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All Journal Sosiohumaniora Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Educational Research and Social Sciences (IJERSC) Managere: Indonesian Journal of Educational Management TOFEDU: The Future of Education Journal International Journal of Management Research and Economics IIJSE Epaper Bisnis: International Journal Entrepreneurship and Management International Journal of Educational Research
Widodo Sunaryo
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Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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IMPROVING ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OCB) THROUGH STRENGTHENING ORGANIZATIONAL CLIMATE AND PERSONALITY Nancy Yusnita; Widodo Sunaryo; Sri Yulianti
Sosiohumaniora Vol 23, No 1 (2021): Sosiohumaniora: Jurnal Ilmu-Ilmu Sosial dan Humaniora, MARCH 2021
Publisher : Universitas Padjadjaran

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24198/sosiohumaniora.v23i1.30284

Abstract

Many kinds of research on Organizational Citizenship Behavior (OCB) had generated findings that OCB is considered one of the main ways to increase organizations’ effectiveness. This study examines factors that have a relationship with OCB, namely, organizational climate and personality. This study was conducted among Primary School teachers at Cileungsi District, Bogor, Indonesia. The sample for the study consisted of 152 permanent teachers derived randomly from its population  which is 245 Primary School teachers. The study mainly utilized quantitative data (from questionnaires). Regression and correlational analysis were applied, with that the relationship among variables found. The findings revealed that the school organizational climate had a positive and significant relationship with OCB. Similarly, teachers’ personalities had a positive and significant relationship with OCB. Both school organizational climate and teachers’ personalities simultaneously had a strong positive and significant relationship with OCB. Further analysis was conducted to find out which indicators of those variables that had a dominant influence on OCB. Based on the indicator analysis results, this study proposed some recommendations toward Primary School Principals at Cileungsi District, Bogor to strengthen indicators of Organizational Climate and Personality that have a high coefficient of correlation with OCB. By strengthening those indicators it can be predicted will improve teachers’ OCB.
The Role of Work-Life Balance and Employee Satisfaction to Give Commitment to The Company Literature Review Erna Herlina; Widodo Sunaryo; Slamet Sutrisno; Junengsih Junengsih; Nanda Hidayati
Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 3 (2022): Budapest International Research and Critics Institute August
Publisher : Budapest International Research and Critics University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33258/birci.v5i3.6052

Abstract

Developments that occur within the company require the role of employees in order to help improve company performance. In this development, it is necessary to have a commitment given by employees to the company. Of course, it is necessary to have a factor that can affect the commitment shown by employees, namely through the work-life balance and the satisfaction felt by the employees. The method used by the researcher is a systematic literature review that focuses on work life balance, job satisfaction and commitment. The results prove that the role of work-life balance and the satisfaction felt by employees are able to shape the desire of employees to give their commitment. The role of work-life balance and job satisfaction can affect organizational commitment. The commitment given by employees must be based on satisfaction in order to form high loyalty behavior. The more satisfied the employee, the more committed the employee will be to the company.
Transformative Strategies to Enhance Teacher Innovativeness: Addressing Challenges Through Strengthening Organizational Culture, Transformational Leadership, Self-Efficacy, and Achievement Motivation Adhinugraha, R. Bukit Adhinugraha; Soewarto Hardhienata; Widodo Sunaryo; Abdul Wahid Zaini; M. Fathor Rozi
Managere: Indonesian Journal of Educational Management Vol. 6 No. 2 (2024)
Publisher : Universitas Nurul Jadid

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52627/managere.v6i2.520

Abstract

Research generally aims to produce strategies and ways to increase teacher innovation through efforts to identify the magnitude of the direct and indirect influence of Organizational Culture, Transformational Leadership, Self-Efficacy and Achievement Motivation. The research used survey methods and path analysis techniques which were then carried out by SITOREM analysis.  The population in the study was 269 people with a sample taken randomly of 161 teachers using the Taro Yamane formula. The research results prove that there is an influence of Organizational Culture (by1 = 0.176), Transformational Leadership (by2 = 0.053), Self-Efficacy (by3 = 0.188), and Achievement Motivation (by4 = 0.156) on Teacher Innovativeness.  Furthermore, the results of the SITOREM analysis found that the Organizational Culture variable needs to be improved on the indicators: Human Relations in the Organization, Signals, Human Relations with the Environment. The Transformational Leadership variable needs to be improved on the indicators: Intellectual Simulation, Ideal Influence, Inspirational Motivation. The Self-Efficacy variable needs to be improved on the indicators: Past Performance, Experience or Observation of Other People. The Achievement Motivation variable needs to be improved on the indicators: Enjoyment of Facing Challenges and Competition, Need to Work Intensively. It can be concluded that Teacher Innovativeness can be increased through strengthening Organizational Culture, Transformational Leadership, Self-Efficacy, and Achievement Motivation.
The Influence Of Organizational Support And Job Characteristics On Service Quality Through Innovation As An Intervening Variable Opi Muzalifah; Widodo Sunaryo; Mohammad Entang
ePaper Bisnis : International Journal of Entrepreneurship and Management Vol. 1 No. 2 (2024): June : ePaper Bisnis : International Journal of Entrepreneurship and Management
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/epaperbisnis.v1i2.27

Abstract

This Research Aims To Identify And Determine Efforts That Can Be Made To Improve Service Quality Through A Study of its relationship with Organizational Support, Job Characteristics and Innovation. The population of this study was 161 implementing employees at the Bogor Regency Food Crops, Horticulture and Plantation Service with a sample size of 115 people, whose determination used the Slovin formula with an error tolerance of 5%. Data was obtained using instruments in the form of questionnaires and analyzed using descriptive and inferential statistical analysis. The results showed seven positive and significant relationships. First, there is a positive and significant direct relationship between the variables Organizational Support and Innovation with a correlation coefficient of 0.347. Second, there is a positive and significant direct relationship between Job Characteristics and Innovation with a correlation coefficient value of 0.254. Third, there is a positive and significant direct relationship between Organizational Support and Service Quality with a correlation coefficient of 0.102. Fourth, there is a positive and significant direct relationship between Job Characteristics and Service Quality with a correlation coefficient value of 0.087. Fifth, there is a positive and significant direct relationship between Innovation and Service Quality with a correlation coefficient of 0.389. Sixth, there is a positive and significant indirect relationship between Organizational Support and Service Quality through Innovation with a correlation coefficient of 0.084. Seventh, there is a positive and significant indirect relationship between Job Characteristics and Service Quality through Innovation with a correlation coefficient of 0.104.
Strategy to Improve Employee Performance Through Strengthening Empowerment, Teamwork and Job Satisfaction : Empirical Study Using Survey Method and Path Analysis Technique on Employees of Bogor City Environmental Service Nanan Triyani; Widodo Sunaryo; Nancy Yusnita
ePaper Bisnis : International Journal of Entrepreneurship and Management Vol. 1 No. 4 (2024): December: ePaper Bisnis : International Journal of Entrepreneurship and Managem
Publisher : Asosiasi Riset Ilmu Manajemen Kewirausahaan dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/epaperbisnis.v1i4.136

Abstract

The purpose of this study was to determine the Strategy for Improving Employee Performance through Strengthening Empowerment, Teamwork and Job Satisfaction at the Bogor City Environmental Service. The study population was 280 people with a sample size of 165 people calculated using the Slovin formula. Data collection for each variable studied using a questionnaire with a rating scale. Data analysis techniques using descriptive statistical analysis techniques and path analysis techniques. The results showed (a) there is a positive direct effect of empowerment on job satisfaction, with a path coefficient value of βzx1 = 0.155, a t-value of 1.998> t table value of 1.654 (b) there is a positive direct effect of teamwork on job satisfaction, with a path coefficient value of βzx2 = 0.415, and a t-value of 5. 167> t table value of 1.654 (c) there is a positive direct effect of job satisfaction on performance, with a path coefficient value of βzy 415, and a calculated t-value of 5.167 > t table value of 1.654 (c) there is a positive direct effect of job satisfaction on performance, with a path coefficient value of βzy 209, and a calculated t-value of 2.722 > t table value of 1.654. (d) there is a positive direct effect of empowerment on performance, with a path coefficient value of βyx1 = 0.470, and a calculated t value of 4.149 > t table value of 1.654. (e) there is a positive direct effect of teamwork on performance, with a path coefficient value of βyx2 = 0.466, and a calculated t value of 5.599> t table value of 1.654. (f) there is a positive indirect effect of empowerment on performance through job satisfaction, with a regression coefficient value of 0.891 and 0.238, and from the calculation of the Sobel test, the z-count value is 10.241> 1.96. (g) there is a positive indirect effect of teamwork on performance through job satisfaction, with a coefficient value of 0.706 and 0.238 and from the calculation of the Sobel test, the z-count value is 8.115> z-table 1.96. Thus, it can be concluded that by strengthening empowerment, teamwork and job satisfaction, employee performance in the organization can be improved.
Strategies For Improving Teacher Performance Through Strengthening Organizational Culture, Transformational Leadership, Self-Efficacy, And Work Motivation: Empirical Study Using Quantitative Approach and Sitorem Analysis on Private High School Teachers in Depok City, West Java Dewi Mutiara Indah Ayu; Isman Kadar; Widodo Sunaryo
International Journal of Educational Research Vol. 1 No. 4 (2024): Desember : International Journal of Educational Research
Publisher : Asosiasi Riset Ilmu Pendidikan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/ijer.v1i4.113

Abstract

In the world of education, teachers have a very large and important role in teaching and learning activities because teachers are educators who are directly in contact with students, so teachers are required to have good performance in order to teach students who also have good quality. One of the educational problems faced by the Indonesian nation is the quality of education at every level and education unit, especially elementary and secondary education. Various efforts have been made to improve the quality of education, including through various training and improving teacher qualifications, procuring books and teaching tools, improving facilities and infrastructure, and improving the quality of school management. The research method used in this study is quantitative through path analysis and SITOREM analysis. The results of this study are that there is a positive relationship between the independent variable and the dependent variable when viewed from the path analysis, then the relationship is a functional relationship where teacher performance (Y) is formed as a result of the functioning of organizational culture functions (X1), transformational leadership (X2), self-efficacy (X3) work motivation (X4)
Managerial Effectiveness Strategy of Education Foundations in Improving the Quality of Private Education Ruswandi, Iwan; Bibin Rubini; Widodo Sunaryo
The Future of Education Journal Vol 4 No 6 (2025)
Publisher : Lembaga Penerbitan dan Publikasi Ilmiah Yayasan Pendidikan Tumpuan Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61445/tofedu.v4i6.597

Abstract

This study aims to analyze the managerial effectiveness of foundation leaders in improving the quality of private educational institutions in Bogor, Indonesia. Conducting a quantitative approach, data were collected from 103 educational foundations through structured questionnaires directed at foundation leaders, supervisors, and principals. The analysis applied path analysis to examine the direct and indirect effects of four main variables: organizational culture, servant leadership, personality, and organizational commitment. Results revealed that servant leadership had the strongest direct influence on managerial effectiveness (β = 0.374), followed by organizational culture (β = 0.234), organizational commitment (β = 0.185), and personality (β = 0.157). While all independent variables also significantly influenced organizational commitment, their indirect effects on managerial effectiveness through commitment were found to be weaker. Thus, organizational commitment was not an effective mediating variable. The study proposes an empirical model for enhancing managerial performance and offers strategic recommendations for foundation leadership development and educational governance improvement.
Empirical Study Using Analysis Techniques Pathways for RM Bumi Aki Employees in Bogor City and Surroundings Ahmad Zulfikar; Widodo Sunaryo; Hari Muharam
International Journal of Management Research and Economics Vol. 2 No. 2 (2024): May : International Journal of Management Research and Economics
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/ijmre-itb.v2i2.1802

Abstract

This study examines the influence of servant leadership style and personality traits on employee performance through the mediation of work motivation at Bumi Aki Restaurant in Bogor City. A quantitative approach using path analysis technique was employed on a randomly selected sample of Bumi Aki Restaurant employees. The results indicate that both servant leadership style and personality traits have a significant positive effect on work motivation, and work motivation mediates the relationship between these variables and employee performance. The implications highlight the importance of developing servant leadership style and positive personality traits to enhance employee performance, providing insights for human resource management in the restaurant industry, and suggesting avenues for further research to deepen the understanding of these dynamics.
Increasing Commitment To The Profession Through Organizational Climate, Personality, And Job Satisfaction Of Private Higher Lecturers In The City Of South Tangerang N. Lilis Suryani; Aida Vitalaya Syafri Hubeis; Widodo Sunaryo
International Journal of Educational Research & Social Sciences Vol. 2 No. 6 (2021): December 2021
Publisher : CV. Inara

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51601/ijersc.v2i6.224

Abstract

This study aims to find an effort to increase Commitment to the Profession through Organizational Climate, Personality, and Job Satisfaction. The population in this study is permanent lecturers who have the position of functional lecturer at 5 private universities in South Tangerang City with a total of 379 lecturers. The sampling technique used proportional random sampling with the Slovin formula with an error margin of 5% with a total sample of 195 lecturers. The data analysis method used in this research is Path Analysis. This study concludes 1) There is a direct influence of organizational climate on a commitment to the profession. 2) There is a direct influence of personality on a commitment to the profession. 3) There is a direct effect of job satisfaction on a commitment to the profession. 4) There is a direct influence of organizational climate on job satisfaction. 5) There is a direct influence of personality on job satisfaction. 6) There is an indirect influence of organizational climate with a commitment to the profession through job satisfaction. 7) There is an indirect influence of personality with a commitment to the profession through job satisfaction.
Strategies for Improving Employee Performance Through Strengthening Organizational Culture, Transformational Leadership, and Job Satisfaction at PT Industri Baterai Indonesia Group in Jakarta Aryo Prabowo Asmoro; Widodo Sunaryo; Herdiyana Herdiyana
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9733

Abstract

Employee performance is a strategic factor in supporting organizational success, including PT Industri Baterai Indonesia (IBC) Group, which plays an important role in the development of the national electric vehicle ecosystem. Differences in employee backgrounds, weak implementation of organizational culture, and suboptimal transformational leadership are thought to affect employee job satisfaction and performance. This study aims to analyze the influence of organizational culture and transformational leadership on employee performance with job satisfaction as an intervening variable. The study uses a quantitative approach through a survey of 113 permanent employees at the low management level of the IBC Group. Data were collected using questionnaires that had been tested for validity and reliability, then analyzed using path analysis techniques using SmartPLS version 4. The results showed that organizational culture and job satisfaction had a positive and significant effect on employee performance, while transformational leadership had a positive but not significant direct effect. Organizational culture and transformational leadership have a positive and significant effect on job satisfaction, as well as a significant indirect effect on employee performance through job satisfaction.
Co-Authors Abdul Wahid Zaini Adhinugraha, R. Bukit Adhinugraha Ahmad Zulfikar Aida Vitalaya Syafri Hubeis Aryo Prabowo Asmoro Bibin Rubini Dewi Mutiara Indah Ayu Erna Herlina Hari Muharam herdiyana, Herdiyana Isman Kadar Junengsih Junengsih Laihad, Griet Helena Mohammad Entang N. Lilis Suryani Nanan Triyani Nancy Yusnita Nanda Hidayati Opi Muzalifah Rozi, Fathor Ruswandi, Iwan Sendy Sunardi Slamet Sutrisno Soewarto Hardhienata Sri Yulianti