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All Journal JDM (Jurnal Dinamika Manajemen) EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Al Qalam: Jurnal Ilmiah Keagamaan dan Kemasyarakatan International Journal of Supply Chain Management Seminar Nasional Lahan Suboptimal Aptisi Transactions on Technopreneurship (ATT) Jurnal Doktor Manajemen (JDM) Dinasti International Journal of Management Science Dinasti International Journal of Education Management and Social Science Dinasti International Journal of Digital Business Management JURNAL MANAJEMEN DAN BISNIS EQUILIBRIUM Jurnal Scientia Jurnal REKSA: Rekayasa Keuangan, Syariah dan Audit Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) International Journal of Social Service and Research COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Journal Of World Science Jurnal Ekonomi dan Bisnis Digital (MINISTAL) Indonesian Journal of Business Analytics (IJBA) Jurnal Abdimas Perbanas International Journal of Advanced Multidisciplinary Business and Entrepreneurial Review Economics and Business Journal Journal Research of Social Science, Economics, and Management Innovative: Journal Of Social Science Research International Journal of Law, Policy and Governance Journal of Sustainable Economic and Business Social & Economic Bulletin
Lenny Christina Nawangsari
Universitas Mercu Buana
Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Public Health Social Sciences Transportation Other

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Effect of Motivation on Employee Work Productivity at PT. Asuransi Takaful Umum Zahra Nur Azizah; Veithzal Rivai Zainal; Lenny Christina Nawangsari
Dinasti International Journal of Economics, Finance & Accounting Vol. 4 No. 1 (2023): Dinasti International Journal of Economics, Finance & Accounting (March-April 2
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v4i1.1748

Abstract

Every company has an absolute right to be able to achieve the target or mission that has been set, one of which is to increase productivity by optimizing the motivation of human resources in the company concerned. A foundation for the company's success is directed and effective human resources, thus creating an increase in work motivation. Motivation is the encouragement of individuals or groups to carry out a job that has a certain mission. Productivity is the desire of individuals or groups to improve the quality of activities in all fields. This study aims to see the effect of motivation on the work productivity of employees of PT Asuransi Takaful Umum. The study population is the employees of PT Asuransi Takaful Umum. The total study sample is 30 respondents. Data collection uses questionnaires, interviews, and literature studies. This study uses quantitative descriptive analysis and simple linear regression analysis. The results of the study stated that partially the variable of motivation had a significant positive effect on the work productivity of employees of PT Asuransi Takaful Umum. Moreover, simple linear regression states that the motivational variable has a positive effect on the work productivity of employees of PT Asuransi Takaful Umum.
Effect of Physical Experience Towards Purchase Intention in OnlineTo-Offline Commerce Fabelio With Perceived Value and Perceived Risk as Mediator Variable Sri Fatmayenti; Lenny Christina Nawangsari; Bambang Purwoko Kusumo Bintoro
Jurnal Scientia Vol. 13 No. 02 (2024): Education and Sosial science, March - May 2024
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/scientia.v13i02.3079

Abstract

As Indonesian e-commerce companies start to implement O2O commerce by providing physical store or showroom, Fabelio is also one of the many. However, not many researches found on the effect of the physical experience as one of the characteristics of O2O commerce towards customer purchase intention in Indonesia, despite significant amount of capital spent by Fabelio to provide 20 showrooms in Jabodetabek and Bandung area to date. Hence, it is important for Fabelio to know if their showrooms providing physical experience will affect customers’ purchase intention, and know how to utilize their showrooms to attract more customers. The objective of this research is to find out the effect of physical experience towards purchase intention directly, or with perceived value and perceived risk as mediator variable. This research is a quantitative research, with data used in this study were obtained through a questionnaire given to 56 respondents. SEM PLS method was used to test the model and hypothesis. The result of this study indicates that physical experience affects perceived value and perceived risk directly, perceived value affects purchase intention directly, and physical experience affects purchase intention with perceived value as mediator variable.
Strategic Human Resource Practices in Building Professional Culture and Work Ethics for Sustainability Khofifah Salsabila Dofitra; Lenny Christina Nawangsari
Journal of Sustainable Economic and Business Vol. 3 No. 2 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i2.421

Abstract

The rapid growth of digital organizations requires the strengthening of professional culture and work ethics to ensure long-term business sustainability. However, the implementation of Strategic Human Resource Practices (SHRPs) in supporting this transformation remains inconsistent, particularly in rapidly expanding digital firms. Objectives: This study aims to explore the form and implementation of Strategic Human Resource Practices in building professional culture and work ethics, as well as to identify internal and external factors influencing their effectiveness in achieving business sustainability. Methodology: This research adopts a qualitative case study approach at PT Yuxi Jayatama Indonesia. Data were collected through in-depth interviews, organizational observations, and document analysis. Thematic analysis supported by NVivo was employed to identify patterns related to HR strategic alignment, leadership reinforcement, policy consistency, and cultural institutionalization. Finding: The findings indicate that SHRPs contribute significantly to shaping professional culture through structured HR systems, leadership commitment, and ethical reinforcement mechanisms. However, rapid organizational expansion, generational workforce characteristics, and inconsistent supervision create implementation gaps that moderate HR effectiveness. Conclusion: This study proposes a Strategic Human Resource Transformation Model that positions SHRPs as the foundational driver of cultural institutionalization and ethical reinforcement, demonstrating that sustainable business development in digital organizations depends on consistent strategic alignment rather than formal policy existence alone.
Transformational Leadership and Competency Effects on Sustainable Performance: The Mediating Role of Innovative Behavior Danang Suwandono; Lenny Christina Nawangsari
Journal of Sustainable Economic and Business Vol. 3 No. 2 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i2.426

Abstract

This study examines the influence of competency and transformational leadership on sustainable employee performance through innovative behavior at Politeknik Pelayaran Banten. The research addresses the challenge of sustaining employee performance amid dynamic organizational changes by emphasizing long-term capability development rather than short-term productivity. A quantitative approach was employed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) with SmartPLS 3.0. Data were collected through questionnaires distributed to employees, measuring four constructs: competency, transformational leadership, innovative behavior, and sustainable employee performance. All indicators demonstrated strong validity and reliability (outer loadings > 0.70). The findings reveal that competency and transformational leadership positively and significantly affect sustainable employee performance, both directly and indirectly through innovative behavior. Transformational leadership shows a stronger influence in stimulating innovation and sustaining performance. Innovative behavior significantly mediates the relationship between competency, leadership, and sustainable performance. The study concludes that developing employee competencies and strengthening transformational leadership are strategic drivers for fostering innovation and ensuring long-term sustainable performance. Organizations are therefore encouraged to implement competency-based human resource development and promote visionary leadership to enhance organizational sustainability.
Digital Readiness as Driver of Sustainable Organizational Performance in Higher Education Institution: Systematic Literature Review Yustinus Rawi Dandono; Indra Siswanti; Lenny Christina Nawangsari; Mafizatun Nurhayati
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.10531

Abstract

Growing demand on higher education institutes (HEIs) to consider digital transformation and sustainability at the same time has raised interest among scholars in digital readiness as a strategic driver for sustainable long-term organizational performance. The purpose of this study is therefore 3-fold: First, by means of a systematic review, to synthesize what we know about how digital readiness is defined and understood in the context of HEIs. Adopting a systematic literature review (SLR) design and guided by PRISMA 2020, this investigation analyzed 96 high-quality articles between bellwether year, 2015 to prognostic year of interest 2025. A thematic synthesis was carried out to explore the predominant patterns, mechanisms and theorizing of the digital readiness–performance link. Findings Five interdependent themes are brought to light: (1) digital readiness as a strategic capability, (2) governance and data-driven readiness enabling evidence-based sustainability, (3) human and cultural readiness in the guise of mediating mechanisms, (4) technological and infrastructural readiness propelling operational sustainability, and finally (5) digital leadership and strategic alignment as catalysts. The synthesis shows that the digital readiness is more than just about technological readiness, and include institutional capabilities that promote efficiency, resilience, innovation and governance legitimacy. In the absence of appropriate compendium, this study has gone a step forward by combining RBV DCs and sustainability to produce an integrated theoretical framework that offers new insights on both theory and practice for HEI leaders and their policy makers in search of sustainable digital transformation.
Green Human Resource Management, Psychological Empowerment, and Employee Engagement: Testing Green Behaviour Mediation Pisa Hantarasati; Lenny Christina Nawangsari
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.695

Abstract

Objectives: This study examines how green human resource management and psychological empowerment relate to employee engagement, directly and through green behaviour, among employees of Bank Indonesia. Methodology: A quantitative, cross-sectional survey was conducted with 140 respondents selected from a population of 215 employees through purposive sampling. Responses to a five-point Likert questionnaire were analysed using partial least squares structural equation modelling in SmartPLS 4. Measurement quality, structural explanatory power, and seven hypotheses were assessed, with significance tested through 5,000 bootstrap subsamples. Finding: Green human resource management positively affected both green behaviour and employee engagement. Psychological empowerment likewise positively affected green behaviour and employee engagement, and green behaviour in turn positively affected employee engagement. However, green behaviour did not significantly mediate the relationships between either green human resource management or psychological empowerment and employee engagement. Conclusion: Organisational green practices and psychological empowerment primarily strengthen engagement through direct, parallel responses. Green behaviour remains valuable, but it is not the principal mediation pathway in this setting.
Talent Management, Perceived Organizational Support, and Sustainable Productivity through Innovative Behavior at Indonesia's Audit Board Priyo Nugroho; Lenny Christina Nawangsari
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.693

Abstract

Objectives: This study examines the direct and innovation-mediated relationships of talent management and perceived organizational support with sustainable work productivity among employees of the Audit Board of the Republic of Indonesia (BPK). Methodology: A quantitative explanatory survey analyzed 160 responses from a population of 267 employees. Partial least squares structural equation modeling in SmartPLS 4 assessed 35 indicators, measurement quality, explanatory power, and bootstrapped direct and indirect effects. Finding: Talent management positively predicted innovative behavior, but its direct effect on sustainable work productivity was negative and significant, contrary to H3. Perceived organizational support positively predicted both innovative behavior and sustainable work productivity. Innovative behavior positively predicted sustainable work productivity and significantly mediated the effects of both talent management and perceived organizational support on that outcome. The model accounted for a substantial share of the variance in innovative behavior and a moderate share of the variance in sustainable work productivity. Conclusion: Talent systems yield sustainable productivity benefits when employee capability becomes implemented improvement. BPK should connect development to accountable innovation projects while strengthening fairness, supervisory support, recognition, and access to resources.
Sustainable Leadership, Green Human Capital, and Green Behaviour Shape Employee Sustainable Performance Meliyah Meliyah; Lenny Christina Nawangsari
Journal of Sustainable Economic and Business Vol. 3 No. 3 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i3.701

Abstract

Objectives: This study examines how sustainable leadership and green human capital relate to employee sustainable performance, directly and through green behaviour, among Bank Indonesia employees. Methodology: A quantitative cross-sectional survey was completed by 140 purposively selected employees from a population of 215. The measurement and structural models were assessed with partial least squares structural equation modelling. Findings: Sustainable leadership had a positive direct effect on employee sustainable performance (β = 0.605; t = 11.138), whereas the direct effect of green human capital was not supported (β = 0.050; t = 0.552). Green behaviour positively affected performance, and both antecedents positively affected green behaviour. Green behaviour did not mediate the leadership–performance relationship (p = 0.133) but mediated the green human capital–performance relationship (p = 0.019). The model explained 69.2% of performance and 65.1% of green behaviour. Reliability was strong, although recomputed average variance extracted values for sustainable leadership and green behaviour were below 0.50. Conclusion: Leadership is associated directly with sustainable performance, while green human capital appears to operate primarily through enacted green behaviour. The measurement limitations warrant cautious interpretation and revalidation.
Study of Motivation, Training and Development on Employee Job Performance In The Directorate General of Budget of The Ministry of Finance Werdiningsih Werdiningsih; Veithzal Rivai Zainal; Lenny Christina Nawangsari
International Journal of Advanced Multidisciplinary Vol. 1 No. 4 (2023): International Journal of Advanced Multidisciplinary (January - March 2023)
Publisher : Greenation Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/ijam.v1i4.147

Abstract

The news of the State Civil Apparatus is the main spotlight to do the job as well as possible and is expected to be an example in general and the position of the State Civil Apparatus has an important role to determine national development, physical or non-physical, to realize its success it must be obtained employees who have high responsibility, consistent, professional and visionary. To equip employees to achieve the above, it is necessary to have development and training held by the ministry so that employees have high motivation to work. Motivation is a person's drive to optimize work performance. Training and development is defined as an activity to optimize current or future work performance. Work performance is the result of a person's work to achieve quality, timeliness and ability. The purpose of this study is to determine the effect of motivation, training and development on employee work performance at the Directorate General of Budgeting, Ministry of Finance. The population of this study is employees of the Directorate General of Budgeting of the Ministry of Finance, totaling 121 people. The total sample respondents of this study were 93 employees. Questionnaires and interviews are data collection techniques in this study. Data processing and analysis used descriptive methods and multiple linear regression analysis. The results of the study state that partially the variables of motivation, training and development have a positive and significant effect on employee work performance at the Directorate General of Budgeting of the Ministry of Finance and the results shown in multiple linear regression state that the variables of motivation, training and development have a positive effect on employee work performance at the Directorate General of Budgeting of the Ministry of Finance.
The Effect of Motivation and Job Training on The Performance of Employees of PT BPR Sukasada Palembang City Irfan Fahmi; Veithzal Rivai Zainal; Lenny Christina Nawangsari
International Journal of Advanced Multidisciplinary Vol. 1 No. 4 (2023): International Journal of Advanced Multidisciplinary (January - March 2023)
Publisher : Greenation Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/ijam.v1i4.152

Abstract

Employees in banking are one of the assets that must be optimized in order to create good company output, if there are no qualified employees, the company’s planned goals will not achieved. To have good employee quality, the company must hold training so that employees have high motivation to work so that their output will affect employee performance so that it can be maximized. Motivation is an attitudinal drive for everyone to perform a goal. Job training is an activity to improve the skills and expertise of employees while performance is a level of achievement of results that is linked to the mission created by the company. The purpose of this study is to find out the triggers for motivation and job training on employee performance at PT BPR Sukasada. The study population is the workforce at PT BPR Sukasada. The total sample utilized in this study was 39 respondents. The data collection techniques used are literature studies and questionnaires. Data analysis with studies is descriptive analysis and multiple linear regression analysis. Based on the study, namely motivation variables and job training variables that have a positive and relevant impact on employee performance at PT BPR Sukasada. The results shown in multiple linear regressions show that the motivation variables and job training variables play a positive influence on employee performance at PT BPR Sukasada.
Co-Authors A.M. Nur Huda Kalimullah Achmad Hidayat Sutawidjaya Achmad Hidayat Sutawijaya Adhy Purnama, Adhy Aditya Saputra Aditya, Gerry Ahmad Badawi Saluy Aima, Muhammad Havidz Andini Ayu Larasati Anggara, Ricko Arisandi Dwiharto Azizah, Zahra Nur Bambang Purwoko Kusumo Bintoro Bosman Butarbutar Butarbutar, Bosman Danang Suwandono Eka Lia Sinuraya Erma Sofriana Irmaningsih Erna Sofriana Imaningsih Farida Farida Garingging, Robin Hendra S Gunardi Endro Gustiah, Indira Puspa Henny Hendarjanti Heny Desi Soviana Heri DB Herry Agung Prabowo Hidayat Sutawijaya, Ahmad Hosam Alden Riyadh A.Alazeez Huda Kalimullah, A.M. Nur Huiping, Huang Hutomo, Yulius Irwanto Putera Suwandi Indira Puspa Gustiah Indra Siswanti Indri Yani Marcelina Irfan Fahmi Kasmir Kasmir Kasmir, Kasmir Khofifah Salsabila Dofitra Kusumo Bintoro Kusumo Bintoro Kusumo Bintoro Mafizatun Nurhayati Malau, Angelina Agustina Masydzulhak Djamil MZ Masyhudzulhak Djamil Mayangsari, Resti Eva Meliyah Meliyah Ni Luh Putu Sariani Novita Sari Novita Sari Nurul Sukma Lestari Pisa Hantarasati Pritta Dhiya Prameswari Priyo Nugroho Putri Maya Sulistiani Rian Indra Wibowo Rina Alfrina Rio Afrianda Robin Garingging Rosalina Rosalina Sendjaja, Theodorus Setyo Riyanto Sigmin Johanes Lo Simanjuntak, Afriani Liliani Singmin Johanes Lo Siska Lestari Siska Lestari Sri Fatmayenti Sulistyanto, Tri Hadi Supriyanto Supriyanto Sutawidjaya, Ahmad Hidayat Syafrizal Chan Syahidun, Syahidun Todoan Faldy Veithzal Rivai Zainal Veithzal Rivai Zainal Werdiningsih Werdiningsih Werdiningsih Werdiningsih Widiadibrata, Sri Witjaksono Yananto Mihadi Putra Yohanes Ferry Cahaya Yulius Irwanto Putera Suwandi Hutomo Yurianti, Erni Yustinus Rawi Dandono Zahra Nur Azizah