) There is a positive direct effect of personality on officer performance. The most dominant variables in improving officer performance are interpersonal communication.

Determinants of Private University Lecturer Engagement in Bekasi City, West Java, Indonesia Junengsih, Junengsih; Yusnita, Nancy; Sunaryo, Widodo
The Eastasouth Journal of Social Science and Humanities Vol. 1 No. 03 (2024): The Eastasouth Journal of Social Science and Humanities (ESSSH)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/esssh.v1i03.273

This research aims to find ways to increase lecturer engagement through transformational leadership and personality variables. The sample for this research was lecturers at private universities in the city of Bekasi, totaling 166 lecturers. The method used is path analysis and indicator analysis techniques. This research concludes that; 1) Strengthening Transformational Leadership can increase the engagement of permanent lecturers at private universities. 2) Strengthening Personality can increase the engagement of permanent lecturers at private universities. Suggestions, to strengthen transformational leadership and personality, you can strengthen the indicators for these variables.

Determinant Factor of Pamong Praja Police Unit; Evidence from Bogor District, West Java, Indonesia Anwar, Syaiful; Yusnita, Nancy; Sunaryo, Widodo
The Eastasouth Journal of Social Science and Humanities Vol. 1 No. 03 (2024): The Eastasouth Journal of Social Science and Humanities (ESSSH)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/esssh.v1i03.279

The objective of this study is to ascertain and examine the direct and indirect impact of organizational culture on employee performance, specifically via the lens of work satisfaction within the Civil Service Police Unit in Bogor Regency. The population in this study was Bogor district Civil Service Police Unit. The number of samples in this study was 232 samples. Data analysis uses path analysis. The research results show that (1) Strengthening organizational culture can improve the performance of civil service police units. (2) Strengthening job satisfaction can improve the performance of civil service police units. (3) Strengthening organizational culture can increase job satisfaction. (4) The performance of a civil service police unit is positively influenced by its organizational culture. The work happiness variable serves as an efficient mediator between organizational culture factors and employee performance variables. Strengthening both organizational culture and job satisfaction can enhance the performance of civil service police units.

The Role of Organizational Culture, Knowledge Management, and Employee Engagement on Turnover Intention Veritia, Veritia; Moeins, Anoesyirwan; Sunaryo, Widodo
The Eastasouth Journal of Social Science and Humanities Vol. 2 No. 01 (2024): The Eastasouth Journal of Social Science and Humanities (ESSSH)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/esssh.v2i01.333

Indonesia is the world's largest palm oil producer and exporter in international trade. Although working in this field is quite promising, there are still many employees who have the intention to change jobs. This study aims to look at the influence of organizational culture, knowledge management, and employee engagement on the intention to move. This type of research uses mixed methods. Mixed Methods is a research method that combines quantitative research and qualitative research. In this research method using a sequential explanatory combination, starting with using quantitative methods and then expanding with qualitative and comparing the average results of both. In this study using a linearity test which is used to determine the regression model of the independent variable on the dependent. The population contained in this study is an affordable population of 1960 companies and an affordable population of 321 employees from Palm Oil Company Group. The sample in this study was 179 employees. The results of this study are 1) Organizational culture has a negative effect on turnover intentions, 2) knowledge management has a negative effect on switching intentions, 3) employee engagement has a negative effect on switching intentions.

Co-Authors Abdullah, Thamrin Aldilla Chandra, Khitara andi hermawan Andrianto, Muhammad Tito Apiani, Nurisa Bibin Rubini Budi Santoso , Arief Budi Santoso, Arief Budiarkah, Budiarkah Eka Suhardi Eka Verawati, Eka Entang, H. M Fadilah, Ahmad Arif Falentina, Falentina Febriyanti, Chatarina Hadiwinata, Nandar Hamzah Hamzah Haris Maraden, Abdul Herdiyana, Herdiyana Herlina, Erna Hidayat, Yayan Hidayati, Nanda Hutabarat, Rinsan I Komang Wahyu Wiguna Iis Lestari, Iis Irawan, Idham Isbat Isbat, Isbat Ivan, Geraldy Samuel Joko Ariawan Jumadi Jumadi Junengsih, Junengsih Karina Apriyani Kustini, Endang LESTARI, IIS DEWI Margaretha, Giovanni Inez Erika Martinus Tukiran Moeins, Anoesyirwan Moeins, Anoesyrwan Muharam, Hari Notosudjonor, Didik Nugraha, Ujang Parah Nutosudjono, Didik Pratama, Haris Rizky Ridwan, Ridwan Rita Retnowati ROOSGANDA ELIZABETH Ruswandi, Iwan Santoso, Arief Budi Setyaningsih, Sri Siti Zubaidah Slamet Sutrisno Sobirin Sobirin Soewarto Hardhienata Soeyono, Annisaa Sudarmi, Elisabeth Suharyati, Henny Suhendra Suhendra Sunarto, Ading Susi Adiawaty Syaiful Anwar Tajudin Tajudin Tita Miawati Tito Andrianto, Muhammad veritia, veritia Wardono, Gadang Wendi, Adrika Yayan Hadiyat Yuhelmis Yusnita , Nancy yusnita, nancy

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