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All Journal Jurnal Manajemen dan Organisasi JDM (Jurnal Dinamika Manajemen) JAM : Jurnal Aplikasi Manajemen Jurnal Aplikasi Bisnis dan Manajemen (JABM) E-Journal Jurnal Manajemen Teori dan Terapan EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis JPBM (Jurnal Pendidikan Bisnis dan Manajemen) AdBispreneur Asia-Pacific Management and Business Application IJHCM (International Journal of Human Capital Management) Dinasti International Journal of Education Management and Social Science Ilomata International Journal of Management Scientax: Jurnal Kajian Ilmiah Perpajakan Indonesia Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Jurnal Manajemen dan Usahawan Indonesia Jurnal Locus Penelitian dan Pengabdian Annals of Human Resource Management Research The South East Asian Journal of Management ASEAN Marketing Journal Journal of Business, Social and Technology Eduvest - Journal of Universal Studies IIJSE Jurnal Manajemen dan Usahawan Indonesia Indonesian Journal of Humanities and Social Sciences
Fanny Martdianty
Departemen Manajemen, Fakultas Ekonomi Dan Bisnis, Universitas Indonesia
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Neuroscience Social Sciences Other

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Driving Innovation in the Manufacturing Sector: The Role of Empowering Leadership, Perceived Organizational Support, and Knowledge Sharing on Innovative Work Behavior Lulu Ul Maksumah; Fanny Martdianty
Journal of Business, Social and Technology Vol. 7 No. 3 (2026): Journal of Business, Social and Technology
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/jbt.v7i3.696

Abstract

Background: In a competitive business environment, organizations are required to encourage innovative work behavior of employees through contextual factors such as perceived organizational support and empowering leadership. Objective: This study aims to examine the influence of these two variables on innovative work behavior, with psychological empowerment and knowledge sharing as mediators. Methods: Based on social exchange theory, the study used a quantitative survey approach on 305 employees of Company X, analyzed using Covariance-Based Structural Equation Modeling (CB-SEM). Results: The results show that empowering leadership and perceived organizational support have a positive and significant effect on innovative work behavior. Knowledge sharing and psychological empowerment are proven to be partial mediators in the relationship between empowering leadership and perceived organizational support for innovative work behavior, with knowledge sharing as a more dominant mediator. Conclusion: These findings suggest that organizations design structured knowledge sharing programs as an innovation-oriented HR development strategy. The limitations of the study include the use of self-assessment questionnaires in which all variables are measured based on respondents' own perceptions which have the potential for common method bias and the context of one company that limits generalization. Further research can use more diverse data sources and expand the context of different industries.
Role Overload, Technostress, and Job Performance: The Mediating Role of Work Engagement and Burnout in Public Sector Digital Transformation Mayora Lolly Ishimora; Fanny Martdianty
Journal of Business, Social and Technology Vol. 7 No. 3 (2026): Journal of Business, Social and Technology
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/jbt.v7i3.698

Abstract

Background: Focusing on the context of the implementation of the Digital Administration System X is important considering that the digital transformation of the Institution X through the PRESISI agenda has the potential to create dual work demands for personnel who must adapt technologically while maintaining operational performance. Objective: This study aims to examine the influence of role overload and technostress on the job performance of personnel in executive positions at the Headquarters of Institution X by considering the mediating role of work engagement and burnout in these relationships. Methods: A quantitative approach was used with the survey design, and data were collected from 346 implementing personnel through questionnaires. The analysis was conducted using Covariance-Based Structural Equation Modeling (CB-SEM) with LISREL 8.8 to test the direct and indirect relationships between variables. Results: The results showed that role overload and technostress had a positive effect on work engagement, consistent with the challenge-hindrance stressor framework, as well as significantly increasing burnout. Work engagement was proven to be the most dominant predictor of performance and fully mediated the influence of role overload and mediated part of the influence of technostress on job performance, while burnout was not proven to be a significant mediator. Conclusion: These findings underscore the importance of strengthening work engagement as the main psychological mechanism in ensuring the success of the Institution X digital transformation without sacrificing the welfare of personnel.
Work-Family Conflict Directions, Psychological Well-Being, and Performance in Public Sector Employees Julias Penata Utama; Fanny Martdianty
Annals of Human Resource Management Research Vol. 6 No. 3 (2026): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v6.n3.p131-144.2026

Abstract

Purpose: This study examines the direct and indirect effects of work-to-family conflict and family-to-work conflict on job performance through psychological well-being among employees of Statistics Indonesia. Methodology: A quantitative explanatory design with a cross-sectional self-report survey was employed. Data were collected from 333 civil servant employees of Statistics Indonesia from January to February 2026 and analyzed using Covariance-Based Structural Equation Modeling (CB-SEM) with LISREL 8.8. Results: Work-to-family conflict and family-to-work conflict had negative effects on psychological well-being, whereas psychological well-being had a positive effect on job performance. Family-to-work conflict negatively affects job performance. In contrast, work-to-family conflict had a positive direct effect on job performance, contrary to the hypothesized direction. Mediation analysis revealed that psychological well-being mediated both relationships. Competitive partial mediation was found in the work-to-family conflict–job performance relationship, whereas complementary partial mediation was found in the family-to-work conflict–job performance relationship. Conclusions: Psychological well-being is an important mechanism linking interrole conflict and job performance. The findings also confirm that work-to-family conflict and family-to-work conflict should be treated as distinct constructs. Limitations: This study is limited by its cross-sectional design, self-reported data, purposive sampling, and single organizational context. Contributions: This study extends the work-family conflict literature by applying the Conservation of Resources theory to a strategic public-sector institution. Public organizations should manage workload, psychological support, and family responsive work arrangements to sustain employee performance.
The Influence of Perceived Organizational Support on Employee Well-Being: The Mediating Roles of Work-Life Balance and Emotional Exhaustion among Correctional Officers Niken Desvita Sari; Fanny Martdianty
Ilomata International Journal of Management Vol. 7 No. 1 (2026): January 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i1.1867

Abstract

Correctional officers are required to work in an environment that is often characterized by high pressure and demanding situations, making psychological and emotional support in the workplace increasingly important. Recognizing this, this study aims to analyze the influence of perceived organizational support on employee well-being, focusing on the mediating role of work-life balance and emotional exhaustion. This study used a quantitative approach involving 314 correctional officers working in prisons, LPKAs, and detention centers under the authority of the DKI Jakarta Regional Office of the Ministry of Immigration and Corrections. Data was collected through the distribution of questionnaires, with the application of various analytical techniques, including feasibility tests, pilot tests, validity and reliability assessments, descriptive analysis, and measurement and structural model analysis. The results showed that perceived organizational support has a positive and significant effect on employee well-being, both directly and through the mediation of work-life balance and emotional exhaustion. Work-life balance proved to be a mediator that strengthens the relationship, where the higher the organizational support, the better work-life balance employees perceive. In contrast, emotional exhaustion acts as a negative mediator, where strong organizational support is able to reduce the level of emotional exhaustion, thus improving well-being. In conclusion, organizational support plays a crucial role in creating psychologically healthy working conditions, strengthening life balance, and reducing employees' emotional burden. The findings provide practical implications for human resource management in correctional settings to focus more on creating a supportive and well-being-oriented work climate for employees.
Co-Authors Adhikaputri, Athiyyah Ahriansyah, Muhammad Apritama Nur Hidayat Athiyyah Adhikaputri Athiyyah Adhikaputri Ayu, Dewi Sekar Dewi, Putu Parama Cinthya Diana Setiawati Dista Hapsa Usari Gita Gayatri, Gita Ismaeni, Fahrul Julias Penata Utama Kennia Jasmine Kholda Anastaya Burhannudin Lulu Ul Maksumah Mayora Lolly Ishimora Mohamad Eran Zhahranshah Muhammad Ihsan Mustika Niken Desvita Sari Nurmala Nurmala Nurmala Nurmala Pradipta, Hana Angelia Pricilla, Karina Purnama Sriwahyuni Rahmadi Triyono Rahmat Dimas Darmawan Ratih Dyah Kusumastuti Rifelly Dewi Astuti Rizky Aprilina Sari, Niken Desvita Shabrina Dwi Nova Shabrina Haya Zahradila Sri Daryanti Thomas Irwan Kristanto Tjoeng, Caroline Triyono, Rahmadi Usari, Dista Hapsa Widia Fatimah Yudanto, Khrisna Vembri Yulyani, Deni