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All Journal Jurnal Bisnis dan Akuntansi Jurnal Muara Ilmu Ekonomi dan Bisnis MEDIA BISNIS Annals of Human Resource Management Research Reviu Akuntansi, Manajemen, dan Bisnis E-Jurnal Manajemen Trisakti School of Management (TSM) Journal of Accounting Research, Organization and Economics (JAROE) Jurnal Abdimas Sosial, Ekonomi, dan Teknologi
NURTI WIDAYATI
STIE Trisakti
Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Environmental Science Law, Crime, Criminology & Criminal Justice Social Sciences

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Kegiatan PKM: Pelatihan Mengenal Potensi dan Tantangan menghadapi Industri 4.0 untuk siswa/I SMA Ananda Bekasi Nurti Widayati; Nurwanti; Denny Septa Haryanti; Beny; Arton Bryan Prasetio; Arwina Karmudiandri
Jurnal Abdimas Sosial, Ekonomi, dan Teknologi Vol. 4 No. 2 (2025): Jurnal Abdimas Sosial, Ekonomi, dan Teknologi
Publisher : Pusat Penelitian dan Pengabdian Masyarakat Sekolah Tinggi Ilmu Ekonomi Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34208/be8az695

Abstract

Pelatihan yang berjudul “Mengenal Potensi dan Tantangan Menghadapi Industri 4.0 bagi Siswa/i” diselenggarakan sebagai upaya strategis untuk memperkuat kesiapan generasi muda dalam menghadapi transformasi digital yang semakin pesat. Kegiatan ini bertujuan memberikan wawasan mendalam mengenai Revolusi Industri 4.0, yang ditandai dengan integrasi teknologi digital, otomatisasi, kecerdasan buatan, dan sistem siber-fisik dalam berbagai lini pekerjaan. Pelatihan dihadiri oleh siswa-siswi dari berbagai tingkat kelas dan menyajikan perspektif komprehensif mengenai perubahan dunia industri, keterampilan masa depan yang dibutuhkan, serta strategi untuk membangun citra diri profesional di era digital. Materi pelatihan mencakup lima fokus utama: konsep dasar Industri 4.0 dan tuntutan keterampilan seperti adaptasi, inovasi, literasi digital, serta pemecahan masalah; pentingnya mengenali potensi diri sebagai modal awal untuk bersaing, termasuk anjuran melakukan self-assessment dan menerapkan growth mindset; tantangan nyata di era digital seperti tingginya tuntutan kombinasi hard skills dan soft skills, serta fenomena digital distraction; peluang kerja dan strategi memasuki dunia kerja modern, menekankan profesi baru berbasis teknologi dan pentingnya portofolio serta pengalaman praktik; dan terakhir, strategi personal branding sebagai keharusan untuk membangun identitas profesional yang kuat, konsisten, dan beretika di ranah digital. Secara keseluruhan, pelatihan ini berhasil membuka wawasan peserta mengenai pentingnya pemahaman diri dan pemanfaatan teknologi untuk menciptakan nilai. Siswa didorong untuk memposisikan diri sebagai individu yang mampu berkarya melalui teknologi, tidak hanya sebagai pengguna. Pelatihan ini menjadi langkah awal yang signifikan dalam membentuk pribadi siswa yang adaptif, kreatif, dan profesional, serta meningkatkan kesiapan mereka dalam menghadapi tuntutan global di masa depan.
PENGARUH MOTIVASI KERJA, LINGKUNGAN KERJA, DAN KOMPENSASI TERHADAP ETOS KERJA STAFF DI PT. PQR ANDREAS SAMUEL; NIKEN PURBASARI; NURTI WIDAYATI
E-Jurnal Manajemen Trisakti School of Management (TSM) Vol. 4 No. 3 (2024): E-Jurnal Manajemen Trisakti School of Management (TSM)
Publisher : Pusat Penelitian dan Pengabdian kepada Masyarakat Sekolah Tinggi Ilmu Ekonomi Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34208/ejmtsm.v4i3.2602

Abstract

The aim of this research is to determine what variables can influence work ethic. Some of thevariables that will be studied are Work Motivation, Work Environment, and Compensation. To test the hypothesis, this research uses descriptive and causality techniques along with multiple regression. This research involved 81 employees of PT. PQR at staff level. The data for this research comes from primary data distributed to employees via a Likert Scale questionnaire. Convenience sampling is used. The empirical results of the research show that the work ethic at PT. PQR is influenced by work motivation, while the work environment and compensation have no effect on work ethic. 
Ego Depletion VS Professional Commitment: The Auditor’s Role in Judgment Decision Making and Professional Skepticism Deasy Ariyanti Rahayuningsih; Nurti Widayati; Yusti Pujisari; Frasto Biyanto
Reviu Akuntansi, Manajemen, dan Bisnis Vol 6 No 3 (2026): September
Publisher : Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/rambis.v6.n3.p69-87.2026

Abstract

Purpose: This study examines the effect of ego depletion on professional commitment, with Judgment Decision-Making (JDM) and professional skepticism as mediating variables.Research Methodology: A quantitative explanatory design was employed. Using convenience sampling, data were collected from 113 active external auditors in public accounting firms (Kantor Akuntan Publik/KAP) in Jakarta and parts of Java Island through an online survey. The hypotheses were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM).Results: Ego depletion significantly and negatively affects JDM and professional skepticism. However, its direct effect on professional commitment is not significant. JDM and professional skepticism fully mediate the relationship between ego depletion and professional commitment.Conclusions: Cognitive resource depletion weakens auditors’ judgment quality and professional skepticism, which subsequently undermines professional commitment. The findings support the Strength Model of Self-Regulation by demonstrating that depleted cognitive resources can hinder the manifestation of professional values.Limitations: The cross-sectional design limits causal inference, while self-reported data may involve social desirability bias. The sample is also limited to accounting professionals, restricting generalizability.Contributions: This study extends ego depletion literature by identifying JDM and professional skepticism as full mediators. Practically, audit firms should manage workloads and cognitive overload to protect auditors’ judgment, skepticism, and professional commitment. Future research should use longitudinal or experimental designs and examine the moderating role of character traits such as courage.
Innovation, Proactiveness and Risk Taking on Business Performance among Women Entrepreneurs in Jabodetabek: The Moderating Role of Hybrid Work Environment Denta Ananda; Setia Tjahyanti; Nurti Widayati; Justine Tanuwijaya
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p419-435.2026

Abstract

Purpose: This study investigates the influence of Entrepreneurial Orientation (EO) dimensions innovation, proactiveness, and risk-taking on the business performance of micro level women entrepreneurs in Jabodetabek, while analyzing the hybrid work environment as a moderating variable. Research Methodology: Respondents are 187 female micro-entrepreneurs in several industries category in Jabodetabek who had operated their businesses for at least one year, measured with five-point Likert scale. Data analysis method is Structural Equation Modeling (SEM) with Partial Least Square and purposive sampling technique Results: The analysis shows that innovation and risk-taking are both significant positive drivers of performance. Conversely, proactiveness was found to have a significant negative impact on performance. The moderating effects demonstrate that hybrid work environment significantly strengthens the relationship between innovation and risk-taking to business performance. However, hybrid work environment exerts a significant negative moderating effect on the proactiveness to business performance Conclusions: These findings drive female micro-entrepreneur to foster external climates that specifically leverage innovative and risk-taking ability. Somehow, proactive initiatives must be carefully managed to avoid diminishing returns in a dynamic environment. Limitations: study was limited to female micro level women entrepreneurs with certain field in Jabodetabek area. Contributions: This study contributes empirical evidence on how work environment shapes the entrepreneurial orientation to business performance relationship among female micro-entrepreneurs in an emerging economy.
Psychological Contract, Employer Branding, Work Environment, and Turnover Intention: Organizational Commitment as Moderator in Manufacturing Setia Tjahyanti; Denta Felli Ananda; Nurti Widayati; Nursiti Nursiti
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p437-454.2026

Abstract

Purpose: This study examines the effects of psychological contracts, employer branding, and work environment on employee turnover intention and tests whether organizational commitment moderates these relationships in an Indonesian manufacturing company. Research Methodology: A quantitative representative case study was conducted using 70 permanent employees selected purposively from a sample of 129 employees. Data were collected through structured questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4. Results: Psychological contracts and employer branding increased turnover intention, while the work environment reduced it. Organizational commitment moderated the effects of employer branding and work environment on turnover intention, but not psychological contracts. Conclusions: Turnover intention reflects the combined influence of exchange perception, organizational identity, and workplace conditions. Organizational commitment is a selective boundary condition rather than a uniform moderator. Limitations: This study involved one manufacturing company and 70 permanent employees, limiting generalizability to organizations with similar characteristics. Significant common method bias was detected (Harman's single-factor variance = 79.9%; Heterotrait-Monotrait Ratio (HTMT) = 0.88–1.05; full-collinearity Variance Inflation Factor (VIF) = 31.8–117.4), requiring cautious interpretation of path coefficients. Contributions: This study extends Human Resource Management (HRM) research by integrating three turnover antecedents with organizational commitment as a moderator and provides practical guidance for integrated employee retention interventions.
Organizational Identification as a Moderator of Green HRM and Pro-Environmental Work Intention Nurti Widayati; Vera Septi Andrini; Setia Tjahyanti; Denta Felli Ananda
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p455-473.2026

Abstract

Purpose: This study investigates organizational identification as a boundary condition shaping the relationships between Green Human Resource Management (GHRM) awareness, environmental values, and pro-environmental work intention among students in a Management Study Program. It addresses inconsistencies in the earlier GHRM literature by explicitly positioning organizational identification as a boundary condition rather than an intervening mechanism. Research Methodology: This study relies on Partial Least Squares Structural Equation Modeling (PLS-SEM) within an explanatory, cross-sectional quantitative framework. The respondent pool comprised 150 active undergraduate students from STIE Trisakti Jakarta's Management Study Program, chosen purposively based on the predetermined criteria. A two-stage procedure was used to capture the moderating effect, and structural path significance was established through bootstrapping with 5,000 resamples. Results: GHRM Awareness and Environmental Values significantly and positively influenced Pro-Environmental Work Intention. Organizational Identification strengthened the effect of GHRM Awareness but not Environmental Values. The model explained 42.7% of the variance in the Pro-Environmental Work Intention. Conclusions: Organizational Identification acts as a selective rather than a universal moderator of the antecedents of Pro-Environmental Work Intention, thereby extending Social Identity Theory in the organizational sustainability context. Limitations: The use of a cross-sectional design and self-reported data from students at a single institution limits the ability to draw causal inferences and generalize the findings to broader populations. Contributions: This study offers practical implications for higher-education institutions and organizations by providing strategic guidance on strengthening organizational identification to foster pro-environmental behavior among prospective employees.
Co-Authors Agustinus Sri Wahyudi ANDREAS SAMUEL Annur, Muhammad Rizki Allam Arton Bryan Prasetio ARWINA KARMUDIANDRI AULIA DANIBRATA B. Medina Nilasari BENY Calvin DENNY SEPTA HARYANTI Denta Ananda Denta Felli Ananda Dewi, Alifvina Nirmala Dita Oki Berliyanti Fatimah Azzahra Ramadhini Frasto Biyanto Gloria Christina Sunny Ian Nurpatria Suryawan Ian Nurpatria Suryawan Ida Farida Justine Tanuwijaya Justine Tanuwijaya Kwikamto, Arya Medina Nilasari Muhammad Ghazi Ndaru Agung Pamungkas NIKEN PURBASARI Nilasari, Medina Nursiti Nursiti Nurwanti Pamungkas, Ndaru Agung Rahayuningsih, Deasy Ariyanti Regi Muzio Ponziani RUDYANTO, ASTRID Setia Tjahyanti SRI VANDAYULI RIORINI Sutansi, Yunita Caroline URFAH, NADIA Valerie Amabel Lea Vera Septi Andrini Wiyanto, Mukti Yunita Caroline Sutansi Yunius Yunius YUPITER GULO Yusti Pujisari