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Self-Efficacy, engagement, and spiritual intelligence on performance via OCB among Jakarta educators Pujiati, Herni; Feani, Dewi Puspaningtyas; Cahaya, Yohannes Ferry
Annals of Human Resource Management Research Vol. 5 No. 1 (2025): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i1.2861

Purpose: This study aims to analyze the influence of self-efficacy, employee engagement, and spiritual intelligence on Organizational Citizenship Behavior (OCB), as well as to examine the role of OCB in enhancing the performance of part-time teachers in Jakarta. Research Methodology: This quantitative research used a survey method, collecting data from 278 village officials in Brebes Regency through questionnaires. Structural Equation Modeling (SEM) with Partial Least Square (PLS) was employed for data analysis to test both direct and indirect effects among variables. Results: The findings reveal that ethical leadership, organizational commitment, and work culture significantly influence job satisfaction. Moreover, job satisfaction positively and significantly affects village officials' performance. Ethical leadership and work culture also directly affect performance, while organizational commitment's direct effect on performance was not significant. However, job satisfaction successfully mediates the influence of organizational commitment on performance. Conclusions: This study found that spiritual intelligence significantly influences Organizational Citizenship Behavior (OCB), which in turn positively affects the performance of part-time teachers in Jakarta. However, self-efficacy and employee engagement showed no significant effect on OCB. The findings highlight the key role of spiritual intelligence in enhancing teacher performance through OCB. Limitations: The study is limited to village officials in Brebes Regency, making generalization to other regions or administrative contexts less applicable. The use of cross-sectional data limits the ability to observe changes over time. Additionally, self-reported questionnaires may introduce response bias, affecting the objectivity of the data. Contribution: The study is limited to village officials in Brebes Regency, making generalization to other regions or administrative contexts less applicable. The use of cross-sectional data limits the ability to observe changes over time. Additionally, self-reported questionnaires may introduce response bias, affecting the objectivity of the data.

Determining lecturer performance: Analysis of competence, motivation, and self-efficacy through remuneration Widana, I Dewa Ketut Kerta; Susanto, Primadi Candra; Sadipung, Theresia Oktavia; Pujiati, Herni
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2919

Purpose: This study aims to develop hypotheses for future research by reviewing the relationships between competence, motivation, self-efficacy, remuneration, and lecturer performance. ResearchMethodology: A descriptive qualitative approach was employed through a literature review. Secondary data were collected from academic databases including Scopus, Web of Science, Taylor & Francis, Springer, Elsevier, SINTA, DOAJ, and Google Scholar. One empirical study was selected for each variable category to support the review. Empirical findings from the literature were analyzed and synthesized to identify patterns and construct theoretical relationships. Results: The study reveals ten significant relationships: (1) Competence, motivation, and self-efficacy each positively influence remuneration; (2) All three variables also directly affect lecturer performance; (3) Remuneration has a positive effect on lecturer performance; and (4) Remuneration mediates the effects of competence, motivation, and self-efficacy on lecturer performance. Statistical results from reviewed studies show that competence (? = 0.58), motivation (? = 0.49), and self-efficacy (? = 0.45) have strong direct effects on lecturer performance, with remuneration acting as a significant mediator (p < 0.05). Conclusions: Competence, motivation, and self-efficacy are critical factors influencing both remuneration and lecturer performance. Remuneration plays a mediating role, amplifying these effects. The findings provide a theoretical basis for future empirical testing. Limitations: This review focuses exclusively on individual-level variables, excluding organizational and policy-level influences. The generalization of the findings may be limited by the selection of reviewed studies. Contribution: The study contributes to the development of a conceptual framework on lecturer performance and highlights remuneration as a key mediating variable. It offers new insights into performance-related factors in the Indonesian higher education context.

From Green HRM to sustainability: A study of ground handling in java with employee performance as a key link Faeni, Ratih Puspitaningtyas; Feani, Dewi Puspaningtyas; Pujiati, Heni; Cahaya, Yohannes Ferry
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.2991

Purpose: This study aims to examine the direct and indirect relationship between Green HRM variables, as well as provide theoretical and practical contributions in the development of environmentally friendly HR management strategies in the ground handling company. Methodology/approach: Using a descriptive method with a purposive sampling technique. A total of 160 respondents from ground handling company were used as samples. Primary data is collected through questionnaires (g-form), and secondary data comes from various publication sources. The analysis used includes regression, correlation, percentage, and SEM. Results/findings: Green Recruitment, Green Training, and Green Performance Appraisal have a significant effect on Employee Performance through the mediation of Organizational Sustainability. Environmentally-oriented HR policies have been proven to improve organizational sustainability and employee performance. Conclusions: Green HRM practices have a direct and indirect effect on employee performance and organizational sustainability. The integration of eco-friendly principles in HR strategies is essential for long-term productivity and sustainability. Limitations: The study was limited to companies java province, the potential for questionnaire bias, the approach was only quantitative, and did not consider external factors such as organizational culture and leadership. Contribution: This research reinforces the importance of implementing GHRM in improving employee performance and organizational sustainability, as well as encouraging follow-up research with qualitative approaches and external factors.

Determining lecturer performance: Analysis of competence, motivation, and self-efficacy through remuneration Widana, I Dewa Ketut Kerta; Susanto, Primadi Candra; Sadipung, Theresia Oktavia; Pujiati, Herni
Annals of Human Resource Management Research Vol. 5 No. 2 (2025): June
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i2.2919

Purpose: This study aims to develop hypotheses for future research by reviewing the relationships between competence, motivation, self-efficacy, remuneration, and lecturer performance. ResearchMethodology: A descriptive qualitative approach was employed through a literature review. Secondary data were collected from academic databases including Scopus, Web of Science, Taylor & Francis, Springer, Elsevier, SINTA, DOAJ, and Google Scholar. One empirical study was selected for each variable category to support the review. Empirical findings from the literature were analyzed and synthesized to identify patterns and construct theoretical relationships. Results: The study reveals ten significant relationships: (1) Competence, motivation, and self-efficacy each positively influence remuneration; (2) All three variables also directly affect lecturer performance; (3) Remuneration has a positive effect on lecturer performance; and (4) Remuneration mediates the effects of competence, motivation, and self-efficacy on lecturer performance. Statistical results from reviewed studies show that competence (? = 0.58), motivation (? = 0.49), and self-efficacy (? = 0.45) have strong direct effects on lecturer performance, with remuneration acting as a significant mediator (p < 0.05). Conclusions: Competence, motivation, and self-efficacy are critical factors influencing both remuneration and lecturer performance. Remuneration plays a mediating role, amplifying these effects. The findings provide a theoretical basis for future empirical testing. Limitations: This review focuses exclusively on individual-level variables, excluding organizational and policy-level influences. The generalization of the findings may be limited by the selection of reviewed studies. Contribution: The study contributes to the development of a conceptual framework on lecturer performance and highlights remuneration as a key mediating variable. It offers new insights into performance-related factors in the Indonesian higher education context.

Self-Efficacy, engagement, and spiritual intelligence on performance via OCB among Jakarta educators Pujiati, Herni; Feani, Dewi Puspaningtyas; Cahaya, Yohannes Ferry
Annals of Human Resource Management Research Vol. 5 No. 1 (2025): March
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i1.2861

Purpose: This study aims to analyze the influence of self-efficacy, employee engagement, and spiritual intelligence on Organizational Citizenship Behavior (OCB), as well as to examine the role of OCB in enhancing the performance of part-time teachers in Jakarta. Research Methodology: This quantitative research used a survey method, collecting data from 278 village officials in Brebes Regency through questionnaires. Structural Equation Modeling (SEM) with Partial Least Square (PLS) was employed for data analysis to test both direct and indirect effects among variables. Results: The findings reveal that ethical leadership, organizational commitment, and work culture significantly influence job satisfaction. Moreover, job satisfaction positively and significantly affects village officials' performance. Ethical leadership and work culture also directly affect performance, while organizational commitment's direct effect on performance was not significant. However, job satisfaction successfully mediates the influence of organizational commitment on performance. Conclusions: This study found that spiritual intelligence significantly influences Organizational Citizenship Behavior (OCB), which in turn positively affects the performance of part-time teachers in Jakarta. However, self-efficacy and employee engagement showed no significant effect on OCB. The findings highlight the key role of spiritual intelligence in enhancing teacher performance through OCB. Limitations: The study is limited to village officials in Brebes Regency, making generalization to other regions or administrative contexts less applicable. The use of cross-sectional data limits the ability to observe changes over time. Additionally, self-reported questionnaires may introduce response bias, affecting the objectivity of the data. Contribution: The study is limited to village officials in Brebes Regency, making generalization to other regions or administrative contexts less applicable. The use of cross-sectional data limits the ability to observe changes over time. Additionally, self-reported questionnaires may introduce response bias, affecting the objectivity of the data.

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