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All Journal Jurnal Manajemen Bisnis IJIBE (International Journal of Islamic Business Ethics) MIX : Jurnal Ilmiah Manajemen SEIKO : Journal of Management & Business AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM Jurnal Ilmiah Manajemen Kesatuan Asian Management and Business Review Universitas Muhammadiyah Yogyakarta Undergraduate Conference Proceeding Jurnal Manajemen Bisnis dan Kewirausahaan Journal of Ecotourism and Rural Planning
Astuti, Rini Juni
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Agriculture, Biological Sciences & Forestry Civil Engineering, Building, Construction & Architecture Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Public Health Social Sciences

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Pengaruh Gaya Kepemimpinan, Loyalitas Karyawan, Dan Beban Kerja Terhadap Kinerja Karyawan (Studi pada Guru dan Karyawan UPT SMAN Nawangan Pacitan) Rindyantama, Adidha Fiqi; Astuti, Rini Juni
Jurnal Manajemen Bisnis Vol. 8 No. 1: March 2017
Publisher : Universitas Muhammadiyah Yogyakarta

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Abstract

This research is aimed to analyze the effects of Leadership style, Employees’ Loyalty, and Workload towards the employees’ working performance (a Study on Teachers and Employees in UPT SMAN Nawangan Pacitan). The subjects of this research is Teachers and Employees in UPT SMAN Nawangan Pacitan. In this research, the population are 50 respondents by using the saturated sampling or census. The analytical tool used is SPSS (Statistical Package for Social Science) version 21, by using the double linear regression method.Based on the analysis, the result shows that the leadership style, employees’ loyalty, and workload have positive and significant effect towards the employees’ working performance. The Leadership style and workload have positive and significant effects towards the employees’ loyalty.
Pengaruh Knowledge Management dan Organizational Learning Terhadap Kinerja Individu Melalui Inovasi Sebagai Variabel Intervening (Studi pada Universitas Muhammadiyah Yogyakarta) Al-Fansury, M. Qibran; Astuti, Rini Juni
Proceeding Universitas Muhammadiyah Yogyakarta Graduate Conference Vol. 1 No. 1 (2020): Armoring the Youth to Contribute to the SDGs
Publisher : Universitas Muhammadiyah Yogyakarta

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Abstract

Penelitian ini bertujuan untuk menguji pengaruh knowledge management dan organizational learning terhadap kinerja individu melalui inovasi sebagai variabel intervening. Subjek dalam penelitian ini adalah pimpinan middle management Universitas Muhammadiyah Yogyakarta. Dalam penelitian ini, kuesioner yang disebar berjumlah 125 kuesioner, dan hanya 100 kuesioner yang dapat diolah dengan menggunakan teknik populasi sebagai sampel. Data yang didapatkan kemudian diolah dengan menggunakan analisis regresi linier berganda dan analisis jalur dengan software SPSS 22.0. Berdasarkan analisis yang telah dilakukan, didapatkan hasil bahwa (1) knowledge management berpengaruh positif dan signifikan terhadap kinerja individu; (2) organizational learning berpengaruh positif dan tidak signifikan terhadap kinerja individu; (3) organizational learning berpengaruh positif dan signifikan terhadap inovasi; (4) knowledge management berpengaruh positif dan tidak signifikan terhadap inovasi; (5) inovasi berpengaruh positif dan signifikan terhadap kinerja individu; (6) inovasi tidak memediasi pengaruh knowledge management terhadap kinerja individu; (7) serta inovasi memediasi pengaruh organizational learning terhadap kinerja individu.
Pengaruh Employee Engagement Terhadap Burnout dengan Happiness at Work Sebagai Variabel Moderasi (Studi Pada Karyawan Perhutani Purwodadi) Apricilia, Annisa Puspita; Astuti, Rini Juni
Journal of Ecotourism and Rural Planning Vol. 1 No. 1 (2023): November
Publisher : Indonesian Journal Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47134/jerp.v1i1.116

Abstract

Penelitian ini bertujuan untuk menguji dan menganalisis pengaruh employee engagement terhadap burnout dengan dimoderasi happiness at work studi pada karyawan Perum Perhutani Purwodadi. Jenis penelitian ini adalah penelitian kuantitatif dengan menggunakan data primer yang diperoleh dengan melakukan penyebaran kuesioner dengan google form. Dalam penelitian ini jumlah responden sebanyak 102 karyawan yang sudah memenuhi kriteria dengan menggunakan metode purposive sampling. Penelitian ini menurunkan 2 hipoteis dengan pengolahan data melalui program SPSS 25 dan uji MRA untuk menguji variabel moderasi. Penelitian ini memberikan hasil bahwa employee engagement berpengaruh positif dan signifikan terhadap burnout dan dimediasi happiness at work menghasilkan negative dan signifikan. This study aims to examine and analyze the effect of employee engagement on burnout with moderated happiness at work studies on Perum Perhutani Purwodadi employees. This type of research is quantitative research using primary data obtained by distributing questionnaires with google form. In this study, the number of respondents was 102 employees who met the criteria using purposive sampling method. This study derived 2 hypotheses with data processing through the SPSS 25program and MRA test to test moderation variables. This study provides results that employee engagement has a positive and significant effect on burnout and mediated happiness at work produces negative and significant.
Islamic Work Ethic and Employee Performance: The Role of Job Satisfaction as a Mediator Amaliasita, Mahsa; Astuti, Rini Juni
IJIBE (International Journal of Islamic Business Ethics) Vol 8, No 2 (2023): September 2023
Publisher : UNISSULA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30659/ijibe.8.2.83-93

Abstract

This study examines the direct influence of Islamic work ethic on employee performance. This study also investigates the role of job satisfaction as a mediation variable in the relationship between Islamic work ethic and employee performance variables. This study involved 69 respondents as samples that were determined using a data collection method, namely purposive sampling, and using a software, namely SmartPLS version 3.0, to employ partial least square (PLS). The empirical results of this study found that Islamic work ethic significantly influences employee performance. Meanwhile, job satisfaction can significantly mediate the relationship between Islamic work ethic and employee performance. Finally, this study discusses the implications, limitations, and further research.
Peran Mediasi Komitmen Guru Pada Pengaruh Supervisi Akademik Terhadap Kompetensi Dan Kinerja Guru Astuti, Rini Juni; Nufus, Nur Aenun
SEIKO : Journal of Management & Business Vol 8, No 1 (2025): Januari - Juni
Publisher : Program Pascasarjana STIE Amkop Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37531/sejaman.v8i1.8130

Abstract

Tujuan penelitian ini adalah menganalisis pengaruh supervisi akademik terhadap kompetensi, kinerja, dan komitmen guru. Penelitian ini menggunakan data primer yang diperoleh dari pengisian kuesioner sejumlah 113 responden guru di Sekolah Dasar Negeri di Kecamatan Lape Kabupaten Sumbawa. Data yang diperoleh selanjutnya diolah dengan menggunakan SEM PLS 4.1. Penelitian ini menemukan bahwa supervisi akademik berpengaruh positif terhadap peningkatan kompetensi, kinerja, dan komitmen guru di sekolah dasar Kecamatan Lape ,Sumbawa. Selain itu, komitmen guru berperan sebagai mediator yang memperkuat dampak supervisi akademik terhadap peningkatan kinerja dan kompetensi mereka. Implikasi dari penelitian ini adalah kepala sekolah perlu meningkatkan pelaksanaan supervisi akademik yang lebih terstruktur dan terarah untuk memperkuat kompetensi, kinerja, dan komitmen guru. Selain itu, penelitian ini juga menunjukkan pentingnya pengembangan program supervisi yang dapat memperkuat motivasi dan komitmen guru, karena hal ini berdampak langsung pada kualitas pengajaran dan hasil belajar siswa di sekolah dasar. Keterbatasan dari penelitian ini yaitu peneliti tidak bisa peneliti tidak dapat memberikan pendampingan langsung selama proses pengisian kuesioner, yang mengakibatkan ketidakpastian apakah jawaban yang diberikan oleh responden benar-benar mencerminkan situasi yang sesungguhnya. Selain itu, penelitian ini hanya melibatkan guru-guru yang mengajar di sekolah dasar di Kecamatan Lape Kabupaten Sumbawa. Kata Kunci: supervisi akademik, kompetensi, kinerja, dan komitmen guru.
A scientometric review of the relationship between learning agility and work engagement in modern management context Nareswari, Farira; Astuti, Rini Juni
Asian Management and Business Review Volume 5 Issue 1, 2025
Publisher : Master of Management, Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/AMBR.vol5.iss1.art13

Abstract

This study uses a scientometric approach to examine the relationship between learning agility and work engagement in modern management. Using the Scopus database, it identified trends, significant authors, and influential institutions from 1994 to 2023. The data sources in this study were taken from the Scopus database with the keywords “Learning Agility” AND “Work Engagement” AND “Modern Management” from 1994-2023, with a total of 720 documents. Then, it was visualized and analyzed using VOSviewer, RStudio, CiteSpace visualization, and bibliometric mapping software. The results showed that learning agility, the ability to quickly adapt to new experiences, work commitment, focus on completing tasks, and achieving goals are closely related. Machine learning, artificial neural networks, and predictive analytics can improve learning agility and work engagement. Transformational leadership, mental workload, social support, digital competence, and new technology adaptability also improve learning ability and work engagement. Theoretical implications of the study include understanding the dynamics of learning agility and work engagement dynamics. In contrast, practical implications include strategies to increase employee productivity through skill development and targeted interventions. The limitation of this research is the data selection process, which only provides general limitations. Therefore, this research suggests that in the future, data should be explicitly limited by selecting the data to be analyzed one by one by adopting a mixed-method approach.
Determinants of Employee Performance: The Role of Gender as a Moderator Astuti, Rini Juni; Nurmalasari, Aldanti Aulia; Gunardi, Setiyawan Bin
MIX: JURNAL ILMIAH MANAJEMEN Vol 15, No 1 (2025): MIX : Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jurnal_mix.2025.v15i1.007

Abstract

Objectives: The purpose of this study is to examine the role of gender as a moderator of employee performance improvement factors.Methodology: This research is quantitative research using a questionnaire survey method. The data obtained were 125 employees. The data obtained were tested using the Moderated Regression Analysis (MRA) model to obtain significant results.Finding: The results show that of the four factors studied, namely Knowledge Sharing Behavior, Organizational Learning, Transformational Leadership, and Workplace Spirituality, all factors can directly improve employee performance, but only Knowledge Sharing Behavior can be moderated by gender. The finding that Knowledge Sharing Behavior can be moderated by gender suggests that the way employees share knowledge in the workplace may differ based on gender, affecting performance outcomes. This could be due to several factors, such as differing communication styles, leadership dynamics, and societal expectations.Conclusion: The results show that only Knowledge Sharing Behavior can be moderated by gender, so this is a new finding to expand the research literature.
Gen Z in Higher Education: Examining Leadership, Self-Efficacy, Commitment, and Performance Gunawan, Indra; Astuti, Rini Juni
JURNAL AL-TANZIM Vol 9, No 3 (2025)
Publisher : Nurul Jadid University, Probolinggo, East Java, Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33650/al-tanzim.v9i3.10999

Abstract

This study examines the influence of transformational leadership and self-efficacy on employee performance, with organizational commitment as a mediating variable. Based on social exchange theory and Bandura's self-efficacy theory, this study aims to understand how leadership style and individual beliefs in one's own abilities can shape work outcomes in a higher education environment. A quantitative approach was employed, using a survey method with 262 Generation Z employees at a university in Yogyakarta, selected using a purposive sampling technique. Data analysis was conducted using Structural Equation Modeling (SEM) with the aid of AMOS software. The results indicate that transformational leadership and self-efficacy have a direct positive effect on employee performance, and organizational commitment has been statistically proven to play a significant mediating role in strengthening this relationship. Employees with high organizational commitment translate inspirational leadership and self-confidence into higher productivity and work effectiveness. These findings emphasize the importance of creating a supportive work environment to encourage optimal commitment and performance from Generation Z employees in higher education institutions. This research implies that developing transformational leadership, increasing self-efficacy, and strengthening organizational commitment can boost the performance of Generation Z employees in higher education.
The Effect of Inclusive Leadership on Employee Performance Mediated through Innovative Behavior and Work Engagement Maatita, Raditya Syafa Ramadhan; Astuti, Rini Juni
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 1 (2026): JIMKES Edisi January 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i1.5030

Abstract

In today’s dynamic public sector, fostering effective leadership is crucial to improving employee performance and organizational outcomes. This study aims to investigate the effect of inclusive leadership on employee performance by integrating innovative behavior and work engagement as mediating variables in a public sector setting. A quantitative approach with an explanatory research design was employed. Data were collected through a structured questionnaire distributed to 120 employees of the Regional Office of the Ministry of Religious Affairs in the Special Region of Yogyakarta, selected using purposive sampling. The analysis was conducted using the SEM-PLS method. The results indicate that inclusive leadership has a positive and significant influence on innovative behavior, work engagement, and employee performance. Furthermore, innovative behavior and work engagement also show positive and significant effects on employee performance. Mediation testing confirms that both innovative behavior and work engagement serve as important mediators in the relationship between inclusive leadership and employee performance. These findings suggest that inclusive leadership becomes more effective in enhancing employee performance when supported by employees’ psychological engagement and innovative actions. This study contributes to the development of inclusive leadership theory and offers practical implications for human resource management practices within public sector organizations.
Job Characteristics on Employee Performance: Well-Being as Mediation and Inclusive Leadership as Moderation Astuti, Rini Juni; Albany, Bielsa Toyra
Jurnal Manajemen Bisnis dan Kewirausahaan Vol. 6 No. 1 (2026): MARCH
Publisher : Universitas Muhammadiyah Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22219/jamanika.v6i1.43459

Abstract

This study examines the effect of job characteristics on employee performance, with well-being as a mediating mechanism and inclusive leadership as a moderating condition. A quantitative survey was conducted among employees of an oil and gas company in West Java, Indonesia, involving 133 respondents (n = 133). Data were analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The study assessed job characteristics (autonomy, task variety, task significance, task identity, feedback), well-being (physical, psychological, social relationships, environment), inclusive leadership (openness, availability, accessibility), and employee performance (job knowledge, judgment, quality of outputs, innovation, teamwork, leadership, goal setting). The findings reveal that job characteristics positively and significantly predict employee performance (β = 0.452; t = 5.247; p = 0.000) and well-being (β = 0.452; t = 6.416; p = 0.000). Well-being also shows a significant positive effect on employee performance (β = 0.367; t = 4.595; p = 0.017). Mediation analysis confirms that well-being significantly mediates the relationship between job characteristics and employee performance (t = 4.219; p = 0.001), indicating that meaningful, autonomous, and feedback-rich jobs enhance performance partly by improving employees’ well-being. Moderation testing further demonstrates that inclusive leadership strengthens the job characteristics–performance relationship (t = 2.209; p = 0.027), suggesting that leaders who are open, accessible, and supportive amplify the performance gains from well-designed jobs. The structural model shows strong explanatory power for employee performance (R² = 0.749) and moderate explanatory power for well-being (R² = 0.326). Theoretically, this study contributes by integrating a psychological pathway (well-being) and a boundary condition (inclusive leadership) into the job design–performance linkage. Practically, the results highlight the importance of optimizing job design, investing in workplace well-being initiatives, and developing inclusive leadership behaviors to sustain higher performance in complex task environments. Overall, the study underscores that aligning job characteristics with employee well-being and inclusive leadership is pivotal for improving employee performance.
Co-Authors Al-Fansury, M. Qibran Albany, Bielsa Toyra Amaliasita, Mahsa Apricilia, Annisa Puspita Gunardi, Setiyawan Bin Indra Gunawan Maatita, Raditya Syafa Ramadhan Nareswari, Farira Nufus, Nur Aenun Nurmalasari, Aldanti Aulia Rindyantama, Adidha Fiqi Valeda, Devina Amaliya