Articles
<![CDATA[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 ]]>
<![CDATA[Agustina, Lila]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ Eduvest - Journal of Universal Studies Vol. 5 No. 3 (2025): Eduvest - Journal of Universal Studies ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/eduvest.v5i3.50998
<![CDATA[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.]]>
<![CDATA[Pengaruh Self-Efficacy dan Safety Climate Terhadap Quality of Work Life Yang Dimediasi Oleh Perceived Fatigue ]]>
<![CDATA[Dina, Vira]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ COMSERVA : Jurnal Penelitian dan Pengabdian Masyarakat Vol. 4 No. 11 (2025): COMSERVA: Jurnal Penelitian dan Pengabdian Masyarakat ]]>
Publisher : <![CDATA[Publikasi Indonesia ]]>
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DOI: 10.59141/comserva.v4i11.3026
<![CDATA[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.]]>
<![CDATA[High-performance work systems and psychosocial safety climate influence work engagement through job satisfaction pathways ]]>
<![CDATA[Larasandi, Dhiny Sartika]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ Annals of Human Resource Management Research Vol. 5 No. 3 (2025): September ]]>
Publisher : <![CDATA[Goodwood Publishing ]]>
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DOI: 10.35912/ahrmr.v5i3.2913
<![CDATA[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.]]>
<![CDATA[Development Opportunities, Support and Organizational Commitment: Career Success as a Mediator for Millennial Corporate Workers ]]>
<![CDATA[Alessandro Senewe, Andrew Marcelo]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ Eduvest - Journal of Universal Studies Vol. 5 No. 9 (2025): Eduvest - Journal of Universal Studies ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/eduvest.v5i9.51817
<![CDATA[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.]]>
<![CDATA[Work Meaning and Justice in Gen Z: The Mediating Role of Engagement in Turnover Intention ]]>
<![CDATA[Hardi, Irham Hudiya]]>;
<![CDATA[Aryana Satrya]]>
<![CDATA[ Jurnal Manajemen Bisnis Vol. 12 No. 2 (2025): September ]]>
Publisher : <![CDATA[Pusat Penerbitan dan Publikasi Ilmiah, FEB, Universitas Muslim Indonesia ]]>
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DOI: 10.33096/jmb.v12i2.1156
<![CDATA[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.]]>
<![CDATA[Synergy Of Ethical Leadership And HPWS: Unveiling Employee Motivation And Performance In Public Sector ]]>
<![CDATA[Safa'at, Khairuddin]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 4 (2025): Oktober ]]>
Publisher : <![CDATA[UNIVED Press ]]>
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DOI: 10.37676/ekombis.v13i4.8357
<![CDATA[This study empirically explores the improvement of job performance in the public sector through an approach that combines aspects of leadership with ethical leadership, a system aspect approach with a High-Performance Work System (HPWS), and an individual aspect approach with employee motivation within the scope of government financial institutions (GFI). Social Exchange Theory is used as a conceptual basis. Data were collected through an online questionnaire with a 7-point Likert scale measurement. The analysis was carried out using the Structural Equation Modeling (SEM) technique with SmartPLS 4 software to test the combination of multidimensional and unidimensional variables. The data obtained were 843 and after going through the screening and data cleaning process, 640 respondent responses were obtained for testing. The results of the study indicate that ethical leadership and HPWS have a positive and significant effect on employee motivation and job performance, and employee motivation has a positive and significant effect on job performance. In addition, employee motivation mediates positively and partially the relationship between ethical leadership and HPWS on job performance. This study provides theoretical contributions by combining ethical leadership and HPWS perspectives in one model that explains how these two factors affect job performance in the public sector through employee motivation mediation, while adding employee motivation as an intermediary mechanism to improve job performance in the public sector.]]>
<![CDATA[Driving Green Creativity Through Leadership, Green HRM, and Employee Voice: A Study in Automotive Industry ]]>
<![CDATA[Kurniasari, Ratna]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 13 No 4 (2025): Oktober ]]>
Publisher : <![CDATA[UNIVED Press ]]>
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DOI: 10.37676/ekombis.v13i4.8518
<![CDATA[This study aims to analyze the influence of green inclusive leadership (GIL) and green human resources management (GHRM) on green creativity (GC), with green voice behavior (GVB) as a mediating variable. The primary focus is to examine the extent to which GIL and GHRM can foster employees’ green creativity through GVB. This research employs a quantitative approach using a survey method distributed to employees in an automotive manufacturing company in Indonesia. The study was conducted on 389 employees of the one of automotive company market leader in Indonesia using a purposive sampling technique. Data processing and analysis are conducted using Covariance-Based Structural Equation Modelling (CB-SEM). The originality of this research lies in the integration of GIL and GHRM, variables that have not been extensively explored within the context of Indonesia’s automotive industry, with GVB as a mediator. The findings of this study indicate that GIL has a positive and significant effect on GC through the full mediation of GVB. GHRM has a direct positive and significant effect on GC, as well as an indirect effect through the mediation of GVB.]]>
<![CDATA[PENGARUH PENILAIAN KINERJA DAN BEBAN KERJA TERHADAP KINERJA PEGAWAI DENGAN MOTIVASI SEBAGAI VARIABEL MEDIASI PADA DIREKTORAT SISTEM INFORMASI DAN TEKNOLOGI PERBENDAHARAAN ]]>
<![CDATA[Abdillah, Novie Shol]]>;
<![CDATA[Satrya, Aryana]]>;
<![CDATA[Priyati, Rini Yayuk]]>
<![CDATA[ JRMSI - Jurnal Riset Manajemen Sains Indonesia Vol. 13 No. 01 (2022): Jurnal Riset Manajemen Sains Indonesia ]]>
Publisher : <![CDATA[Fakultas Ekonomi, Universitas Negeri Jakarta ]]>
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DOI: 10.21009/JRMSI.013.1.010
<![CDATA[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.]]>
<![CDATA[How Human Resource Practice, Perceived Organizational Support, and Job Embeddedness Influence Turnover Intention ]]>
<![CDATA[Marcella, Bonitha Dame]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ Almana : Jurnal Manajemen dan Bisnis Vol 7 No 3 (2023): December ]]>
Publisher : <![CDATA[Bandung: Prodi Manajemen FE Universitas Langlangbuana ]]>
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DOI: 10.36555/almana.v7i3.2263
<![CDATA[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.]]>
<![CDATA[The Impact: Employer Brand, Corporate Social Responsibility, and Organizational Reputation in Job Application Intentions ]]>
<![CDATA[Soleha, Fazah Zikri]]>;
<![CDATA[Satrya, Aryana]]>
<![CDATA[ Eduvest - Journal of Universal Studies Vol. 4 No. 9 (2024): Journal Eduvest - Journal of Universal Studies ]]>
Publisher : <![CDATA[Green Publisher Indonesia ]]>
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DOI: 10.59188/eduvest.v4i9.1319
<![CDATA[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.]]>
