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All Journal Jurnal Manajemen Terapan dan Keuangan Journal of Business & Banking Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Madura DERIVATIF YUME : Journal of Management 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 Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking) Jurnal Bingkai Ekonomi (JBE) Aurelia: Jurnal Penelitian dan Pengabdian Masyarakat Indonesia Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Journal of Management Studies and Development 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 Indonesian Journal of Economics, Business, Accounting, and Management
kusuma, nala tri
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Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Dentistry Economics, Econometrics & Finance Education Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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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.
Job Stress and Job Involvement: The Direct Role of Perceived Coworker Support Astuti, Reni Puji; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Journal of Management Studies and Development Vol. 4 No. 03 (2025): Journal of Management Studies and Development
Publisher : The Indonesian Institute of Science and Technology Research

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56741/jmsd.v4i03.1418

Abstract

This study examines the relationship between job stress and job involvement, and evaluates the direct role of perceived coworker support within an educational foundation setting. Using a quantitative survey involving all 75 employees of the Mahaduna Rohmatul Umam Foundation, data were analyzed using PLS-SEM. The results indicate that job stress does not significantly influence job involvement. Meanwhile, perceived coworker support demonstrates a strong and significant direct effect on job involvement, although it does not moderate the relationship between job stress and job involvement. These findings suggest that supportive colleagues can sustain employee involvement even when job stress is present. The study partially supports the Job Demands- Resources Model by highlighting the importance of job resources, particularly social support, in maintaining involvement. Practically, organizations are encouraged to foster collaboration and open communication to strengthen employees’ job involvement.
The Influence of Information Technology, Organizational Culture, and Digital Competence on Worker Job Satisfaction in the Special Region of Yogyakarta: inggris Fatra, Nargadias; Kurniawan, Ignatius Soni; Kusuma, Nala Tri
Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and Banking) Vol. 11 No. 3 (2025): Jurnal Ekonomi, Manajemen dan Perbankan (Journal of Economics, Management and
Publisher : STIE Indonesia Banking School

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35384/jemp.v11i3.880

Abstract

Advances in information technology, adaptive organizational culture, and employee digital competence are important factors in determining the level of job satisfaction in the digital era. The purpose of this study is to examine how employee work satisfaction in the Special Region of Yogyakarta (DIY) is impacted by digital competency, organizational culture, and information technology. This study used a quantitative approach with an accidental sampling technique, resulting in a total of 101 respondents from both the private and non-private sectors. Data were collected through a Google Form-based questionnaire and analyzed using the Partial Least Square–Structural Equation Modeling (PLS-SEM) method using SmartPLS 3.0 software. The results show that information technology has a positive and significant effect on job satisfaction, organizational culture has a favorable and large impact on job satisfaction, and job contentment is positively and significantly impacted by digital competence as well. Thus, the effective implementation of information technology, a positive organizational culture, and improving employee digital competence have been proven to make a significant contribution to increasing job satisfaction. Organizations are expected to strengthen a conducive work culture and develop continuous digital competence training to support employee productivity and well-being in the era of digital transformation.
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 Astuti, Reni Puji Asy, Martinus Andika Audita Nuvriasari Azis, Muhammad Nur Berlian, Aleandra Rizki Cahyani, Eni Dodok, Kasilda Fatra, Nargadias Fitriana, Anita Wahyu Gendro Wiyono Grace, Giovani Hidayat, Merlin Hutami, Lusia Tria Hatmanti Ignatius Soni Kurniawan Ika Lestari, Luthfiyyah Ismarsanto, Falya Ikhlimarisqi Kasidi, Davet Key, Natasha Kins Kusuma Chandra Kirana, Kusuma Chandra Kusuma, Nanda Perdi Lavendasari, Lusei Marwanti, Retno Deni Megarani, Shifa Mubarkah, Ahmad Hanif 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 Titik Desi Harsoyo, Titik Desi ULFATUN NIKMAH Usada, Dinda Theresia Utami, Sabina Sandriani Wibowo, Arif Ardy Yolanda, Novia