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Justine Tanuwijaya
Universitas Trisakti
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The Influence of Emotional Intelligence, Psychological Capital, and Work Engagement on Lateness Attitude and Turnover Intention of Life Insurance Employees in West Java Rorefah Achmad Novrandy; Justine Tanuwijaya; Norzanah Mat Nor
Wiga : Jurnal Penelitian Ilmu Ekonomi Vol. 16 No. 1 (2026): March 2026
Publisher : Institut Teknologi dan Bisnis Widya Gama Lumajang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30741/wiga.v16i1.1913

Abstract

This study aims to analyze the influence of emotional intelligence, psychological capital, and work engagement on lateness-attitude and turnover intention among life insurance employees in West Java. This research focuses on identifying factors that contribute to employee lateness attitude and turnover intention in the life insurance industry. The data used in this study are primary data collected through an online questionnaire distributed via Google Forms to employees working in life insurance companies in West Java. Using a purposive sampling method, a total of 340 employees participated as respondents in this study. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed hypotheses. The results indicate that emotional intelligence has a significant effect on work engagement but does not significantly influence psychological capital. Psychological capital is found to have a significant effect on work engagement. Furthermore, work engagement significantly affects both lateness attitude and turnover intention. The mediation analysis shows that psychological capital does not mediate the relationship between emotional intelligence and work engagement, while work engagement mediates the effect of psychological capital on lateness attitude. The findings suggest that companies should strengthen employee engagement initiatives and develop training programs that enhance emotional intelligence and psychological capital. These strategies can help organizations reduce employee lateness and turnover intention, thereby improving overall organizational performance.
The Effect Of Corporate Social Responsibility, Job Crafting, Employee Motivation, Employee Engagement And Job Satisfaction On Organizational Commitment Nurstefani Dwi Putri; Justine Tanuwijaya; Andreas Wahyu Gunawan Putra
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 1 (2025): Januari
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v13i1.6831

Abstract

The present study investigates the intricate relationships among corporate social responsibility (CSR), job crafting, employee motivation, employee engagement, organizational commitment, and job satisfaction within the domain of Indonesian vocational higher education institutions. Employing a quantitative research methodology, data were gathered from a sample of 254 participants through a structured questionnaire administered in 2024. Structural Equation Modeling (SEM) was utilized to examine the hypothesized relationships among the variables. Empirical findings indicate that CSR, employee motivation, and employee engagement exert a significant positive influence on job satisfaction. Furthermore, job satisfaction demonstrates a substantial positive impact on organizational commitment. Notably, the study revealed that while CSR does not directly affect organizational commitment, it indirectly influences this outcome through its positive association with job satisfaction. Both employee motivation and engagement were found to significantly enhance organizational commitment, both directly and indirectly via job satisfaction. These results underscore the critical role of job satisfaction in fostering organizational commitment. Consequently, the study recommends that vocational higher education institutions prioritize the enhancement of CSR initiatives, the cultivation of employee engagement, and the implementation of equitable decision-making processes to cultivate heightened job satisfaction and organizational commitment.
Pengaruh Work Stress dan Workplace Bullying yang Dimediasi Job Burnout Terhadap Turnover Intention Haria, Wilhelmus Alfred; Tanuwijaya, Justine
Business Management Journal Vol 22, No 1 (2026): Business Management Journal
Publisher : Universitas Bunda Mulia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30813/bmj.v22i1.9007

Abstract

This study aims to analyze the influence of job stress and workplace bullying on turnover intention, with job burnout as a mediating variable, among employees of PT Bank Central Asia Tbk in the Jakarta area. The research employed a quantitative method through a survey by distributing questionnaires to 340 employees, while hypothesis testing was conducted using the Structural Equation Modeling (SEM) method. The findings indicate that job stress has no positive effect on turnover intention or job burnout, whereas workplace bullying has a positive effect on both. Furthermore, job burnout was found to have a positive effect on turnover intention. It does not mediate the relationship between job stress and turnover intention but serves as a partial mediator in the relationship between workplace bullying and turnover intention. From a managerial perspective, the results highlight the importance of creating a healthy work environment by managing workloads in line with employees’ capacity, providing training to enhance competencies, and strengthening social support from supervisors and colleagues.
Factors Affecting on Job Performance Gde Dananjaya Danika Darmawan; Justine Tanuwijaya
Jurnal Ekonomi dan Bisnis Jagaditha Vol. 10 No. 1 (2023): Jurnal Ekonomi & Bisnis JAGADITHA
Publisher : Universitas Warmadewa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22225/jj.10.1.2023.1-8

Abstract

The demand for coal commodities in 2023 will increase. The increase in coal demand has caused the coal production target to be achieved in 2023 is also increase. Every mining company should have optimal human resources that are able to compete with other companies. Employees who are in a company usually want job satisfaction, to be able to improve their performance. Giving rewards, job training, promotion, motivation are several factors that can increase job satisfaction to support employee performance. This study aims to determine the effect to analyze and examine the effect of reward, job training, promotion, motivation, on job satisfaction, and examine the effect of job satisfaction on job performance. The population in this study are employees of mining industries with a total of 203 employees as a sample. The determination of the sample was carried out using the non-probability sampling. The data analysis technique used is the Structural Equation Modeling (SEM) method. The statistical method used to test the hypothesis proposed in this study is Partial Least Square (PLS) with the help of the SmartPLS. Based on the results of the analysis it was found that job training, promotion, motivation had a significant effect on job satisfaction but rewards have a negative effect on job satisfaction, and job satisfaction had a significant effect on performance.
Penanganan masalah turnover intention pekerja industri kreatif di Jakarta Indira Safirawarman; Justine Tanuwijaya; Andreas Wahyu Gunawan Putra
Jurnal Manajemen Maranatha Vol 23 No 2 (2024): Jurnal Manajemen Maranatha
Publisher : Universitas Kristen Maranatha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.28932/jmm.v23i2.7791

Abstract

This study’s focus is aimed to analyze the turnover intention of creative industry workers in Jakarta, by analyzing the effect of perceived organizational support, work-family conflict, and supervisor support to turnover intention. The number of samples in this study are 116 respondents who work in creative industries. The sampling itself was taken using a purposive sampling method. The data collection instrument collected by online questionnaire using Google Form. The data analysis method uses descriptive statistics and SEM (Structural Equation Modeling) with SmartPLS software. The results of this study found there is an effect of perceived organizational support on work-family conflict, in addition to work-family conflict on turnover intention, but the same thing does not apply to supervisor support. The managerial implication of this research is that companies in the future is able to pay attention more to the forms of support for employees that aim to support their welfare while working at the company. Suggestions for the next similar research can focus on factors that can reduce the level of employee turnover intention, even though there is work-family conflict happen in workers.
ORGANIZATIONAL FACTORS AND TURNOVER INTENTION: THE MEDIATING ROLE OF COMMITMENT Muhamad Fajar Pratama; Justine Tanuwijaya; B Medina Nilasari
Eksis: Jurnal Riset Ekonomi dan Bisnis Vol. 20 No. 2 (2026): October (2025) - March (2026)
Publisher : INSTITUT TEKNOLOGI DAN BISNIS PGRI DEWANTARA JOMBANG

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26533/eksis.v20i2.1546

Abstract

This study investigates the mediating role of organizational commitment in the relationships of organizational culture, transformational leadership, and job resources with turnover intention among local employees in a multinational electronics manufacturing company in Cibitung, Indonesia. A quantitative explanatory design was employed using survey data from 262 employees selected through probability sampling. Data were collected through structured questionnaires and analyzed using Structural Equation Modeling with AMOS. The findings show that job resources significantly reduce turnover intention and strengthen organizational commitment. Organizational culture and transformational leadership do not have significant direct effects on turnover intention, while transformational leadership also does not significantly predict organizational commitment. Organizational culture significantly affects organizational commitment, but in a negative direction. Unexpectedly, organizational commitment shows a significant positive association with turnover intention, contrary to mainstream theory. Mediation analysis further indicates that organizational commitment significantly mediates the effect of organizational culture on turnover intention, but does not mediate the effects of transformational leadership or job resources. These findings suggest that, in multinational manufacturing settings, organizational commitment may not uniformly serve as a retention mechanism and should be understood as contingent on the form of commitment and the organizational conditions experienced by employees.
Dampak Kecerdasan Emosional, Efikasi Diri, Komitmen Organisasi Terhadap Performa Kinerja Mediasi Kreativitas Karyawan Wike Gunawan; Justine Tanuwijaya; B Medina Nilasari
Jurnal Manajemen dan Organisasi Vol. 17 No. 2 (2026): Jurnal Manajemen dan Organisasi
Publisher : IPB University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29244/jmo.v17i2.71004

Abstract

This study aims to analyze the influence of emotional intelligence, self-efficacy, and organizational commitment on employee performance with employee creativity as a mediating variable at PT Toba Pulp Lestari Tbk. This study also aims to explain the mechanism by which individual psychological factors and organizational resources translate into work performance in the context of the pulp and paper industry, which is characterized by capital-intensive, labor-intensive, and efficiency-oriented with strict operational standards. The study used a quantitative approach with a cross-sectional survey design. Primary data were obtained through the distribution of online questionnaires to 61 employees who met the research criteria using a purposive sampling technique. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the direct and indirect relationships between variables. The results showed that emotional intelligence had a positive and significant effect on employee performance and creativity. Self-efficacy also had a positive and significant effect on employee creativity. Meanwhile, organizational commitment did not have a direct effect on employee creativity or performance. However, organizational commitment was shown to have an indirect effect on creativity through self-efficacy, and influenced performance through sequential mediation of employee self-efficacy and creativity. The study's conclusions confirm that individual psychological factors play a more dominant role than organizational attachment in driving creativity and performance in manufacturing industries with high levels of operational pressure. This study contributes to scientific research by extending the integration of Resource-Based View (RBV) and Social Cognitive Theory (SCT), explaining that an organization's intangible resources will only generate strategic performance capabilities if converted through employee self-efficacy and creative behavior. These findings reinforce the perspective that employee creativity is a key transformation mechanism linking psychological resources to organizational performance excellence in the context of heavy manufacturing industries.
PENGARUH INVOLVEMENT DAN INSTRUMENTAL SUPPORT TERHADAP WORK-LIFE BALANCE DIMEDIASI SELF-EFFICACY Santika Bani Amanatullah; Justine Tanuwijaya; Wiradanu Aji Pamungkas; Mutiara Jannah
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 3 (2025): Edisi September - Desember 2025
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v9i3.6485

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh involvement dan instrumental support terhadap work-life balance dengan self-efficacy sebagai variabel mediasi pada karyawan industri makanan dan minuman di DKI Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei. Data dikumpulkan melalui kuesioner dari 175 responden dan dianalisis menggunakan Structural Equation Modeling (SEM) dengan software AMOS 24. Hasil penelitian menunjukkan bahwa tidak terdapat pengaruh langsung involvement terhadap work-life balance, instrumental support berpengaruh positif dan signifikan terhadap work-life balance, baik secara langsung maupun tidak langsung melalui self-efficacy. Self-efficacy terbukti sebagai mediator yang signifikan dalam hubungan antara kedua variabel independen (involvement dan instrumental support) dengan work-life balance. Temuan ini mengindikasikan bahwa keterlibatan karyawan dan dukungan nyata dari lingkungan sosial (keluarga dan rekan kerja) dapat meningkatkan keyakinan diri karyawan dalam menghadapi tekanan kerja, yang pada akhirnya mendukung terciptanya keseimbangan antara pekerjaan dan kehidupan pribadi. Temuan ini memberikan implikasi manajerial bahwa organisasi perlu mendorong keterlibatan karyawan dan menyediakan dukungan praktis yang memadai untuk meningkatkan kualitas hidup kerja dan kinerja karyawan secara keseluruhan.
Factors Affecting The Job Performance of Employees at E-Commerce Companies in Indonesia Mutiara Jannah; Justine Tanuwijaya
Journal of Economics and Business UBS Vol. 15 No. 3 (2026): Journal of Economics and Business UBS
Publisher : Cv. Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52644/4vd96050

Abstract

This study aims to analyze the antecedents of job performance by considering the mediating role of work engagement. The variables used in this study are transformational leadership and perceived supervisor support as the independent variables, job performance as the dependent variable, and work engagement as the mediating variable. The respondents of this study consisted of 150 employees at e-commerce companies. Data analysis was conducted using the Structural Equation Modeling (SEM) method with the assistance of AMOS software. The results of this study indicate that transformational leadership has a positive effect on job performance. Transformational leadership has a positive effect on work engagement. Perceived supervisor support has a positive effect on job performance. Perceived supervisor support has a positive effect on work engagement. Work engagement plays a mediating role in the relationship between transformational leadership and job performance, and work engagement also mediates the relationship between perceived supervisor support and job performance. Managerial implications: Management can provide recognition to high-achieving employees in the form of micro-rewards. Small but relevant rewards are often more meaningful than annual awards that are rarely given. In addition, management also needs to provide facilities in the form of professional career development for each individual employee, such as by providing opportunities for training, project rotation, or promotions. This makes employees feel valued because they are recognized as individuals with potential for development.
ENHANCING JOB PERFORMANCE THROUGH WORK ENGAGEMENT, JOB SATISFACTION, AND ETHICAL LEADERSHIP: THE CRITICAL ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT NURTI WIDAYATI; JUSTINE TANUWIJAYA
E-Jurnal Manajemen Trisakti School of Management (TSM) Vol. 6 No. 1 (2026): E-Jurnal Manajemen Trisakti School of Management (TSM)
Publisher : Pusat Penelitian dan Pengabdian kepada Masyarakat Sekolah Tinggi Ilmu Ekonomi Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.34208/ejmtsm.v6i1.3452

Abstract

This study aims to analyze the effects of work engagement, job satisfaction, and ethical leadership on job performance among FMCG industry employees in Indonesia, with perceived organizational support acting as a mediating variable. The research employed a quantitative method with a causal research design by distributing questionnaires to 257 employees from various FMCG companies in Indonesia. Data were analyzed using Structural Equation Modeling (SEM) with IBM SPSS AMOS. The findings reveal that work engagement, job satisfaction, and ethical leadership each have a positive and significant effect on job performance. In addition, perceived organizational support significantly mediates the relationships between these variables and employee performance. These findings imply that FMCG companies should foster supportive work environments and implement ethical leadership practices to enhance employee engagement, satisfaction, and overall organizational performance.
Co-Authors Abdul Malik Taufiq B Achmad Rayadi Adam Maulana Adam Maulana Adam Maulana Adesius Kevin Gregory Agung Pambudi Nugroho Ahmad Hilalluddin Aina Zahra Parinduri Aisyah Gayatri Alifan Alifan Ameilia Harum Khaerani Taning Amran, Ellyana Andari, Dinda Fitri Andi Firmansyah Andreas Gunawan Andreas Wahyu Gunawan Andreas Wahyu Gunawan Andreas Wahyu Gunawan Putra Andreas Wahyu Gunawan Putra Andreas Wahyu Gunawan Putra Andri Pongoh Andriyanto Eko Wibowo Anggraeni , Dwi Septi ANI SURTIANI Anindita, Regina Anisil Azizah Anna, Anna Tamara Anreas Wahyu Gunawan Archa, Syivani Wicesa Ari Sulistyowati Ari Yuniarso Aristo, Agra Bagus Aseanty, Deasy Aulia Fikri Fatahuddin Ayu Raihani, Irbah Azuwara, Lisha B Medina Nilasari B. Medina Nilasari Bagus Aristo, Agra Bahtiar Usman Bahtiar Usman Bariz Falah, Teuku Daffa Bayudi Ramadani Berliana Rasidin Christie, Octavani Christin, Lelly Cindy Wilian Despita Citra Arum Purdiarini Clement Arphine Gading Armunanto Dahono, Trigonggo Simbar Daniel Godlief Watloly Darmawati, Deni Della Oktaviana Deril Vikri Heriyantho Derita, Anastasia Mariana Dessy Septyorini Detta Ammallia Dewi Shanty Dibyo Yaksaprawira Dinda Angelica Dinda Fitri Andari Dita Ayu Nurani Diva Oktantiani Dzihniyyah Fitria Nurhalizah Edi, Ragil Yoga Eko Retno Indriyarti Ela Nurlaela Emerald Brilliant Kussoy Emiriza Wardhani Erny Tajib Farida Farida Farida Jasfar Faritsi, Viraditya Nadine Al Fatahuddin, Aulia Fikri Fernandus Fendy Rianto Fitri Febriani Fitria Elvira Hanafi Gde Dananjaya Danika Darmawan Godfrid, Ronald Junus Gunarto, Gunarto Gunawan P, Andreas Wahyu Gunawan, Andreas Wahyu Hakki Mirici, Ismail Hanafi, Fitria Elvira Handayani, Milda Handayaningrum, Citra Puspandari Hardiyatno, Wahyu Panji Haria, Wilhelmus Alfred Harley H. Silalahi Harmiko, Guntur Dian Haryono Umar HENDRA GUNAWAN B11211055 Heriyanto, Rossyta Eka Putri Imam Buchori Indah Ayu Nur Cahyaty Indira Safirawarman Indra Adithya Wibisana Irawan Indra Adithya Wibisana Irawan Intan Maharani Iskandar, James Ismail Hakki Mirici Jakaria Jakaria Jakaria Juandra, Diko Kartika Febri Yuliani Kesumo, Nurhastuty Kiki Fadilah Kurnia Indy Pratama S. Leon, Farah Margaretha Luther Aprinando Pentury Lydia Gracia Theodora M. Yudhi Luthfi Magdhalena, Elizabeth Manek, Metodius Manggasa, Ryan Marvhieno Ardhian Dumalang Mashud, Asnawi Medina, Rizka Mega Kurniawati DN Mega Puraswati Mohamad Farizi Mohamad Zeyrofi Muhamad Fajar Pratama Muhammad Adam Rashyid Noor Muhammad Fikri Rahadian Utama Muhammad Luthfi Amien Muhammad Sadikin Mustika, Klara Mutiara Jannah Mutiara Jannah Mutiara S Panggabean Mutiara S. Panggabean Netania Emilisa Nikita Suwan Nilasari, B Medina Noor, Noerzanah Mat Nor, Norzanah Mat Norzanah Mat Nor Norzanah Mat Nor Norzanah Mat Nor Norzanah Mat Nor Norzanah Mat Nor Nurhalizah, Dzihniyyah Fitria Nurhayati Nurhayati Nurstefani Dwi Putri Nurti Widayati Nurul Sakinah Hayani Nyimas Ratna Kinnary Ovy Noviati Nuraini Magetsari Puspa, Tiara Puspa, Tiara Putra, Andreas Wahyu Gunawan Putri Larasati Putri Larasati, Putri Rahmawati, Sheilla Syiam Raihani, Irbah Ayu Rayadi, Achmad Regina Anindita Restu Restu Rianto, Fernandus Fendy Ricka Yulianthi Rievky Adhitya Ramadhan Rifandi Arief Rizkie Arianti Putri Noor Rorefah Achmad Novrandy Rossyta Eka Putri Heriyanto Ryan Manggasa safitri, zakiah indah Santika Bani Amanatullah sapri sapri Sapri Sapri Saptoprasetyo, Yulianto Sari, Nuri Mayang Setiawan, Audita Sheilla Syiam Rahmawati Shinta Anisah Mahdiyani Siagian, Melisa Simbolon, Jeff Aditya Sipayung, Lince Siti Wahyuni Sri Anggi Mulyaningsih Stefanus M S Sadana Stevani Cristin Zuita S Suciariani, Suciariani Sugih Hartini Syahrial, Ryan Alif Syofriza Syofyan Syofriza Syofyan, Syofriza Tamara, Anna Tambunan, Vebrina Anggraini Theodora, Lydia Gracia Thifa Amani Prahasyila Tiarapuspa Tri Adiyono, Yunia Triyani Triyani Utomo, Alghani Imansyah Valentina Happy Vanesa Viraditya Nadine Al Faritsi Wahyu Gunawan, Andreas Wahyuni, Lidia Wati, Diyana Wike Gunawan Wilhelmus Alfred Haria Williamarshall Malta Williamson Amamehi Willy Arafah Wiradanu Aji Pamungkas Wulandari, Fransisca Eka Yusran, Husna Leila Zahra Parinduri, Aina Zakiah Indah Safitri Ziliwu, Hendik Arianto