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All Journal Jurnal Fakultas Ekonomi : OPTIMAL JAM : Jurnal Aplikasi Manajemen JURNAL EKONOMI AKUNTANSI DAN MANAJEMEN Jurnal Ilmiah Manajemen dan Bisnis (JIMB) Journal of Management and Business Review Ekuilibrium : Jurnal Ilmiah Bidang Ilmu Ekonomi Jurnal Doktor Manajemen (JDM) Dinasti International Journal of Management Science Dinasti International Journal of Education Management and Social Science International Journal of Business Studies SOLUSI Jurnal Ilmiah Manajemen Kesatuan Dinasti International Journal of Digital Business Management Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) Journal La Sociale International Journal of Social Service and Research Co-Value : Jurnal Ekonomi, Koperasi & Kewirausahaan COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Indonesian Journal of Business Analytics (IJBA) BISMA (Bisnis dan Manajemen) Jurnal Lemhannas RI Journal of Accounting and Finance Management (JAFM) Jurnal Manajemen, Organisasi, Dan Bisnis Jurnal Manajemen dan Pemasaran Jasa Eduvest - Journal of Universal Studies Moneter : Jurnal Keuangan dan Perbankan Jurnal Penelitian Pendidikan Indonesia International Journal of Indonesian Business Review International Journal of Management and Business Applied Jurnal Pengabdian Masyarakat Asian Journal of Social and Humanities Journal of Fundamental Management (JFM) Journal of Sustainable Economic and Business
Anik Herminingsih
Universitas Mercu Buana
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Social Sciences Other

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ORGANIZATIONAL CULTURE, COMPENSATION, AND WORK MOTIVATION HAVE A SIGNIFICANT INFLUENCE ON TURNOVER INTENTION Desi Susanti; Anik Herminingsih
Dinasti International Journal of Education Management and Social Science Vol. 3 No. 2 (2021): Dinasti International Journal of Education Management and Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v3i2.1069

Abstract

This study aims to analyze the influence of organizational culture, compensation, and work motivation on turnover intention. This study involved 112 permanent employees at PT Sinergy Information Pratama, and data were collected by giving questionnaires to permanent employees that had been sampled in the study. Data analysis used multiple linear regression analysis with the help of Statistical Package for the Social Sciences version 24 program. The test results of the research instrument were said to be valid and reliable. The results also show that organizational culture has a negative and significant effect on turnover intention, compensation has a negative and significant effect on turnover intention, and work motivation has a negative and significant effect on turnover intention. Therefore, it can be concluded that when organizational culture, compensation, and work motivation decrease, turnover intention will increase and vise versa.
The mediating role of lecturer engagement in the relationship between human resource management, knowledge management, and higher education competitiveness Anik Herminingsih
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol. 10 No. 2 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020244511

Abstract

Higher education competitiveness depends on effective Human Resource Management (HRM) and Knowledge Management (KM), with lecturer engagement as a key element bridging the relationship between the two. Lecturer engagement emotionally and professionally drives teaching performance, research, and innovation, which contribute to institutional excellence. This study aims to explore the mediating role of lecturer engagement in enhancing university competitiveness. The purpose of this study is to explore and analyze the mediating role of lecturer engagement in the relationship between Human Resource Management (HRM), Knowledge Management (KM), and university competitiveness. This research uses the explanatory method with a quantitative approach to explain the relationship between variables through numerical data, focusing on competitiveness, human resources, knowledge management, and employee engagement. Conducted at a private college in Jakarta with B accreditation, the study included 187 respondents selected through proportional stratified random sampling to ensure accurate representation. The variables were measured using Likert scales, with each variable consisting of several dimensions and indicators to assess their influence on the competitiveness of the institution. Data were analyzed using SEM- AMOS. Result of this study indicated that human resource management has positive and significant effect on knowledge management, and competitiveness of higher education directly and through employee engagement as mediation variable. Knowledge management has positive and significant effect on employee engagement, but has a negative and significant effect directly on competitiveness of higher education institution. Lecturer engagement has positive and significant effect on competitiveness of higher education institution.
Efektivitas kinerja guru pengabdi di pondok pesantren modern Al-Istiqomah Ngatabaru Lina Mahardiana; Anik Herminingsih; Khasdiyah Dwidewi Setiyoningtyas
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol. 10 No. 3 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020244554

Abstract

Kinerja guru pengabdi merupakan salah satu hal pendukung tujuan pendidikan pondok pesantren untuk tetap relevan, kompetitif, dan berorientasi pada pembentukan karakter santri yang unggul. Penelitian ini bertujuan untuk menganalisis kinerja guru pengabdi berdasarkan adaptasi kerja, prestasi kerja, dan kepuasan kerja. Penelitian ini menggunakan pendekatan kualitatif dengan metode deskriptif. Data dikumpulkan melalui wawancara mendalam, observasi, dan dokumentasi, melibatkan guru pengabdi sebagai informan utama. Hasil penelitian menunjukkan bahwa adaptasi kerja berbasis nilai-nilai pesantren, seperti keikhlasan, kesederhanaan, dan ukhuwah islamiyyah, menjadi fondasi dalam melaksanakan tugas. Prestasi kerja tercermin dari keberhasilan guru membimbing santri secara akademik dan spiritual. Kepuasan kerja dipengaruhi oleh motivasi spiritual, hubungan kerja yang harmonis, serta lingkungan kerja yang mendukung, meskipun ihsan yang diterima tidak mencukupi secara material. Kesimpulannya, efektivitas kinerja guru pengabdi terwujud melalui sinergi adaptasi terhadap nilai-nilai pesantren, pencapaian prestasi kerja, dan kepuasan yang bersumber dari faktor spiritual dan lingkungan kerja. Penelitian ini menggarisbawahi pentingnya memperkuat dukungan material dan non-material untuk meningkatkan kinerja dan kesejahteraan guru pengabdi di pondok pesantren.
The influence of ethical leadership and ethical culture on ethical behavior in higher education institutions Anik Herminingsih
JPPI (Jurnal Penelitian Pendidikan Indonesia) Vol. 10 No. 4 (2024): JPPI (Jurnal Penelitian Pendidikan Indonesia)
Publisher : Indonesian Institute for Counseling, Education and Theraphy (IICET)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/020244652

Abstract

Educational institutions play a crucial role as examples of ethical behavior enforcement in society. This study aims to examine the influence of ethical leadership on ethical behavior through the mediating role of ethical culture in Universitas Mercu Buana, a higher education institution accredited in Jakarta. Specifically, the research investigates how leadership shapes the ethical culture and, subsequently, ethical behavior among academic and administrative staff, thereby setting an example for students in ethical behavior formation. The research employs a quantitative approach with a causality design. Data were collected using structured questionnaires distributed to 150 academic and administrative staff as respondents, selected through purposive sampling. The data were analyzed using the Structural Equation Model (SEM) with the AMOS software to identify direct and indirect relationships between variables. The findings reveal that ethical leadership has a significant positive effect on ethical culture (CR = 4.233, P = 0.000) and ethical behavior (CR = 6.677, P = 0.000). Furthermore, ethical culture mediates the relationship between ethical leadership and ethical behavior, emphasizing its pivotal role in shaping ethical practices. These results highlight the importance of fostering ethical leadership and culture within educational institutions to promote ethical behavior. The study concludes that strengthening ethical leadership and cultivating an ethical culture in higher education can significantly contribute to forming ethical attitudes and behaviors, which are essential for graduates and society. Practical implications include the need for ethics-based leadership training and the establishment of institutional policies that reinforce ethical norms. These findings offer valuable insights for both academic researchers and practitioners in organizational ethics.
Sustainable Work Engagement: The Role of Work-Life Balance, Organizational Support, and Mental Well-Being (A Systematic Review) Nugroho, Johanes Aji; Riyanto, Setyo; Suprapto, Suprapto; Herminingsih, Anik
Journal of Management and Business Review Vol 23, No 1 (2026)
Publisher : Research Center and Case Clearing House PPM School of Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34149/jmbr.v23i1.1065

Abstract

This study aims to synthesize empirical evidence on how Work–Life Balance (WLB) and Perceived Organizational Support (POS) sustain work engagement through mental well-being as a mediating mechanism. Following PRISMA 2020, a Boolean search across Scopus yielded 1,339 records; after systematic screening, 165 peer-reviewed articles (2020–2026) were included. Analysis reveals three key findings: (1) mental well-being is predominantly operationalized through deficit indicators (burnout, stress) rather than positive capacities (resilience, flourishing); (2) cross-sectional designs dominate, undermining temporal validity of "sustainability" claims; and (3) the JD-R framework prevails, yet cross-theoretical integration with COR and SET remains largely narrative. The novelty of this research lies in the integration of mental well-being typologies and methodological design patterns into a single explanatory synthesis regarding sustainable work engagement. These findings provide a foundation for evidence-based HRM interventions, longitudinal monitoring strategies, and policy alignment with SDGs 3 and 8, advancing understanding of work engagement as an organizational ecosystem phenomenon rather than a singular outcome.
PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP BUDAYA ORGANISASI Anik Herminingsih
Optimal: Jurnal Ekonomi dan Kewirausahaan Vol 5 No 1 (2011): Vol 5 No 1 (2011): Optimal: Jurnal Ekonomi dan Kewirausahaan
Publisher : Fakultas Ekonomi Universitas Islam 45

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

Abstract

Bank Mandiri is the biggest state-owned bank in the total asset that were previously performing poorly. One of management strategies to improve performance is by the implementation of organizational culture. Organizational culture is very important in supporting the performance of bank as financial services companies. Implementation of a comprehensive new work culture conducted in 2005 and the process is still running until today. The study aims to examine the influence of transformational leadership on organizational culture. The research sample are 113 credit managers at Bank Mandiri Region VII (Central Java and Yogyakarta), and the data was analysed using regression equations. The results showed that transformational leadership has positive and significant impact on organizational culture. Inspirational motivation dimensions of transformational leadership has a positive and significant inflences on the culture dimensions of involvement, adaptability, and mission. Individual consideration dimension of transformational leadersip has a positive and significant inflences on the cultural dimensions of consistency.
Knowledge Management Maturity Model of Higher Education Based-on Quality Culture and Human Resource Management Practices Anik Herminingsih; Srilanggeng Ratnasari
Eduvest - Journal of Universal Studies Vol. 4 No. 4 (2024): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v4i4.1212

Abstract

There are 2 main important things to improve knowledge management maturity (KMM), namely organizational culture and proper HR management. There are no studies on human resource culture and management that are specific to increasing KMM in tertiary institutions. Empirical research on the influence of higher education quality culture as a goal of implementing the Internal Quality Assurance System (SPMI) on all tertiary institutions in Indonesia and the influence of HR management on KMM is still very limited. This study aims to develop a model for improving KMM in Indonesian universities through the implementation of a quality culture and human resource management. The analysis was carried out with a structural equation model (SEM). The results showed that quality culture had a positive and significant effect on human resource management practices, but had no direct effect on knowledge management maturity. Human resource management practices have a positive and significant effect on knowledge management maturity. The results of this study prove the importance of the quality culture of higher education in developing mature knowledge management, through human resource management practices.
Building Quality Culture of Higher Education by Implementation of Internal Quality Assurance System (An Empirical Evidence) Anik Herminingsih; Rizka Donny Agung Saputra
Eduvest - Journal of Universal Studies Vol. 5 No. 1 (2025): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i1.50270

Abstract

Since 1998, the Indonesian government's regulations on higher education institutions have moved towards granting autonomy, which includes accreditation based on the Internal Quality Assurance System (IQAS). The goal is for the introduction of SPMI to lead to a culture of excellent quality in higher education. This research seeks to bridge the gap in empirical studies connecting the adoption of IQAS with its impact on the cultivation of a culture of quality in higher education. The research employs quantitative techniques to gather data through a survey utilizing a Likert Internascale. Data was evaluated utilizing structural equation modeling and handled through the AMOS software. The findings indicated that integrating IQAS had a beneficial and noteworthy impact on quality culture in a higher education establishment.
The Effects of Work Environment, Work Discipline, and Work Motivation on Employee Performance Anik Herminingsih; Valentino Wiyoto
Eduvest - Journal of Universal Studies Vol. 5 No. 3 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i3.50935

Abstract

This study aims to analyze the influence of work environment, work discipline, and motivation on employee performance at PT XYZ. The population in this study consisted of 400 employees of PT XYZ, with a sample size of 100 employees selected using simple random sampling techniques. Data collection was conducted using a survey method with a structured questionnaire distributed to the sample group. The data analysis employed descriptive analysis and was further processed using statistical tests to determine the relationships between the variables. The results of this study indicate that: (1) Work environment has a negative but non significant influence on employee performance. (2) Work discipline has a positive and significant influence on employee performance, (3) Motivation has a positive and significant influence on employee performance. These findings suggest that work motivation and work discipline are crucial for improving employee performance.
The Effect of Job Satisfaction, Organizational Communication and Organizational Commitment on Organizational Citizenship Behavior (Study at PT. Selamanya Sukses Abadi) Anik Herminingsih; Wartikah Wartikah
Eduvest - Journal of Universal Studies Vol. 5 No. 4 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i4.51107

Abstract

This study aims to investigate the effect of job satisfaction, organizational communication, and organizational commitment on organizational citizenship behavior (OCB) at PT. Selamanya Sukses Abadi. Using a saturated sampling method, the study collects data from 50 employees through a survey questionnaire with a Likert scale. The analysis is conducted using Structural Equation Modeling (SEM) with the Partial Least Square (PLS) method via Smart-PLS. The findings reveal that job satisfaction, organizational communication, and organizational commitment all have a positive and significant effect on OCB, indicating that improving these factors can enhance employee behavior that goes beyond job requirements. Specifically, job satisfaction had the strongest positive impact on OCB, followed by organizational communication and organizational commitment. The implications of this research are crucial for organizations aiming to improve OCB through strategies focused on increasing job satisfaction, improving communication, and fostering higher commitment among employees. For future research, it is recommended to explore the role of leadership styles and organizational culture as additional factors influencing OCB, as well as conducting longitudinal studies to examine the long-term effects of these variables on employee behavior and organizational performance.
Co-Authors Adrian Bagaskara, Muhammad Agus Arijanto Anggriawan, Ferri Aryanti, Wiwin Aviadi, Dedi Bayu Merdeka, Ihsan Christina Catur Widayati Dedy Wijaya Kusuma Desi Susanti Desi Susanti Dewi Prihatini Diananda, Erika Djumarno Djumarno Djumarno, Djumarno Eka, Febrial Ersa Rahmadania, Silvia Ervin Nora Susanti, Ervin Nora Esther Layas Sinuraya Farida Elmi Fauzi Ahmad Muda Febrial Eka Febrinol, Febrinol Ferri Anggriawan Ferry Anggriawan Ferry Anggriawan Fitria, Liana Gandhi Sutjahjo Gultom, Benhur Hazami Hazami Hermawan Setiaji Indra Siswanti Ismanto, Widodo Kasmir Kasmir Kasmir Kasmir, Kasmir Khasdiyah Dwidewi Setiyoningtyas Kurnia Magfuroh Latifah Dwifi Rahayu Liana Fitria Lina Mahardiana Luna Haningsih Lusi Feronika Nainggolan Magfuroh, Kurnia Malau, Christiani Noni Mas Wahyu Wibowo Maylinhart Aritonang Morinda Agus, Ghita Muhammad Adrian Bagaskara Nainggolan, Adinda Rachel Nasrul, Herni Widiyah Neng Ayu Sri wahyuni Nugroho, Johanes Aji Oktavianti Oktavianti Palaniappan, Ananda Kumar Prayuda, Bangbang Putri Hamidah Retno Purwani Setyaningrum Ridwan, Saputra Rizka Donny Agung Saputra Rizki Muttaqin Rizqa Amalia Rusmia Butar Butar Samrotul Janiah Saputra Ridwan Septiandi Putra Septiani, Lisa Setiyoningtyas, Khasdiyah Dwidewi Setyo Riyanto Silvia Ersa Rahmadania Sima, Maharani Siti Mahmudah Sri Kaidah Sri Langgeng Ratnasari Sri Wahyuni Srilanggeng Ratnasari Suhana Suhana Suharsono Suharsono Sukardi Sukardi Sukardi Sukardi Sumanto Sumanto Suprapto Suprapto Suprapto Suprapto Valentino Wiyoto Veithzal Rivai Zainal Wahyu Nurhayati Wartikah Wartikah Winarso, Widyo Yogi Yuli Antoro Yudhi Herliansyah Yuni Astuti Zairil, Zairil Zulkifli Zulkifli