Article Per Year (5 Year)
p-Index From 2021 - 2026
3.063
P-Index
This Author published in this journals
All Journal Jurnal Ekonomi Jurnal Ilmiah Manajemen dan Bisnis (JIMB) Dinasti International Journal of Digital Business Management International Journal of Social and Management Studies (IJOSMAS) Indonesian Journal of Business Analytics (IJBA) Indonesian Journal of Society Development (IJSD) Jurnal Keuangan dan Bisnis Enrichment: Journal of Multidisciplinary Research and Development Jurnal Akuntansi, Manajemen, dan Perencanaan Kebijakan Journal of Management, Economic, and Financial Journal of Sustainable Economic and Business
Agus Arijanto
Universitas Mercu Buana
Religion Agriculture, Biological Sciences & Forestry Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

Published : 19 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 19 Documents
Search

 1   2 
The Influence of Green Transformational Leadership, Career Development and Organizational Culture on Employee Engagement Mediated by Organizational Commitment Ramadhan, Shiomy Suci Wulandari; Arijanto, Agus
Enrichment: Journal of Multidisciplinary Research and Development Vol. 3 No. 6 (2025): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v3i5.471

Abstract

Organizations face significant challenges in the BANI era, including productivity issues, difficulties in culture building, and crises of employee trust. Only 21% of employees globally feel actively engaged at work. This study aims to examine the influence of Green Transformational Leadership, Career Development, and Organizational Culture on Employee Engagement, with Organizational Commitment as a mediating variable. The research was conducted at AirNav Indonesia, a State-Owned Enterprise (SOE) in the Air Navigation Service Sector. The population in this study includes all low-level employees categorized as non-managerial at AirNav Indonesia, totaling 1,062 employees, with a sample size of 278 employees. This study employs a quantitative method using Structural Equation Modeling–Partial Least Squares (SEM-PLS), assisted by SmartPLS 4 software. The results indicate that Green Transformational Leadership, Career Development, and Organizational Culture each have a positive and significant effect on Employee Engagement. Additionally, Organizational Commitment has a positive and significant effect on Employee Engagement. Furthermore, Green Transformational Leadership, Career Development, and Organizational Culture are positively and significantly associated with Organizational Commitment. As for the mediating role, Organizational Commitment is proven to partially mediate the relationship between Green Transformational Leadership, Career Development, and Organizational Culture on Employee Engagement. These findings indicate that sustainable and employee-oriented HR practices, particularly in green leadership, career development, and organizational culture, can enhance Employee Engagement and overall organizational performance.
The Influence of Green Self-Efficacy, Employee Engagement, Organizational Commitment, and Work-Life Balance on Sustainable Job Satisfaction with Green Organizational Culture as a Mediating Variable at ADR Group of Companies Heni Nur Fataya; Agus Arijanto
Indonesian Journal of Business Analytics Vol. 5 No. 5 (2025): October 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v5i5.15565

Abstract

Amid the dynamics of globalization and the intensifying competition across various business sectors, sustainable job satisfaction has become a fundamental determinant of organizational success. Furthermore, Green Organizational Culture is considered a mediating factor in the relationship between Green Self-Efficacy, Employee Engagement, and Organizational Commitment with Sustainable Job Satisfaction. This study employed a quantitative approach using the Two Stage Approach. Data were collected from 334 employees of ADR Group of Companies, selected from a total population of 2,000 using the Slovin formula with a 5% margin of error and simple stratified random sampling techniques.  The results showed that Green Self-Efficacy has a positive and significant effect on both Sustainable Job Satisfaction and Employee Engagement. Employee Engagement was also found to have a positive and significant impact on Sustainable Job Satisfaction. Green Organizational Culture demonstrated a positive and significant relationship with Sustainable Job Satisfaction.  The study also highlighted the mediating role of Employee Engagement and Green Organizational Culture. Employee Engagement positively and significantly mediated the effect between Green Self-Efficacy and Sustainable Job Satisfaction. However, Green Organizational Culture did not mediate the effect of Green Self- Efficacy and Employee Engagement on Sustainable Job Satisfaction.
Implementation of Credit Number Assessment for The Functional Position of Penata Kanselerai Prameswari, Pritta D.; Arijanto , Agus
Journal of Management Economic and Financial Vol. 2 No. 5 (2024): Special Issue
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46799/jmef.v2i5.50

Abstract

The development of the performance assessment of the State Civil Apparatus (ASN) has improved over time with increasingly complex organizational adjustments and with new positions created with the aim of professionalism in the State Civil Apparatus profession. Credit Score Assessment in the Functional Position of Chancery Manager is a transition mechanism from the Job Implementation Assessment List (DP3) to a more complex performance assessment, namely Credit Score Assessment. The focus of this research is to reveal the mechanism for continuous performance assessment with the process of synchronizing the governance and distribution of Chancellor's Management with what is being done. The method used in this research uses qualitative methods. By using George Edward IV's policy theory which examines and reviews 4 (four) variables, namely, Communication, Resources, Attitude (Disposition or Attitude) and Organizational Structure (Bureaucratic Structure). The implementation of credit score assessment from these variables can be reviewed from upstream to downstream processes. In this research, the NVIVO series 14 application was used. The results of the interviews obtained were valid with several clusters on SOPs that had not been determined from the initial formation until the final assessment in 2022. The recommendation given was to create an Standart Operating Procedur (SOP) from the results of the evaluation of JFPK credit assessment numbers during the period. 2020 – 2022, and needs to be strengthened with a Management System that can produce effective and efficient document output.
Build a Better Personal Abilities for a Sustainable Motivation: a Community Services in Penang, Malaysia: Arijanto, Agus; Soelton, Mochamad; Bagaskara, Muhammad Adrian; Karyatun, Subur; Supryadi, Didy Ika; Arief, Harefan; Rahmad, Khozaeni Bin
Indonesian Journal of Society Development Vol. 3 No. 4 (2024): August 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijsd.v3i4.10367

Abstract

The aim of this community service is to empower informal workers and learning sector facilitators by strengthening the individual potential of the Indonesian Community Association (PERMAI) Pulau Pinang with a differentiated learning approach that favors the informal sector workers themselves, as well as an effort to adapt the adjustment process to the work community which exists. With minimal levels of education and skills, these job seekers have to compete with each other. To alleviate poverty, the government implemented a program to place Indonesian Migrant Workers (TKI) abroad. The government's role in this program is focused on aspects of training, protection and providing various conveniences to related parties, especially TKI and Indonesian Migrant Worker Placement Services Companies (PJTKI). Stage 1: Map and collect data on initial partner conditions; Stage 2, Socialization through discussions with partners regarding implementation preparations, implementation time, members involved and service topics at Partners; Stage 3: Training and empowerment of differentiated learning and learning pattern approaches that focus on increasing productivity levels; Stage 4: Assistance in implementing learning approaches to learning patterns that favor increasing productivity levels; Stage 5: monitor and evaluate all partner activities; Stage 6: Follow-up on program implementation
The Influence of Transformational Leadership and Compensation on Organizational Citizenship Behavior (OCB) with Mediation of Work Satisfaction Study at PT Jasa Raharja Branch DKI Jakarta Zulkarnaen, Sayer; Arijanto, Agus
Indonesian Journal of Business Analytics Vol. 4 No. 1 (2024): February 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v4i1.7733

Abstract

This study discusses the influence of transformational leadership and compensation on Organizational Citizenship Behavior through the mediating variable work satisfaction at PT Jasa Raharja DKI Jakarta Branch. For this reason, this study aims to find out whether these variables have an influence on Organizational Citizenship Behavior among employees of PT Jasa Raharja DKI Jakarta Branch considering that the company has a high achievement target so that coordination and mutually helpful behavior is needed so that coordination within and between divisions can be better. solid to reduce the selfish interests of the division. This study uses a quantitative approach with data analysis methods using SEM PLS. The total population is 72 employees at PT Jasa Raharja DKI Jakarta Branch using a sampling technique using saturated sampling by the existing permanent employees, namely 72 employees. Study data was collected through distributing questionnaires. According to the study's findings, work satisfaction, remuneration, and transformational leadership all significantly and favorably influence organizational citizenship behavior. Work satisfaction is positively and significantly impacted by transformational leadership as well as compensation factors.
The Influence of Job Satisfaction and Transformational Leadership on Innovative Work Behavior with Knowledge Sharing as a Mediation Variable in Private Bank Ani, Indri; Arijanto, Agus
Indonesian Journal of Business Analytics Vol. 4 No. 1 (2024): February 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v4i1.7734

Abstract

The purpose of this observation is to determine whether these factors have an impact on creative work practices among employees of Private Banks. considering that current technological developments have given rise to intense competition in the financial industry. For this reason, the company's human resources are expected to be able to integrate technology into financial practices and create new products. This observation uses a quantitative approach with data analysis methods using SEM PLS. The total population is 343 employees and the sampling technique is random sampling with a total of 185 employees. Observation data was collected through distributing questionnaires. The observation The findings indicate that creative work behavior is positively and significantly impacted by transformational leadership, knowledge sharing, and partial job satisfaction. Knowledge sharing is greatly and favorably impacted by transformational leadership in the workplace satisfaction. Then, the knowledge-sharing variable was proven to be able to serve as a go-between for the relationship between transformative leadership's effects and innovative work practices on job satisfaction.
Implementation of Strategic Human Resource Management in Improving the Quality of Education Pradana, Yudhan; Arijanto, Agus
Indonesian Journal of Business Analytics Vol. 4 No. 2 (2024): April 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v4i2.8599

Abstract

This research was conducted at Labschool Cirendeu Middle School by analyzing Strategic HR Management as an effort to improve the quality of education at that school. Researchers use research strategy design. This research was qualitative research with the consideration that the problem and aim is to look at the phenomenon of the conditions of the implementation of Strategic HR. The data collection method used consisted of observation and questionnaires. Nvivo, the coding process is carried out by linking the text in the transcript with code. Strategic HR Management to improve the quality of education at that school which consists of seven themes, namely Quality Assurance, Quality Improvement, Planning and Evaluation, Supervision, Recruitment, Parents as partners, and Implemented Solutions.
Exploring Employee Status Change as a Career Shock: Leadership and Motivation Affect on Employee Engagement Murtomo, Tomi; Arijanto, Agus
Journal of Sustainable Economic and Business Vol. 3 No. 1 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i1.364

Abstract

Objectives: This study aims to examine the impact of transformational leadership and public service motivation on employee engagement among KPK employees following the disruptive event of transitioning employment status to civil state apparatus. Methodology: A quantitative causal associative study with a sample of 301 people from 1.157 KPK employees affected by the employment status change and who were still working at KPK at the time of the research. Data was obtained from Google Form questionnaire distributed via e-mail to respondents. Quantitative analysis used Partial Least Square and causal relationships were explored using Structural Equation Modeling (SEM) through the SmartPLS version 4 application. Finding: The transition of employment status as a positive valenced career shock most strongly influences employee engagement. Transformational leadership does not significantly affect employee engagement. However, its influence on employee engagement becomes more effective and significant when moderated by career shock. Meanwhile, the significant influence of public service motivation on employee engagement is not affected by the moderation of career shock. Conclusion: This study demonstrates that transformational leadership does not always significantly influence employee engagement, particularly in public institutions, but intervention from other variables is required to enhance its effectiveness.
Examining the Mediating Role of Artificial Intelligence in Green Organizations, and Employee Sustainabilitty Pratiwi, Nurmala; Arijanto, Agus
Journal of Sustainable Economic and Business Vol. 3 No. 2 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i2.378

Abstract

Sustainability issues and the implementation of Environmental, Social, and Governance (ESG) principles have become a major concern in the modern banking sector in order to ensure stable long-term performance. Amidst industry competition and the digitalisation of financial services, banks are required to not only pursue profitability, but also maintain a balance between employee welfare and environmental sustainability. In the context of sustainable performance, green organisational culture, green transformational leadership, and perceived organisational support are important factors that influence sustainable employee performance, with artificial intelligence adaptation acting as a mediating variable. Objectives: This study aims to analyse the influence of green organisational culture, green transformational leadership, and perceived organisational support on sustainable employee performance at PT Bank BRI Pluit Branch, with artificial intelligence adaptation as a mediating variable in the perspective of sustainable business. Methodology: A quantitative survey was conducted using non probability purposive sampling, involving 119 respondents. The data were analyzed with Partial Least Squares Structural Equation Modeling (PLS-SEM) Finding: The results of the study indicate that green organisational culture, green transformational leadership, and perceived organisational support have a positive and significant effect on sustainable employee performance. The mediation test results show that artificial intelligence adaptation is unable to mediate the influence between leadership and organisational support on sustainable performance. Conclusion : AI technology has been adopted, but its effectiveness in improving performance still depends heavily on the readiness of human resources and the integration of work culture. Based on the results of this study, it is recommended that the management of PT Bank BRI Pluit Branch improve digital literacy and align workloads with organisational support in order to maintain consistent employee performance.
Co-Authors Ani, Indri Bagaskara, Muhammad Adrian C. Catur Widayati Christian Kuswibowo Christina Catur Widayati Didy Ika Supryadi Eko Tama Putra Saratian Harefan Arief Hellen Widjaja, Purnamawati Heni Nur Fataya Juniar, Robbi Karyatun, Subur Magita, Magita Mochamad Soelton Muhammad Sadiq Muhammed Hokroh Murtomo, Tomi Muttaqin, Khamdan Onggo Pramudito Pradana, Yudhan Prameswari, Pritta D. Pratiwi, Nurmala Purnamawati Hellen Widjaja Putri A, Adinda Rahmad, Khozaeni Bin Ramadhan, Shiomy Suci Wulandari Ramadhana, Faza Arya Retno Wulandari Setini, Made T. Fintura, Agustina Tri Wahyono, Tri Wahyu Anggraini, Wahyu Yenita . Zulkarnaen, Sayer