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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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Pengaruh Komitmen Organisasional, Lingkungan Kerja, dan Stres Kerja Terhadap Turnover Intention Penelitian Pago, Ardianus Gordi; Prayekti, Prayekti; Subiyanto, Didik
Indonesian Journal of Multidisciplinary on Social and Technology Vol. 3 No. 1 (2025): November - Februari
Publisher : PT Ilmu Data Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijmst.v3i1.265

Abstract

Human Resources (HR) play a crucial role in an organization, impacting its performance and success. Strategic HR management is essential for optimal employee placement, development, and utilization, enabling organizations to harness human resources for achieving company goals. This study analyzes the relationship between organizational commitment, work stress, and the work environment concerning Turnover Intention. Researchers aim to understand how organizational commitment levels, job stress, and work environment quality contribute to employees' inclination to leave. Using a quantitative approach, data collection involved distributing questionnaires to 100 respondents. Analysis using the SPSS program provided deeper insights into the relationship between organizational commitment, work stress, and the work environment in the context of Turnover Intention. Findings indicate that organizational commitment (KO) lacks a significant effect on job change intention (IT). Work stress (SK) shows a positive but nonsignificant impact on intention to move, while the work environment (LK) has a positive and significant effect on changing job intentions. The study suggests that attention to organizational commitment, work stress, and work environment can potentially reduce job change desires. These insights guide management in developing strategies to enhance employee well-being and retention, contributing to organizational stability.
The Effect Of Work Motivation And Specialist Development On Career Development With Knowledge Sharing Mediation maldhe, sananta; Prayekti, Prayekti; Subiyanto, Didik
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 18, No 2: 2025
Publisher : Universitas Trunodjoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v18i2.29629

Abstract

Research Aims: This study aims to analyze the relationship between work motivation, specialist development, knowledge sharing, and career development in an organizational context.Design/Methodology/Approach: This research employs a quantitative method with a survey approach to collect data from selected respondents. The primary instrument is a questionnaire using a 5-point Likert scale, enabling respondents to express their level of agreement with statements related to the studied variables. Data analysis utilizes Structural Equation Modeling (SEM) with AMOS software, chosen for its ability to analyze complex causal relationships and test conceptual models based on underlying theories. The sample was selected using a Stratified Random Sampling technique from a population of 10,977 police personnel at Polda DIY, with a final sample of 151 respondents.Research Findings: The results indicate that work motivation significantly influences knowledge sharing, which in turn contributes to career development. High work motivation encourages active engagement in information exchange and experience-sharing, fostering an environment that supports innovation and competency enhancement. In contrast, specialist development has a more limited impact on knowledge sharing and career development, particularly when acquired skills are overly specific and less flexible for various job roles. Moreover, knowledge sharing mediates the relationship between work motivation and career development, highlighting its crucial role in strengthening career growth.Theoretical Contribution/Originality: These findings suggest that organizations should foster a knowledge-sharing culture and balance specialist development with collaborative skills, ensuring workforce competitiveness in an increasingly dynamic work environment
The Influence Of Organizational Culture, Work Environment And Communication On Employee Job Satisfaction At Pt Lingkar Organik Indonesia Lufiyanti, Dewi; Subiyanto, Didik; Purnamarini, Tri Ratna
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 18, No 1: 2025
Publisher : Universitas Trunodjoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v18i1.28844

Abstract

The purpose of this study is to analyze: 1) The influence of organizational culture on employee job satisfaction at PT Lingkar Organik Indonesia, 2) The influence of the work environment on employee job satisfaction at PT Lingkar Organik Indonesia, 3) The influence of communication on employee job satisfaction at PT Lingkar Organik Indonesia. This type of research is quantitative research with a population of 54 employees, the sampling technique used is the saturated sample method. To ensure data quality, validity and reliability tests were carried out. Furthermore, the data obtained were analyzed through classical assumption tests, including normality tests, multicoloniality tests, and heterogeneity tests, as well as multiple linear regression analysis. Hypothesis testing was carried out using the t-test, f-test, and coefficient of determination (R²) test. The results of the study produced: 1) Organizational culture has a positive and significant effect on employee job satisfaction. 2) The work environment has a significant effect on employee job satisfaction. 3) Communication has a positive and significant effect on employee job satisfaction. Overall, organizational culture, work environment and communication simultaneously have a positive and significant effect on job satisfaction
The Influence Of The Work Environment, Organizational Culture And Organizational Justice On Organizational Commitment Employees Of Pt Mandiri Jogja Internasional Hidayah, Nur; Subiyanto, Didik; Purnamarini, Tri Ratna
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 18, No 1: 2025
Publisher : Universitas Trunodjoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v18i1.28843

Abstract

This study examines the influence of the work environment, organizational culture, and organizational justice on organizational commitment. This study uses a quantitative method by involving all employees of PT Mandiri Jogja International, totaling 80 people, as the population and sample. The sampling technique used is saturated sampling, which is included in the category of non-probability sampling. Data collection is carried out through questionnaires, and data quality is guaranteed through validity, reliability, and classical assumption tests (including normality, multicollinearity, and heteroscedasticity). Data analysis was carried out using multiple linear regression, equipped with a T test, an F test, and a determination coefficient (R²) calculation. The results of the study show that the work environment does not have a significant positive influence on organizational commitment. In contrast, organizational culture and organizational fairness have a significant and positive influence on organizational commitment. In addition, the combined influence of the work environment, organizational culture, and organizational fairness significantly affects the organizational commitment of PT Mandiri Jogja Internasional employees.
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
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