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All Journal Journal of Economic, Bussines and Accounting (COSTING) JURNAL LENTERA BISNIS Tolis Ilmiah: Jurnal Penelitian International Journal of Business, Law, and Education Journal Of Human And Education (JAHE) West Science Interdisciplinary Studies Jurnal Geosains West Science (JUMPER) West Science Interdisciplinary Studies West Science Social and Humanities Studies ANALOGI: Jurnal Arsitektur, Lingkungan Binaan & Planologi Journal of Moeslim Research Technik
Yusuf, Ramdan
Unknown Affiliation
Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Automotive Engineering Civil Engineering, Building, Construction & Architecture Control & Systems Engineering Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Neuroscience Public Health Social Sciences Other

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THE ROLE OF WORK MOTIVATION AND TRANSFORMATIONAL LEADERSHIP ON ENHANCING EMPLOYEE ENGAGEMENT Syauqi, Ahmad; Susanto, Susanto; Sobir, Obing Zaid; Yusuf, Ramdan; Awaludin, Dipa Teruna
Journal of Economic, Bussines and Accounting (COSTING) Vol. 9 No. 1 (2026): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/wsy31z82

Abstract

This study aims to examine the role of Work Motivation and Transformational Leadership in enhancing employee engagement  in private companies. Using a quantitative research approach, data were collected from 100 employees through a purposive sampling technique. The data were analyzed using partial least squares (PLS) regression, assisted by SmartPLS version 3.29. The results reveal that work motivation has a significant positive effect on employee engagement, indicating that employees who experience a better work environment and balance tend to be more engaged in their work. In contrast, Transformational Leadership do not have a significant impact on employee engagement. These findings suggest that private companies seeking to increase employee engagement should not rely solely on leadership factors,but should also focus on developing strong organizational motivation that strengthens engagement at all levels of the organization.
STRATEGI TALENT MANAGEMENT DALAM MENINGKATKAN RETENSI KARYAWAN BERPOTENSI TINGGI Dewi, Susantriana; Yusuf, Ramdan; Tawil, Muhamad Risal; Tammubua, Milcha Handayani; Agustina, Wiwit
JURNAL LENTERA BISNIS Vol. 15 No. 1 (2026): JURNAL LENTERA BISNIS, JANUARI 2026
Publisher : POLITEKNIK LP3I JAKARTA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34127/jrlab.v15i1.2182

Abstract

This study aims to analyze talent management strategies for increasing the retention of high-potential employees. The approach used was qualitative, with descriptive research. Data were collected through in-depth interviews, observations, and documentation with informants consisting of organizational leaders, human resource managers, and high-potential employees selected using purposive sampling techniques. Data analysis was conducted using an interactive model encompassing data reduction, data presentation, and conclusion drawing. Its validity was tested through triangulation of sources and methods. The results indicate that talent management strategies, including talent identification, competency development, and career and success planning, have a significant influence on increasing the retention of high-potential employees. Supporting factors such as effective leadership, competitive reinforcement, and a positive organizational culture contribute to retention success. However, implementation challenges remain, such as the lack of an integrated system and suboptimal program development. Therefore, organizations need to develop a comprehensive, sustainable talent management strategy that focuses on individual employee needs to improve organizational loyalty and performance.
The Influence of Transformational Leadership, Job Satisfaction, and Organizational Commitment on Employee Performance Permana, Setia; Dera, Firman; Yusuf, Ramdan; Laksmi, Noorhani Dyani
Journal Management & Economics Review (JUMPER) Vol. 3 No. 10. 1 (2026): Special Issue: Call For Paper JUMPER
Publisher : Malaqbi Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59971/jumper.v3i10. 1.1030

Abstract

This study aims to examine the influence of transformational leadership, job satisfaction, and organizational commitment on employee performance. In today's competitive organizational environment, improving employee performance is essential for achieving organizational effectiveness and sustainability. Transformational leadership is considered an important leadership approach that inspires employees to achieve higher levels of performance, while job satisfaction and organizational commitment are key psychological factors that influence employees’ attitudes and behaviors in the workplace. This study employs a quantitative research approach with an explanatory research design to analyze the relationships among the variables. Data were collected through a structured questionnaire distributed to employees using a Likert scale measurement. A total of 200 respondents participated in this study. The data were analyzed using Structural Equation Modeling with the Partial Least Squares (SEM-PLS) technique. The results indicate that transformational leadership has a positive and significant influence on employee performance. Job satisfaction also shows a positive and significant effect on employee performance, indicating that satisfied employees tend to demonstrate higher productivity and effectiveness in their work. Furthermore, organizational commitment significantly contributes to employee performance by strengthening employees’ loyalty and dedication toward organizational goals. The coefficient of determination results show that transformational leadership, job satisfaction, and organizational commitment collectively explain a substantial proportion of the variance in employee performance. These findings highlight the importance of effective leadership practices and positive employee attitudes in improving organizational performance. Therefore, organizations should focus on fostering transformational leadership, enhancing job satisfaction, and strengthening organizational commitment in order to improve employee performance and achieve sustainable organizational success.
Co-Authors Ade Onny Siagian Agustina, Wiwit Agustina, Yuniar ahmad syauqi, ahmad Al Imran, Hamzah Arief Fahmi Lubis Arifin, Syaadiah Awaludin, Dipa Teruna Berlian, Sucma Dewi, Susantriana Dwi Purnomo Eko Meiningsih Susilowati EKO WAHYUDI Febriyanto, Weda Firman Dera Gunawan Widjaja Hamzah, Moh. Andika Idris, Haziq Joni Kutu Kampilong Judijanto, Loso Khuan, Hendri Laksmi, Noorhani Dyani Lambe, Kristian Hoegh Pride Latifa Dinar Rahmani Hakim Mansur S Pahude Marjan, M Moh. Mudassir Ali Muhamad Risal Tawil Nekky Rahmiyati Nofirman, Nofirman Nugroho, Yudhi Juliardiyanto Obing Zaid Sobir One, La Pahude, Mansur S. Putra, Dios Nugraha Rovanita Rama Setia Permana Sri Hartono, Sri Sri Sugiarti, Ekha Sugiarto, Tri Susanto Susanto Tahir, Usman Tammubua, Milcha Handayani Taufik Abdillah Syukur Towpek, Hadenan Tungga Bhimadi