Articles
<![CDATA[Pendampingan Manajemen dan Entrepreneurial Leadership dalam Meningkatkan Layanan dan Daya Saing Organisasi bagi Pengurus OSIS SMA Pembangunan Laboratorium UNP Kota Padang ]]>
<![CDATA[Arsita, Sari]]>;
<![CDATA[Erlin, Nia Ariyani]]>;
<![CDATA[Mefid, Khairen Niza]]>
<![CDATA[ Jurnal Pengabdian kepada Masyarakat DEWANTARA Vol 7 No 2 (2024): Jurnal Pengabdian kepada Masyarakat DEWANTARA ]]>
Publisher : <![CDATA[Lembaga Penelitian dan Pengabdian Pada Masyarakat Universitas Tamansiswa Padang ]]>
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DOI: 10.31317/jpmd.v7i2.1060
<![CDATA[Dalam era globalisasi yang semakin kompleks, kemampuan manajerial dan kepemimpinan kewirausahaan menjadi sangat penting bagi pemimpin muda untuk mengelola organisasi secara efektif dan berkelanjutan. Pelatihan ini dirancang untuk memberikan pemahaman teoritis serta keterampilan praktis dalam manajemen dan kepemimpinan yang berbasis kewirausahaan, dengan harapan dapat mengembangkan kompetensi pengurus OSIS dalam merancang, mengimplementasikan, dan mengelola program-program yang inovatif serta berorientasi pada hasil. Kegiatan ini dalam tiga tahapan utama: persiapan, pelaksanaan, dan evaluasi. Tahap persiapan melibatkan identifikasi kebutuhan organisasi dan perancangan program pelatihan yang komprehensif. Tahap pelaksanaan dilakukan melalui workshop intensif yang mencakup pengenalan konsep dasar hingga penerapan praktis manajemen dan kepemimpinan entrepreneurial dalam konteks organisasi siswa. Siswa juga didorong untuk mengembangkan proyek nyata yang bertujuan meningkatkan kualitas layanan dan daya saing OSIS. Tahap evaluasi mencakup analisis dampak pelatihan melalui observasi langsung, penilaian proyek, serta feedback dari peserta dan guru pendamping.]]>
<![CDATA[Pelatihan Psychological First Aid (PFA) untuk Meningkatkan Mitigasi Bencana Anggota Pramuka Peduli Kwarcab Kota Payakumbuh ]]>
<![CDATA[Lusiria, Devi]]>;
<![CDATA[Pratama, Mario]]>;
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Jurnal SOLMA Vol. 14 No. 1 (2025) ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Prof. DR. Hamka (UHAMKA Press) ]]>
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DOI: 10.22236/solma.v14i1.16771
<![CDATA[Pendahuluan: Bencana yang terjadi sering kali menimbulkan dampak psikologis pada korban. Psychological First Aid merupakan pendekatan praktis yang memberikan dukungan psikologis pada penyintas bencana. Studi ini bertujuan untuk memberikan relawan bekal keterampilan dalam menangani dampak psikologis penyintas bencana melalui pelatihan Psychological First Aid. Metode: Pendekatan penelitian kuasi eksperimen dengan desain One Grup Pretest-Posttest Design. Hasil: Untuk mengukur efektivitas pelatihan dilakukan uji paired sample t-test dengan hasil nilai t = -14,209 dengan p<0,001. Hal ini berarti terdapat perbedaan yang signifikan skor pengetahuan peserta sebelum dan setelah pelatihan. Kesimpulan: Pelatihan ini terbukti dapat meningkatkan mitigasi bencana anggota pramuka peduli terutama dalam menangani dampak psikologi penyintas bencana.]]>
<![CDATA[Digital Leadership and Job Satisfaction: The Role of Intrinsic Motivation as Mediating Variable ]]>
<![CDATA[Ayun, Tiara Qurata]]>;
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Journal of Management and Administration Provision Vol. 5 No. 2 (2025): Journal of Management and Administration Provision ]]>
Publisher : <![CDATA[Pusat Studi Pembangunan dan Pemberdayaan ]]>
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DOI: 10.55885/jmap.v5i2.587
<![CDATA[In order to have a flexible, effective workplace that promotes the psychological health of employees, leaders must be able to use technology into their leadership style. The purpose of this study is to examine how digital leadership affects PT Semen Padang employees' job satisfaction using intrinsic motivation as a mediating factor. 140 respondents were chosen using proportionate random sampling approaches for this quantitative study, which use the Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis technique. The study's findings suggest that intrinsic motivation and job satisfaction are positively and significantly impacted by digital leadership. The association between digital leadership and job satisfaction has been shown to be considerably mediated by intrinsic motivation, which likewise has a positive and considerable impact on job satisfaction. The Self-Determination Theory (SDT), which holds that meeting fundamental psychological needs like competence, autonomy, and connectivity can boost intrinsic motivation and eventually lead to greater job satisfaction, is supported by these findings. The study's results highlight how crucial it is for managers to cultivate digital leadership as a tactic for raising worker motivation and job satisfaction, particularly when dealing with the difficulties posed by digital transformation in the industrial workplace.]]>
<![CDATA[Work Values and Multidimensional Career Commitment on Perceived Career Success: Reassessing Hybrid Career Perspective ]]>
<![CDATA[Erlin, Nia Ariyani]]>;
<![CDATA[Syahrizal]]>;
<![CDATA[Siregar, Tika Rahma Yani]]>
<![CDATA[ Jurnal Mebis Vol. 10 No. 1: July 2025 ]]>
Publisher : <![CDATA[UPN "Veteran" Jawa Timur ]]>
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DOI: 10.33005/mebis.v10i1.682
<![CDATA[Perceived career success in employee career development has received much attention in recent years. Keeping that in mind, this research examines the relationship between intrinsic and extrinsic work values and perceived career success within a hybrid career orientation. This research also tests the mediating role of multidimensional career commitment, which includes career resilience, career planning, and career identity. The sample consisted of 322 civil servants working in government agencies in Indonesia. The SEM-AMOS analytical model was used to test the measurement and structural models. The findings of the research study indicated a positive correlation between intrinsic work value and perceived career success. Moreover, the relationship between intrinsic work values and perceived career success was found to be influenced by career resilience, career planning, and career identity. In contrast, no significant relationship was observed between extrinsic work values and perceived career success. However, extrinsic work values were negatively related to career resilience. This research suggests that human resource management practitioners can enhance career management by emphasizing multidimensional career commitment and intrinsic work values.]]>
<![CDATA[How Employer Branding Shapes Person-Organization Fit in Gen Z: The Strategic Role of Social Media: JEL Classification: D22, G21, M31, O16, L26 ]]>
<![CDATA[Salma, Arinda]]>;
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Journal La Bisecoman Vol. 6 No. 3 (2025): Journal La Bisecoman ]]>
Publisher : <![CDATA[Newinera Publisher ]]>
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DOI: 10.37899/journallabisecoman.v6i3.2293
<![CDATA[As the world continues to develop and change, generations and intergenerational expectations are also changing. One of them is Generation Z, which shows unique characteristics in choosing a job, prioritizing the alignment of values and company culture. This study aims to examine the effect of employer branding on person- organization fit (P-O fit) in Generation Z job seekers, with social media as a mediating variable. The method used in this study is a quantitative approach with data collection through a questionnaire distributed online to 136 respondents who met the research criteria. The results of the analysis using SmartPLS show that employer branding has a positive and significant effect on P-O fit, and social media plays an important role in increasing this influence. These findings emphasize that companies need to build a strong and transparent image through social media to attract and retain Generation Z talent. This study provides insight for companies in formulating effective recruitment strategies in a competitive labor market.]]>
<![CDATA[From Branding to Applying: The Role of Corporate Reputation as a Mediating Variable among Gen Z ]]>
<![CDATA[Febrina, Shinta]]>;
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Golden Ratio of Human Resource Management Vol. 6 No. 1 (2026): August - February ]]>
Publisher : <![CDATA[Manunggal Halim Jaya ]]>
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DOI: 10.52970/grhrm.v6i1.1613
<![CDATA[Intention to apply is the process by which individuals begin to show interest in joining a company, particularly among Gen Z students. Gen Z has different preferences when choosing a workplace compared to previous generations. Therefore, companies must not only compete in terms of products and services but also in the recruitment process. The purpose of this study is to examine how employer branding influences Gen Z students' intention to apply in Padang City, using corporate reputation as a mediating factor. A total of 140 respondents were selected using purposive random sampling for quantitative research employing Partial Least Squares Structural Equation Modeling (PLS-SEM) as the analytical tool. The findings of this study conclude that (1) employer branding has a significant positive effect on intention to apply, (2) employer branding has a significant positive effect on corporate reputation, (3) corporate reputation has a significant positive effect on intention to apply, and (4) corporate reputation significantly mediates the effect of employer branding on intention to apply. The results of this study are expected to provide strategic recommendations for companies in Padang City to compete in attracting high-quality young talent in this digital era.]]>
<![CDATA[Too tired to engage? the impact of emotional exhaustion on outsourced employees with job satisfaction as a mediating variable ]]>
<![CDATA[Sri Hidayah, Rahma Dini]]>;
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Jurnal Mantik Vol. 9 No. 2 (2025): August: Manajemen, Teknologi Informatika dan Komunikasi (Mantik) ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/mantik.v8i6.6582
<![CDATA[Employee engagement is essential to enhancing organizational performance; however, it may be adversely affected by emotional exhaustion, particularly among outsourced workers who often face unique challenges in the workplace. Although employee engagement plays a critical role, there has been insufficient focus on how emotional exhaustion diminishes engagement, particularly among outsourced industrial workers who often encounter intense job demands and limited support. This research seeks to investigate the influence of emotional exhaustion on employee engagement, with job satisfaction considered as a mediating factor. This research explores how emotional exhaustion impacts employee engagement, with job satisfaction functioning as an intermediary in the relationship. The focus is on outsourced personnel working in the Inventory Unit at PT Semen Padang. Utilizing a quantitative method and survey data from 52 outsourced workers, This research utilizes Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze the relationships between variables The analysis indicates that emotional exhaustion does not directly influence engagement. Instead, it significantly lowers job satisfaction, which subsequently enhances engagement demonstrating a full mediation effect. align with the Job Demands–Resources (JD-R) model, emphasizing the buffering function of job satisfaction against the negative impact of emotional stress. Practical implications include the need for management to enhance psychological support, stress management, and communication to improve employee satisfaction and engagement. Future research is recommended to explore additional variables and diverse employee populations to deepen the understanding of factors influencing engagement]]>
<![CDATA[Building a career through growth mindset and grit: a study of organization students ]]>
<![CDATA[Maharani, Mutiara]]>;
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Jurnal Mantik Vol. 9 No. 2 (2025): August: Manajemen, Teknologi Informatika dan Komunikasi (Mantik) ]]>
Publisher : <![CDATA[Institute of Computer Science (IOCS) ]]>
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DOI: 10.35335/mantik.v8i6.6583
<![CDATA[Career adaptability has emerged as an important competency in today’s dynamic and unpredictable work environment. Many university students still face considerable challenges in developing the flexibility and perseverance required to respond effectively to complex and evolving career demans in a competitive global marketplace. This research examines how a growth mindset impacts individuals' ability to adapt to their careers, with grit positioned as a mediating variable, with a focus on students who actively participate in student organizations at the Faculty of Economics and Business, Padang State University. A quantitative method was employed, utilizing data gathered from a structured questionnaire distributed to 110 respondents selected using probability sampling techniques. The data were processed using Structural Equation Modeling (SEM-PLS) with the assistance of SmartPLS version 4.0 software. The findings showed that growth mindset significantly influenced career adaptability, with grit as a mediating factor. The results of this study highlight the value of promoting a growth-oriented mindset and persistence in a organizational context to improve students overall career readiness, adaptability, personal development, and resilience in the future workplace.]]>
<![CDATA[Career Decision Self-Efficacy pada Mahasiswa Tingkat Akhir ]]>
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 3 No. 3 (2022) ]]>
Publisher : <![CDATA[Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI) ]]>
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DOI: 10.36312/jcm.v3i3.3481
<![CDATA[Mahasiswa tingkat akhir biasanya telah mulai serius memikirkan masa depan mereka, khususnya mengenai karir mereka ke depan. Transisi dari mahasiswa menjadi seorang pekerja merupakan sebuah tantangan yang harus dihadapi dengan persiapan. Penelitian ini bertujuan untuk mendeskripsikan bagaimana tingkatan Career Decision Self-Efficacy (CDSE) dari mahasiswa tingkat akhir jurusan manajemen FEB UNP. Responden penelitian ini terdiri dari 80 mahasiswa yang mengisi kuesioner secara daring. Penelitian ini juga melakukan analisis crosstab untuk melihat lebih jauh apakah ada perbedaan tingkat CDSE mahasiswa dengan beberapa hal sesuai latar belakang mereka. Menggunakan bantuan dari software SPSS 21.0, hasil penelitian ini akan dijelaskan di bagian diskusi.]]>
<![CDATA[Self Esteem and Career Adaptability Among College Graduates: The Role of Career Decision Self Efficacy as Mediating Variable ]]>
<![CDATA[Sitorus, Veronica]]>;
<![CDATA[Erlin, Nia Ariyani]]>
<![CDATA[ Journal of Management and Administration Provision Vol. 5 No. 2 (2025): Journal of Management and Administration Provision ]]>
Publisher : <![CDATA[Pusat Studi Pembangunan dan Pemberdayaan ]]>
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DOI: 10.55885/jmap.v5i2.656
<![CDATA[The increasing challenges in the career world ultimately require human resources who are able to adapt quickly to changes and developments. The purpose of this study is to explain how self-esteem affects adaptability in careers by using self-efficacy in career decision-making as a mediator. This quantitative study involved 200 respondents selected using a purposive sampling approach, with data analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) 4.0. The results of the study indicate that career adaptability and self-efficacy in career decision-making are positively and significantly influenced by self-esteem. The relationship between self-esteem and career adaptability is mediated by self-efficacy in career decision-making, which also has a positive and significant impact on career adaptability. Career Construction Theory (CCT) in this study states that fulfilling basic psychological needs such as self-esteem can increase career decision self efficacy, which ultimately enhances career adaptability. The findings of this study highlight the importance for university graduates to develop self-esteem as a means to enhance confidence in career decision-making and career adaptability, especially in facing the challenges of an increasingly competitive career world.]]>
