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All Journal JAM : Jurnal Aplikasi Manajemen Kinerja: Jurnal Ekonomi dan Manajemen Jurnal Sains Manajemen dan Bisnis Indonesia Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Ilomata International Journal of Management Quantitative Economics and Management Studies Ilomata International Journal of Social Science Journal MISSY (Management and Business Strategy) Relasi : Jurnal Ekonomi IIJSE Jurnal Penelitian IPTEKS JURNAL MANAJEMEN DAN BISNIS INDONESIA
Martini, Ni Nyoman Putu
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Religion Agriculture, Biological Sciences & Forestry Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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Journal : IIJSE

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The Influence of Corporate Culture, Competency, and Training & Development on Employee Performance with Leadership as an Intervening Variable Rohmah, Nurul; Qomariyah, Nurul; Martini, Ni Nyoman Putu; Satoto, Eko Budi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

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Abstract

The competitive nature of the skincare and healthy care industry demands companies to have a strong corporate culture, competent employees, and effective leadership to achieve optimal performance. This study aims to examine the influence of corporate culture, competence, training & development on employee performance with leadership as a mediating variable at PT. FTWO Sukses Globalindo Banyuwangi. The study population consisted of 117 employees with a sample of 102 respondents. The analysis method used was Partial Least Square Structural Equation Modeling (PLS-SEM). The results showed that corporate culture, competence, and training & development have a positive and significant effect on employee performance. Leadership was proven to act as a mediating variable that strengthens the influence of these three variables on performance. These findings indicate that the stronger the corporate culture, the higher the employee competence, and the more effective the training and development programs carried out, the more optimal employee performance will be through effective leadership. This study recommends that companies continue to strengthen the implementation of an adaptive corporate culture, improve competency development programs based on job needs, and encourage participatory and transformational leadership styles to maintain the sustainability of employee performance improvements in the long term.
The EFFECT OF EMPLOYEE ENGAGEMENT AND GREEN HUMAN RESOURCE MANAGEMENT (HRM) ON PERFORMANCE THROUGH EMPLOYEE COMPETENCE AT THE JEMBER REGENCY HEALTH OFFICE Nurdiyanto, Andri Desy; Santoso, Budi; Martini, Ni Nyoman Putu
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9642

Abstract

This study aims to analyze the influence of employee engagement and green human resource management on the performance of employees of the Jember Regency Health Office, with employee competence as an intervening variable. The research method uses a quantitative approach with data collection techniques through questionnaires distributed to Health Office employees. The data was analyzed using a path analysis technique to test the direct and indirect relationships between variables. The results of the study show that employee engagement and green human resource management have a positive and significant effect on employee performance directly. In addition, employee engagement and green human resource management also have a positive effect on employee competence. Employee competence has been proven to play a role as an intervening variable that strengthens the influence of employee engagement and green human resource management on performance. Thus, increasing work attachment and implementing environmentally friendly human resource policies can improve employee competence, which ultimately has a positive impact on the performance of Jember Regency Health Office employees. This study recommends that management further develop programs that increase work attachment and the implementation of green human resource management to support sustainable competency and employee performance improvement.
The IMPACT OF LOYALTY MEDIATION ON THE WORK ENVIRONMENT AND COMPENSATION ON EMPLOYEE PERFORMANCE IN THE GENERAL SECTION OF THE REGIONAL SECRETARY (SEKDA) OF JEMBER REGENCY Martiana, Eka; Martini, Ni Nyoman Putu; Fatimah, Feti
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9694

Abstract

This study aims to analyze the influence of work environment and compensation on the performance of employees of the General Section of the Jember Regency Secretary with loyalty as a mediation variable. The work environment includes work atmosphere, relationships between co-workers, relationships with leaders, facilities, and physical hygiene. Compensation includes salary, bonuses, incentives, indirect compensation, and award benefits. The research uses a quantitative method with a survey approach and data analysis using statistical techniques to test the direct and indirect influences between variables. The results of the study showed that the work environment and compensation had a positive and significant effect on employee loyalty, which further mediated the influence of these two variables on significantly improving employee performance. A conducive work environment and adequate compensation form high employee loyalty that encourages productivity, work quality, and employee commitment in carrying out duties. In conclusion, improving the quality of the work environment and a fair and transparent compensation system are essential to building employee loyalty, which ultimately improves organizational performance. This study provides recommendations for the management of the Jember Regency Secretary to continue to develop and optimize these two aspects for better and sustainable public services.
The EFFECT OF COMPENSATION AND WORK ENVIRONMENT ON LOYALTY THROUGH MOTIVATION AS AN INTERVENING VARIABLE AT THE REGIONAL SECRETARIAT OF JEMBER REGENCY Rosianti, Heni; Nursaid, Nursaid; Martini, Ni Nyoman Putu
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9715

Abstract

This study aims to analyze the influence of compensation and work environment on the loyalty of Jember Regency Regional Secretariat employees, both directly and through work motivation as an intervening variable. The phenomenon of declining ASN loyalty due to low motivation, perception of unfair compensation, and suboptimal working conditions is the background of the research. A quantitative approach is used through surveys and Partial Least Square (PLS) analysis. The results of the study show that compensation and work environment have a positive and significant effect on work motivation, and directly increase employee work loyalty. In addition, work motivation has been shown to significantly mediate the influence of compensation and the work environment on loyalty, suggesting that motivation is an important psychological factor in strengthening the relationship between organizational rewards and employee loyalty. These findings indicate that the increase in ASN loyalty does not only depend on financial aspects, but is also influenced by the perception of fairness, comfort of the work environment, and motivational encouragement from leaders. Therefore, local governments need to implement fair compensation policies, create a healthy and collaborative work environment, and strengthen employee motivation through a sustainable performance coaching and reward system
Co-Authors A.A. Ketut Agung Cahyawan W Abadi Sanosra Abdillah, Yusuf Andhika, Stanly Reza Asyidiq, Mohammad Madya Ayu, Ira Porbonovitaning Dewi, Asfita Dewi, Herlyana Dwi Budi Santoso Eko Budi Satoto Feti Fatimah Firmansyah, Ichwan Gayuh Herlambang, Toni Ida Ayu Putu Sri Widnyani Ku Mahamud, Ku Ruhana Kurniawan, Muhammad Sifak Beni Laksono, Teguh Tri Lusiyati, Lusiyati Maharani, Rosdiana Martiana, Eka Maryani Maryani Mutiara Dwi Sari Nafi'ah, Nailatul Ilmi Nurdiyanto, Andri Desy Nursaid Nurul Qomariah Nurul Qomariyah Nurul Rohmah Prajudy, Sugeng Ridwan, Wachid ROCHMAH, AINUR Rosianti, Heni Sariyono, Nurul Siti Asiyah Sobirov, Bobur Sriwitantiningsih, Luluk Subiyanto, Tri Bagus Sudarmanto, Yoyok Suryandari, Andriana Susbiyani, Arik Thamrin, Mohammad Tiara, Rani