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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 Journal of Leadership in Organizations 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 Management and Digital Business Journal of International Conference Proceedings Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Indonesian Research Journal on Education Amkop Management Accounting Review (AMAR) Indonesian Journal of Multidisciplinary on Social and Technology e-Jurnal Apresiasi Ekonomi 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 Indonesian Journal of Economics, Business, Accounting, and Management Balance: Jurnal Ekonomi
Subiyanto, Didik
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The Effect of Intrinsic, Extrinsic Motivation and Organizational Culture on Employee Job Performance at the Yogkarta Regional Disaster Management Agency Office (Office Case Study in Yogyakarta City) Tangkur, Eventinus Darman; Subiyanto, Didik; kirana, Kusuma Chandra
Jurnal Ekonomi Balance Vol. 19 No. 1 (2023): June 2023
Publisher : Perpustakaan dan Penerbitan Unismuh Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/jeb.v19i1.11107

Abstract

Employee engagement is one of the key success factors that is always needed or strived for in almost every company. The work of employees in the company is very important. Achieving company goals requires high performance in all efforts to cooperate with employees. Employee performance can be achieved through 3 factors, namely (i) Intrinsic motivation is the motivation that makes someone perform well that comes from himself, (ii) Extrinsic motivation is the motivation of employees to complete their work. culture is an individual organization or company that can complete the work of employees, (iv) The purpose of this research is to identify and the importance of differences between intrinsic motivation, extrinsic motivation, and organizational culture on employee performance at the Yogyakarta Regional Disaster Management Agency office. The following research uses a quantitative approach. The population in this research is 45 employees. The sampling method was carried out using a non-probability method and the sampling technique was purposive sampling. Data analysis using IBM SPSS application. The results of the research variable Intrinsic Motivation (X1) have no significant effect on Employee Performance (Y) as indicated by the results of the t test and the calculated t value of 0.767 < the t table value of 2.021 and its significance. 0.449 which means more than 0.05. Then the Extrinsic Motivation variable (X2) has no significant effect on employee performance (Y) which is shown from the results of the t test, the t count value is 0.094 <t table value 2.021, which is 0.926, which means more. Do 0.05 Differences in organizational culture (X3) have a positive effect on employee performance (Y). This is evidenced by the results of the t test, with a significance value of t count 6.110 > t table value of 2.021. 0.001 which means 0.05 is smaller than 05
Pengaruh Lingkungan Kerja, Kompensasi Dan Kepuasan Kerja Terhadap Motivasi Intrinsik Pegawai, di Kantor Kelurahan Purwokinanti Berlian Lero, Stevani; Subiyanto, Didik; Yulianto, Eko
Jambura Economic Education Journal Vol 8, No 1 (2026): January 2026
Publisher : Gorontalo State University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37479/jeej.v8i1.33477

Abstract

This istudy iaims ito ianalyze ithe iinfluence iof ithe iwork ienvironment, icompensation, iandjobsatisfaction ion ithe iintrinsic imotivation iof iemployees iin iPurwokinanti iBerlian iVillage.Data iwere icollected ithrough iquestionnaires ifrom i60 iemployees iand ianalyzed iusing iSPSS25. iThe iresults ishowed ia ipositive iand isignificant iinfluence ion iintrinsic imotivation, iwhile the iwork ienvironment, icompensation, iand ijob isatisfaction ihad ia ipositive ieffect ion  intrinsic imotivationThis istudy iaims ito ianalyze ithe iinfluence iof ithe iwork ienvironment, icompensation, iandjobsatisfaction ion ithe iintrinsic imotivation iof iemployees iin iPurwokinanti iBerlian iVillage.Data iwere icollected ithrough iquestionnaires ifrom i60 iemployees iand ianalyzed iusing iSPSS25. iThe iresults ishowed ia ipositive iand isignificant iinfluence ion iintrinsic imotivation, iwhile the iwork ienvironment, icompensation, iand ijob isatisfaction ihad ia ipositive ieffect ion  intrinsic imotivation.
The Influence of K3 Programs, Work Environment, and Competencies on Employee Performance At The Yogyakarta Fire Service Lasera, Greis; Subiyanto, Didik; Purnamarini, Tri Ratna
Indonesian Research Journal on Education Vol. 6 No. 1 (2026): Irje 2026
Publisher : Fakultas Keguruan dan Ilmu Pendidikan, Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/irje.v6i1.4073

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh program Keselamatan dan Kesehatan Kerja (K3), lingkungan kerja, dan kompetensi terhadap kinerja karyawan di dinas pemadam kebakaran. Lingkungan kerja yang aman dan nyaman, didukung oleh program K3 yang efektif, diharapkan dapat meminimalkan risiko kecelakaan dan meningkatkan produktivitas karyawan. Selain itu, kompetensi, yang meliputi keterampilan, pengetahuan, dan sikap kerja, memainkan peran penting dalam mendukung efektivitas tugas. Penelitian ini menggunakan metode kuantitatif dengan pendekatan survei. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan analisis regresi linier berganda. Hasil penelitian ini diharapkan menunjukkan bahwa program K3, lingkungan kerja, dan kompetensi memiliki pengaruh positif dan signifikan terhadap kinerja karyawan. Dengan meningkatkan ketiga variabel ini, kinerja karyawan diharapkan menjadi lebih optimal, khususnya dalam menangani situasi kerja berisiko tinggi.
Analysis of the Influence of Effective Leadership and Organizational Leadership on Organizational Citizenship Behavior with Job Satisfaction as a Mediation Kurniawati, Rina; Kirana, Kusuma Chandra; Subiyanto, Didik
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.v5i2.3155

Abstract

This research is motivated by the importance of organizational justice and effective leadership in shaping job satisfaction and organizational citizenship behavior (OCB) in the police environment. The purpose of this study is to analyze the influence of organizational justice and effective leadership on OCB with job satisfaction as a mediating variable in Sleman Police Traffic Division personnel. The research method used is a quantitative approach with the type of survey research. The research sample amounted to 170 respondents who were members of the Traffic Division of the Sleman Police. The data was collected through the distribution of questionnaires, while the analysis tool used was Structural Equation Modeling (SEM) based on Partial Least Square (PLS) with the help of SmartPLS software. The results of the study show that organizational fairness has a positive and significant effect on job satisfaction and OCB, while effective leadership also has a significant effect on job satisfaction and OCB. In addition, job satisfaction has been shown to be a mediating variable that strengthens the relationship between organizational fairness and effective leadership with OCB. Although the majority of respondents had a positive perception, there are still aspects that need to be improved, especially related to procedural consistency, appreciation from leaders, and members' opportunities to convey ideas and develop careers.
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.
Organizational Culture, Career Development, and Job Satisfaction as Predictors of Nurses’ Turnover Intention in a Private Hospital Sahara, Muhammad Anugrah; Subiyanto, Didik; Purnamarini , Tri Ratna
Amkop Management Accounting Review (AMAR) Vol. 6 No. 1 (2026): January - June
Publisher : Sekolah Tinggi Ilmu Ekonomi Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/amar.v6i1.3496

Abstract

Nurses’ turnover intention is a critical issue that can disrupt human resource stability and reduce the quality of hospital services. High workload, emotional pressure, and limited career development opportunities often encourage nurses to consider leaving their organization. This study aims to analyze the effect of organizational culture, career development, and job satisfaction on nurses’ turnover intention at RSU PKU Muhammadiyah Bantul. This research employed a quantitative approach using a survey method by distributing questionnaires to 69 nurses selected through simple random sampling. Data were analyzed using multiple linear regression with the assistance of IBM SPSS version 26. The results indicate that organizational culture does not have a significant effect on turnover intention partially, while career development and job satisfaction have a negative and significant effect on nurses' turnover intention. Simultaneously, organizational culture, career development, and job satisfaction significantly influence turnover intention. These findings suggest that improving career development opportunities and enhancing job satisfaction are essential factors in reducing nurses' intention to leave the organization. Therefore, hospitals are encouraged to implement human resource management policies that focus on structured career development programs and the improvement of nurses' job satisfaction to minimize turnover intention.
Kompensasi dan kepuasan kerja terhadap niat keluar: Peran mediasi komitmen organisasional pada karyawan kedai kopi di Yogyakarta Gustomo, Gayuh Ridho; Subiyanto, Didik; Yulianto, Eko
Journal of Management and Digital Business Vol. 5 No. 3 (2025): Journal of Management and Digital Business
Publisher : Nur Science Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53088/jmdb.v5i3.1943

Abstract

This study aims to determine the effects of compensation and job satisfaction on turnover intention, with organizational commitment as a moderating variable, among employees of Homwok Coffee in Yogyakarta. This research is a quantitative study using a non-probability sampling technique, specifically saturated sampling, in which all members of the population were included as the sample. The respondents in this study were 70 employees of Homwok Coffee Yogyakarta. Data analysis consisted of descriptive and inferential statistical analyses, including variance-based SEM and indicator and model fit tests. The results of the study show that compensation has a positive and significant effect on turnover intention, and that job satisfaction has a positive and significant effect on turnover intention. Compensation and job satisfaction have positive, significant effects on organizational commitment. Organizational commitment has a positive, significant effect on turnover intention. Furthermore, organizational commitment can function as a mediating variable in the relationship between compensation and turnover intention, as well as between job satisfaction and turnover intention. This research is expected to help business practitioners understand the extent to which compensation and job satisfaction influence organizational commitment, which, in turn, affects employees’ turnover intentions.
Investigating the Impacts of Millennial and Spiritual Leadership on Organizational Culture and Employee Work Enthusiasm: A Mediation Analysis Rohmiana, Ismi; Hadi, Syamsul; Subiyanto, Didik
Journal of Leadership in Organizations Vol 8, No 1 (2026): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jlo.107592

Abstract

Introduction/Main Objectives: This study aims to investigate how millennial and spiritual leadership impact employee work enthusiasm, particularly examining the role of organizational culture as a mediator in this relationship. Background Problems: Current leadership theories and organizational practices face challenges in addressing the changing needs of Millennials and the principles of spiritual leadership. There is a need for empirical research to demonstrate how these approaches can be woven into the fabric of organizational culture to foster enthusiasm in the workplace. Novelty: The study addresses a gap by examining how organizational culture serves as a mediator between millennial leadership, spiritual leadership, and the enthusiasm of employees in the public sector. Research Methods: Data were gathered using a structured questionnaire from a group of 171 government employees. Path analysis conducted with SmartPLS 4.0 tested both direct and mediating effects. Findings/Results: Millennial leadership does not have a direct impact on work enthusiasm, yet it fosters a positive organizational culture. In contrast, spiritual leadership has a significant effect on both work enthusiasm and organizational culture. The culture within an organization plays a crucial role in shaping how different leadership styles affect employees' enthusiasm for their work. Conclusion: In theory, organizational culture serves as a bridge that connects individual values with those of the organization, fostering an environment where millennial and spiritual leadership can enhance employee work enthusiasm. In practice, organizations should focus on encouraging open communication and recognition as they cultivate these leadership capabilities that promote sustainable enthusiasm.
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 Devianti, Regina 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 Gustomo, Gayuh Ridho Halawa, Weall Cristal Hagani Harnantoko, Fanny Dwiyan Hastiti, Anisa Permata Hasyim, Erina Fitra Hendrajati, Hendrajati Hidayat, Merlin Hurint, Paskalis Kristoforus Deka Ignatius Soni Kurniawan Indriyani, Isna Jajuk Herawati Jinda, Yohanes Mariano Pradana Julkifli Key, Natasha Kins 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 Pago, Ardianus Gordi Pebriyanti, Ni wayan Peri Prasetyaningrum, Nuning Prayekti Prayekti, Prayekti Purbojati, Ziko Purnamarini , Tri Ratna Purnamarini, Tri Ratna Purnomo, Tri Putri, Irma Vaulina Rahayu, Niken Wulan Rahayu, Tamara Dwi Rahmaningtyas, Fadila Ramadhan, Muhamad Yudha Ramdani, Ica Ratna Purnamarini, Tri Rina Kurniawati Rismanto, Lukman Dwi Rizal Fatoni Rohmiana, Ismi Sahara, Muhammad Anugrah 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