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All Journal Jurnal Kebijakan Kesehatan Indonesia Jurnal Manajemen dan Bisnis Sriwijaya Media Ekonomi dan Manajemen Jurnal Manajemen Teori dan Terapan EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis JPBM (Jurnal Pendidikan Bisnis dan Manajemen) Jurnal Promkes: The Indonesian Journal of Health Promotion and Health Education MIX : Jurnal Ilmiah Manajemen IJBE (Integrated Journal of Business and Economics) Syntax Literate: Jurnal Ilmiah Indonesia Journal of Economic, Bussines and Accounting (COSTING) JRMSI - Jurnal Riset Manajemen Sains Indonesia Scientific Journal of Reflection : Economic, Accounting, Management and Business Indonesian Treasury Review: Jurnal Perbendaharaan, Keuangan Negara dan Kebijakan Publik Almana : Jurnal Manajemen dan Bisnis JURNAL MANAJEMEN BISNIS JISIP: Jurnal Ilmu Sosial dan Pendidikan Ekspose: Jurnal Penelitian Hukum dan Pendidikan Jurnal Mantik Maker: Jurnal Manajemen Syntax Idea ANIMA Indonesian Psychological Journal Jurnal Ilmiah Manajemen Kesatuan Dinasti International Journal of Digital Business Management EKONOMI, KEUANGAN, INVESTASI DAN SYARIAH (EKUITAS) Cakrawala Repositori Imwi Jurnal Scientia Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Journal of Strategic and Global Studies Quantitative Economics and Management Studies Dynamic Management Journal International Journal of Social Service and Research COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat Annals of Human Resource Management Research Proceeding of the International Conference on Family Business and Entrepreneurship (ICFBF) Eduvest - Journal of Universal Studies IIJSE Jurnal Manajemen dan Usahawan Indonesia Al-Intaj : Jurnal Ekonomi dan Perbankan Syariah Jurnal Ekonomi Kesehatan Indonesia
Aryana Satrya
Department Of Management, Faculty Of Economics And Business, University Of Indonesia, Indonesia
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Medicine & Pharmacology Neuroscience Public Health Social Sciences Other

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The influences of Leader-member exchange (LMX) and perceived organizational support toward performance mediated by organizational commitment of Attorney General's Office of the Republic of Indonesia Agustina, Lila; Satrya, Aryana
Eduvest - Journal of Universal Studies Vol. 5 No. 3 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i3.50998

Abstract

The performance of the Attorney General's Office of the Republic of Indonesia plays a strategic role in supporting national legal development with professionalism and integrity. One crucial aspect of enhancing the prosecutor's office's performance is strengthening competent and competitive human resources (HR). This study aims to analyze the influence of Leader-Member Exchange (LMX) and Perceived Organizational Support (POS) on the Performance of Attorney General’s Office Personnel, with Organizational Commitment as a mediating variable. This research adopts a quantitative approach, collecting data through surveys conducted among Attorney General’s Office employees. The Leader-Member Exchange (LMX) variable refers to the quality of relationships between leaders and subordinates within the organization, while Perceived Organizational Support (POS) describes the extent to which employees feel supported by the institution. Organizational Commitment, as a mediating variable, explains employee attachment to the organization and its impact on individual performance. The findings of this study are expected to contribute to policy development in HR management at the Attorney General’s Office, particularly in improving personnel professionalism, the effectiveness of training programs, and strengthening workplace relationships between leaders and subordinates. The study’s implications can serve as a foundation for designing strategies to enhance competency, accountability, and legal enforcement efficiency.
Pengaruh Self-Efficacy dan Safety Climate Terhadap Quality of Work Life Yang Dimediasi Oleh Perceived Fatigue Dina, Vira; Satrya, Aryana
COMSERVA : Jurnal Penelitian dan Pengabdian Masyarakat Vol. 4 No. 11 (2025): COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/comserva.v4i11.3026

Abstract

Quality of work life sangat penting untuk diteliti di PT ACS karena mengalami peningkatan kasus yang mengacu pada indikator quality of work life. Penelitian ini bertujuan untuk menguji pengaruh self-efficacy dan safety climate terhadap quality of work life dan pengaruh tidak langsung melalui mediasi perceived fatigue. Data empiris dikumpulkan dari 628 pelaut yang telah hidup dan bekerja di kapal selama lebih dari enam bulan, dengan menggunakan metode survei online. Studi ini di analisis menggunakan Structural Equation Modeling (SEM) dan confirmatory factor analysis untuk menguji tujuh hipotesis yang diajukan. Hasil penelitian menunjukkan bahwa Self-efficacy dan safety climate berpengaruh positif terhadap quality of work life, baik secara langsung maupun melalui mediasi perceived fatigue. Dengan demikian, penelitian ini menunjukkan bahwa self-efficacy penting untuk kualitas kehidupan pelaut, memiliki efek langsung positif signifikan. Selain itu, dukungan self-efficacy juga terbukti berpengaruh negatif terhadap perceived fatigue. Lebih lanjut, penelitian ini diharapkan dapat memberikan kontribusi bagi pengambil kebijakan di bidang sumber daya manusia untuk mengidentifikasi self-efficacy dalam rekrutmen dan seleksi talenta serta menciptakan safety climate di tempat kerja untuk meningkatkan quality of work life.
High-performance work systems and psychosocial safety climate influence work engagement through job satisfaction pathways Larasandi, Dhiny Sartika; Satrya, Aryana
Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September
Publisher : Goodwood Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35912/ahrmr.v5i3.2913

Abstract

Purpose: This study aims to analyze the mechanisms through which high performance work systems and psychosocial safety climate affect employee work engagement with the consideration of job satisfaction as mediator in TIC sectors. Methodology: A sample of 334 employees working across several provinces in Indonesia was surveyed, and Partial Least Squares Structural Equation Modelling was applied to analyze the data using Smart-PLS. Results: The results confirmed both HPWS and PSC did not have a positive direct effect on work engagement. However, they had a positive indirect effect, respectively, on work engagement by increasing job satisfaction. Conclusions: Thus, confirming the role of full mediation of job satisfaction. This study provides the first evidence of the comprehensive integration of two independent variables of HPWSs and PSC with mediation job satisfaction in one model, which has never been done in any previous studies, to employee outcomes in the context of service sectors, and it contributes to the field with important theoretical contributions, as well as managerial recommendations. Limitations: This study is limited in the use of cross sectional, self report. Contribution: The contribution: there has never been a previous study that integrates these 4 variables in one whole theoretical model. Literacy contribution, for the TIC (testing inspection certification business services sector, especially in the HR department.
Development Opportunities, Support and Organizational Commitment: Career Success as a Mediator for Millennial Corporate Workers Alessandro Senewe, Andrew Marcelo; Satrya, Aryana
Eduvest - Journal of Universal Studies Vol. 5 No. 9 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i9.51817

Abstract

Millennial workers, who make up a significant portion of Jakarta’s corporate workforce, increasingly prioritize career success, growth, and support in their work. This research explores the impact of Perceived Opportunities for Competency Development (POCD) and Organizational Support for Career Development (OSCD) on Organizational Commitment (OC), with Subjective Career Success (SCS) acting as a mediating variable. Using a quantitative explanatory approach, data were collected from Millennial corporate employees in Jakarta with at least three years of work experience who have experienced some form of subjective career success. Structural Equation Modelling (SEM) was employed to examine the relationships among the variables. The findings indicate OSCD and SCS have a significant and positive impact on the organizational commitment of Millennial Corporate Workers in Jakarta, while POCD was found to have the opposite effect. However, SCS acts as a partial mediator for OSCD and OC and also exhibits a competitive mediation effect on the relationship between POCD and OC. These findings provide critical implications for organizations in developing effective HR strategies to retain Millennial talent, optimize career development programs, and enhance organizational commitment through strategic career support mechanisms.
Work Meaning and Justice in Gen Z: The Mediating Role of Engagement in Turnover Intention Hardi, Irham Hudiya; Aryana Satrya
Jurnal Manajemen Bisnis Vol. 12 No. 2 (2025): September
Publisher : Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33096/jmb.v12i2.1156

Abstract

Turnover intention among Generation Z employees has emerged as a new challenge in human resource management, yet limited research has examined the roles of meaningful work and perceived organizational justice in this context. This study aims to investigate the influence of these two factors on turnover intention, with work engagement as a mediating variable. Using data from 506 Generation Z respondents and analyzed through Covariance-Based Structural Equation Modelling (CB-SEM) with LISREL, the findings reveal that meaningful work unexpectedly increases turnover intention, while perceived organizational justice shows a negative but non-significant effect. Work engagement fully mediates the relationship between both independent variables and turnover intention. These results suggest that work engagement plays a critical role in retaining Gen Z employees even when they perceive their work as meaningful or fair. This study contributes theoretically to the understanding of turnover intention among the emerging Gen Z workforce and offers practical insights for organizations to enhance employee retention by fostering engagement and aligning work meaning with individual values. Future research is recommended to focus on specific industries to strengthen contextual relevance.
PENGARUH PENILAIAN KINERJA DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI SEBAGAI VARIABEL MEDIASI PADA DIREKTORAT SISTEM INFORMASI DAN TEKNOLOGI PERBENDAHARAAN Abdillah, Novie Shol; Satrya, Aryana; Priyati, Rini Yayuk
JRMSI - Jurnal Riset Manajemen Sains Indonesia Vol. 13 No. 01 (2022): Jurnal Riset Manajemen Sains Indonesia
Publisher : Fakultas Ekonomi, Universitas Negeri Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21009/JRMSI.013.1.010

Abstract

Penelitian ini dilatarbelakangi oleh adanya hasil penilaian kinerja yang kurang memuaskan pada Direktorat Sistem Informasi dan Teknologi Perbendaharaan. Pada kenyataannya kinerja Direktorat SITP sudah banyak dirasakan oleh stake holder. Hal lain yang menjadi perhatian adalah adanya beban kerja yang besar namun tidak mengurangi motivasi pegawai untuk tetap memberikan hasil kinerja yang maksimal. Rumusan masalah pada penelitian ini adalah: (1) bagaimana pengaruh penilaian kinerja terhadap kinerja pegawai; (2) bagaimana pengaruh penilaian kinerja terhadap motivasi kerja karyawan; (3) bagaimana beban kerja mempengaruhi kinerja pegawai; (4) bagaimana beban kerja mempengaruhi motivasi kerja karyawan dan (5) bagaimana motivasi karyawan mempengaruhi kinerja karyawan. Penelitian ini merupakan penelitian kuantitatif. Pengumpulan data dilakukan dengan menyebarkan survei online kepada 135 staf Direktorat SITP pada seluruh Subdirektorat. Analisis data menggunakan model persamaan struktural atau Structural Equation Model (SEM) dengan pengolahan data menggunakan Partial Least Square (PLS) versi 3. Hasil penelitian menunjukkan bahwa: (1) penilaian kinerja berpengaruh positif dan signifikan terhadap kinerja karyawan; (2) penilaian kinerja berpengaruh positif dan signifikan terhadap motivasi kerja karyawan; (3) beban kerja berpengaruh positif dan signifikan terhadap kinerja pegawai; (4) beban kerja berpengaruh positif dan signifikan terhadap motivasi kerja pegawai dan (5) motivasi kerja memberikan mediasi parsial antara penilaian kinerja dan beban kerja terhadap kinerja pegawai.
How Human Resource Practice, Perceived Organizational Support, and Job Embeddedness Influence Turnover Intention Marcella, Bonitha Dame; Satrya, Aryana
Almana : Jurnal Manajemen dan Bisnis Vol 7 No 3 (2023): December
Publisher : Bandung: Prodi Manajemen FE Universitas Langlangbuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36555/almana.v7i3.2263

Abstract

This study focuses on the technology sector, a strategic area of the Indonesian economy. Technological developments encourage companies to retain their top tech employees. The objective of this study is to examine the impact that employees' perceptions of human resource practice and organizational support have on their level of job embedment and intention to leave their jobs. The current study also investigates the mediation effect of job embeddedness. An online survey utilizing a seven-point Likert scale was administered to 284 IT employees from diverse technology companies in Indonesia with a purposive sample technique. This study shows that human resource practice, organizational support perceived by employees, and job embeddedness are essential factors influencing turnover intention.
The Impact: Employer Brand, Corporate Social Responsibility, and Organizational Reputation in Job Application Intentions Soleha, Fazah Zikri; Satrya, Aryana
Eduvest - Journal of Universal Studies Vol. 4 No. 9 (2024): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v4i9.1319

Abstract

Creating a competitive advantage is essential for companies as it serves as leverage to attract competent job seekers needed for the sustainability of the business. This research aims to examine the direct role of employer brand attractiveness and corporate social responsibility as dependent variables in influencing intention to apply, as well as the indirect influence of organizational reputation mediating the relationship between employer brand attractiveness and corporate social responsibility on intention to apply as independent variables. Data were collected through a self-administered questionnaire distributed to a total of 315 respondents. The respondents were final-year students and fresh graduates who had not yet entered the workforce and were part of Generation Z in Indonesia. The questionnaire utilized a 7-point Likert scale, and Structural Equation Modeling (SEM) was employed to analyze and elucidate the relationships among the variables used in this study. The results indicate that employer brand attractiveness and corporate social responsibility significantly and positively influence intention to apply. Meanwhile, organizational reputation influences the relationship between employer brand attractiveness and corporate social responsibility with the intention to apply through positive mediation. Based on this research, companies can learn how to shape a reputation that serves as a competitive advantage in enhancing employer brand attractiveness and corporate social responsibility among Generation Z as a potential new workforce entering the job market.
Enhancing Affective Commitment among Millennial Employees: The Role of Organizational Embeddedness, Perceived Organizational Support, and Work Engagement Mulachela, Shaqila Caesarine Mulachela; Satrya, Aryana
Eduvest - Journal of Universal Studies Vol. 4 No. 9 (2024): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v4i9.1320

Abstract

The tight labor market competition afforces organizations to find the right strategies to address the issue of low employee resistance, one way being to enhance affective commitment among employees towards the organization they work for. This study employs Social Exchange Theory (SET) to examine the influence of organizational embeddedness and perceived organizational support on affective commitment and the indirect influence through work engagement mediation. Empirical data were collected from 332 millennial generation employees in Indonesia using an online survey assessed through a 7-point Likert scale. The study was analyzed using Structural Equation Modeling (SEM) and confirmatory factor analysis to test seven proposed hypotheses. The study's findings indicate that organizational embeddedness and perceived organizational support are positively related to affective commitment both directly and through work engagement mediation. This research is expected to contribute to human resource policy-making to enhance affective commitment among millennial generation employees in Indonesia.
Improving employee Innovation Behavior for better future in Electrical Industry Satrya, Aryana; Kamal, Ilham
Eduvest - Journal of Universal Studies Vol. 4 No. 9 (2024): Journal Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v4i9.16746

Abstract

This study aimed to investigate and assess the effect of Proactive Personality (PP), Work Motivation (WM), Perceive Organizational Support (POS) on Innovative Work Behavior (IWB), with Work Engagement.acting as mediators. Questionnaires were used in this quantitative study, to obtain information from 300 employees, with subsequent analysis implementing the Structural Equation Model Lisrel 8.3. The results showed that IWB was significantly influenced by WM, POS,PP, WE. The results also showed WM, POS, PP significantly influenced WE. Moreover, WM, POS,PP significantly influenced IWB mediated by WE. This study investigated innovative work behavior that significantly and widely impacted by Perceive Organizational Support. It also provided a deeper comprehension of the employee characteristic in the industry like work motivaton, proactive personality, work engagement.
Co-Authors Abdillah, Novie Shol Abdullah, Muhammad Madi Bin Agustina, Lila Ahmad Fuady Alessandro Senewe, Andrew Marcelo Alwan Patawari Annisa Syafira Efrial Ayu Tyas Purnamasari Ayu Tyas Purnamasari Budi Artiningrum Candaika, Putri Darwin, Doni Dedi Supriadi Dewi, Arika Dhiny Sartika Larasandi, Dhiny Sartika Diah Arimbi Dina, Vira Dinar Rurumingratni Efrial, Annisa Syafira Eko Dwiyanto Emur, Alvin Permana Etty Puji Lestari Hafni Ratna Indah Hardi, Irham Hudiya Hariyono Darmawan Hasbullah Thabrany Hasbullah Thabrany Hidayat, Apritama Nur Imam Saroni Irwan Adi Ekaputra Jaka Warsihna Jasmine Reis Nahrisya Jimmy Hennyta Satya Putra Joy Gabriel, Joy Kamal, Ilham Karina Rizkatiar Khairuddin Safa'at Khairunnisa Della Egaputri Kusuma Hartono, Risky Leonard, Bona Patrick Leonhard Krisnata Chandra Listyarini, Sri M Abyan Syuja M Eta, Yuli Safriah Madelif Sihombing, Isranalita Marcella, Bonitha Dame Mariana Mariana Mario Chrissendy Dian Saputra Mestika Sekarwinahyu Mirdha Fahlevi SI Mohamad Zahri Muhafilah, Nurul Mulachela, Shaqila Caesarine Mulachela Muniapan, Balakrishnan Nabila Ghina Zahirah Nadia Putrini Naomi Valentina Simanjuntak Ningtyas, Fadhilah Rizky Nurbaya Nurbaya Oktarina, Ratih Pala'langan, Yulianus Adi Pangaribuan, Leviadi Parasuraman, Balakrishnan Prabawa, Made Andre Arya Pujiyanto Pujiyanto Pujiyanto Pujiyanto Putrini, Nadia Rara Warih Gayatri Rathakrishnan, Balan Ratih, Suci Puspita Ratna Kurniasari Renny Nurhasana Renny Nurhasana Rifqi Zufar Saputro Rini Yayuk Priyati, Rini Yayuk Rino Afriantoro Rizki Putra Rizky Ningtyas, Fadhilah Ryan Fathurrahman Johan Saroni, Imam Sendy Puspaatmaja Setiyono, Eko Shellasih, Ni Made Soleha, Fazah Zikri Sri Listyarini Sri Listyarini Starryna, Felicia Tati Ariaini Teguh Dartanto Tika Dwi Tama Tumpak Maniroy Sinaga Widowati, Primahesti Dyah Widyasari, Maulidya Niken Wilfridus B.Elu