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All Journal Kinerja Abdimas Awang Long: Jurnal Pengabdian dan Pemberdayaan Masyarakat International Journal of Multidisciplinary Sciences and Arts Bina Bangsa International Journal of Business and Management International Journal of Management, Accounting & Finance
Venesia, Venesia
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Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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QUALITY OF WORK LIFE, JOB SATISFACTION, AND PERFORMANCE: A MEDIATION ANALYSIS Venesia, Venesia
Bina Bangsa International Journal of Business and Management Vol. 5 No. 2 (2025): Bina Bangsa International Journal of Business and Management
Publisher : LPPM Universitas Bina Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46306/bbijbm.v5i2.151

Abstract

This research aims to determine the influence of quality of work life on job satisfaction, the influence of quality of work life on employee performance, the influence of job satisfaction on employee performance, and the influence of quality of work life on employee performance through job satisfaction. This research method is a quantitative method with a population of thirty-seven employees at PT Pelabuhan Indonesia II (Persero) in Pontianak. The data collection technique is saturated sampling (census), the sample used is thirty-seven respondents where the author distributed questionnaires to all employees. From the calculation of the validity test, all variables are valid. The results of the reliability test also show that all instruments used by the researcher are reliable. The results of the hypothesis test show that quality of work life does not have a significant effect on job satisfaction, quality of work life does not have a significant effect on employee performance, job satisfaction has a positive and significant effect on employee performance by 66.10 percent, then quality of work life does not have a significant effect on performance through job satisfaction. Based on the mediation effect test, it is stated that the research model does not have a mediation effect.
Diversity in the Workplace: A Systematic Literature Review of Global Research: English Venesia, Venesia; Ramadania, Ramadania
International Journal of Multidisciplinary Sciences and Arts Vol. 4 No. 4 (2025): International Journal of Multidisciplinary Sciences and Arts, Article October 2
Publisher : Information Technology and Science (ITScience)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47709/ijmdsa.v4i4.7243

Abstract

Employee diversity has increasingly been recognized as a strategic factor influencing organizational innovation, performance, and sustainability across sectors and countries. However, previous studies reveal limited geographical coverage and a predominant focus on demographic dimensions. This study aims to systematically review the global literature on employee diversity and identify emerging thematic, methodological, and theoretical trends. This research employed a Systematic Literature Review (SLR) using the PRISMA approach to ensure a transparent and rigorous selection and analysis process. Data were collected from the Scopus database for the period 2020–2025, yielding 56 eligible peer-reviewed articles. The analysis examined research contexts, theoretical frameworks, methodologies, core variables, and empirical findings. The results indicate that employee diversity research is dominated by themes of diversity management, gender equity, inclusive leadership, and psychological safety. Intersectionality and Social Identity Theory are the most frequently applied frameworks, while quantitative methods, particularly Structural Equation Modeling, remain dominant. Notable gaps include underrepresentation of developing countries, insufficient integration of cross-cultural perspectives, and inconsistent measurement of psychosocial variables. This review concludes that managing diversity should be viewed as a strategic organizational resource rather than a moral obligation. The study proposes the Multidimensional Diversity Integration Framework (MDIF) to integrate social, psychological, and cultural dimensions into inclusive and sustainable human resource management practices.
Linking Equal Employment Opportunity to Innovative Work Behavior: The Roles of Organizational Justice, Psychological Safety, and Employee Engagement Venesia, Venesia; Novieyana, Syarifah; Kalis , Maria Christiana Iman
International Journal of Management, Accounting & Finance (KBIJMAF) Vol. 3 No. 1 (2026): January: International Journal of Management, Accounting & Finance (KBIJMAF)
Publisher : LPPM STIE Kasih Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70142/kbijmaf.v3i1.376

Abstract

This study explored the impact of equal employment opportunity (EEO) on innovative work behavior, with organizational justice, psychological safety, and employee engagement as mediators, within Indonesia's banking sector. A quantitative survey design was used, gathering data from employees in both private and state-owned banks. Partial least squares structural equation modeling (PLS-SEM) was applied to analyze the proposed relationships. The findings indicated that EEO positively influenced perceptions of fairness, interpersonal safety, and work engagement. These psychological factors were found to have a positive impact on innovative work behavior. Additionally, all three variables acted as significant mediators between EEO and innovative behavior. In essence, the study highlighted how EEO policies based on fairness helped create a work environment that promotes engagement and psychological safety, thereby encouraging employees to generate new ideas and contribute to organizational improvements. These results emphasize the role of fair human resource practices in fostering innovation within organizations.
Meningkatkan Disiplin dan Tanggung Jawab Peserta Didik Generasi Z melalui Seminar Edukatif Venesia, Venesia
Abdimas Awang Long Vol. 9 No. 1 (2026): Januari, Abdimas Awang Long
Publisher : Sekolah Tinggi Ilmu Hukum Awang Long

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56301/awal.v9i1.1976

Abstract

Perkembangan teknologi digital memberikan tantangan serius bagi pembentukan karakter peserta didik generasi Z, khususnya terkait disiplin dan tanggung jawab akademik. Intensitas penggunaan media digital yang tinggi berpotensi menurunkan kemampuan manajemen waktu dan meningkatkan prokrastinasi. Kegiatan Pengabdian kepada Masyarakat (PKM) ini bertujuan untuk meningkatkan pemahaman, kesadaran, dan keterampilan peserta didik generasi Z dalam menerapkan disiplin dan tanggung jawab melalui seminar edukatif. Metode pelaksanaan menggunakan pendekatan partisipatif-edukatif yang meliputi penyuluhan, diskusi interaktif, dan pelatihan manajemen waktu. Kegiatan dilaksanakan pada 50 peserta didik kelas X SMA Gembala Baik Pontianak. Hasil kegiatan menunjukkan peningkatan pemahaman peserta didik mengenai pentingnya disiplin dan tanggung jawab, serta kemampuan mengidentifikasi perilaku tidak disiplin dan merumuskan langkah perbaikan yang aplikatif. Kegiatan ini berkontribusi pada penguatan pendidikan karakter di sekolah dan menunjukkan bahwa pendekatan edukatif-partisipatif efektif dalam mendukung perubahan sikap dan perilaku peserta didik generasi Z di era digital.
Green Human Resource Management as a Workforce Management Innovation to Support Sustainability and Poverty Reduction Venesia, Venesia
KINERJA Vol. 30 No. 1 (2026): KINERJA
Publisher : Faculty of Business and Economics Universitas Atma Jaya Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24002/kinerja.v30i1.14055

Abstract

This study analyzes the effect of Green Human Resource Management (Green HRM), defined as environmentally oriented human resource practices, on sustainability and poverty reduction among employees of coffee shops in Pontianak. The study also examines the mediating role of sustainability in this relationship. A quantitative approach was employed utilizing a survey questionnaire administered to 150 respondents. Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The results showed that Green HRM had a positive and significant effect on sustainability and on poverty reduction. However, sustainability did not have a significant effect on poverty reduction and therefore did not mediate the relationship between Green HRM and poverty reduction. These findings indicated that Green HRM directly contributed to employee welfare through capacity building, training, and environmentally friendly policies, while sustainability practices implemented by coffee shops were more focused on environmental aspects and had not yet produced tangible socio-economic impacts. Overall, the findings emphasized that Green HRM played a strategic role in supporting the welfare of coffee shop employees. In contrast, sustainability practices needed to be expanded to generate a more significant contribution to poverty reduction.
Co-Authors Kalis , Maria Christiana Iman Ramadania Ramadania, Ramadania Syarifah Novieyana, Syarifah