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All Journal I-ECONOMICS: A Research Journal on Islamic Economics EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Martabe : Jurnal Pengabdian Kepada Masyarakat MBIA TECHNOBIZ : International Journal of Business Jurnal AbdiMas Nusa Mandiri Jurnal Ekonomi Trend : Pemasaran, Produksi, Keuangan, SDM, Akuntansi dan Sistem Informasi Manajemen Jurnal Pengabdian Masyarakat Indonesia Jurnal Akuntansi dan Keuangan (JAK) Jurnal Altifani Penelitian dan Pengabdian kepada Masyarakat Journal Strategy of Management and Accounting Through Research and Technology (SMART) Journals of Economics and Business Journal of Management Studies and Development (JIMBE) SULUH ABDI : Jurnal Ilmiah Pengabdian Kepada Masyarakat Accounting Analysis Journal Journal of Organizational and Human Resource Development Strategies Motivasi: Jurnal Manajemen dan Bisnis Fundamental and Applied Management Journal Altifani Journal: International Journal of Community Engagement
Maidiana Astuti Handayani
Universitas Muhammadiyah Palembang
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Nursing Physics Public Health Social Sciences Other

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How Inclusive Hospitality Organizational Culture (IHOC) Drives Employee Service Outcomes through Psychological Safety and Job Satisfaction in Five-Star Hotels in Yogyakarta Nazmah; Agus Setiono; Zuraida; Maidiana Astuti Handayani; Esty Pudyastuti
Fundamental and Applied Management Journal Vol. 4 No. 2 (2026): June
Publisher : Global Research Collaboration

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.66314/famj.v4i2.774

Abstract

This study examines the relationships between Inclusive Hospitality Organizational Culture (IHOC) and employee service outcomes in five-star hotels in Yogyakarta, with Psychological Safety and Job Satisfaction serving as parallel mediating mechanisms. Grounded in Social Exchange Theory, this study explores how inclusive cultural practices are associated with employee behavioral outcomes in highly competitive hospitality environments. Data were collected from 346 employees working in seven five-star hotels in Yogyakarta, and the proposed model was analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that IHOC is positively associated with Psychological Safety and Job Satisfaction, which in turn are associated with higher levels of Employee Loyalty, Employee Engagement, and Service Quality. Furthermore, the findings revealed that IHOC influences employee outcomes through both direct and indirect pathways, supporting a partial mediation model. The mediation analysis demonstrates that Job Satisfaction serves as a stronger mediating mechanism, particularly in explaining Employee Engagement and Service Quality, while Psychological Safety contributes more strongly to Employee Loyalty and Service Quality. These findings highlight the important roles of psychological safety and job satisfaction in translating an inclusive organizational culture into positive employee service outcomes within five-star hotel settings.
Pengaruh Kepemimpinan Transformasional dan Kepemimpinan Pemberdayaan terhadap Kepuasan Kerja dan Kinerja Karyawan di Era Digital Maidiana Astuti Handayani; Zaleha Trihandayani; Eni Cahyani
MOTIVASI Vol. 11 No. 1 (2026): MOTIVASI: JURNAL MANAJEMEN DAN BISNIS
Publisher : Universitas Muhammadiyah Palembang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32502/mti.v11i1.1402

Abstract

Purpose – This study aims to analyze the effect of transformational leadership and empowering leadership on job satisfaction and employee performance in organizations operating in the digital era. Design/methodology – This research uses a quantitative approach with an explanatory survey method to examine the empirical relationship among variables. The population consists of permanent employees working in service and education organizations that actively implement work digitalization. A total of 109 respondents were selected using purposive sampling based on tenure and direct involvement in the organization’s digital transformation process. Data were analyzed using quantitative techniques to test direct and indirect effects through job satisfaction as a mediating variable. Findings – The results show that both transformational leadership and empowering leadership have a positive and significant effect on job satisfaction and employee performance, directly and indirectly through job satisfaction. Leaders who inspire, serve as role models, and foster self-confidence among subordinates create a conducive work climate, enhancing motivation and productivity. The findings highlight that the combination of transformational and empowering leadership styles serves as an effective strategy to face modern leadership challenges, especially during digital transformation processes in Indonesian organizations.
PENGUATAN KAPASITAS UMKM MASCOT LADA MELALUI PENDEKATAN PARTICIPATORY EMPOWERMENT Betri Betri; Maidiana Astuti Handayani; Dewi Puspasari; Dimas Andrean
Jurnal AbdiMas Nusa Mandiri Vol. 8 No. 3 (2026): Periode Juli 2026
Publisher : LPPM Universitas Nusa Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33480/abdimas.v8i3.8232

Abstract

Micro, Small, and Medium Enterprises (MSMEs) play a vital role in supporting regional economic growth; however, many still encounter challenges in financial management, production standardization, and digital marketing. These issues were identified in Mascot Lada MSME in Palembang City, Indonesia. A preliminary assessment involving 30 MSME participants revealed that only 20% regularly maintained financial records, 16.7% prepared simple financial reports, 23.3% implemented production standard operating procedures (SOPs), and only 40% had market reach beyond the local area. This community service program aimed to strengthen business management capacity, improve product quality, and expand digital marketing through a participatory community empowerment approach. The program was implemented through training, hands-on practice, and continuous mentoring in financial recordkeeping, social media and marketplace management, product packaging, and product photography using a mini studio. The results demonstrated significant improvements in the partner's business capacity. Financial recordkeeping increased from 20% to 80%, preparation of financial reports from 16.7% to 70%, implementation of production SOPs from 23.3% to 70%, packaging quality from 30% to 80%, social media utilization from 70% to 90%, and market reach beyond the local area from 40% to 70%. These findings indicate that participatory assistance supported by appropriate technology effectively enhances managerial capacity, product competitiveness, and market expansion of MSMEs.
DETERMINAN KEPUTUSAN PEMBELIAN MAS GLOW PADA MAHASISWA UNIVERSITAS MUHAMADDIYAH PALEMBANG Maidiana Astuti Handayani; Diah Isnaini Asiati; Venny Aprilia
Jurnal Ekonomi Trend Vol 13 No 2 (2025)
Publisher : Fakultas Ekonomi Universitas Alkhairaat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31970/trend.v13i2.658

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh produk, harga, promosi dan distribusi terhadap keputusan pembelian produk ms glow pada mahasiswa Universitas Muhamadiyah Palembang. Jenis penelitian yang digunakan yaitu asosiatif. Populasi dalam penelitian ini adalah semua mahasiswa yang pernah menggunakan Ms Glow di Universitas Muhammadiyah Palembang. Jumlah sampel yang dipergunakan adalah 100 orang dengan teknik purposive sampling. Data yang diperlukan dalam penelitian ini adalah data primer berupa jawaban responden. Metode pengumpulan data yang digunakan yaitu kuesioner. Teknik analisis yang digunakan dalam penelitian ini adalah regresi linier berganda. Hasil pengujian hipotesis menunjukkan bahwa secara bersama-sama Produk, Harga, Promosi dan Distribusi berpengaruh signifikan terhadap Keputusan prmbrlian Ms Glow di Universitas Muhammadiyah Palembang. Sedangkan secara parsial Produk, Harga, Promosi dan Distribusi berpengaruh signifikan terhadap Keputusan pembelian Ms Glow di Universitas Muhammadiyah Palembang Hasil koefisien determinasi menunjukkan nilai Adjusted R square 70,7% hal ini dapat diartikan bahwa Keputusan pembelian dapat dijelaskan oleh variabel produk, harga, promosi dan distribusi dan sisanya sebesar 29,3% oleh variabel lain dalam penelitian ini.
Exploring Behavioral and Motivational Determinants of Employee Performance in the Finance Industry Sharla Martiza; Maidiana Astuti Handayani
Journal of Organizational and Human Resource Development Strategies Vol. 3 No. 02 (2026): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/IISTR.ohds.002425

Abstract

Employee performance is a critical factor influencing organizational effectiveness and competitiveness in the financial services industry. This study examines the effects of work discipline, employee loyalty, and work motivation on employee performance at PT Mandala Finance Tbk., Palembang Branch, Indonesia. A quantitative explanatory research design was employed using a survey method. The study population consisted of 153 permanent employees, from whom 111 respondents were selected through proportionate stratified random sampling. Data were collected using a structured questionnaire and analyzed using multiple linear regression. Instrument testing confirmed satisfactory validity and reliability, with Cronbach’s alpha coefficients ranging from 0.752 to 0.851. The results indicate that work discipline, employee loyalty, and work motivation simultaneously have a significant effect on employee performance (F = 37.170, p < 0.001). Individually, work discipline (β = 0.271, p = 0.002), employee loyalty (β = 0.277, p = 0.006), and work motivation (β = 0.459, p < 0.001) positively and significantly influence employee performance. The coefficient of determination (R² = 0.510) shows that the three variables explain 51.0% of the variance in employee performance. Among the predictors, work motivation emerged as the strongest determinant. The findings highlight the importance of integrating disciplinary practices, loyalty-building initiatives, and motivational strategies to enhance workforce performance in the finance industry.
Occupational Safety and Health, Performance Appraisal, and Organizational Culture: A Model for Preventing Workplace Accidents and Improving Human Resource Productivity Maidiana Astuti Handayani; Mardiana Puspasari
Journal of Management Studies and Development Vol. 4 No. 03 (2025): Journal of Management Studies and Development
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/jmsd.v4i03.1772

Abstract

This study aims to analyze the influence of the work safety management audit program, occupational health, and performance appraisal on human resource productivity with organizational culture as a moderating variable. The research was conducted at four manufacturing companies in Palembang City using a quantitative associative approach. Primary data were collected through questionnaires distributed to 52 respondents, composed of Human Resource (HR) managers and staff, Human Resource Development (HRD), Occupational Safety and Health (OSH) managers and staff, internal auditors, and supervisors. Data were analyzed using multiple regression, t-test, F-test, moderation regression analysis (MRA), and coefficient of determination test. The results of the F-test indicate that the work safety management audit program, occupational health, and performance appraisal simultaneously affect human resource productivity. The t-test results show that the work safety management audit program and occupational health do not have a significant effect, while performance appraisal has a significant effect on human resource productivity. The MRA results reveal that organizational culture functions as a pure moderator of the relationship between the work safety management audit program and human resource productivity, as a quasi-moderator in the relationship between occupational health and productivity, and as a pure moderator in the relationship between performance appraisal and productivity. The R² test results show that human resource productivity is explained by 83% of the variables studied, while the remaining 17% is influenced by other factors outside this research. The findings highlight the importance of strengthening organizational culture to enhance the effectiveness of safety, health, and performance appraisal programs in improving productivity.
Job Satisfaction as a Mediating Variable of Work Professionalism, Organizational Commitment, and Employee Performance in the Animal Feed Industry Maidiana Astuti Handayani; Defia Riski Anggarini; Dewi Marini
Journal of Organizational and Human Resource Development Strategies Vol. 2 No. 03 (2025): Journal of Organizational and Human Resource Development Strategies
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/ohds.v2i03.1017

Abstract

This study investigates the influence of work professionalism and organizational commitment on employee performance, with job satisfaction as a moderating variable, at PT. Japfa Comfeed Indonesia Tbk, Bandar Lampung Branch. Using a quantitative approach, data were collected through questionnaires distributed to 116 employees, selected from a population of 163 using the Slovin formula. The analysis used Partial Least Squares (PLS) through the SEM-PLS approach with WarpPLS 7.0 software. The findings reveal that both work professionalism and organizational commitment positively affect employee performance, with path coefficients of 0.365 (p < 0.001) and 0.321 (p < 0.001), respectively. However, job satisfaction does not significantly moderate the relationship between work professionalism and performance (β = -0.003, p = 0.448) or organizational commitment and performance (β = 0.106, p = 0.122). These results suggest that while professionalism and commitment are key drivers of performance, job satisfaction does not significantly mediate these relationships within this organizational context.
Co-Authors Ade Candra Adelia Pratiwi Agus Setiono Aji, Aji Al-Azhar, Muhammad Yudha Amidi Amidi Amien Dwi Putra, M. Anggarini, Defia Riski Azminudin, Ulul Betri Betri, Betri Cici Amalia Dewi Marini Dewi Puspasari Dewi Sukmasari Diah Isnaini Asiati Dian Novita Dimas Andrean Djuniar, Lis Eko Nur Pratama Emi Suwarni Emi Suwarni Eni Cahyani Esty Pudyastuti Faris Afif, Muhammad Fitri Hafidz, Ridho ICEU SRI GUSTIANA Ida Zuraidah Intan Cinta Aulia Larasati Ahluwalia M. Amien Dwi Putra M. Orba Kurniawan Mardiana Puspasari Mareta Enjelya Muhammad Padri Alfarizi Nazmah Rahayu, Yunie Saputra, Febrian Eko Sharla Martiza Sirajuddin, Betri Stevani Ayu Andarista Tri Darma Rosmala Sari Venny Aprilia Yanti, Darma Yil Mustopa Yusnaini Yusnaini Yusra Fernando Yusra Fernando Zaleha Trihandayani Zuraida