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All Journal EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA) ProBisnis : Jurnal Manajemen Jurnal Social Library Formosa Journal of Science and Technology (FJST) Asian Journal of Management Analytics Jurnal Manajemen dan Pemasaran Jasa Jurnal Ekonomi, Manajemen, Akuntansi Jurnal Manajemen Maranatha
Putra, Andreas Wahyu Gunawan
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Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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The Effect Of Corporate Social Responsibility, Job Crafting, Employee Motivation, Employee Engagement And Job Satisfaction On Organizational Commitment Putri, Nurstefani Dwi; Tanuwijaya, Justine; Putra, Andreas Wahyu Gunawan
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.
The Role of Social Media Usage and Knowlegde in the Banking Sector in South Jakarta Putra, Andreas Wahyu Gunawan; Hutama, Rizvaldy Ananta; Aseanty, Deasy
Formosa Journal of Science and Technology Vol. 4 No. 1 (2025): January 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/fjst.v4i1.13447

Abstract

This study aims to analyze the effect of Work-related Social Media Usage, Social- related Social Media Usage and Knowledge Sharing on Employee Engagement on banking employees in South Jakarta. The independent variables are Work-related Social Media Usage and Social-related Social Media Usage. The intervening variable is Knowledge Sharing and the dependent variable is Employee Engagement. The research was conducted using purposive sampling method by taking samples using google form to employees who work in banking companies in South Jakarta. From the sampling, 157 samples were collected. Data analysing using AMOS applications with the Structural Equation Modeling (SEM) method. The results showed there was an influence on Work-related Social Media Usage, Social-related Social Media Usage and Knowledge Sharing on Employee Engagement to  support employee performance. There is no indirect effect of Work-related Social Media Usage and Social-related Social Media Usage on Employee Engagement through Knowledge Sharing. This research provides practical implications in increasing employee engagement using working using social media tools.
Pengaruh Digital Transformation dan Digital Human Resources Management Terhadap Strategic Leadership yang Dimediasi oleh Organizational Culture pada Karyawan Perusahaan Retail di Jakarta Barat Nabilah, Eva; Putra, Andreas Wahyu Gunawan; Togatorop, Stiven Klaudia
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 4 No. 3: Maret 2025
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v4i3.8676

Abstract

This research aims to analyze the influence of Digital Transformation and Digital Human Resource Management on Leadership Strategy with Organizational Culture as a mediating variable. Digital transformation and digital human resource management are important factors in changing company strategy and culture. The research method used is quantitative with a survey approach. Data was obtained from a questionnaire distributed to employees of companies that have implemented digital technology in West Jakarta. The research results show that Digital Transformation has a positive effect on Organizational Culture, which in turn affects Leadership Strategy. Likewise, Digital Human Resource Management can increase the effectiveness of organizational culture, although its direct influence on Leadership Strategy is still limited. In conclusion, developing a strong organizational culture through digital transformation and digital human resource management plays an important role in strengthening leadership strategies in the digital era.
Pengaruh Human Resource Development Practice terhadap Organizational Commitment karyawan PT. Ramayana Lestari Sentosa Tbk Cengkareng melalui variabel Employee Engagement dan Employee Turnover Intetions Klaudia, Stiven; Putra, Andreas Wahyu Gunawan; Nabilah, Eva
ProBisnis : Jurnal Manajemen Vol. 16 No. 3 (2025): June: Management Science
Publisher : Lembaga Riset, Publikasi dan Konsultasi JONHARIONO

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

A well-prepared abstract enables the reader to identify the basic content This study aims to examine the influence of human resource development practices, organizational commitment, and employee engagement on employee turnover intentions at PT Ramayana Lestari Sentosa Tbk Cengkareng. A quantitative approach was used, with survey data collected through questionnaires distributed to employees. The sample size ranged from 170 to 340 respondents. Data were analyzed using descriptive statistics and Structural Equation Modeling (SEM) with the AMOS software. The results showed that human resource development practices had a positive effect on employee engagement. However, organizational commitment did not significantly affect engagement. Surprisingly, employee engagement showed a positive influence on turnover intentions. On the other hand, human resource development practices negatively affected turnover intentions, indicating that good HR practices may reduce employees' desire to leave. Mediation tests revealed that employee engagement did not significantly mediate the relationships between variables. These findings suggest that while HR development practices can enhance engagement, they may not be sufficient to reduce turnover intentions
The Influence of Internal Branding and Perceived Supervisor Support on Turnover Intention Mediated by Work Engagement in Nurses at Rsup Dr. Soeradji Tirtonegoro Klaten Haq, Justika Hanifah; Aseanty, Deasy; Putra, Andreas Wahyu Gunawan
Asian Journal of Management Analytics Vol. 4 No. 3 (2025): July 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ajma.v4i3.15026

Abstract

This study investigates the effect of internal branding and perceived supervisor support on turnover intention, with work engagement as a mediating variable among nurses at RSUP dr. Soeradji Tirtonegoro Klaten. A quantitative approach was used with 120 nurses as respondents. Data were collected via questionnaires and analyzed using descriptive statistics and Structural Equation Modeling (SEM). Results show that internal branding and perceived supervisor support positively affect work engagement. Internal branding indirectly reduces turnover intention through work engagement, while perceived supervisor support does not show a significant indirect effect. These findings highlight the importance of internal branding in enhancing work engagement and reducing turnover intention among nurses.
Pengaruh pay transparency terhadap job satisfaction, turnover intention, dan organizational commitment serta perceived organizational support sebagai variabel mediasi Wati, Diyana; Putra, Andreas Wahyu Gunawan; Tanuwijaya, Justine
Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA) Vol.5, No.1 (2024): June 2024
Publisher : Universitas Widya Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37631/ebisma.v5i1.1059

Abstract

This study aims to investigate the effect between pay transparency and Perceived Organizational Support and its impact on job satisfaction, turnover intention, and organizational commitment. This study was conducted at PT XYZ by involving employee respondents in various divisions. The research method used was a survey using a questionnaire as a data collection instrument. The research sample consisted of 136 respondents using a saturated sample. Data analysis was performed using descriptive statistical techniques and SEM. The results of the study show that there is a significant relationship between pay transparency and Perceived Organizational Support. This finding indicates that the level of payroll transparency in an organization influences the support felt by employees for the organization. Furthermore, Perceived Organizational Support was also found to have a positive and significant relationship with job satisfaction, turnover intention, and organizational commitment. In addition, this study also reveals that pay transparency has a significant effect on job satisfaction through Perceived Organizational Support. That is, payroll transparency can affect the level of job satisfaction through the level of organizational support felt by employees.
Pengaruh Work-life Conflict terhadap Job Performance : Employee Well-being dan Work Engagement sebagai Variabel Mediasi Rahmawati, Sheilla Syiam; Tanuwijaya, Justine; Putra, Andreas Wahyu Gunawan
JURNAL SOCIAL LIBRARY Vol 4, No 1 (2024): JURNAL SOCIAL LIBRARY MARCH
Publisher : Granada El-Fath

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51849/sl.v4i1.198

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh work-life conflict terhadap job performance dengan variabel mediasi employee well-being dan work engagement yang dilakukan kepada karyawan di perusahaan teknologi (tech company). Penelitian dilakukan melalui survei kuesioner dengan pendekatan penelitian kuantitatif. Metode penelitian ini adalah explanatory research yang bertujuan untuk menjelaskan kedudukan variabel yang diteliti. Pengambilan sampel menggunakan nonprobability sampling dengan jenis pengambilan sampel purposive sampling. Sampel pada penelitian ini berjumlah 275 karyawan di perusahaan teknologi (tech company) mengacu pada ukuran sampel minimum berdasarkan Hair et al. (2019). Hasil uji hipotesis menunjukan ketujuh hipotesis yang diajukan didukung dengan pernyataan bahwa terdapat pengaruh work-life conflict terhadap job performance melalui variabel mediasi employee well-being dan work engagement. Implikasi manajerial dalam penelitian ini diharapkan perusahaan teknologi lebih memperhatikan dampak jangka panjang dari adanya work-life conflict karyawan agar kesejahteraan dan keterikatan karyawan terhadap pekerjaannya tidak berdampak pada performa kerja.
Linking talent management, knowledge management and work-life balance to employee performance: The role of job satisfaction Putra, Andreas Wahyu Gunawan; Cahyani, Riska Putri
Jurnal Manajemen dan Pemasaran Jasa Vol. 17 No. 2 (2024): September
Publisher : Lembaga Penerbit Fakultas Ekonomi dan Bisnis

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/v17i2.19998

Abstract

This research analyzes the influence of talent management, knowledge management, and work-life balance on employee performance, which is mediated by job satisfaction among employees of building equipment maintenance service companies. The data processing techniques employed included the testing of validity, reliability, and structural equation modeling (SEM) and the sample consisted of 190 employees. According to the findings, all hypotheses have been validated, indicating that employee performance can be enhanced through a comprehensive comprehension of talent management, knowledge management, and work-life balance. The novelty of this research lies in the integration of these three concepts in the specific context of the maintenance services industry, which has rarely been explored before, as well as the use of job satisfaction as a mediating variable that provides new insight into the relationship between human resource management and employee performance. Managerial implications show that good implementation of talent management and knowledge management, which supports work-life balance, will improve employee performance and job satisfaction, as well as help companies retain high-potential employees. The theoretical implication is that these concepts' integration as predictors of employee performance can be the basis for further theoretical framework development in human resources studies and open up further research opportunities in various industries and cultural contexts.
Penanganan masalah turnover intention pekerja industri kreatif di Jakarta Safirawarman, Indira; Tanuwijaya, Justine; Putra, Andreas Wahyu Gunawan
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.
Co-Authors Aseanty, Deasy Cahyani, Riska Putri Haq, Justika Hanifah Hutama, Rizvaldy Ananta Justine Tanuwijaya Klaudia, Stiven Nabilah, Eva Putri, Nurstefani Dwi Rahmawati, Sheilla Syiam Safirawarman, Indira Togatorop, Stiven Klaudia Wati, Diyana