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All Journal Jurnal Manajemen Terapan dan Keuangan Journal of Business & Banking Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura DERIVATIF JURNAL MANAJEMEN MOTIVASI Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship Jurnal Manajerial Ecobisma (Jurnal Ekonomi, Bisnis dan Manajemen) International Journal of Economics Development Research (IJEDR) Jurnal EK dan BI Jurnal Ilmu Manajemen Profitability Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) Jurnal Orientasi Bisnis dan Entrepreneurship Jurnal Bingkai Ekonomi (JBE) Aurelia: Jurnal Penelitian dan Pengabdian Masyarakat Indonesia Research Horizon Journal of Management, Economic, and Accounting Jurnal Literasi Pengabdian dan Pemberdayaan Masyarakat Journal Metaverse Adpertisi Proceeding of International Conference on Humanity Education and Society
kusuma, nala tri
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Organizational Citizenship Behavior: The Role of Job Fit, Job satisfaction, and Transformational leadership Nikmah, Ulfatun; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Jurnal Ilmu Manajemen Profitability Vol. 9 No. 2 (2025): AGUSTUS 2025
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/he77ya65

Abstract

This study investigates the influence of person–job fit, job satisfaction, and transformational leadership on organizational citizenship behavior (OCB) among employees of the Cultural Service of the Yogyakarta Special Region. OCB represents discretionary employee behavior that enhances organizational functioning but is not explicitly required in formal job descriptions. A quantitative research design was employed, using a census method to collect data from 100 employees through structured questionnaires. The research instruments were adapted from validated scales, and the data were analyzed using multiple linear regression with SPSS version 23. The findings reveal that person–job fit exerts a significant positive effect on OCB, indicating that alignment between employees’ competencies and job demands encourages greater voluntary contributions. Job satisfaction also demonstrates a significant influence, suggesting that satisfied employees are more likely to engage in behaviors that support organizational effectiveness. Moreover, transformational leadership is found to have a strong positive effect on OCB, underscoring the role of inspirational and visionary leadership in motivating employees to perform beyond formal requirements. Collectively, the three predictors explain 94.5% of the variance in OCB, reflecting their substantial contribution to discretionary work behaviors. These results highlight the importance of enhancing job–person alignment, fostering job satisfaction, and strengthening transformational leadership to cultivate OCB in public sector organizations. The study contributes to the literature on organizational behavior and offers practical implications for improving employee performance through human resource management strategies.
The Influence Work Environment, Job Satisfaction and Work Stress on Turnover Intention Kusuma, Nanda Perdi; Septyarini, Epsilandri; Kusuma, Nala Tri
Jurnal Ilmu Manajemen Profitability Vol. 9 No. 2 (2025): AGUSTUS 2025
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/r4m8ds86

Abstract

This study investigates the influence of work environment, job satisfaction, and job stress on turnover intention among employees at DM Baru Retailindo, Bantul. The research adopts a quantitative design, involving the entire employee population as the sample, totaling 49 respondents, selected using a saturated sampling technique. Data collection was conducted through structured questionnaires, and the responses were analyzed using multiple statistical methods to assess both partial and simultaneous effects of the independent variables on turnover intention. The findings indicate that the work environment exerts a positive and significant effect on turnover intention, suggesting that certain aspects of the workplace may contribute to employees’ desire to leave. Conversely, job satisfaction demonstrates a negative and significant effect, meaning that higher levels of satisfaction are associated with lower turnover intention. Additionally, job stress shows a positive and significant influence, implying that increased stress levels elevate the likelihood of employees intending to resign. The simultaneous analysis confirms that the three factors collectively have a significant impact on turnover intention. These results hold important practical implications for human resource management at DM Baru Retailindo. Efforts to improve the physical and social aspects of the work environment, enhance job satisfaction through recognition and career development, and mitigate job stress through workload management could contribute to lowering turnover rates. The study provides valuable insights for managerial decision-making and may serve as a reference for future research aimed at strengthening employee retention strategies and ensuring organizational sustainability.
The Influence of Organizational Justice, Organizational Culture and Job Satisfaction on Organizational Commitment of Employees of the Health Department of Gunungkidul District Azis, Muhammad Nur; Prayekti, Prayekti; Kusuma, Nala Tri
Jurnal Ilmu Manajemen Profitability Vol. 9 No. 2 (2025): AGUSTUS 2025
Publisher : Universitas Muhammadiyah Makassar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26618/xj4v1h08

Abstract

This study examines the influence of organizational justice, organizational culture, and job satisfaction on organizational commitment among employees of the Gunungkidul Regency Health Office. Using a quantitative approach, data were collected from a saturated sample of 80 employees through structured questionnaires measured on a Likert scale. The research variables included organizational justice, organizational culture, job satisfaction, and organizational commitment, adopted from established measurement instruments. Data analysis was conducted using multiple linear regression with SPSS. The results demonstrate that organizational justice has a positive and significant effect on organizational commitment, indicating that fair treatment in terms of workload, income, and recognition enhances employees’ willingness to remain dedicated to the organization. Similarly, organizational culture exerts a significant positive impact, suggesting that shared norms, values, and teamwork contribute to stronger commitment. Job satisfaction also positively influences commitment, showing that satisfied employees with supportive work environments are more likely to remain loyal. Furthermore, the simultaneous testing confirms that organizational justice, culture, and job satisfaction collectively explain 35.1% of the variance in organizational commitment, while the remaining 64.9% is attributed to other factors outside the study. The findings underscore the importance of promoting fairness, strengthening organizational culture, and ensuring job satisfaction to sustain employee commitment. This study contributes to the organizational behavior literature and provides practical recommendations for public institutions to enhance human resource management strategies in health sector organizations
Peran Servant Leadership pada Organizational Citizenship Behavior dengan Mediasi Job Satisfaction Nur Jannah, Dewi Karomatun; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Journal of Business & Banking Vol 13 No 2 (2023): November 2023 - April 2024
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jbb.v13i2.4224

Abstract

This study aims to determine the effect of servant leadership and perceived organizational support on organizational citizenship behavior through job satisfaction of PERUMDAM Tirta Projotamansari Bantul Yogyakarta emplo-yees. This research is quantitative, and primary data in the form of filling out questionnaires were taken with a census technique on 55 respondents. The data were collected through a direct survey, and then, processed using multiple linear regression analysis using SPSS version 23 and sobel test using daniel soper calculator. The results showed that servant leadership has a significant positive effect on job satisfaction, job satisfaction has a significant positive effect on organizational citizenship behavior, and job satisfaction mediates the effect of servant leadership on organizational citizenship behavior. Companies can improve the implementation of servant leadership which is still low among employees so that it can strengthen employee job satisfaction and contribute to organizational citizenship behavior.
Pengaruh Kepemimpinan Transformasional, Efikasi Diri, dan Keseimbangan Kehidupan Kerja Terhadap Kinerja Karyawan Grace, Giovani; Subiyanto, Didik; Kusuma, Nala Tri
Jurnal Metaverse ADPERTISI Vol. 3 No. 2 (2024): Juli 2024
Publisher : Aliansi Dosen Perguruan Tinggi Swasta Indonesia (Adpertisi)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62728/jma.v3i2.556

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional, efikasi diri, dan keseimbangan kehidupan kerja terhadap kinerja karyawan di CV. Andi Offset Yogyakarta. Penelitian ini menggunakan metode kuantitatif, dan populasinya adalah seluruh karyawan yang bekerja pada CV. Andi Offset. Teknik pengambilan sampel menggunakan sampel jenuh pengumpulan data dilakukan dengan cara observasi dan menyebar kuesioner. Hasil penelitian mengungkapkan bahwa kepemimpinan transformasional berpengaruh positif dan signifikan terhadap kinerja karyawan, efikasi diri tidak berpengaruh terhadap kinerja karyawan, dan keseimbangan kehidupan kerja tidak berpengaruh signifikan terhadap kinerja karyawan. Implikasi yang dapat diberikan dari penelitian ini adalah hasil ini dapat digunakan oleh manajer dan pimpinan perusahaan untuk membuat rencana yang dapat meningkatkan kinerja karyawan mereka. Misalnya, mereka dapat menggunakan temuan ini untuk mengembangkan program kesejahteraan karyawan untuk membantu mencapai keseimbangan kehidupan kerja yang lebih baik atau pelatihan manajer untuk meningkatkan kemampuan mereka dalam kepemimpinan transformasional.
PENGARUH SERVANT LEADERSHIP, MOTIVASI KERJA, DAN LINGKUNGAN KERJA TERHADAP KEPUASAN KERJA PADA PEGAWAI SEKRETARIAT DPRD DIY Nugroho, Rahmanda Angger; Subiyanto, Didik; Kusuma, Nala Tri
ECOBISMA (JURNAL EKONOMI, BISNIS DAN MANAJEMEN) Vol 11, No 1 (2024): ECOBISMA
Publisher : Published by the Faculty of Economics and Business, University of Labuhanbatu, North Sumat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36987/ecobi.v11i1.5313

Abstract

Penelitian ini bertujuan untuk mengetahui pengaruh servant leadership, motivasi kerja, dan lingkungan kerja pada pegawai Sekretariat DPRD DIY. Penelitian ini menggunakan metode kuantitatif, dan populasinya adalah seluruh pegawai Sekretariat DPRD DIY. Teknik pengambilan sampel menggunakan sampel jenuh pengumpulan data dilakukan dengan cara observasi dan kuesioner. Hasil penelitian menunjukkan bahwa servant leadership berpengaruh positif dan tidak signifikan terhadap kepuasan kerja, motivasi kerja berpengaruh positif dan signifikan terhadap kepuasan kerja, dan lingkungan kerja berpengaruh positif dan signifikan terhadap kepuasan kerja. Implikasi dalam penelitian ini yaitu hasil penelitian diharapkan dapat menjadi salah satu pengambilan kebijakan bagi pemimpin untuk meningkatkan servant leadership di dalam organisasi, sehingga karyawan akan merasa nyaman didalam organisasi memiliki kepuasan dalam bekerja dan mengurangi tingkat turnover intention pada pegawai.Kata Kunci: Servant leadership, Motivasi kerja, Lingkungan kerja, Kepuasan kerja
Faktor-Faktor yang Mempengaruhi Organizational Citizenship Behavior pada Karyawan Swasta di Provinsi Yogyakarta Kusuma, Nala Tri; Wiyono, Gendro; Lukitaningsih, Ambar
Jurnal Bingkai Ekonomi (JBE) Vol 5 No 1 (2020): Jurnal Bingkai Ekonomi (JBE)
Publisher : Lembaga Penelitian dan Pengabdian kepada Masyarakat (LPPM) - Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/jbe.v5i1.65

Abstract

Tujuan dari penelitian ini adalah untuk menguji perceived co-worker, perceived supervisior support, perceived organizational support, employee participation in decision making, career development, safety and health compliance pada job satisfaction, dan organizational citizenship behavior. Metode yang digunakan dalam penelitian ini adalah metode kuantitatif dengan teknik accidental sampling. Hasil penelitian menunjukkan bahwa dukungan atasan yang dirasakan dan pengembangan karir memiliki pengaruh yang signifikan terhadap kepuasan kerja. Studi ini menemukan bahwa perceived co worker, perceived organizational support, employee participation in decision making, dan safety and health compliance tidak berpengaruh pada job satisfaction. Hasil penelitian menunjukkan bahwa persepsi dukungan atasan, pengembangan karir, keselamatan, dan kepatuhan kesehatan memiliki pengaruh yang signifikan terhadap organizational citizenship behavior. Penelitian ini menemukan bahwa dukungan rekan kerja, dukungan organisasi yang dirasakan, partisipasi karyawan dalam pengambilan keputusan, tidak mempengaruhi organizational citizenship behavior, dan hasilnya menunjukkan bahwa kepuasan kerja dimediasi antara pengembangan karir menuju perilaku kewarganegaraan organisasi.
Pengaruh Kepemimpinan Demokratis, Lingkungan Kerja, dan Kerja Sama Tim terhadap Komitmen Organisasional Pegawai Inspektorat Kabupaten Sumba Barat Daya Dodok, Kasilda; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
JURNAL MANAJEMEN PENDIDIKAN DAN ILMU SOSIAL Vol. 6 No. 6 (2025): Jurnal Manajemen Pendidikan dan Ilmu Sosial (Oktober-November 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jmpis.v6i6.6557

Abstract

Komitmen organisasional merupakan faktor penting yang memengaruhi efektivitas organisasi publik, namun praktiknya sering menghadapi tantangan akibat variasi gaya kepemimpinan, kondisi lingkungan kerja, dan kualitas kerja sama tim. Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan demokratis, lingkungan kerja, dan kerja sama tim terhadap komitmen organisasional Pegawai Negeri Sipil di Kantor Inspektorat Kabupaten Sumba Barat Daya. Metode penelitian menggunakan pendekatan kuantitatif dengan desain survei, melibatkan seluruh 57 Pegawai Negeri Sipil sebagai responden dengan teknik sensus. Data dikumpulkan melalui kuesioner berbasis skala Likert dan dianalisis menggunakan regresi linier berganda setelah memenuhi uji asumsi klasik. Hasil penelitian mengindikasikan bahwa kepemimpinan demokratis dan lingkungan kerja memberikan kontribusi positif terhadap penguatan komitmen organisasional, sementara kerja sama tim menunjukkan pengaruh negatif dan signifikan terhadap komitmen organisasional. Temuan ini memiliki implikasi bagi praktik manajemen sumber daya manusia di sektor publik, terutama dalam merancang gaya kepemimpinan partisipatif, membangun lingkungan kerja yang kondusif, dan memperkuat kualitas mekanisme kerja sama tim yang meningkatkan keterikatan dan loyalitas pegawai.
PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP ORGANIZATIONAL CITIZENSHIP BEHAVIOR DENGAN MEDIASI KUALITAS KEHIDUPAN KERJA DAN KOMITMEN ORGANISASIONAL: Indonesia Rahmawati, Nur; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Jurnal Manajemen Terapan dan Keuangan Vol. 14 No. 04 (2025): Jurnal Manajemen Terapan dan Keuangan
Publisher : Program Studi Manajemen Pemerintahan dan Keuangan Daerah Fakultas Ekonomi dan Bisnis Universitas Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22437/jmk.v14i04.49557

Abstract

Penelitian ini berupaya untuk mengkaji pengaruh Kepemimpinan Transformasiona (KT) terhadap Organizational Citizenship Behavior (OCB) melalui peran mediasi ganda Kualitas Kehidupan Kerja (KKK) dan Komitmen Organisasional (KO) pada PLN Unit Pelaksana Pelayanan Pelanggan (UP3) Yogyakarta. Dasar dari fenomena penelitian ini adalah rendahnya OCB di tengah tekanan kerja tinggi akibat keluhan pelanggan terkait pemadaman listrik yang sering terjadi, sehingga pegawai dituntut bekerja melebihi peran standar. Selain itu, penelitian terdahulu memberikan temuan yang tidak konsisten terkait hubungan antarvariabel tersebut, sehingga perlu dikaji lebih lanjut pada konteks PLN UP3 Yogyakarta. Penelitian ini diterapkan pendekatan kuantitatif melalui metode survei terhadap keseluruhan populasi berjumlah 60 pegawai (sensus). Data dikumpulkan melalui kuesioner berskala Likert 1–5 dan penganalisisan data dilakukan dengan penerapan metode Structural Equation Modeling (SEM) berbasis Partial Least Square (PLS) dan hasilnya menunjukan bahwa KT mampu mempengaruhi secara positif dan signifikan terhadap KKK serta KO, namun tidak terbukti berpengaruh langsung signifikan terhadap OCB. KO berperan sebagai mediator signifikan dalam hubungan KT terhadap OCB, sedangkan KKK tidak berperan signifikan. Temuan ini menegaskan pentingnya KO dalam memperkuat pengaruh kepemimpinan terhadap perilaku positif pegawai di sektor pelayanan publik.
Job Satisfaction Bridges Contract Violation and Turnover Intention Priyatmika, Risma Ayu; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Research Horizon Vol. 5 No. 6 (2025): Research Horizon - December 2025
Publisher : LifeSciFi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54518/rh.5.6.2025.831

Abstract

Employee retention is a critical challenge in public sector organizations, where unmet expectations and organizational misalignments can influence workforce stability. Psychological contract violations, perceived breaches of unwritten organizational promises, have been linked to decreased job satisfaction and increased turnover intentions. However, limited empirical studies examine the mediating role of job satisfaction in this relationship within public institutions. This study aims to investigate how psychological contract violation affects turnover intention and whether job satisfaction mediates this effect. Quantitative research was conducted using a survey of 70 employees, with data analyzed through Partial Least Squares-Structural Equation Modeling (PLS-SEM) using SmartPLS. Results indicate that psychological contract violations significantly reduce job satisfaction and increase turnover intentions. Job satisfaction negatively affects turnover intentions and partially mediates the relationship between contract violation and intention to leave. These findings highlight the importance of aligning organizational promises with employee expectations. Implications suggest that public institutions should enhance communication, implement clear policies, and provide career development opportunities to strengthen employee satisfaction and retention.
Co-Authors Agus Dwi Cahya Ambar Lukitaningsih Ananda, Deanissa Setya Asy, Martinus Andika Audita Nuvriasari Azis, Muhammad Nur Berlian, Aleandra Rizki Dodok, Kasilda Eni Cahyani Fitriana, Anita Wahyu Gendro Wiyono Grace, Giovani Hutami, Lusia Tria Hatmanti Ignatius Soni Kurniawan Ika Lestari, Luthfiyyah Ismarsanto, Falya Ikhlimarisqi Kasidi, Davet Kusuma Chandra Kirana, Kusuma Chandra Kusuma, Nanda Perdi Lavendasari, Lusei Marwanti, Retno Deni Megarani, Shifa Mubarkah, Ahmad Hanif Niken Wulan Rahayu Nonik Kusuma Ningrum Nugroho Heri Cahyono Nugroho, Rahmanda Angger Nur Jannah, Dewi Karomatun Nur Rahmawati Pratama, Rohmawan Adi Pratama, Yhoga Heru Prayekti Prayekti, Prayekti Priyatmika, Risma Ayu Putri Dwi Cahyani, Putri Dwi Rachma, Chintya Thalita Rahayu, Niken Wulan Rayona, Nyoman Rayya Restanti, Yusni Sanjaya, Machmud Zain Alwi Saputro, Enzo Sungsang Sari, Susi Dian Martha Septyarini, Epsilandri Subiyanto , Didik Subiyanto, Didik Titik Desi Harsoyo, Titik Desi ULFATUN NIKMAH Usada, Dinda Theresia Utami, Sabina Sandriani Wibowo, Arif Ardy