Articles
<![CDATA[The influence of ethical leadership on turnover intentions: the mediating role of job satisfaction ]]>
<![CDATA[M Abyan Syuja]]>;
<![CDATA[Aryana Satrya]]>
<![CDATA[ Proceeding of the International Conference on Family Business and Entrepreneurship 2022: Proceeding of 6th International Conference on Family Business and Entrepreneurship ]]>
Publisher : <![CDATA[President University ]]>
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DOI: 10.33021/icfbe.v3i1.3809
<![CDATA[The service industry in the mechanical engineering field company where employees are required to have high accuracy and under close supervision, potentially feel great work pressure which can stimulate turnover intentions. There are problems in organizational culture cultivation and good governance implementation, thus potentially having low results of ethical leadership and job satisfaction, which resulted in high turnover intentions. This research aims to analyze the correlation between ethical leadership and organizational culture towards turnover intentions directly and through job satisfaction as an intervening variable and to analyze the mediation effect of job satisfaction on turnover intentions. The research method used is quantitative. Primary data are obtained directly from subjects through questionnaires. The populations are 524 employees. The sampling technique used census; thus, all populations can be used as research samples. Data are analyzed by pre-test and path analysis with Structural Equation Modelling. There is no directly proportional and significant correlation between independent variables towards mediation variables as well as inverse and significant correlation between independent variables and mediation variables towards dependent variables.]]>
<![CDATA[The Effect of Work Environment and Training on Employee Performance with Mediation of Job Satisfaction Sandabi Group ]]>
<![CDATA[Mohamad Zahri]]>;
<![CDATA[Aryana Satrya]]>;
<![CDATA[Rini Yayuk Priyati]]>
<![CDATA[ Budapest International Research and Critics Institute-Journal (BIRCI-Journal) Vol 5, No 3 (2022): Budapest International Research and Critics Institute August ]]>
Publisher : <![CDATA[Budapest International Research and Critics University ]]>
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DOI: 10.33258/birci.v5i3.6879
<![CDATA[The work environment (WE) and training (TD) can affect the performance (EP) and job satisfaction (JS) of employees, especially the Foremen and Clerks in the palm oil plantation Sandabi Group Bengkulu. To demonstrate this effect, researchers used a structured questionnaire as a survey method, and data from 156 persons Foremen and Clerks in 4 estates belonging to Sandabi Group were analyzed using the structural equation model. The results showed that the work environment has a positive and significant influence on performance through the mediation of job satisfaction. Likewise, training has a positive and significant influence on performance through the mediation of job satisfaction. The effect of job satisfaction can improve employee performance. This means that the improvement of employee performance in this case is the foreman and clerk can be achieved if the work environment policy continues to be improved or can be through increased employee job satisfaction. Furthermore, improved employee performance can be achieved if the training and development programs are implemented consistently or through increased job satisfaction of these employees. In the Anova test (different test), both the status of the employment relationship and the position contribute no different (the same), so it can be said that the contribution to performance is uninfluenced by the status and position of employees in this case are Foremen and Clerks.]]>
<![CDATA[The influence of individual characteristics and leadership styles on the commitment and performance of State Civil Apparatus ]]>
<![CDATA[Nurbaya Nurbaya]]>;
<![CDATA[Aryana Satrya]]>;
<![CDATA[Mestika Sekarwinahyu]]>
<![CDATA[ Ekspose: Jurnal Penelitian Hukum dan Pendidikan Vol 21, No 2 (2022) ]]>
Publisher : <![CDATA[Institut Agama Islam Negeri (IAIN) Bone ]]>
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DOI: 10.30863/ekspose.v21i2.3136
<![CDATA[This research is concerned with the effect of individual characteristics and leadership style towards the commitment and performance of Civil Servants in the regional apparatus organizations under the coordination of government assistants and the welfare of the Regional Secretary of Sumbawa Regency. The respondents of this study were 216 Civil Servants in regional apparatus organizations under the coordination of the Assistant Government and People's Welfare Regional Secretariat of Sumbawa Regency. This research is quantitative research design. To collect the data of this study, the researcher used questionnaires that conducted by online method and processed and analyzed by used Structural Equation Modeling (SEM) by the help of Jamovi software. The results showed that the individual characteristics have a positive and significant effect on the Civil Service Employee’s performance. However, the individual characteristics have a positive and significant effect towards their commitment. The leadership style does not have a positive and significant effect on the civil servants’ performance but, the leadership style has a positive and significant effect on their commitment, also the organizational commitment has a positive and significant effect towards the performance the Civil Servants in regional apparatus organizations under the coordination of the Assistant Government and People's Welfare Regional Secretariat of Sumbawa Regency.]]>
<![CDATA[PENGARUH LINGKUNGAN KERJA DAN PENGEMBANGAN KARIR TERHADAP MOTIVASI DAN KINERJA KARYAWAN DINAS PERUMAHAN RAKYAT DAN KAWASAN PERMUKIMAN (DPRKP) DAN DINAS PEKERJAAN UMUM DAN PENATAAN RUANG (DPUPR) KABUPATEN SUMBAWA ]]>
<![CDATA[Alwan Patawari]]>;
<![CDATA[Aryana Satrya]]>;
<![CDATA[Jaka Warsihna]]>
<![CDATA[ SCIENTIFIC JOURNAL OF REFLECTION : Economic, Accounting, Management and Business Vol. 6 No. 1 (2023): SCIENTIFIC JOURNAL OF REFLECTION: Economic, Accounting, Management, & Business ]]>
Publisher : <![CDATA[Sekolah Menengah Kejuruan (SMK) Pustek ]]>
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DOI: 10.37481/sjr.v6i1.617
<![CDATA[The purpose of this study is to analyze the effect of the work environment, career development, work motivation on employee performance. The research object and population in this study were employees of the Public Housing and Settlement Area Office (DPRKP) and the Public Works and Spatial Planning Office (DPUPR) of Sumbawa Regency. The number of samples is 200 people who work at the Public Housing and Settlement Area Office (DPRKP) and the Public Works and Spatial Planning Office (DPUPR) of Sumbawa Regency. The data analysis technique used is path analysis. Based on the results of the classical assumption test, it was found that the model met the required assumptions. The results of hypothesis testing show that 1) the work environment has a positive and significant effect on employee performance at the Public Housing and Settlement Area Office and the Public Works and Spatial Planning Office of Sumbawa Regency; 2) The work environment has a positive but not significant effect on the Work Motivation of employees of the Public Housing and Settlement Area Office and the Public Works and Spatial Planning Office of Sumbawa Regency; 3) Career Development has a negative but not significant effect on the Employee Performance of the Public Housing and Settlement Area Office and the Public Works and Spatial Planning Office of Sumbawa Regency; 4) Career Development has a positive and significant effect on the Work Motivation of the Public Housing and Residential Area Office Employees and the Public Works and Spatial Planning Office of Sumbawa Regency; 5) Work Motivation has a positive and significant effect on Employee Performance at the Public Housing and Settlement Area Office and the Public Works and Spatial Planning Office of Sumbawa Regency.]]>
<![CDATA[Do Emotional Intelligence and Ethical Leadership Elevate Work Engagement? The Mediating Role of Psychological Capital ]]>
<![CDATA[Primahesti Dyah Widowati]]>;
<![CDATA[Aryana Satrya]]>
<![CDATA[ Media Ekonomi dan Manajemen Vol 38, No 1 (2023): January 2023 ]]>
Publisher : <![CDATA[Fakultas Ekonomika dan Bisnis UNTAG Semarang ]]>
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DOI: 10.56444/mem.v38i1.3463
<![CDATA[The level of employees’ work engagement can affect an organization's resilience amid business competition. However, banking employees are often faced with rigid working hours that can affect the level of work engagement of employees. This study aims to determine the role of emotional intelligence and ethical leadership in the work engagement of banking employees. Furthermore, this study also investigates the mediating role of psychological capital because it still requires further research. The sample involved in the study was 206 employees of conventional commercial banks in Indonesia. The structural equation modeling (SEM) analysis results show that emotional intelligence, ethical leadership, and psychological capital can affect work engagement. On the other hand, psychological capital partially mediates the influence of emotional and ethical leadership on work engagement. Therefore, the result of this study can strengthen the job demands-resources theory. To increase work engagement, a deeper understanding of emotional intelligence, ethical leadership, and psychological capital can help the banking sector retain employees, improve employee and organizational performance, and maintain a competitive advantage amid intense competition between banks in Indonesia.]]>
<![CDATA[EFFECTS OF WORKLOAD AND JOB STRESS ON EMPLOYEE PERFORMANCE OF BANKING EMPLOYEES: THE MEDIATING ROLE OF JOB SATISFACTION ]]>
<![CDATA[Ryan Fathurrahman Johan]]>;
<![CDATA[Aryana Satrya]]>
<![CDATA[ Jurnal Scientia Vol. 12 No. 01 (2023): Education, Sosial science and Planning technique ]]>
Publisher : <![CDATA[Sean Institute ]]>
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DOI: 10.58471/scientia.v12i01.1142
<![CDATA[In the era of banking digitalization, the number of banking employees has decreased from year to year in line with developments in digitalization and the reduced number of bank office networks. Reducing employees in the banking sector will impact employee performance because the number of jobs is disproportionate to the number of existing employees. Employee performance is an important factor in achieving a good level of productivity in a company. Therefore, this study aims to determine the factors that influence the performance of banking employees in Indonesia. Empirical data were collected from 207 conventional bank employees using the online survey method. Analysis method in this study is done by using Structural Equation Modeling (SEM) to test the proposed hypotheses. The results of this study show how workload and job stress negatively affects employee performance, and job satisfaction positively ffects employee performance. The results also found that workload and job stress negatively affects job satisfaction. Furthermore, the results also indicate that job satisfaction mediates the effect of workload and job stress on employee performance. Overall, the results of this study will contribute to the banking sector in preventing job stress experienced by employees to improve employee performance in conventional banks.]]>
<![CDATA[How Do Involved Communication and Leadership Affect Readiness For Change Through Organizational Identification in Public Sector? ]]>
<![CDATA[Rino Afriantoro]]>;
<![CDATA[Aryana Satrya]]>
<![CDATA[ Syntax Literate Jurnal Ilmiah Indonesia ]]>
Publisher : <![CDATA[Syntax Corporation ]]>
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DOI: 10.36418/syntax-literate.v7i10.12358
<![CDATA[Changes in the external environment demand that public organizations respond and adapt to enhance public services. In addition to examining the effect of involved communication and leadership on change readiness, the purpose of this study is to investigate the mediating influence of organizational identification in the public sector. The information was acquired through a web-based questionnaire of 387 tax service employees scattered throughout Indonesia. Application Lisrel 8.8 was used in order to verify the hypotheses. All hypotheses positive relationships are statistically significant in the results. The findings of this study indicate that organizational identification mediates not only the relationship between involved communication and change readiness but also the transformational leadership and change readiness relationship. This paper's research is limited to small percentage of public service employees, which may not have fully captured the development of the phenomena being studied. In a public sector undergoing change, the implementation of involved communication, transformational leadership, and organizational identification will impact and positively contribute to employee readiness for change.]]>
<![CDATA[PENGARUH PERCEIVED FIRM FAIRNESS TERHADAP JOB SATISFACTION, BURNOUT DAN TURNOVER INTENTION PADA AUDITOR DI JAKARTA ]]>
<![CDATA[Leonhard Krisnata Chandra]]>;
<![CDATA[Aryana Satrya]]>
<![CDATA[ Dynamic Management Journal Vol 7, No 3 (2023): July ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Tangerang ]]>
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DOI: 10.31000/dmj.v7i3.8699
<![CDATA[Penelitian ini bertujuan untuk menguji hubungan antara percived firm fairness, job satisfaction, firm commitment, burnout; perceived firm fairness dan turnover intention. Pendekatan yang digunakan dalam penelitian ini adalah pendekatan kuantitatif. Sampel dalam penelitian ini adalah sebanyak 323 auditor KAP yang berlokasi di Jakarta. Data penelitian diperoleh dari hasil pengisian kuesioner dan dianalisis dengan menggunakan teknik analisis Structural Equation Modeling (SEM). Hasil penelitian ini berhasil membuktikan bahwa (1) Perceived firm fairness memiliki pengaruh positif dan signifikan terhadap job satisfaction; (2) Job satisfaction memiliki pengaruh positif dan signifikan terhadap firm commitment; (3) Firm commitment terbukti berpengaruh negatif dan signifikan terhadap burnout; (4) Burnout terbukti berpengaruh positif dan signifikan terjadap turnover intention, berarti bahwa semakin tinggi burnout maka semakin tinggi turnover intention karyawan; (5) Firm commitment terbukti berpengaruh negatif dan signifikan terhadap turnover intention; (6) Perceived firm fairness terbukti berpengaruh negatif dan signifikan terhadap burnout dan (7) Perceived firm fairness terbukti berpengaruh negatif dan signifikan terhadap turnover intention.]]>
<![CDATA[Pengaruh WFH dan Transformational Leadership terhadap Kinerja Pegawai dengan Kepuasan Kerja sebagai Variabel Mediasi ]]>
<![CDATA[Imam Saroni]]>;
<![CDATA[Aryana Satrya]]>;
<![CDATA[Sri Listyarini]]>
<![CDATA[ Indonesian Treasury Review: Jurnal Perbendaharaan, Keuangan Negara dan Kebijakan Publik Vol 8 No 3 (2023): Indonesian Treasury Review: Jurnal Perbendaharaan, Keuangan Negara dan Kebijakan ]]>
Publisher : <![CDATA[Direktorat Jenderal Perbendaharaan, Kementerian Keuangan ]]>
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DOI: 10.33105/itrev.v8i3.499
<![CDATA[Due to the objectives of bureaucratic reform in all sectors and the Covid-19 pandemic situation, the Ministry of Finance of the Republic of Indonesia has 'accelerated' the implementation of the 'New Thinking of Working' (NTOW) in all organizational units, including the Regional Office of the Directorate of Finance of East Java Province, to improve employee performance, especially during the epidemic. NTOW should be accelerated. Previous research has shown that many work-from-home (WFH) implementations and transformational leadership styles can improve Employee Performance. In this case, researchers used online methods and relevant methods. Using online methods and in-person interviews with HR managers of the units, a survey of 152 employees within FinanceGov was conducted [A1] [A2] The purpose of this study was to analyze the extent to which the impact of work-from-home (WFH) and transformational leadership styles, mediated by job satisfaction, can improve employee performance through mediating job satisfaction. Performance through the mediation of job satisfaction. This study utilizes Structural Equation Modeling (SEM) through the Partial Least Squares (PLS) approach, facilitated by the SMARTPLS software. The results of this study indicate that Working at Home (WFH) and Transformational Leadership Style have an effect on Employee Performance and Job Satisfaction acts as a mediating variable that strengthens the impact of Working at Home (WFH) and Transformational Leadership Style on Employee Performance. Based on these findings, this study recommends the establishment of a more transparent and equitable allocation system for WFO/WFH to provide soft skills for direct leaders to be role models for employees, and to provide virtual capacity building to improve employee performance.]]>
<![CDATA[Impact Analysis On Perceived Credibility Of Online Job Advertisement And Employer Branding To Intention To Apply Generation Of Job Seekers With Organizational Attractiveness As Mediating Variable ]]>
<![CDATA[Khairunnisa Della Egaputri]]>;
<![CDATA[Aryana Satrya]]>
<![CDATA[ Cakrawala Repositori IMWI Vol. 6 No. 5 (2023): Cakrawala Repositori IMWI ]]>
Publisher : <![CDATA[Institut Manajemen Wiyata Indonesia & Asosiasi Peneliti Manajemen Indonesia ]]>
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DOI: 10.52851/cakrawala.v6i5.499
<![CDATA[The current era of technological and industrial development 4.0 has had various impacts on daily life and activities, where the digitalization process has become the basis of competitiveness in the business and industrial environment. One of the areas that are affected is in the field of human resource management and the recruitment process which leads to electronic recruitment. Moreover, one of the challenges for companies today is facing a 'talent war' in the current labor market, which directs them to attract potential talent by creating employer branding and providing relevant vacancy information. This study examines the effect of perceived credibility of online job advertising and employer branding on the intention to apply for a job among Generation Z job seekers in technology start-ups in Indonesia, with organizational attractiveness as a mediating variable. The research respondents were 270 Generation Z job seekers in the Jabodetabek area, and a quantitative research method was used with Structural Equation Model (SEM) analysis]]>
