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All Journal Jurnal Manajemen Bisnis DERIVATIF Jurnal Maneksi (Management Ekonomi Dan Akuntansi) AKUNTANSI DEWANTARA Journal of Economic, Bussines and Accounting (COSTING) J-MAS (Jurnal Manajemen dan Sains) Technomedia Journal Journal of Economicate Studies International Journal of Economics, Business and Accounting Research (IJEBAR) Jurnal Ekonomi Manajemen Sistem Informasi Jurnal Ilmiah Edunomika (JIE) Journal of Enterprise and Development (JED) Al-Kharaj: Journal of Islamic Economic and Business Management Studies and Entrepreneurship Journal (MSEJ) Airlangga Journal of Innovation Management Jurnal Ilmiah Mahasiswa Manajemen, Bisnis dan Akuntansi Journal of Management and Digital Business Studi Akuntansi, Keuangan, dan Manajemen Journal of Management, Accounting, General Finance and International Economic Issues (MARGINAL) Asian Journal of Management Analytics Prosiding University Research Colloquium Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) International Journal of Business and Applied Economics (IJBAE) Jurnal Manajemen Bisnis, Akuntansi dan Keuangan Paradoks : Jurnal Ilmu Ekonomi Jurnal Terapan Ekonomi dan Bisnis (JTEB) Journal of Economics and Management Scienties Journal of Digital Community Services INOVASI: Jurnal Ekonomi, Keuangan, dan Manajemen JURNAL MANAJEMEN DAN BISNIS INDONESIA
Kharismasyah, Alfato Yusnar
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Authentic Leadership, Organizational Citizenship Behavior, dan Keadilan Organisasi sebagai Pendorong Kepuasan Kerja: Bukti pada Perusahaan Manufaktur di Indonesia Sutra, Bisma Anjala; Kharismasyah, Alfato Yusnar; Tubastuvi, Naelati; Suyoto
Journal of Management and Digital Business Vol. 6 No. 1 (2026): Journal of Management and Digital Business
Publisher : Nur Science Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53088/jmdb.v6i1.2561

Abstract

This research aims to examine the influence of Authentic Leadership, Organizational Citizenship Behavior, and Organizational Justice on Job Satisfaction. The population in this study was employees of PT. Sumber Graha Sejahtera Purbalingga. This study used a non-probability sampling technique with a purposive sampling approach. The determination of the number of samples was carried out using the Slovin formula, with a population of 864 employees and a tolerance level of error of 10%, resulting in an initial sample of 90 respondents. The classification of information in this investigation was firsthand information in the form of a questionnaire using a 1–5-point Likert scale. Meanwhile, the data testing procedure applied was SmartPLS 3.2.9. The results of the analysis showed that Authentic Leadership and Organizational Justice had a positive and significant influence on Job Satisfaction. This study also revealed that OCB was not significant for job satisfaction. The implications of this article indicate that the results of the study indicate that the results of the study can be a reference for organizations in improving employee satisfaction and performance through the implementation of appropriate leadership, increasing organizational justice, and strengthening positive behaviors such as OCB.
Pengaruh Reward, Lingkungan Kerja, Motivasi dan Disiplin Kerja Terhadap Kinerja Karyawan Industri Garmen Oktavia, Devi Tiara; Purnadi, Purnadi; Purwidianti, Wida; Kharismasyah, Alfato Yusnar
Paradoks : Jurnal Ilmu Ekonomi Vol. 9 No. 3 (2026): Mei - Juli
Publisher : Fakultas Ekonomi, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57178/paradoks.v9i3.2429

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh reward, lingkungan kerja, motivasi, dan disiplin kerja terhadap kinerja karyawan di industri garmen, khususnya di PT Central Sandang Jayatama Cilacap. Kinerja karyawan merupakan faktor penting dalam keberhasilan perusahaan, namun berbagai masalah masih ada, seperti ketidakseimbangan dalam penghargaan, kondisi lingkungan kerja, motivasi, dan tingkat disiplin, yang berdampak pada produktivitas. Penelitian ini menggunakan pendekatan kuantitatif dengan data primer yang diperoleh melalui kuesioner. Populasi penelitian adalah 400 karyawan, menggunakan rumus Slovin 10% sehingga menghasilkan 80 responden. Untuk meningkatkan validitas dan reliabilitas hasil penelitian, jumlah responden kemudian ditingkatkan menjadi 120 responden. Teknik analisis data yang digunakan adalah Partial Least Squares Structural Equation Modeling (PLS-SEM) dengan bantuan perangkat lunak SmartPLS 3 untuk menguji validitas, reliabilitas, dan hubungan antar variabel. Hasil penelitian menunjukkan bahwa reward, lingkungan kerja, dan motivasi memiliki pengaruh positif dan signifikan terhadap kinerja karyawan. Lingkungan kerja merupakan variabel yang paling dominan dalam meningkatkan kinerja. Sementara itu, disiplin kerja memiliki pengaruh positif tetapi tidak signifikan terhadap kinerja karyawan. Dapat disimpulkan bahwa peningkatan kinerja karyawan lebih efektif melalui pemberian penghargaan yang sesuai, menciptakan lingkungan kerja yang nyaman, dan meningkatkan motivasi kerja. Disiplin kerja bukan lagi faktor utama dalam meningkatkan kinerja, sehingga diperlukan pendekatan yang lebih relevan dengan kondisi kerja modern. Perusahaan disarankan untuk meningkatkan kualitas lingkungan kerja mereka dan menerapkan sistem penghargaan yang lebih proporsional, serta memperkuat motivasi karyawan melalui program pengembangan. Peneliti di masa mendatang didorong untuk menambahkan variabel lain, seperti komitmen organisasi, atau menggunakan variabel mediasi/moderasi, dan memperluas cakupan penelitian agar hasilnya lebih dapat digeneralisasikan.
Enhancing Healthcare Employee Performance Through Organizational Citizenship Behavior Safina, Aulya Citra; Kharismasyah, Alfato Yusnar
Studi Akuntansi, Keuangan, dan Manajemen Vol 5 No 4 (2026): April
Publisher : Penerbit Goodwood

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/sakman.v5i4.5789

Abstract

Purpose: This study aimed to analyze the influence of authentic leadership and psychological contracts on employee performance satisfaction, with OCB as an intervening variable at PKU Muhammadiyah Purbalingga Hospital. Methodology/approach: This study applied a quantitative method with accidental sampling and included 136 participants. Data were obtained using a Likert scale questionnaire and processed using SmartPLS version 3.0. Results: Authentic leadership, psychological contracts, and OCB as mediating variables significantly influenced employee performance. Simultaneously, all the independent variables significantly influenced employee performance. Conclusions: Employee performance is enhanced through authentic leadership, the fulfillment of psychological contracts, and stronger Organizational Citizenship Behavior (OCB). This study recommends leadership development, fair and transparent contract management, and consistent recognition of OCB. Future research should be expanded to multiple institutions and include additional variables for broader generalization. Limitations: This study was conducted in only one hospital with similar respondents; therefore, the results may not be applicable to other settings. Furthermore, the study only collected data from a single point in time, so it cannot examine changes over time. Furthermore, data were collected via questionnaire, so respondents' answers may not fully reflect the actual situation. This study only examined authentic leadership, psychological contracts, and OCB; therefore, other factors that could influence employee performance were not addressed. Contributions: This study was limited to examining authentic leadership, psychological contracts, and OCB, while other possible determinants of employee performance were not explored. Additionally, since the research was conducted only at PKU Muhammadiyah General Hospital in Purbalingga, the scope of the study is constrained.
Knowledge Sharing as a Mediator between Emotional Intelligence, Communication, and Employee Performance in the Agrotourism Sector Emilia, Syifa; Kharismasyah, Alfato Yusnar
Journal of Enterprise and Development (JED) Vol. 8 No. 1 (2026)
Publisher : Faculty of Islamic Economics and Business of Universitas Islam Negeri Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20414/jed.v8i1.15208

Abstract

Purpose: This study examines the effects of emotional intelligence and communication on employee performance, with knowledge sharing serving as a mediating variable in the agrotourism sector.Method: This study employs a quantitative approach using primary data collected through offline questionnaire distribution. A total of 152 employees of the PTPN IX Kaligua region participated as respondents. The data were analyzed using SEM-PLS with the support of SmartPLS version 4.Result: The findings indicate that emotional intelligence, communication, and knowledge sharing each have a significant positive effect on employee performance. Knowledge sharing mediates the relationship between communication and employee performance. However, knowledge sharing does not mediate the relationship between emotional intelligence and employee performance.Practical Implications for Economic Growth and Development: These findings highlight the importance of emotional intelligence, communication, and knowledge sharing in improving employee performance. Strengthening communication practices and fostering knowledge sharing among employees can enhance productivity, which may benefit organizational performance and, in the broader context, contribute to economic growth and development.Originality/Value: This study proposes a model that positions knowledge sharing as an intervening mechanism linking emotional intelligence and communication to employee performance in the agrotourism sector.
Co-Authors Abiansyah, Iqbal Nafis Afnan Abdulraheem Motea Alaqab Akhmad Darmawan Alamsyah, Akbar Alfauzan, Naufal Fikriy Alkhamdi, Aden Nuzuli Gita Anindita, Kurniasih Setya Arini Hidayah Arini Hidayah, Arini Arini, Devi Dwi Astuti, Herny Justiana Ayu Nur, Luthfi Azzahra, Salsa Putri Pradiva Bagis, Fatmah Basalamah, Laila Emilia, Syifa Erny Rachmawati Fajriani, Alfira Umay Fathurrohman, Yusuf Enril Fatmah Bagis Firantika, Anindya Sandra Haizah, Ulfa Nur Haliza, Vivi Dwi Haryanto , Totok Haryanto, Totok Hengky Widhiandono, M.Si. S.E. Hermin Endratno Herni Justiana Astuti Hidayati, Septiana Nur Ikhsani, Mastur Mujib Ilham Nuryana Fatchan, Ilham Nuryana Maharani, Wilia Krisna Marindra, Marshanda Putri Maulida Nurul Innayah Mawarni, Ghea Intan Melati, Lifera Elok Miftahuddin, Muchammad Agung Muji R, Tri Septin Naelati Tubastuvi Nafiza, Maharani Lulu Najri Aziz Nawalin Nazah Nur Aisah, Triana Nurramdani, Husni Oktavia, Devi Tiara Pamungkas, Ibnu Permatasari, Gilang Pratama, Andika Canggah Pratamasari, Mega Aprillia Prihatini, Frila Juniar Purnadi, Purnadi Rahayu, Tri Septin Puji Rahma, Shalu Desta Arina Rahmawati, Ika Yustina Randikaparsa, Irawan Rizqullah, Naufal Khosyi Safina, Aulya Citra Safitri, Lista Dea Saiful Arif, Muhammad Saputra, Raji Setianingrum, Lia Setiawan, Dodi Ghani Setiawati, Nur Kholis Silvia, Nadya Agnes Siti Helmyati Sutra, Bisma Anjala Suyoto Suyoto Suyoto Toufan Aldian Syah Tri Septin Muji Rahayu, Tri Septin Utami, Nissa Mu'iz Watemin, Watemin Wida Purwidianti Widoyo, Fauzi Rifqi Widyaningtyas, Dian Wulan, Zani Nawang Yano, Midori Aiko Yasifah, N. Al Ngizati Ngama Zaharani, Lisa Cahya Zamakhsyari, Luthfi Zein, Ines Putri Adna Zsazsa Zabrina, Zerlinda