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All Journal JEA17: Jurnal Ekonomi Akuntansi Jurnal Manajemen MANAJEMEN DEWANTARA Jurnal Ilmiah Edunomika (JIE) COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Golden Ratio of Mapping Idea and Literature Format Journal of Management, Accounting, General Finance and International Economic Issues (MARGINAL) Neo Journal of economy and social humanities Journal of Artificial Intelligence and Digital Business Research Horizon IIJSE Majapahit Journal of Islamic Finance dan Management Majapahit Journal of Islamic Finance dan Management JER JURNAL MANAJEMEN DAN BISNIS INDONESIA
Fitrianty, Rifda
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Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Library & Information Science Social Sciences Other

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Transformational Leadership, Work Motivation, and Their Influence on Employee Performance: Evidence from the Office of Supervision and Customs Services Type Madya Pabean a Pasuruan Febrianto, Dhimas Bagus Wahyu; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.3953

Abstract

This paper investigates the influence of Transformational Leadership and Work Motivation on Employee Performance at KPPBC TMP A Pasuruan. Employing a quantitative methodology, the study utilizes structured questionnaires based on a Likert scale, and is designed as explanatory research to analyze the causal effects of leadership style and employee motivation on performance outcomes. A randomly selected sample of 43 employees participated in the survey, and the collected data were analyzed using multiple linear regression techniques. The findings reveal that both transformational leadership and work motivation have significant individual positive effects on employee performance. Moreover, when examined together, these two factors explain a substantial portion of the variability in performance outcomes. This underscores the critical role of leaders who not only provide vision, direction, and support but also foster a motivating work environment that encourages commitment, engagement, and productivity. The results align with theoretical frameworks on leadership and motivation and contribute to the literature by reinforcing how these factors operate within public sector organizations. The study offers practical value for administrators and policymakers, suggesting that cultivating transformational leadership behaviors and strengthening motivational strategies can improve employee output, efficiency, and service quality. By doing so, public institutions like customs offices can enhance organizational performance and better fulfill their service mandates. The research also provides empirical evidence that can guide future academic studies and management practices in similar institutional contexts.
Assessing the Effects of Locus of Control and Work Conflict on Civil Servant Performance: Evidence from the Type Madya Pabean A Customs Office in Pasuruan Hidayatullah, Ali; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.3990

Abstract

Public services rely on the competence and performance of civil servants, whose actions shape the efficiency and reliability of organizational outcomes. This study examines how locus of control and workplace conflict influence employee performance at the Type Madya Pabean A Customs Office in Pasuruan, Indonesia. Locus of control, representing individuals’ belief in their ability to influence results, fosters initiative, accountability, and proactive work behavior. Meanwhile, workplace conflict, emerging from miscommunication, differing expectations, or job pressures, can either hinder or enhance performance depending on its management. A quantitative explanatory approach was applied, involving 43 employees selected through simple random sampling. Data were collected using structured questionnaires and analyzed via multiple linear regression in SPSS 23. The study ensured that all assumptions were satisfied before analysis. Findings reveal that employees with a strong internal locus of control consistently outperform others, while conflict, if addressed constructively, has a modest but significant positive effect on performance. When considered together, these two factors explain 60.2% of the variance in employee performance. These results underscore the importance of combining personal psychological strengths with effective conflict management strategies to enhance productivity. The study contributes to theory by linking internal dispositions with organizational challenges, and it provides practical guidance for management, emphasizing empowerment, communication, and structured conflict resolution. Overall, cultivating both self-driven initiative and a constructive approach to workplace disagreements is crucial for sustaining high performance and promoting excellence in public sector organizations.
The Impact of Employee Engagement and Organizational Culture on Employee Performance Mediated by Job Satisfaction: Evidence from Bhayangkara Hospital Surabaya Rousita, Nor Handiah; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4036

Abstract

The performance of hospital employees plays a pivotal role in ensuring efficient service delivery, patient satisfaction, and overall organizational effectiveness. Bhayangkara Hospital Surabaya requires a workforce that is engaged, culturally aligned, and satisfied with their roles to achieve high performance standards. This study examines the effects of employee engagement and organizational culture on performance outcomes, incorporating job satisfaction as a mediating variable. Using a quantitative explanatory design, 70 respondents were randomly selected from a population of 234 non-medical staff, ensuring proportional representation across different hospital units. Data were collected using validated Likert-scale instruments and analyzed through multiple linear regression and path analysis. Findings show that both engagement and organizational culture significantly enhance job satisfaction, explaining 59.9% of its variance. Additionally, engagement and culture directly impact employee performance, accounting for 47.6% of variation, while job satisfaction strongly mediates performance outcomes, explaining 64.1% of its variability. These results emphasize that a combination of strong engagement, supportive organizational culture, and high job satisfaction fosters superior productivity, motivation, and work quality among hospital staff. The study offers practical guidance for hospital management, highlighting the importance of creating work environments that encourage employee involvement, uphold shared cultural values, and nurture satisfaction to improve overall performance. Further research is recommended to explore other influential factors, including leadership style, emotional intelligence, and workplace climate, to develop comprehensive strategies for enhancing employee effectiveness in healthcare organizations.
The Impact of Compensation, Work Environment, and Job Stress on Employee Loyalty at Mirota Craft Centre: The Mediating Role of Job Satisfaction Purnomo, Risqy Sigit; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4079

Abstract

Ensuring employees remain loyal is essential for organizational competitiveness and sustainability, more so in creative and craftsmanship-based businesses like the Mirota Craft Centre. This study explores how compensation, the work setting, and the pressures experienced by employees influence their loyalty. Job satisfaction is included as an intermediate factor to explain how these variables are linked. Using a quantitative strategy, all 125 members of the workforce participated as respondents. Questionnaire responses were analyzed through the PLS-SEM technique in SmartPLS 3.0 to test the measurement and structural models. The empirical outcomes reveal that both compensation and the overall work environment contribute positively and significantly toward enhancing satisfaction. Meanwhile, job stress exhibits a small and insignificant negative association. Satisfied employees tend to remain loyal, and satisfaction mediates the impact of compensation and workplace atmosphere on loyalty. However, stress does not operate through satisfaction to shape loyalty. The findings suggest that initiatives aimed at strengthening compensation policies and upgrading workplace quality should be prioritized to secure long-term employee attachment. Even though stress was not shown to significantly reduce satisfaction, preventive measures such as counseling services and better task distribution may still help maintain well-being. The study provides a fresh perspective by evaluating these loyalty determinants simultaneously within a single model in Indonesia’s craft industry. Expanding this research to broader contexts and incorporating other behavioral constructs is recommended.
Work Motivation as a Mediating Factor in the Relationship Between Personality, Competence, and Employee Performance at PT Padmatirta Wisesa Zunaidi, Imam; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4132

Abstract

This article analyzes the strategic role of work motivation in mediating the influence of personality and competence on employee performance at PT Padmatirta Wisesa, operating in the FMCG distribution industry where operational speed and service quality are crucial. Current declines in performance indicators show an urgent need to improve employee attributes and capabilities to remain competitive. A quantitative survey method was implemented, with 35 employees involved as a complete sample. The collected data were evaluated using Partial Least Squares-Structural Equation Modeling (PLS-SEM) to measure structural relationships and mediation significance. The statistical findings demonstrate that both personality and competence have significant positive direct effects on performance, and competence is identified as the dominant factor. Moreover, motivation significantly strengthens these effects, indicating that employees’ strengths in character and knowledge must be supported by a strong intention to achieve in order to deliver superior outcomes. These insights suggest that organizations should not only focus on enhancing skills and knowledge but also design interventions that boost motivational conditions, including performance-based incentives, recognition mechanisms, and career progression accessibility. The study recommends that future investigations expand the proposed model by integrating factors such as organizational climate, workload pressure, or digital readiness to better understand performance determinants in distribution-based environments.
The Impact of Digital Literacy and Achievement Motivation on Employee Performance: The Mediating Role of Innovative Behavior in the Communication and Information Office of Pasuruan Regency Sari, Rivamawati Milla; Sundjoto, Sundjoto; Rahayu, Sri; Fitrianty, Rifda
RIGGS: Journal of Artificial Intelligence and Digital Business Vol. 4 No. 4 (2026): November - January
Publisher : Prodi Bisnis Digital Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/riggs.v4i4.4165

Abstract

The rapid advancement of digital technologies has reshaped organizational operations and demands employees to master evolving systems while maintaining effective performance. This study examines the influence of digital literacy and achievement motivation on employee performance, with innovative behavior as a mediating factor, at the Communication and Information Office of Pasuruan Regency. A quantitative explanatory approach was applied, involving all 65 employees as respondents through structured questionnaires, supported by observations and interviews to strengthen data accuracy. Data were processed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to evaluate both the measurement and structural models. The findings reveal that digital literacy significantly enhances employee performance by improving information processing abilities, technological adaptability, and the effective use of digital platforms to support work completion. Achievement motivation also shows a positive effect on performance, reflecting the role of personal initiative and goal-oriented behavior. Among the tested variables, innovative behavior demonstrates the strongest impact on performance, indicating that creativity, willingness to innovate, and problem-solving capabilities are essential for achieving optimal results. Furthermore, digital literacy and achievement motivation indirectly influence performance through innovative behavior, confirming its mediating role in the model. These results highlight the importance of continuous digital competency development, motivation enhancement through recognition and fair evaluation, and the creation of a supportive climate for innovation. Future research may explore additional contextual factors such as leadership style or work environment to enrich understanding of performance improvement in digitally oriented public institutions.
Co-Authors Agus Sudono, Agus Ahmadi, Raden Khaeru Alghamsah, Moch. Hasbi Basith, Heryaas Cisilia, Magdalena Eko Wahyu Wibowo Fatchurrohman, Mochamad Febrianto, Dhimas Bagus Wahyu Harjanti, Wulandari Hidayatullah, Ali Holis, Nur Kuswandi Kuswandi Muhammad Gunawan Wibisono, Muhammad Gunawan Purnomo, Risqy Sigit Purwati, Heni Kartika Indah Rachmad Hidayat RAHMATIKA, FERIZKA Ratna Dewi Rockyanto Rousita, Nor Handiah Sari, Rivamawati Milla Setiadi, Pompong B. SRI RAHAYU Sugiarti Sugiarti Sukmanto, Indria Sundjoto Sundjoto, Sundjoto Tri Haryanto Trilaksono, Suryo Purnomo Vilonia, Neyva Talitha Wahjoedi, Tri Wayan Kaweri, Ni Widayati, Pipiet Zunaidi, Imam