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All Journal JEA17: Jurnal Ekonomi Akuntansi Jurnal Manajemen JOURNAL OF SCIENCE AND SOCIAL RESEARCH MANAJEMEN DEWANTARA JURNAL LENTERA BISNIS Jurnal Ilmiah Edunomika (JIE) JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS (JHSSB) COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Golden Ratio of Mapping Idea and Literature Format International Journal Administration, Business & Organization Neo Journal of economy and social humanities Journal of Artificial Intelligence and Digital Business Research Horizon 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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The Impact of Organizational Digital Transformation and HR Technology Adoption on Employee Performance at PT PAL Indonesia Anggraini, Mike Dian; Rahayu, Sri; Sundjoto, Sundjoto; 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.v4i4.5609

Abstract

This study examines the impact of organizational digital transformation and HR technology adoption on employee performance at PT PAL Indonesia, a state-owned enterprise operating in the maritime defense manufacturing sector. Using a quantitative explanatory approach, this research adopts a census design involving all 1,444 permanent employees as respondents. Data were collected through a structured questionnaire using a five-point Likert scale and analyzed using multiple linear regression with SPSS. The results demonstrate that organizational digital transformation has a positive and significant effect on employee performance, indicating that digitalized infrastructure, integrated systems, leadership support, and a supportive digital culture enhance employees’ productivity, work quality, and adaptability. In addition, HR technology adoption reflected in the use of human capital management systems, e-learning platforms, and digital performance management tools also shows a positive and significant influence on employee performance. Simultaneous testing confirms that both variables jointly form a coherent system that significantly explains variations in employee performance. The regression model exhibits strong explanatory power, with an R² value of 0.657, indicating that 65.7% of employee performance variance is explained by the model. These findings highlight that digital transformation yields optimal performance outcomes when supported by active employee adoption of HR technologies. The study contributes to the digital human resource management literature by providing empirical evidence from a large, labor-intensive manufacturing SOE context and offers practical insights for organizations seeking to implement human-centered digital transformation strategies to enhance sustainable employee performance.
EMPLOYEE PERFORMANCE ANALYSIS WITH MOTIVATION AS AN INTERVENING VARIABLE AT PT BRANTA INDO NIAGA. Werdimansyah, Farah; Hidayat, Rachmad; Rahayu, Sri; Fitrianty, Rifda
JOURNAL OF SCIENCE AND SOCIAL RESEARCH Vol 8, No 2 (2025): May 2025
Publisher : Smart Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54314/jssr.v8i2.2992

Abstract

Abstract: PT. Branta Indo Niaga's output level, the company's sales and production have fallen over the last four years. This study aims to ascertain how transformational leadership affects PT. Branta Indo Niaga employees' motivation. to determine how PT. Branta Indo Niaga employees' performance is affected by transformational leadership.  to determine how motivation affects PT. Branta Indo Niaga's performance.  to ascertain how transformational leadership affects worker performance using PT. Branta Indo Niaga's motivation as an intervening variable. To confirm the association between variables, this study used quantitative analysis and variation-based or component-based structural equation modeling (SEM), specifically partial least squares, or PLS. All 39 employees of PT. Branta Indo Niaga comprise the population used in this study.  The sampling strategy is a saturated sample, meaning that all 39 employees of PT. Branta Indo Niaga are included. The study's findings demonstrate that PT. Branta Indo Niaga employees' motivation is significantly improved by transformational leadership. Employee performance at PT. Branta Indo Niaga is significantly improved by transformational leadership.  Employee performance at PT. Branta Indo Niaga is significantly improved by motivation.  The impact of transformative leadership on PT. Branta Indo Niaga employees' performance might be mitigated by motivation. Keyword: Human Resources, Transformational Leadership, Motivation, Employee Performance. Abstrak: Tingkat output PT. Branta Indo Niaga, penjualan dan produksi perusahaan telah turun selama empat tahun terakhir. Penelitian ini bertujuan untuk memastikan bagaimana kepemimpinan transformasional mempengaruhi motivasi karyawan PT. Branta Indo Niaga. untuk menentukan bagaimana kinerja karyawan PT. Branta Indo Niaga dipengaruhi oleh kepemimpinan transformasional. untuk menentukan bagaimana motivasi mempengaruhi kinerja PT. Branta Indo Niaga. untuk memastikan bagaimana kepemimpinan transformasional mempengaruhi kinerja pekerja dengan menggunakan motivasi PT. Branta Indo Niaga sebagai variabel intervening. Untuk mengkonfirmasi hubungan antara variabel, penelitian ini menggunakan analisis kuantitatif dan pemodelan persamaan struktural (SEM) berbasis variasi atau berbasis komponen, khususnya kuadrat terkecil parsial, atau PLS. Semua 39 karyawan PT. Branta Indo Niaga merupakan populasi yang digunakan dalam penelitian ini. Strategi pengambilan sampel adalah sampel jenuh, yang berarti bahwa semua 39 karyawan PT. Branta Indo Niaga disertakan. Temuan penelitian menunjukkan bahwa motivasi karyawan PT. Branta Indo Niaga ditingkatkan secara signifikan oleh kepemimpinan transformasional. Kinerja karyawan di PT. Branta Indo Niaga ditingkatkan secara signifikan oleh kepemimpinan transformasional. Kinerja karyawan di PT. Branta Indo Niaga ditingkatkan secara signifikan oleh motivasi. Dampak kepemimpinan transformatif terhadap kinerja karyawan PT. Branta Indo Niaga dapat dikurangi oleh motivasi. Kata kunci: Sumber Daya Manusia, Kepemimpinan Transformasional, Motivasi, Kinerja Karyawan.
The Influence of Human Resource Development, Competence, and Teamwork on the Performance of Account Representative (AR) Employees at KPP Madya Surabaya Khatami, Addienul; Rahayu, Sri; Sundjoto, Sundjoto; Fitrianty, Rifda
JOURNAL OF HUMANITIES, SOCIAL SCIENCES AND BUSINESS Vol. 5 No. 2 (2026): FEBRUARY
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/jhssb.v5i2.2100

Abstract

Improving employee performance is critical for the Directorate General of Taxes (DGT), especially as it undergoes bureaucratic reform and service digitization. The Account Representative (AR) at the Surabaya Medium Tax Office (KPP Madya Surabaya) plays a vital frontline role in serving taxpayers and influencing national revenue. This research seeks to examine the extent to which Human Resource Development, Competence, and Teamwork shape the performance of Account Representative personnel at KPP Madya Surabaya. Employing a quantitative correlational approach, data were collected through a questionnaire that had undergone validity and reliability testing. The study involved 40 employees selected via a saturated sampling technique. Data analysis was conducted using multiple linear regression. The findings reveal that Human Resource Development and Competence do not exert a statistically significant influence on employee performance when assessed individually, whereas Teamwork demonstrates a significant partial effect. When evaluated collectively, all three independent variables significantly influence performance outcomes. The coefficient of determination (R²) of 0.588 indicates that Human Resource Development, Competence, and Teamwork collectively account for 58.8 percent of the variance in employee performance, with the remaining proportion attributable to factors beyond the scope of this research model. This study offers evidence-based recommendations for the DGT and Surabaya Medium Tax Office to design better-integrated HR policies, strengthen teamwork, and address competency gaps among Account Representatives, ultimately supporting reform, service quality, and revenue goals.
The Influence Of Communication, Confidence And Appearance On Service User Satisfaction At The Bangkalan Tax Service Office Primantoko, Radityo Angga; Rahayu, Sri; Fitrianty, Rifda
Neo Journal of economy and social humanities Vol 2 No 2 (2023): Neo Journal of Economy and Social Humanities, June 2023
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v2i2.107

Abstract

This study examines the influence between communication, confidence and appearance on service user satisfaction at the Bangkalan Tax Service Office. The population of this study were all taxpayers registered at KPP Pratama Bangkalan, totaling 86,815 taxpayers. The sampling technique is because the population is known, a cross-sectional sample is used, based on the sampling technique the researcher decides to take 96 respondents to be studied. The results showed that simultaneously the variables of communication, confidence and appearance had an effect on service user satisfaction at the Bangkalan Tax Service Office, while partially the variables of communication, confidence and appearance had a significant effect on service user satisfaction at the Bangkalan Tax Service Office.
Implementation Of The Employment Guarantee Program In An Effort To Improve The Psychological Well-Being Of Employees Of The South Sidoarjo Pratama Tax Service Office Rockyanto; Rahayu, Sri; Sundjoto; Fitrianty, Rifda
Neo Journal of economy and social humanities Vol 3 No 3 (2024): Neo Journal of economy and social humanities
Publisher : International Publisher (YAPENBI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56403/nejesh.v3i3.220

Abstract

Labor social security is needed by informal sector workers or workers outside the relationship. One of the employment security programs established under the auspices of the DGT is CBB (Perkumpulan Cakti Budddhi Bhakti). This research examines what the implementation of the CBB employment guarantee program in the South Sidoarjo Pratama Tax Service Office looks like, then find out how to improve the psychological well-being of employees of the South Sidoarjo Pratama Tax Service Office, with the implementation of the CBB employment guarantee program and to find out effective strategies in realizing the implementation of the CBB employment guarantee program. This research was conducted on 5 resource persons representing each division in the South Sidoarjo Pratama Tax Service Office. This research uses descriptive qualitative research methods with a case study approach. The data collection method was carried out by interview. The results of the study found that the implementation of the CBB job guarantee program is quite good, but there are still obstacles in the field. One of them is the delivery of knowledge information about the CBB work guarantee program is still very minimal, the implementation of the CBB work guarantee program can improve the psychological well-being of employees of the South Sidoarjo Pratama Tax Service Office, and strategies that can be done to improve the implementation of the CBB work program, one of which is to involve the central party as the authority for this program, in socializing to all DGT employees without exception.
PENGARUH TEKANAN WAKTU (TIME PRESSURE) DAN DUKUNGAN ORGANISASI (PERCEIVED ORGANIZATIONAL SUPPORT) TERHADAP KUALITAS AUDIT (AUDIT QUALITY) DENGAN STRESS KERJA (JOB STRESS) SEBAGAI VARIABEL MEDIASI PADA PEGAWAI SUBUNSUR AUDIT KANWIL DIREKTORAT JENDERAL BEA DAN CUKAI JAWA TIMUR I Yazid, Zulfadli; Rahayu, Sri; Fitrianty, Rifda
JURNAL LENTERA BISNIS Vol. 15 No. 2 (2026): JURNAL LENTERA BISNIS, Mei 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i2.2418

Abstract

This study aims to analyze the effects of time pressure and perceived organizational support on audit quality, with job stress as a mediating variable among employees of the Audit Subunit at customs and excise regional office I of east java. This study employed a quantitative approach using a survey method. The population and sample consisted of 41 employees selected through saturated sampling. Data were collected using a Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling with SmartPLS. Hypothesis testing was conducted through bootstrapping with 500 subsamples. The results show that time pressure has a positive and significant effect on job stress, while perceived organizational support has a negative and significant effect on job stress. Job stress has a negative and significant effect on audit quality. Time pressure and perceived organizational support do not have significant direct effects on audit quality. Job stress mediates the effect of time pressure on audit quality but does not mediate the effect of perceived organizational support on audit quality. These findings indicate that managing time pressure and job stress is essential for maintaining audit quality.
PENGARUH PELATIHAN DAN KEPEMIMPINAN TRANSFORMASIONAL TERHADAP ADAPTABILITAS PEGAWAI DENGAN KOMPETENSI SEBAGAI VARIABEL MEDIASI PADA PEGAWAI KANTOR WILAYAH DIREKTORAT JENDERAL BEA DAN CUKAI JAWA TIMUR I Zulkarnain, Zaki; Rahayu, Sri; Fitrianty, Rifda
JURNAL LENTERA BISNIS Vol. 15 No. 2 (2026): JURNAL LENTERA BISNIS, Mei 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i2.2419

Abstract

This study aims to analyze the effects of training and transformational leadership on employee adaptability, with competence as a mediating variable among employees of customs and excise regional office I of east java. This study employed a quantitative approach using a survey method. The population and sample consisted of 194 employees selected through saturated sampling. Data were collected using a Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling with SmartPLS. The results show that training and transformational leadership have positive and significant effects on employee competence. Competence, training, and transformational leadership also have positive and significant effects on employee adaptability. Competence significantly mediates the effects of training and transformational leadership on employee adaptability. Since both the direct and indirect effects are significant, competence functions as a complementary partial mediator. These findings indicate that employee adaptability can be strengthened through relevant training programs, transformational leadership practices, and continuous competence development.
PENGARUH PENEGAK DISIPLIN DAN SISTEM REWARD AND PUNISHMENT TERHADAP KEPATUHAN PEGAWAI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA SUB UNSUR AUDIT KANWIL BEA DAN CUKAI JAWA TIMUR I Arba, Yan Muhtadi; Rahayu, Sri; Fitrianty, Rifda
JURNAL LENTERA BISNIS Vol. 15 No. 2 (2026): JURNAL LENTERA BISNIS, Mei 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i2.2420

Abstract

This study aims to analyze the effects of discipline enforcement and reward and punishment systems on employee compliance, with job satisfaction as a mediating variable among employees of the Audit Sub-Element at customs and excise regional office I of east java. This study employed a quantitative approach using a survey method. The population and sample consisted of 41 employees selected through saturated sampling. Data were collected using a Likert-scale questionnaire and analyzed using Partial Least Squares-Structural Equation Modeling with SmartPLS. The results show that discipline enforcement and reward and punishment systems have positive and significant effects on job satisfaction. Job satisfaction has a positive and significant effect on employee compliance and represents the strongest direct effect in the research model. In contrast, discipline enforcement and reward and punishment systems do not have significant direct effects on employee compliance. Job satisfaction fully mediates the effects of discipline enforcement and reward and punishment systems on employee compliance. These findings indicate that employee compliance can be more effectively strengthened through fair, transparent, and consistent discipline enforcement and reward and punishment systems that improve job satisfaction.
PENGARUH RISIKO PEKERJAAN DAN LINGKUNGAN KERJA TERHADAP KINERJA PEGAWAI DENGAN KEPEMIMPINAN TRANSFORMASIONAL SEBAGAI VARIABEL MODERASI PADA PEGAWAI KANTOR WILAYAH DJBC JAWA TIMUR I Anshori, Wahid; Rahayu, Sri; Fitrianty, Rifda
JURNAL LENTERA BISNIS Vol. 15 No. 2 (2026): JURNAL LENTERA BISNIS, Mei 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i2.2421

Abstract

This study aims to analyze the effects of occupational risk and work environment on employee performance and examine the moderating role of transformational leadership among employees of customs and excise regional office I of east java. This study employed a quantitative survey approach. The population and sample consisted of 194 employees selected through saturated sampling. Data were collected using a Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling with SmartPLS. The results show that occupational risk has a negative and significant effect on employee performance, while the work environment and transformational leadership have positive and significant effects on employee performance. Transformational leadership does not moderate the effect of occupational risk on employee performance. However, transformational leadership strengthens the positive effect of the work environment on employee performance. The research model explains 72.2% of the variance in employee performance. These findings indicate that improving employee performance requires effective occupational risk management, a supportive work environment, and stronger transformational leadership practices.
PENGARUH ETHICAL CLIMATE DAN KEPEMIMPINAN ETIS TERHADAP MORAL DISENGAGEMENT DENGAN KOMITMEN ORGANISASI SEBAGAI VARIABEL MEDIASI PADA PEGAWAI KANTOR WILAYAH DJBC JAWA TIMUR I Suhartoyo, Suhartoyo; Rahayu, Sri; Fitrianty, Rifda
JURNAL LENTERA BISNIS Vol. 15 No. 2 (2026): JURNAL LENTERA BISNIS, Mei 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i2.2422

Abstract

This study aims to analyze the effects of ethical climate and ethical leadership on moral disengagement, with organizational commitment as a mediating variable among employees of customs and excise regional office I of east java. This study employed a quantitative approach using a survey method. The population and sample consisted of 194 employees selected through saturated sampling. Data were collected using a Likert-scale questionnaire and analyzed using Partial Least Squares Structural Equation Modeling with SmartPLS. Hypothesis testing was conducted through a bootstrapping procedure. The results show that ethical climate and ethical leadership have positive and significant effects on organizational commitment. Organizational commitment, ethical climate, and ethical leadership have negative and significant effects on moral disengagement. Organizational commitment also partially and complementarily mediates the effects of ethical climate and ethical leadership on moral disengagement. The model explains 66.1% of the variance in moral disengagement. These findings indicate that strengthening the ethical climate, leadership role modeling, and employee commitment is essential to reducing the tendency to justify behavior that conflicts with organizational moral values
Co-Authors Afrian, Nurul Agus Sudono, Agus Alghamsah, Moch. Hasbi Anggraini, Mike Dian Anshori, Wahid Arba, Yan Muhtadi Arif Wibowo Asdwiyantoro, Septian Babun Suharto Basith, Heryaas Cisilia, Magdalena Eko Wahyu Wibowo Febriana, Ika Febrianto, Dhimas Bagus Wahyu Harjanti, Wulandari Hidayatullah, Ali Holis, Nur Kanti, Ati Nurmi Khatami, Addienul Kurniawati, Dyah Ayu Mochamad Fatchurrohman Muhammad Gunawan Wibisono, Muhammad Gunawan Prasetyo, Dheni Prasetyowati, Chandra Prihandana, Herdi Primantoko, Radityo Angga Purnomo, Risqy Sigit Purwanto Purwanto Rachmad Hidayat RAHMATIKA, FERIZKA Ratna Dewi Rockyanto Rousita, Nor Handiah Sari, Rivamawati Milla Setiadi, Pompong B. Sholichin, Abdul Majid Riyadu SRI RAHAYU Sudarsono, Aditya Budi Sugiarti Sugiarti Suhartoyo Suhartoyo, Suhartoyo Sukmanto, Indria Sundjoto Sundjoto, Sundjoto Syafitra, Deri Tri Haryanto Trilaksono, Suryo Purnomo Vilonia, Neyva Talitha Wahjoedi, Tri Wayan Kaweri, Ni Werdimansyah, Farah Wibowo, Edy Dwi Widayati, Pipiet WINDY WINDY Yazid, Zulfadli Yohana, Febrita Zulkarnain, Zaki Zunaidi, Imam