Article Per Year (5 Year)
p-Index From 2021 - 2026
2.357
P-Index
This Author published in this journals
All Journal AKSELERASI: Jurnal Ilmiah Nasional Dynamic Management Journal Jurnal Comparative : Ekonomi Dan Bisnis West Science Business and Management Jurnal Bisnis dan Manajemen West Science West Science Interdisciplinary Studies West Science Interdisciplinary Studies International Journal of Advance Social Sciences and Education (IJASSE) West Science Social and Humanities Studies Jurnal Pengabdian Masyarakat dan Riset Pendidikan Digital Business Journal (DIGIBIS)
Ilma Darojat
Universitas Muhammadiyah Tangerang
Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Public Health Social Sciences Other

Published : 14 Documents Claim Missing Document
Claim Missing Document
Check
Articles

Found 14 Documents
Search

 1   2 
The Impact of Perceived Organizational Support and Work Environment on Employee Engagement and Job Satisfaction in Telecommunications Companies in Bandung Amelia Trisavinaningdiah; Siska Mayratih; Isrok Isrok; Ilma Darojat; Muhammad Abdul Rosid
West Science Social and Humanities Studies Vol. 4 No. 02 (2026): West Science Social and Humanities Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsshs.v4i02.2651

Abstract

This study aims to examine the impact of perceived organizational support and work environment on employee engagement and job satisfaction in telecommunications companies in Bandung. A quantitative research design was applied using a survey method involving 70 employees selected through purposive sampling. Data were collected using a structured questionnaire measured with a five-point Likert scale and analyzed using SPSS version 25. The analytical techniques included descriptive statistics, validity and reliability tests, classical assumption tests, and multiple regression analysis. The results indicate that perceived organizational support and work environment have positive and significant effects on employee engagement. Furthermore, perceived organizational support, work environment, and employee engagement significantly influence job satisfaction, with employee engagement showing the strongest effect. The findings highlight that supportive organizational practices and a conducive work environment play an important role in fostering employees’ psychological attachment and satisfaction levels. This study contributes to the human resource management literature by providing empirical evidence from the telecommunications sector and offers practical implications for organizations to enhance employee engagement and job satisfaction through supportive policies and workplace improvements.
How Employee Well-Being and Workload Shape Turnover Intentions Among Retail Employees in Depok City? Suandi Silalahi; Latif Latif; Rani Sri Sumarsih; Ilma Darojat; Sabrawijaya Sabrawijaya
West Science Social and Humanities Studies Vol. 4 No. 02 (2026): West Science Social and Humanities Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsshs.v4i02.2654

Abstract

Employee mobility has become a growing concern in the retail industry, particularly in urban areas where competitive labor markets encourage frequent job changes. This study aims to analyze the influence of employee well-being and workload on job-hopping intentions among retail employees in Depok City. A quantitative research design was applied using a survey method involving 100 respondents selected through purposive sampling. Data were collected using a structured questionnaire based on a five-point Likert scale and analyzed using SPSS version 25. The results of multiple linear regression analysis show that employee well-being has a negative and significant effect on job-hopping intention, indicating that higher levels of well-being reduce employees’ tendency to change jobs. Meanwhile, workload has a positive and significant effect on job-hopping intention, suggesting that excessive job demands increase employees’ desire to seek alternative employment opportunities. Simultaneously, employee well-being and workload significantly influence job-hopping intention, with a coefficient of determination (R²) of 0.468, meaning that 46.8% of job-hopping intention can be explained by the two variables. These findings highlight the importance of creating supportive work environments and balanced workload management to improve employee retention in the retail sector. The study provides practical implications for retail management in designing human resource strategies that enhance employee well-being and reduce turnover risk.
The Influence of Employee Voice Mechanism and Organizational Climate on Employee Engagement and Innovation Culture in the Karawang Manufacturing Industry Muhammad Abdul Rosid; Imam Muhtadin; Estri Purwani Rahayu; Ilma Darojat; Isrok Isrok
West Science Interdisciplinary Studies Vol. 4 No. 04 (2026): West Science Interdisciplinary Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsis.v4i04.2785

Abstract

This study investigates the influence of employee voice mechanisms and organizational climate on employee engagement and innovation culture in the manufacturing industry in Karawang, Indonesia. Employing a quantitative research design, data were collected from 120 employees using a structured questionnaire measured on a five-point Likert scale. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS 3) to examine both the measurement and structural models. The results indicate that employee voice mechanisms and organizational climate have significant positive effects on employee engagement. Organizational climate demonstrates a stronger influence, highlighting the importance of a supportive and open work environment in enhancing employee involvement. Furthermore, both employee voice mechanisms and organizational climate significantly affect innovation culture. Employee engagement is also found to have a significant positive impact on innovation culture and plays a partial mediating role in the relationship between the independent variables and innovation culture. These findings suggest that organizations in the manufacturing sector should prioritize the development of effective communication channels and foster a positive organizational climate to enhance employee engagement and promote innovation. This study contributes to the literature by integrating key organizational behavior variables into a comprehensive model and provides practical implications for improving organizational competitiveness through human resource strategies.
The Influence of Employee Voice Mechanism and Organizational Climate on Employee Engagement and Innovation Culture in the Karawang Manufacturing Industry Muhammad Abdul Rosid; Imam Muhtadin; Estri Purwani Rahayu; Ilma Darojat; Isrok Isrok
West Science Interdisciplinary Studies Vol. 4 No. 04 (2026): West Science Interdisciplinary Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsis.v4i04.2785

Abstract

This study investigates the influence of employee voice mechanisms and organizational climate on employee engagement and innovation culture in the manufacturing industry in Karawang, Indonesia. Employing a quantitative research design, data were collected from 120 employees using a structured questionnaire measured on a five-point Likert scale. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS 3) to examine both the measurement and structural models. The results indicate that employee voice mechanisms and organizational climate have significant positive effects on employee engagement. Organizational climate demonstrates a stronger influence, highlighting the importance of a supportive and open work environment in enhancing employee involvement. Furthermore, both employee voice mechanisms and organizational climate significantly affect innovation culture. Employee engagement is also found to have a significant positive impact on innovation culture and plays a partial mediating role in the relationship between the independent variables and innovation culture. These findings suggest that organizations in the manufacturing sector should prioritize the development of effective communication channels and foster a positive organizational climate to enhance employee engagement and promote innovation. This study contributes to the literature by integrating key organizational behavior variables into a comprehensive model and provides practical implications for improving organizational competitiveness through human resource strategies.
Co-Authors Abas, Sayid Amelia Trisavinaningdiah Apriyanto Baitullah, Muhammad Iqbal Dwi Saleha Eko Sudarmanto Estri Purwani Rahayu Fazira, Rabitha Fida Arumingtyas Hakim, Adi Lukman Hasan, Muh Imam Muhtadin Isrok Isrok Isrok Isrok istiqomah istiqomah Jamaludin Jamaludin Judijanto, Loso Khaeriah, RD. Hera Merdeka Khazinatul Latif Latif Maman Faturohman Muhammad Abdul Rosid Nursimah Dara Rani Sri Sumarsih Ria Puspitasari Rosid, Muhammad Abdul Rosyid, Muhammad Abdul Sabrawijaya Sabrawijaya Silalahi, Suandi Siska Mayratih Siska Mayratih Sono, Mohammad Gifari Tekni Megaster Tri Endi Ardiansyah PS Vernando Vernando Willy Nurhayadi