Garuda - Garba Rujukan Digital

Organizational Commitment Mediates the Effect of Transac-tional Leadership on Turnover Intention on Frontliners Wafiq Nuril Azizi; Ika Korika Swasti
Digital Innovation : International Journal of Management Vol. 2 No. 3 (2025): Digital Innovation : International Journal of Management
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/digitalinnovation.v2i3.419

The high level of turnover intention in frontliner employees is a serious challenge for retail companies, including CV. Premium Indonesia. This study aims to analyze the effect of transactional leadership on turnover intention mediated by organizational commitment. This research uses a quantitative approach with survey techniques on 56 frontliner respondents. The results showed that transactional leadership has a negative influence on turnover intention. This means that the more effective the application of transactional leadership style, the lower the employee's intention to leave the company. In addition, organizational commitment also negatively affects turnover intention and is proven to be able to mediate the relationship between transactional leadership and turnover intention. These findings confirm the important role of leadership and commitment in retaining the workforce, especially in the dynamic and competitive retail sector.

Influence of Work-Life Balance, Career Development, and Compensation on Generation Z’s Turnover Intentions in Surabaya Virginia, Savira Vagantree; Ika Korika Swasti
International Journal of Economics and Management Sciences Vol. 2 No. 4 (2025): November : International Journal of Economics and Management Sciences
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/ijems.v2i4.891

This study aims to analyze the influence of work life balance, career development, and Compensation on turnover intention among Generation Z employees in Surabaya. The research used a quantitative method with a survey approach, distributing online questionnaires to 100 respondents who belong to Generation Z. Data were analyzed using the Partial Least Square (PLS) technique with the help of SmartPLS 3.0 software. The results show that work life balance, career development, and Compensation have a negative and significant influence in reducing turnover intention. Generation Z employees who experience a balance between work and personal life, have career development opportunities, and receive adequate Compensation tend to show higher loyalty to the company.

Perceived Supervisor Support as a Mediator Between Flexible Working Arrangements and Employee Performance in a Work From Home Rachellia Abitha Daniswara; Ika Korika Swasti
International Journal of Economics and Management Sciences Vol. 2 No. 4 (2025): November : International Journal of Economics and Management Sciences
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/ijems.v2i4.949

The shift towards flexible working arrangements (FWA), especially in the context of remote work or work-from-home (WFH) settings, has prompted organizations to rethink how flexibility impacts employee performance. While FWA offers potential benefits such as improved work-life balance and autonomy, it can also create challenges related to time management, coordination, and communication—particularly in the absence of adequate support from supervisors. This study addresses the problem of whether work flexibility alone is sufficient to enhance employee performance, or if perceived supervisor support (PSS) serves as a mediating factor in this relationship. The objective of this research is to investigate the role of PSS as a mediator between FWA and employee performance. A quantitative research method was employed, with data collected via structured questionnaires distributed to 35 employees working under flexible arrangements. The collected data were then analyzed using statistical techniques to assess both direct and indirect relationships among the variables. The findings indicate that while FWA does not directly improve employee performance, it significantly enhances employees’ perception of supervisor support. Furthermore, PSS was found to have a strong positive influence on performance outcomes. These results suggest that flexibility in work arrangements must be complemented by consistent and active supervisory engagement to yield positive effects on employee performance. In conclusion, the study emphasizes that PSS plays a critical mediating role in the FWA–performance link. Organizations seeking to implement or optimize flexible work policies should prioritize supervisor training and engagement strategies to ensure that flexibility translates into measurable performance improvements. Future research may explore these dynamics in larger populations and across different industries.

Mediasi Kepuasan Kerja pada Motivasi dan Beban Kerja untuk Meningkatkan Kinerja Karyawan Muhammad Rafif Falah; Ika Korika Swasti
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 5 No. 9 (2024): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v5i9.3228

This study aims to determine the influence of motivation and workload on performance through job satisfaction. This study was carried out by distributing questionnaires to 50 employees in the marketing division, with statements filled in using a 5 point Likert scale. The data obtained was then analyzed using Partial Least Square (PLS). The result showed that overall performance was influence by motivation and workload through job satisfaction and the rest influenced by other variables outside the research model. Motivation has a significant positive influence on performance and workload has a negative significant influence on performance. On indirect effect, job satisfaction has mediated the two independent variables on the dependent variables. Through job satisfaction, motivation has a significant positive influence on performance and workload through indirect effect has a significant negative on performance.

Pengaruh Budaya Organisasi dan Kompensasi terhadap Komitmen Organisasi: (Studi pada PT INKA Multi Solusi) Arden Stalin Lubanov Fakhrullah; Ika Korika Swasti
Al-Buhuts Vol. 20 No. 1 (2024): Al-Buhuts
Publisher : Institute Agama Islam Negeri (IAIN) Sultan Amai Gorontalo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30603/ab.v20i1.4860

The research was conducted to analyze the influence of organizational culture and compensation on organizational commitment at PT INKA Multi Solusi. The research method used was quantitative research. The sampling technique employed non-probability sampling method with a saturated sampling of 70 permanent employess in non-production units. Data collection was carried out through questionnaire distribution. The data from the respondents in the study were processed using partial least square. The research results indicate that organizational culture has a significant positive impact on organizational commitment. Compensation has a significant positive impact on organizational commitment. The results obtained show that the better the implementation of organizational culture in the company, the higher the organizational commitment of employees and the higher the compensation provided by the company, the higher the organizational commitment of PT INKA Multi Solusi employees.

THE INFLUENCE OF MOTIVATION AND COMPENSATION ON EMPLOYEE TURNOVER INTENTION AT PT AJI Topan dewa perdana; Ika Korika Swasti
Management Science Research Journal Vol. 3 No. 4 (2024): November 2024
Publisher : PT Larva Wijaya Penerbit

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56548/msr.v3i4.134

Abstract: This study aims to determine the influence of motivation and compensation on employee turnover intention at PT AJI. The research employs a quantitative method. The sampling was conducted using the probability sampling method with a simple random sampling technique, resulting in a sample of 57 employees from PT AJI. Data collection was carried out using questionnaires distributed to the employees. The study's variables include the independent variables motivation (X1) and compensation (X2), as well as the dependent variable turnover intention (Y). The analysis tool used in this research is the Partial Least Squares (PLS) model. The results indicate that motivation and compensation collectively have a negative and significant effect on employee turnover intention at PT AJI. Keywords: Motivation, Compensation, Turnover Intention, Employees.

THE AFFECTION OF DETERMINANT EFFECT ON EMPLOYEE PERFORMANCE Della Maya Puspita; Fauzi, Akhmad; Ika Korika Swasti
Management Science Research Journal Vol. 4 No. 1 (2025): February 2025
Publisher : PT Larva Wijaya Penerbit

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56548/msr.v4i1.138

The availability of qualified human resources in an agency or company will support optimal work results and the achievement of the company's vision and mission. One of the factors that need to be considered to keep employee performance at its maximum is to implement a work-life balance and a good work environment. This study aims to find out how work-life balance and work environment can affect employee performance with job satisfaction as a mediating variable. The research method used is quantitative with the Structural Equation Modeling-Partial Least Square (Sem-PLS) analysis technique. The variables studied in this study are work life balance (X1), work environment (X2), performance (Y), and job satisfaction (Z). The object of this study is an employee of Bank X in Sidoarjo. The sampling technique in this study is a saturated sampling technique or census. The number of samples in this study is 58 employees of Bank X in Sidoarjo. The results of the study showed that: work-life balance did not contribute to improving performance, the work environment contributed positively and significantly to improving performance, job satisfaction successfully mediated the influence of work-life balance on performance, the work environment did not contribute to improving performance through job satisfaction, job satisfaction also contributed positively and significantly to the improvement of the performance of Bank X employees in Sidoarjo.

Mediasi Kepuasan Kerja pada Motivasi dan Beban Kerja untuk Meningkatkan Kinerja Karyawan Muhammad Rafif Falah; Ika Korika Swasti
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 5 No. 9 (2024): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v5i9.3228

This study aims to determine the influence of motivation and workload on performance through job satisfaction. This study was carried out by distributing questionnaires to 50 employees in the marketing division, with statements filled in using a 5 point Likert scale. The data obtained was then analyzed using Partial Least Square (PLS). The result showed that overall performance was influence by motivation and workload through job satisfaction and the rest influenced by other variables outside the research model. Motivation has a significant positive influence on performance and workload has a negative significant influence on performance. On indirect effect, job satisfaction has mediated the two independent variables on the dependent variables. Through job satisfaction, motivation has a significant positive influence on performance and workload through indirect effect has a significant negative on performance.

The Effect of Burnout and Turnover Intention on Employee Performance in Banking Rosaria Angelita; Ika Korika Swasti
International Journal of Economics and Management Sciences Vol. 2 No. 4 (2025): November : International Journal of Economics and Management Sciences
Publisher : Asosiasi Riset Ekonomi dan Akuntansi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/ijems.v2i4.1064

This study aims to analyze the effect of burnout and turnover intention on employee performance in banks. Declining performance and high work pressure in the micro banking sector are important reasons for conducting this study. The research uses a quantitative approach with a survey method, involving 42 respondents from the credit, marketing, and teller divisions. Data collection was carried out through the distribution of questionnaires using a 1–5 point Likert scale, which were then analyzed using the Partial Least Squares (PLS) method through the SmartPLS 4 application. The results show that both burnout and turnover intention negatively affect employee performance. This means that as employees experience higher levels of emotional exhaustion and a stronger intention to leave their job, their performance declines. The study highlights the importance of addressing these psychological factors to enhance employee performance. The findings imply that company management should focus on improving the psychological well-being of employees to ensure the stability of organizational performance, reduce turnover, and maintain a productive workforce.

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