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yusnita, nancy

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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.

Strategies for Improving Employee Performance Through Organizational Culture and Transformational Leadership with Job Satisfaction as an Intervening Variable: A Study of Employees in the Sewing Section of a Bekasi Garment Company Utami, Dwi; Yusnita, Nancy; Hidayat, Yayan
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 7 No 3 (2024): Sharia Economics
Publisher : Sharia Economics Department Universitas KH. Abdul Chalim, Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v7i3.5514

This research aims to analyze Employee Performance Improvement (Z) through Organizational Culture and Transformational Leadership, with Job Satisfaction as an intervening variable: Study of PT Sabena Cipta, Bekasi on Sewing Department Employees). The research population has 400 people, with a sample of research is 200 employees in the sewing department. The method used in this research uses quantitative methods, data collection for each variable studied uses a questionnaire with a rating scale. Data analysis techniques use descriptive statistics and path analysis techniques. The research results show: a) There is a direct positive influence of organizational culture on employee performance. b) There is a direct positive influence of transformational leadership on employee performance. c) There is a direct positive influence of job satisfaction on employee performance. d) there is a direct positive influence of organizational culture on job satisfaction e) There is a positive direct effect of transformational leadership on job satisfaction. f) there is an indirect positive influence of organizational culture on employee performance through job satisfaction. With a zcount value greater than ztable it can be concluded that job satisfaction mediates the influence of organizational culture on employee performance. g) there is an indirect positive influence of transformational leadership on employee performance through job satisfaction with a zcount value greater than ztable so it can be concluded that job satisfaction mediates the influence of transformational leadership on employee performance.

Work Stress, Job Burnout, and Turnover Intention among Micro, Small, and Medium Finance Company’s Employee Yusnita, Nancy; Gursida, Hari
Jurnal Nusantara Aplikasi Manajemen Bisnis Vol 9 No 1 (2024): Jurnal Nusantara Aplikasi Manajemen Bisnis
Publisher : UNIVERSITAS NUSANTARA PGRI KEDIRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29407/nusamba.v9i1.20008

Research aim: The purpose of this study is to find efforts to reduce the turnover intention of an employee by examining the factors that become antecedents of the turnover intention of an employee, namely work stress and job burnout. Design/Methode/Approach: Quantitative approach with survey method, using regression analysis (path analysis) and quantitative data (from questionnaires). Finding: This study reveals that work stress and job burnout positively influence turnover intention, with job burnout mediating the relationship between work stress and turnover intention, while life stressors, feeling ineffective in dealing with others at work, and actively seeking a new job are identified as the most influential factors. Theoretical contribution/Originality: The theoretical contribution of this research lies in its special emphasis on the influence of perceived outcomes of stress and the importance of harmonious relationships between coworkers in reducing the impact. Practitioner/Policy implication: Concerning the turnover intention of their employee to decrease the turnover of employees by reducing stress levels and reducing job burnout in employees. Research limitation: This study only used samples from branch offices in Java Island, as well as its examination of only three variables (Work Stress, Job Burnout, and Turnover Intention). We recommend further research to use a wider sample.

Strategies for Improving Employee Performance through the Enhancement of Personality, Trust, and Job Satisfaction: An Empirical Study on Operational Employees of PT Lintas Buana Taksi Wibowo, Hendra Ratno; Yusnita, Nancy; Hadiyat, Yayan
International Journal Administration, Business & Organization Vol 6 No 3 (2025): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.25.574

This study examines strategies to enhance employee performance through the roles of personality, trust, and job satisfaction among operational employees of PT. Lintas Buana Taksi (Blue Bird Group). The research was motivated by the gap between operational targets and actual outcomes during 2021–2023, including high accident claims, increasing customer complaints, and suboptimal performance indicators in quality, quantity, effectiveness, and efficiency. These conditions highlight the significance of psychological and behavioral factors in shaping performance. The objective of this study is to analyze the direct effect of personality on performance and to assess the mediating roles of trust and job satisfaction. A quantitative survey method was applied, using questionnaires distributed to operational employees. Data were analyzed through Structural Equation Modeling with Partial Least Squares (SEM-PLS). The results show that personality does not directly affect performance significantly; however, it has a strong positive influence on trust and job satisfaction. Furthermore, both trust and job satisfaction positively and significantly affect employee performance. Mediation analysis confirms that personality indirectly improves performance through trust and job satisfaction. These findings indicate that employee performance enhancement is more effective when personality traits are supported by a trusted work environment and higher job satisfaction. The study contributes theoretically by enriching organizational behavior and human resource management literature, and practically by offering insights for management. Personality-based recruitment, trust-building initiatives, and improvement of job satisfaction are recommended strategies to achieve sustainable employee performance in the transportation service industry.

PENDAMPINGAN IDENTIFIKASI KAWASAN LAPANGAN JALAN KEBUMEN CIREBON UNTUK PENGEMBANGAN PARIWISATA ARSITEKTUR KOTA CIREBON Herwindo, Rahadhian Prajudi; Arif, Kamal Abdullah; Pangestu, Mira Dewi; S, Alwin; Yusnita, Nancy; Tedja, Suwardi; Bangun, Patricia Grasella Savalen; Alphadianto, Andanti Eveline Emmanuella; Wijaya , Aileen Febriani; Rachmansyah , Bima Sakti; Puspaningrum , Puspaningrum; Attariqsyah , Dimaz Daffa; Purnama, Iwan; Hidayah, Nur; Andriani, Yovita
Jurnal Dinamika Pengabdian Vol. 11 No. 2 (2026): JURNAL DINAMIKA PENGABDIAN VOL. 11 NO. 2 JANUARI 2026
Publisher : Departemen Budidaya Pertanian Fakultas Pertanian UNHAS

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20956/jdp.v11i2.46381

Kota Cirebon memiliki kekayaan peninggalan arsitektur masa lalu. Kawasan bersejarah yang belum banyak dikembangkan lebih lanjut adalah Cirebon 0 Km yakni Lapangan Kebumen dan juga sebagai bekas area Benteng VOC. Kawasan ini terlihat kehilangan identitas sebagai kawasan kota lama era Kolonial dan tidak tertata dengan baik serta terkesan mati. Oleh karena itu sesuai dengan visi-misi arsitektur Unpar untuk mengembangkan potensi lokal di Jawa Barat diangkat ke tataran global, maka tujuan kegiatan pengabdian ini adalah upaya pendampingan identifikasi bangunan kuno peninggalan Belanda awal untuk mendukung penghidupan kawasan ini menjadi tempat wisata kota yang berbasis pada nilai-nilai lokal sehingga dapat mendukung kemajuan pariwisata Kota Cirebon ke depan. Oleh karena itu diperlukan upaya ke arah revitalisasi yakni penghidupan sebuah area kota maupun kawasan yang telah menurun fungsinya dari kehidupan sosial dan budaya maupun dalam aspek ekonomi. Metode awal yang dilakukan adalah dengan identifikasi bangunan melalui pemetaan dan pendokumentasian bangunan yang diduga cagar budaya. Hasil yang dikerjakan pada tahap ini adalah berupa identifikasi dan kajian bangunan tua untuk dapat nantinya diangkat sebagai cagar budaya untuk era kolonial awal di Cirebon. Hasil pengadian kepada masyarakat ini dapat digunakan sebagai landasan untuk penetapan menuju kawasan cagar budaya dan kegiatan tahun berikutnya berupa pengembangan konsep revitalisasi arsitektural kawasan tua kolonial awal Cirebon dalam mendukung pariwisata kota. Kata kunci: Lapangan Kebumen, identifikasi, cagar budaya, kolonial, pemetaan. ABSTRACT The city of Cirebon has a wealth of architectural heritage from the past. An undeveloped historical area is Cirebon 0 Km, namely Kebumen Field, which was also the site of the former VOC Fort. This area seems to have lost its identity as an old colonial city and is poorly organized and appears lifeless. Therefore, in line with Unpar's architectural vision and mission to develop the local potential of West Java to a global level, the objective of this community service activity is to assist in the identification of ancient Dutch colonial buildings to support the revitalization of this area into a city tourist destination based on local values, thereby supporting the future development of tourism in the city of Cirebon. Therefore, efforts towards revitalization are needed, namely the revitalization of urban areas and regions that have declined in terms of social and cultural life as well as economic aspects. The initial method used is the identification of buildings through mapping and documentation of buildings suspected of being cultural heritage sites. The results of this stage are the identification and study of old buildings that can later be designated as cultural heritage sites for the early colonial era in Cirebon. The results of this community service can be used as a basis for establishing a cultural heritage area and next year's activities in the form of developing a concept for the architectural revitalization of Cirebon's early colonial old town to support city tourism. Keywords: Kebumen Square, identification, cultural-heritage, colonial, mapping.

Study of Organizational Culture Emotional Quotient and Work Motivation on Employee Performance (Empirical Study on HR Bureau and General Supervisory Commission Business Competition) Yusnita, Nancy; Samuel, Bryllee; Wahyuni, Elsa Eka
Share : Social Work Journal Vol 15, No 2 (2025): Share : Social Work Journal
Publisher : University of Padjadjaran

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24198/share.v15i2.58402

Employee performance plays a crucial role in determining the success of an organization or institution. Consequently, organizations make continuous efforts to enhance employee performance to ensure that their goals are achieved. One factor that contributes to performance outcomes is individual ability, which includes emotional intelligence. Therefore, elements such as organizational culture and emotional intelligence must be taken into account when seeking to improve employee performance. This study aimed to identify strategies for enhancing employee performance by examining the relationships among the research variables. The research was carried out at the Human Resources and General Bureau of the Business Competition Supervisory Commission (KPPU) to assess the influence of organizational culture and emotional intelligence on employee performance. A quantitative approach was employed, with data gathered through questionnaires distributed to employees. The study applied a saturated sampling method, meaning that all members of the population were included as respondents, resulting in 88 participants. Data were analyzed using descriptive statistics and path analysis. The findings indicated that employee performance can be improved by aligning organizational culture, fostering emotional intelligence, and strengthening employee work motivation.

The Influence of Servant Leadership on Employee Performance and Organizational Commitment: The Mediating Effect of Work Motivation Isbat; Yusnita, Nancy; Sunaryo, Widodo; Hadiyat, Yayan
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4030

This research examines how servant leadership influences employee performance and organizational commitment within the Indonesian public sector, with work motivation as a mediating factor. Using a quantitative approach and Structural Equation Modelling (SEM) on 157 employees, the study develops a framework for enhancing employee outcomes. The results indicate that servant leadership has a positive impact on both performance and commitment, through direct and indirect channels. Work motivation proved to be a critical mediator, explaining 38.95% of the total effect of servant leadership on performance and 24.68% of the effect on commitment. The main contribution of this study is its integrated model, which explores the synergy between servant leadership and motivation within the bureaucratic and collectivist setting of Indonesian public enterprises. These findings strengthen existing motivation theories, while practically, they underscore the necessity for public organizations to adopt an approach that cultivates servant leaders and strengthens motivation through supportive systems. In summary, servant leadership and work motivation function together to improve performance and commitment. Future studies are encouraged to extend this model to other industries and use mixed-methods research for deeper contextual understanding.

Strategies to Enhance Organizational Citizenship Behavior Among Educational Staff Through Strengthening Transformational Leadership, Emotional Intelligence, and Job Satisfaction Aldilla Chandra, Khitara; Yusnita, Nancy; Sunaryo, Widodo
Amkop Management Accounting Review (AMAR) Vol. 6 No. 1 (2026): January - June
Publisher : Sekolah Tinggi Ilmu Ekonomi Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/amar.v6i1.3640

This research is motivated by the suboptimal Organizational Citizenship Behavior (OCB) of private vocational high school education personnel in Bogor Regency, which is reflected in low work initiative, extra-role behavior, and participation in supporting organizational effectiveness. This study aims to analyze the direct and indirect effects of Transformational Leadership and Emotional Intelligence on OCB with Job Satisfaction as an intervening variable, as well as formulating strategies for improving OCB. The results show that Transformational Leadership has a direct positive and significant effect on OCB (β = 0.371), Emotional Intelligence has a direct positive and significant effect on OCB (β = 0.396), and Job Satisfaction has a direct positive and significant effect on OCB (β = 0.171). Transformational Leadership has a positive effect on Job Satisfaction (β = 0.127), and Emotional Intelligence has a positive effect on Job Satisfaction (β = 0.607). The indirect effects of Transformational Leadership and Emotional Intelligence on OCB through Job Satisfaction were β = 0.022 and β = 0.103, respectively. These findings indicate that strengthening transformational leadership, developing emotional intelligence, and increasing job satisfaction are important strategies for improving OCB.

Strategies to Increase Organizational Commitment at the Bogor City Environmental Services Thru Programs to Strengthen Perceived Organizational Support, Job Satisfaction and Work Motivation Irawan, Idham; Yusnita, Nancy; Sunaryo, Widodo
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.9078

This study aims to identify strategies for increasing organizational commitment thru programs that strengthen perceived organizational support, job satisfaction, and work motivation. The research method uses a quantitative approach with a sample of 93 respondents. The respondents are civil servants holding non-managerial positions at the Bogor City Environmental Agency. The data was processed using Structural Equation Modeling (SEM). The research results indicate that perceived organizational support has a direct negative and insignificant impact on organizational commitment, but it has a positive and significant impact on job satisfaction and work motivation as mediating variables. Perceived organizational support was found to indirectly influence organizational commitment thru job satisfaction. However, perceived organizational support was not found to indirectly influence organizational commitment thru work motivation. The findings of this study confirm that perceived organizational support does not directly increase organizational commitment, but plays an important role thru increased job satisfaction. Conversely, work motivation is not an effective mediating path, so job satisfaction emerges as the main mechanism explaining how perceived organizational support can strengthen employes' commitment to the organization

THE WORK VALUES AS IDENTITY-ANCHORING MECHANISMS: Career Women in Mission-Driven Microfinance Institutions Yusnita, Nancy; Wihartika, Doni; Gursida, Hari; Seong SU, Chih
Prosiding Amal Insani Foundation Vol. 3 (2026): PROSIDING INTERNASIONAL
Publisher : Amal Insani Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar

This study investigates how work values operate as identity-anchoring mechanisms that shape turnover intention among career women employed in microfinance institutions (MFIs). Rather than treating work values as static motivational preferences, the study conceptualizes them as identity-relevant cognitive frameworks that stabilize employment decisions in purpose-driven financial settings. A cross-sectional survey was administered to 800 employees working in microfinance institutions, 99.5% of whom were women. Work values were operationalized across three domains—personal, social–cultural, and organizational. Turnover intention was measured using multi-item Likert scales. Descriptive and comparative analyses were conducted to determine value salience and withdrawal cognition patterns. All work-value domains were strongly endorsed, with sociocultural values emerging as the most salient. Despite respondents’ relatively short organizational tenure and early-career status, turnover intention remained low. The findings suggest that socially embedded work values may function as identity anchors that mitigate withdrawal cognition in relational, mission-driven financial contexts. The cross-sectional and descriptive design constrains causal interpretation. Future research should test mediating mechanisms—such as meaningful work and identity integration—using longitudinal or structural modeling approaches. Retention strategies in microfinance organizations should emphasize purpose alignment, relational leadership, and structured identity development rather than relying predominantly on economic incentives. This study advances work value research by integrating identity theory with value congruence models and specifying gender-sensitive mechanisms within a female-dominated service sector

Co-Authors Agrasadya, Agrasadya Agung Wibowo Agung, Rezeki Agus Setyo Pranowo Agustine AS, Fitri Handayani Aldilla Chandra, Khitara Alphadianto, Andanti Eveline Emmanuella Amelia, Rizka Wahyuni Andriani, Yovita Anggraini, Anggun Aqila, Fahira Nur Asep Saepul Hidayat Attariqsyah , Dimaz Daffa Bangun, Patricia Grasella Savalen Budiarkah, Budiarkah Dwi Utami Entang, Muhamad Fachry, Emir Falentina, Falentina Firdaus, Rizky Fajar Gandung, Muhammad Hadiwinata, Nandar Hadjar, Ismu Hamzah Hamzah Hari Gursida Haris Maraden, Abdul Hendana, Deni Hendro Sasongko Herlina, Erna Hidayat, Yayan Hutabarat, Rinsan I Komang Wahyu Wiguna Ika Pratiwi Imbron, Imbron Irawan, Idham Isbat Isbat, Isbat Ivan, Geraldy Samuel Juliansyah, Iwan Jumadi Jumadi Junanto, Try Junengsih, Junengsih Kamal Abdullah Arif Khaeruman Khitara Aldilla Chandra Khoerunnisa, Sarah Kurniawan, Prasetyo Kustini, Endang Listyaningtyas, Dewi Mahdi, Uteng Mahrum, Mohammad Mamun, Muhammad Margaretha, Giovanni Inez Erika Martinus Tukiran Mira Dewi Pangestu Moeins, Anoesyirwan Muharam, Hari Musa Hubeis Mustopa, Said Nur Hidayah Paringsih Permana, Herman Prabowo, Budhi Pratama, Haris Rizky Puspaningrum , Puspaningrum Rachmansyah , Bima Sakti Rahadhian Prajudi Herwindo ROOSGANDA ELIZABETH Rosyadi, Imam S, Alwin Samuel, Bryllee Saripudin Saripudin Satria, Yudi Wahyu Seong SU, Chih Septiani, Fauziah Setiawan , Temmy Slamet Sutrisno Soewarto Hardhienata Sofi’i, Imam Solihin, Dede Sulistiyo, Ajik Sunaryo , Widodo Sunaryo, Widodo Syaiful Anwar Syamsiar, Syamsiar Tedja, Suwardi Temmy Setiawan, Temmy Tita Miawati Towaf Totok Irawan Virlania, Yusi Wahyuni, Elsa Eka Wibowo, Hendra Ratno Widia Astuti Wihartika, Doni Wijaya , Aileen Febriani Yayan Hadiyat Yuhelmis

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