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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.
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 modelling in SmartPLS 4 assessed 35 indicators, measurement quality, explanatory power, and bootstrapped direct and indirect effects. Finding: Talent management positively predicted innovative behaviour, but its direct effect on sustainable work productivity was negative and significant, contrary to H3. Perceived organizational support positively predicted both innovative behaviour and sustainable work productivity. Innovative behaviour 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 behaviour and a moderate share of the variance in sustainable work productivity. Conclusion: Talent systems yield sustainable work 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.
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.
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 Kasmir 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 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 Widiadibrata, Sri Witjaksono Yananto Mihadi Putra Yohanes Ferry Cahaya Yulius Irwanto Putera Suwandi Hutomo Yurianti, Erni Yustinus Rawi Dandono Zahra Nur Azizah