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All Journal Jurnal Manajemen Terapan dan Keuangan Jurnal Manajemen Bisnis Journal The Winners Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura MIX : Jurnal Ilmiah Manajemen JURNAL MANAJEMEN MOTIVASI Inovasi : Jurnal Ekonomi, Keuangan, dan Manajemen JURNAL MANAJEMEN Journal of Economic, Bussines and Accounting (COSTING) EKONOMIS : Journal of Economics and Business Ganaya: Jurnal Ilmu Sosial dan Humaniora SEIKO : Journal of Management & Business Jurnal Pendidikan Ekonomi (JURKAMI) Efektor YUME : Journal of Management Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship Jurnal Samudra Ekonomi dan Bisnis Jambura Economic Education Journal Jurnal Administrasi dan Manajemen JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan) TEMALI : Jurnal Pembangunan Sosial JIMEK : Jurnal Ilmiah Mahasiswa Ekonomi Ecobisma (Jurnal Ekonomi, Bisnis dan Manajemen) Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Jurnal Ilmiah Manajemen Kesatuan Jurnal Manajemen Universitas Bung Hatta Jurnal EK dan BI RESLAJ: RELIGION EDUCATION SOCIAL LAA ROIBA JOURNAL Coopetition : Jurnal Ilmiah Manajemen JBMR: Journal of Business and Management Review Equity: Jurnal Ekonomi Jurnal Fokus Manajemen Bisnis Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Jurnal Bingkai Ekonomi (JBE) Journal of International Conference Proceedings Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Indonesian Research Journal on Education Amkop Management Accounting Review (AMAR) Research Horizon INTERNATIONAL JOURNAL OF ECONOMICS AND MANAGEMENT REVIEW Economos : Jurnal Ekonomi dan Bisnis Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah RESLAJ: Religion Education Social Laa Roiba Journal EduInovasi: Journal of Basic Educational Studies Journal Metaverse Adpertisi Proceeding of International Conference on Humanity Education and Society Journal of Economics, Bussiness and Management Issues Bina Bangsa International Journal of Business and Management Balance: Jurnal Ekonomi
Subiyanto, Didik
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Analysis of the Impact of Perceived Organizational Support and Transformational Leadership on Psychological Well-Being through Job Satisfaction Rahayu, Tamara Dwi; Subiyanto, Didik; Kirana, Kusuma Chandra
Amkop Management Accounting Review (AMAR) Vol. 5 No. 2 (2025): July - December
Publisher : Sekolah Tinggi Ilmu Ekonomi Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/amar.v5i2.3178

Abstract

This study aims to analyze the impact of the perception of organizational support and transformational leadership on the psychological well-being of employees through job satisfaction. The focus of the research is to understand how these two factors affect the psychological well-being of employees with job satisfaction acting as mediators. This study uses a quantitative approach. The data was collected through a survey with questionnaires distributed to 81 employees of the Yogyakarta Police Human Resources Bureau. The data analysis method used is Structural Equation Modeling (SEM) with the help of SmartPLS 4.0 software. The results of the study show that the perception of organizational support and transformational leadership has a significant effect on job satisfaction and employee psychological well-being. Job satisfaction mediates the influence of perceptions of organizational support and transformational leadership on psychological well-being. This model explains 46.8% of job satisfaction variability and 84.2% of psychological well-being variability. This research confirms the importance of the perception of organizational support and transformational leadership in improving the psychological well-being of employees through job satisfaction. These findings provide actionable insights to improve employee well-being within organizations.
The Influence of Transactional Leadership, Work Motivation, and Job Satisfaction on Employee Performance Febryana, Aulina; Subiyanto, Didik; Lysander, Mohammad Ahyar Syafwan
Research Horizon Vol. 5 No. 6 (2025): Research Horizon - December 2025
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.5.6.2025.886

Abstract

Employee performance is crucial for service quality and competitiveness in the hospitality industry, yet many hotels still face challenges in optimizing it. This study aims to examine the influence of transactional leadership, work motivation, and job satisfaction on the performance of employees. The research adopted a quantitative approach using the census method on all 49 permanent employees as respondents. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling. The results reveal that work motivation and job satisfaction have positive and significant effects on employee performance, whereas transactional leadership shows no significant effect. Work motivation is the most dominant factor, followed by job satisfaction. These findings imply that internal factors such as employee enthusiasm and contentment with the work environment are more influential than a leadership style that relies heavily on rewards and punishments in small-scale hotel settings. Hotel management is recommended to prioritize programs that strengthen employee motivation and satisfaction through fair compensation, recognition, career development, and supportive work atmosphere, while reducing over-reliance on rigid transactional mechanisms. This approach is expected to enhance overall employee performance and guest satisfaction in the long term.
Building Organizational Citizenship Behavior Through Psychological Contract Mediation and Exogenous Variables Transformational Leadership and Organizational Support of Ny. Suharti Fried Chicken Restaurant Employees Syahril, Imran; Subiyanto, Didik; Kurniawan, Ignatius Soni
Jurnal Manajemen Bisnis Vol. 13 No. 1: March 2022
Publisher : Universitas Muhammadiyah Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.18196/mb.v13i1.12876

Abstract

Research aims: This study aims to find out the effect of the strategy on building organizational citizenship behavior because the low level of organizational citizenship behavior causes the company to be unable to increase its effectiveness.Design/Methodology/Approach: In this study, the total population was 70 employees of fried chicken Ny. Suharti. The data collection method used the questionnaire method, while the technique for data analysis employed the classic assumption test, hypothesis testing, linear regression, and Sobel Test.Research findings: From this study, we found that (1) there was a positive result and significant effect of transformational leadership on psychological contracts (Y1), (2) there was a positive result but not significant effect of organizational support on psychological contracts, (3) there was a positive result with significant effect of transformational leadership on organizational citizenship behavior, (4) there was a positive result with significant effect of organizational support on organizational citizenship behavior, (5) there was a positive result but not significant effect on the influence of organizational support on psychological contracts, (6) there was a positive result but not significant effect of transformational leadership on organizational citizenship behavior, and (7) there was a positive result but not significant effect of the organizational support on organizational citizenship behavior, with the psychological contract variable as a mediating variable on employees of fried chicken restaurant Ny. Suharti.Theoretical contribution/Originality: This study contributes to the understanding of the effect of transformational leadership on psychological contracts, organizational support on psychological contracts, transformational leadership on organizational citizenship behavior, organizational support on organizational citizenship behavior, organizational support on psychological contracts, and organizational support on organizational citizenship behavior, with the psychological contract variable as a mediating variable on employees.Practitioner/Policy implication: Based on the analysis results, not all variables had a positive and significant effect except for transformational leadership on psychological contracts, transformational leadership on organizational citizenship behavior, and organizational support on organizational citizenship behavior; other than these variables, it showed positive reluts but insignificant.Research limitation/Implication: The research was only conducted at the fried chicken restaurant, Ny. Suharti. Therefore, the data collected had a low level of normality.
Exploring the Impact of Digital Transformational Leadership on Organizational Citizenship Behavior: The Mediating Role of Human Resources Analytics and Organizational Justice Supinardi, Bambang; Subiyanto, Didik; Hadi, Syamsul
JURNAL MANAJEMEN MOTIVASI Vol 21 No 2 (2025): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v21i2.7900

Abstract

Digital transformation (DT) has become a strategic element in the management of higher education institutions, especially since the COVID-19 pandemic accelerated the adoption of digital technologies. Universities are increasingly required to adjust their learning and administrative models by integrating advanced technologies. In this context, leadership plays a central role in fostering Organizational Citizenship Behavior (OCB)—voluntary behavior that is not formally required but contributes to organizational effectiveness. However, several studies indicate that leadership skills influence on OCB is inconsistent. Therefore, this study proposes an investigation into the impact of Digital Transformational Leadership (DTL) on OCB, with two mediating variables: Human Resources Analytics (HRA) and Organizational Justice (OJ). DTL combines transformational leadership characteristics with digital competencies, making it highly relevant in addressing the disruptions of the digital era. This research analyzes how DTL skills influence OCB through HRA and OJ and how these mediators enhance employee engagement and motivation. The study involved 184 lecturers from three faculties at the Indonesian Institute of the Arts Yogyakarta, selected proportionally using the Krejcie-Morgan method. A quantitative approach was employed with Stratified Random Sampling. Statistical analysis was conducted using SmartPLS 3 version 3.2.9. The findings show that DTL significantly influences Organizational Citizenship Behavior (OCB), Human Resources Analytics (HRA), and Organizational Justice (OJ). Additionally, the results indicate that Organizational Justice (OJ) significantly impacts OCB. However, Human Resources Analytics (HRA) does not directly influence OCB or as a mediating variableKeywords:Keywords: Digital Transformational Leadership, Organizational Citizenship Behavior, Human Resources Analytics, Organizational Justice, Digital Transformation
The Influence of Work-Life Balance and Transformational Leadership on Organizational Commitment with Job Satisfaction as an Intervening Variable Ahmad, Ahmad; Kirana, Kusuma Chandra; Subiyanto, Didik
JURNAL MANAJEMEN MOTIVASI Vol 21 No 2 (2025): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v21i2.7910

Abstract

Organizational commitment is identified as a psychological attitude that enables employees to recognize the goals and ideals of the organization. This commitment can be achieved when there is a balance between work and family, as well as the presence of transformational leadership. This study aims to identify the influence of work-life balance and transformational leadership on organizational commitment, mediated by job satisfaction. The research investigates and analyzes the effects of work-life balance and transformational leadership on organizational commitment, with job satisfaction as an intervening variable. The study employs a quantitative approach with a population of 76 agents. Primary data were collected through questionnaires and analyzed using SPSS and inferential methods, specifically Partial Least Squares (PLS) and variance-based Structural Equation Modeling (SEM), using SmartPLS 3 software. Four types of tests were conducted: indicator test, model fit test, hypothesis testing, and mediation analysis. The results indicate that work-life balance does not have a positive effect on organizational commitment; transformational leadership also does not directly influence organizational commitment. Additionally, work-life balance does not affect job satisfaction, whereas transformational leadership has a positive influence on job satisfaction. Furthermore, job satisfaction positively influences organizational commitment. Mediation analysis reveals that job satisfaction does not mediate the relationship between work-life balance and organizational commitment, but it does mediate the effect of transformational leadership on organizational commitment
The Influence of Organizational Support and Work Motivation on Organizational Citizenship Behavior (OCB) Through Work Engagement: Empirical Evidence from Indonesia Faiqotul Himmah, Tri Siswari; Prayekti, Prayekti; Subiyanto, Didik
JURNAL MANAJEMEN MOTIVASI Vol 21 No 2 (2025): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v21i2.7924

Abstract

In government organizations, organizational citizenship behavior (OCB) plays an important role in improving employee performance effectiveness. This study aims to examine the influence of organizational support and work motivation on OCB, with work engagement as a mediating variable. The research subjects were employees of the Human Resources Bureau of the Yogyakarta Regional Police, using a census method and a Likert scale. Data analysis was conducted using PLS-SEM. The results show that work motivation has a positive influence on OCB. Organizational support and work motivation also positively affect work engagement, which in turn mediates their influence on OCB. However, organizational support does not directly affect OCB. These findings have both theoretical and practical significance. 
Professionalism of Flight Attendants in The Global Era: The Influence of Communication Skills, Cultural Intelligence, Training, and Professional Ethic Ayu, Endhi Hermina; Subiyanto, Didik; Hadi, Syamsul
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8425

Abstract

This study investigates the effect of flight attendant training on professionalism, mediated by communication skills and professional ethics, and moderated by cultural intelligence. Using a quantitative approach with SEM-AMOS, data were collected from 166 flight attendants and trainees at Jogja Flight. Results reveal that training enhances professionalism directly and indirectly through partial mediation by communication skills and ethics. Cultural intelligence negatively affects professionalism but shows a marginally significant moderating effect. Findings highlight the need for integrated training that incorporates communication, ethics, and cultural intelligence to develop professional cabin crews in the global aviation context.
Analysis of Work Discipline, Work Motivation, Organizational Justice, and Their Influence on Employee Performance Anas, Hafidz; Subiyanto, Didik; Yulianto , Eko
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8488

Abstract

This study aims to analyze the effect of work discipline, work motivation, and organizational justice on employee performance at DLHK DIY. A quantitative approach using questionnaires from 71 respondents and multiple linear regression analysis revealed that work discipline and motivation have a positive and significant effect, while organizational justice has a negative and insignificant effect. These findings offer strategic implications for improving employee performance through strengthened discipline and motivation.
THE INFLUENCE OF WORKLOAD, WORK ETHIC AND EMPLOYEE LOYALTY ON THE PERFORMANCE OF EMPLOYEES OF THE DISASTER MANAGEMENT AGENCY OF THE SPECIAL REGION OF YOGYAKARTA Julkifli; Subiyanto, Didik; Kirana, Kusuma Chandra
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8502

Abstract

This study aims to analyze the influence of workload on employee performance by considering the role of work ethic and employee loyalty at the Regional Disaster Management Agency (BPBD) of Yogyakarta City. A high workload can affect productivity and work quality, while work ethic and employee loyalty are seen as balancing factors in maintaining organizational performance. This study uses a quantitative approach with the type of associative research. The population in this study is all employees of BPBD Yogyakarta City totaling 60 people, with sampling techniques using the census method. Data collection was carried out through a closed questionnaire using the Likert scale, while data analysis was carried out by multiple linear regression using the SPSS version 25 program. The results showed that partially, workload had no significant effect on employee performance (p = 0.385 > 0.05), while work ethic (p = 0.001) and loyalty (p = 0.022) had a positive and significant effect on performance. Simultaneously, workload, work ethic, and loyalty had a significant effect on employee performance with an Adjusted R² value of 0.548, which means that the three variables explain 54.8% of employee performance variations. This finding confirms that the improvement in the performance of BPBD employees is more influenced by the development of work ethic and loyalty than by managing the workload alone. The practical implications of this study show the importance of managerial strategies in creating a balance of workload and strengthening the value of work ethic and loyalty to improve the effectiveness of public organization performance. Keywords: Workload, Work Ethic, Loyalty, Performance, BPBD Yogyakarta City
The Effect of Motivation and Work Training on Sustainable Performance Through Employee Job Satisfaction at PT Erlian Prima Group Fitriyani, Anisa; Subiyanto, Didik; Lysander, Mohammad Ahyar Syafwan
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8516

Abstract

This study examines the impact of work motivation and job training on sustainable performance, with job satisfaction as a mediating variable among PT Erlian Prima Group employees. Using a quantitative approach and saturated sampling of 52 respondents, data were analyzed via SPSS 26. Results show that work motivation and job training significantly influence sustainable performance and job satisfaction. Job satisfaction also significantly affects sustainable performance and mediates both predictors. Together, the variables explain 76.6% of job satisfaction variance. These findings highlight the critical role of motivation, training, and satisfaction in achieving sustainable employee performance.
Co-Authors Ahmad Ahmad Ahyar Syafwan Lysander, Mohammad Ali Mustofa, Muhammad Alvina, Diva Anas, Hafidz Annisa Retno Utami Arifah, Rina Nur Arjuna, Arief Bagus Asti, Anindita Langen Ayu Ratnasari Ayu, Endhi Hermina Candra, Deni Chandra , Kusuma Chandra Kirana, Kusuma Danda, Made Darmaeti, Haryu Devia Putri Veronika Sari Dewi, Rinda Ardina Disfantoro, Bagus Dwi Rismanto, Lukman Dwi, Agil Nova Eko Yulianto Ervina Safitri Faiqotul Himmah, Tri Siswari Farida, Amelia Nurul Fathehah, Vannesya Alif Nur Fathurrahman, Puri Muhammad Febryana, Aulina Fitriyani, Anisa Grace, Giovani Gustari, Estu Halawa, Weall Cristal Hagani Harnantoko, Fanny Dwiyan Hastiti, Anisa Permata Hasyim, Erina Fitra Hendrajati, Hendrajati Hurint, Paskalis Kristoforus Deka Ignatius Soni Kurniawan Indriyani, Isna Jajuk Herawati Jinda, Yohanes Mariano Pradana Julkifli Kholifah, Laras Kirana, , Kusuma Chandra Kirana, Azra Kusuma Chandra Kurniawan, I.Soni Kusuma Chandra Kirana, Kusuma Chandra kusuma, nala tri Lada, Suddin Larasati, Adelia Lasera, Greis Lero, Stevani Listiyanti, Rita Lufiyanti, Dewi maldhe, sananta Marwanti, Retno Deni Nugroho, Rahmanda Angger Numa, Timoteus Tanggu Nur Hidayah Nurgiyantoro, Edi Pebriyanti, Ni wayan Peri Prasetyaningrum, Nuning Prayekti Prayekti, Prayekti Purbojati, Ziko Purnamarini, Tri Ratna Purnomo, Tri Putri, Irma Vaulina Rahayu, Niken Wulan Rahayu, Tamara Dwi Rahmaningtyas, Fadila Ramadhan, Muhamad Yudha Ramdani, Ica Rina Kurniawati Rizal Fatoni Sari, Anita Gesti Timur SEPTIANA SEPTIANA Septianingsih, Heny Septyarini, Epsilandri Seran, Godeliva Leni Sirodjudin, Rizky Fazren SRI RAHAYU Supinardi, Bambang Susanto Susilowati, Atik Sutanto, Dedy Suyanti, Ana Syahril, Imran Syamsul Hadi Syamsul Hadi Tangkur, Eventinus Darman Tegar Hidayat, Tegar Hidayat Titi Sari, Retno Tono, Yosefonsus Tri Kusuma, Nala Tripambudi, Kurniasari Ulfah, Ratna Andriya Umi Wahidah Vianey Nara Uran, Alfonsus Wahyuningsih, Erly Wibawa , Cakra Wibowo, Kurniawan Mukti Wulandari, Astrilia wuran, selviana wulang