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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 Jurnal Organisasi Dan Manajemen 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 Dinasti International Journal of Education Management and Social Science 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 Jurnal Interprof 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) Journal of Business, Social and Technology 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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Development Opportunities, Support and Organizational Commitment: Career Success as a Mediator for Millennial Corporate Workers Andrew Marcelo Alessandro Senewe; Aryana Satrya
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.
Examining Emotional Intelligence, Perceived Organizational Support, and Job Satisfaction on Job Performance Eko Setiyono; Aryana Satrya
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4346

Abstract

This study explores how emotional intelligence and perceived organizational support influence job performance among government employees, focusing on the mediating role of job satisfaction. The research targets civil servants at the directorate general of customs and excise in Indonesia, where complex regulatory demands and public service expectations create high pressure. The objective is to examine direct and indirect effects of these factors on performance and satisfaction in a public sector context. A quantitative approach was used, collecting data from 249 respondents through cross-sectional surveys. Analysis employed partial least squares structural equation modeling with SmartPLS 4 software, applying bootstrapping and blindfolding procedures. Results show that emotional intelligence positively affects both job satisfaction and job performance directly. Perceived organizational support significantly improves job satisfaction but has no direct impact on job performance. Job satisfaction positively influences job performance and mediates the relationships between emotional intelligence, perceived organizational support, and job performance. These findings highlight job satisfaction as a key psychological mechanism linking individual and organizational factors to better employee outcomes in public institutions.
The Effect of the Job Demands-Resources Model on Innovative Work Behavior in Digital Infrastructure Organizations Tommi Tirtawiguna; Aryana Satrya
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 4 (2026): JIMKES Edisi Juli 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i4.5443

Abstract

Digital transformation has significantly reshaped public sector operations, requiring civil servants to continuously adapt to technological change while maintaining service effectiveness and innovation. This study aims to examine the effects of job demands and job resources on innovative work behavior through the mediating roles of work engagement and coping strategies among civil servants at the Directorate General of Digital Infrastructure (DJID), Ministry of Communication and Digital, Indonesia. A quantitative explanatory approach was employed using survey data collected from 621 employees. Data were analyzed using covariance-based Structural Equation Modeling (SEM) with LISREL. The findings reveal that job demands negatively affect work engagement but positively influence innovative work behavior, indicating that employees tend to perceive digital work pressures as challenge demands. Job resources positively affect both work engagement and innovative work behavior, while work engagement positively influences innovative work behavior but negatively affects coping strategies. Coping strategies positively contribute to innovative work behavior. Furthermore, work engagement partially mediates the relationships between job demands, job resources, and innovative work behavior, while coping strategies partially mediate the relationship between work engagement and innovative work behavior. These findings highlight the importance of psychological mechanisms in sustaining innovation within digitally transforming public sector organizations.
Do Emotional Intelligence and Ethical Leadership Elevate Work Engagement? The Mediating Role of Psychological Capital Primahesti Dyah Widowati; Aryana Satrya
Media Ekonomi dan Manajemen Vol 38, No 1 (2023): January 2023
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/mem.v38i1.3463

Abstract

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.
Proactive Personality And Transformational Leadership As Drivers Of Innovative Work Behavior: The Mediating Role Of Work Engagement In The Public Sector Meyfrina Kristiana Tarigan; Aryana Satrya
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.10167

Abstract

This study examines the effects of proactive personality and transformational leadership on innovative work behavior, with work engagement as a mediating variable among civil servants in a public-sector institution responsible for market regulation and service delivery. Using a quantitative cross-sectional design, data were obtained from 331 employees and analyzed with PLS-SEM. The results show that all hypotheses were supported. Proactive personality was the strongest predictor of both innovative work behavior and work engagement, while transformational leadership also positively influenced innovative work behavior directly and indirectly through engagement. Work engagement significantly mediated the effects of both predictors on innovative behavior. These findings highlight that innovation in the public sector is driven by individual readiness and leadership quality. Strengthening proactive traits and implementing transformational leadership are therefore crucial for fostering an innovation-oriented culture. The study further contributes theoretically by identifying work engagement as a key psychological mechanism linking personal and contextual factors to innovative behavior.
From Work to Home: The Psychological Impact of an Always-On Culture Dewi Yullianty; Aryana Satrya
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.10339

Abstract

The study aims to analyze the effect of Work Connectivity Behavior After Hours (WCBA) on Work Stress (WS), Work-Family Conflict (WFC), and Psychological Distress (PD) among civil servants in a public sector institution responsible for managing the commercial sector. A cross-sectional design was employed, with 357 responses analyzed using the CB-SEM approach. The findings indicate that WCBA significantly influences work stress and work-family conflict, both of which, in turn, directly affect psychological distress. Moreover, work stress and work-family conflict significantly mediate the relationship between WCBA and psychological distress. These results highlight the need for public sector institutions to implement the right-to-disconnect principle to protect employees’ psychological well-being and reduce work-related stress and conflict.
Rethinking Talent Management Strategies for Generation Z Employees in the Era of Digital Work Culture Ria Estiana; Mohamad Kusnaeni; Aryana Satrya
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 6 (2026): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i6.7061

Abstract

The rapid development of digital work culture has transformed organizational approaches to managing human resources, particularly among Generation Z employees who possess distinct expectations regarding flexibility, technological integration, career development, and workplace engagement. This study aims to examine the influence of talent management strategies on employee engagement and employee retention among Generation Z employees in digital work environments. A quantitative explanatory approach was employed using a survey of 180 Generation Z employees working in digital-based organizations in the Greater Jakarta area. Respondents were selected through purposive sampling, and data were collected using structured questionnaires. The data were analyzed using Structural Equation Modeling. The findings indicate that talent management strategies significantly and positively affect employee engagement and employee retention. Employee engagement also serves as a partial mediating variable in the relationship between talent management strategies and employee retention. These results suggest that organizations need to redesign conventional talent management practices by adopting more flexible, technology-oriented, and employee-centered approaches that align with the characteristics of Generation Z. This study contributes to the development of human resource management literature and provides practical insights for organizations seeking to attract, engage, and retain Generation Z talent in the era of digital work culture.
The Influence of Work-Life Balance, Job Stress, Job Satisfaction, and Burnout on Job Performance Doni Darwin; Aryana Satrya; Balakrishnan Parasuraman
Jurnal Organisasi dan Manajemen Vol. 21 No. 1 (2025)
Publisher : LPPM Universitas Terbuka

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33830/jom.v21i1.9429.2025

Abstract

Purpose – This study aims to investigate the effect of work-life balance and job stress on job performance, with job satisfaction and burnout as mediating variables. The research focuses on employees of the Directorate General of Taxes in Indonesia, seeking to understand how internal psychological factors influence public-sector employee performance. Methodology – A quantitative approach was used, with data collected through a structured questionnaire distributed to 748 employees from various regional offices. The data was analyzed using Structural Equation Modeling (SEM) to evaluate both direct and indirect relationships among the variables. Findings – The results show that work-life balance significantly improves job satisfaction and reduces burnout, while job stress increases burnout and decreases job satisfaction. Job satisfaction fully mediates the relationship between work-life balance and job performance, while burnout significantly mediates the relationship between job stress and job performance. These outcomes highlight the importance of employee well-being in enhancing organizational performance. Originality – This study provides new insights into the mediating roles of job satisfaction and burnout in the public sector. It extends existing theoretical frameworks by offering a comprehensive model that reflects the realities of post-pandemic work environments, particularly in government institutions undergoing digital and structural transformation.
Perceived Organizational Support, Organizational Justice, and Psychological Capital: Their Impact on Organizational Citizenship Behavior Through Work Engagement Gregorius Agusto Revo Gumbara; Aryana Satrya
Journal of Business, Social and Technology Vol. 7 No. 4 (2026): Journal of Business, Social and Technology
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/bustechno.v7i4.757

Abstract

Background: The thermoforming manufacturing industry faces operational challenges related to resin price volatility, stringent quality requirements, and shift-based production coordination. Organizational Citizenship Behavior (OCB) can support operational effectiveness through voluntary employee contributions. Objective: This study examines the effects of Perceived Organizational Support (POS), Organizational Justice (OJ), and Psychological Capital (PsyCap) on OCB through Work Engagement (WE) among permanent production employees in thermoforming manufacturing companies. Methods: This study used a quantitative cross-sectional survey with structured questionnaires. Data were analyzed using Covariance-Based Structural Equation Modeling (CB-SEM) with the Robust Maximum Likelihood Satorra-Bentler estimator in LISREL 8.8. Results: POS, OJ, and PsyCap positively influenced WE. POS, OJ, PsyCap, and WE also positively influenced OCB. WE partially mediated the relationships between POS, OJ, PsyCap, and OCB. OJ had the strongest effect on WE, while WE had the strongest effect on OCB. Conclusion: Organizational support, organizational justice, psychological capital, and work engagement play important roles in strengthening OCB among thermoforming production employees. These findings indicate that organizational and pers onal resources can encourage voluntary extra-role behavior both directly and through greater work engagement.
ORGANIZATIONAL JUSTICE AND INTERNAL COMMUNICATION IN FOSTERING READINESS FOR CHANGE: A SEQUENTIAL MEDIATION MODEL Ni Komang Suryani Wulandari; Aryana Satrya
Jurnal Interprof Vol 12 No 2 (2026): Jurnal Interprof, Agustus
Publisher : LPPM UNIVERSITAS BINA INSAN

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32767/interprof.v12i2.3429

Abstract

Purpose: This study examined how organizational justice and symmetrical internal communication were associated with readiness for change through perceived organizational support and employee engagement. Research Methodology: A quantitative cross-sectional survey was conducted among 389 civil servants at the Ministry of Primary and Secondary Education of Indonesia using purposive sampling. Data were analyzed using Covariance-Based Structural Equation Modeling (CB-SEM) with IBM SPSS AMOS. Results: Organizational justice did not have a significant direct effect on readiness for change (β = −.024, p = .753), but its effect was sequentially mediated through perceived organizational support and employee engagement (indirect effect = .211). Symmetrical internal communication had both direct and sequential indirect effects on readiness for change (indirect effect = .155). Employee engagement emerged as the strongest direct predictor of readiness for change (β = .637, p < .001). Conclusions: The findings indicate that readiness for change develops primarily through sequential psychological mechanisms, consistent with the complementary perspectives of Social Exchange Theory and Job Demands–Resources Theory. Limitations: The cross-sectional design, purposive sampling, single-institution setting, and self-reported measures limit causal inference and generalizability. Future research should employ longitudinal and mixed-method designs across multiple organizational contexts to examine how these mechanisms evolve during organizational change. Contributions: This study extends public-sector change management literature by demonstrating how organizational conditions foster readiness through sequential roles of perceived organizational support and employee engagement
Co-Authors Abdillah, Novie Shol Abdullah, Muhammad Madi Bin Ahmad Fuady Alwan Patawari Andrew Marcelo Alessandro Senewe Annisa Syafira Efrial Ayu Tyas Purnamasari Ayu Tyas Purnamasari Balakrishnan Parasuraman Budi Artiningrum Candaika, Putri Darwin, Doni Dedi Supriadi Dewi Yullianty Dewi, Arika Dhiny Sartika Larasandi, Dhiny Sartika Diah Arimbi Dina, Vira Dinar Rurumingratni Doni Darwin Efrial, Annisa Syafira Eko Dwiyanto Eko Setiyono Emur, Alvin Permana Etty Puji Lestari Felicia Starryna Gregorius Agusto Revo Gumbara 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 Karina Rizkatiar Khairuddin Safa'at Khairunnisa Della Egaputri Kusuma Hartono, Risky Leonard, Bona Patrick Leonhard Krisnata Chandra Lila Agustina Listyarini, Sri M Abyan Syuja M Eta, Yuli Safriah Madelif Sihombing, Isranalita Marcella, Bonitha Dame Mariana Mariana Mario Chrissendy Dian Saputra Mestika Sekarwinahyu Meyfrina Kristiana Tarigan Mirdha Fahlevi SI Mohamad Kusnaeni Mohamad Zahri Muhafilah, Nurul Muniapan, Balakrishnan Nabila Ghina Zahirah Nadia Putrini Naomi Valentina Simanjuntak Ni Komang Suryani Wulandari Ningtyas, Fadhilah Rizky Nurbaya Nurbaya Oktarina, Ratih Pala'langan, Yulianus Adi Pangaribuan, Leviadi Parasuraman, Balakrishnan Prabawa, Made Andre Arya Primahesti Dyah Widowati Pujiyanto Pujiyanto Pujiyanto Pujiyanto Putrini, Nadia Rara Warih Gayatri Rathakrishnan, Balan Ratih, Suci Puspita Ratna Kurniasari Renny Nurhasana Renny Nurhasana Ria Estiana Rifqi Zufar Saputro Rini Yayuk Priyati, Rini Yayuk Rino Afriantoro Rizki Putra Rizky Ningtyas, Fadhilah Ryan Fathurrahman Johan Ryan Fathurrahman Johan Saroni, Imam Sendy Puspaatmaja Shellasih, Ni Made Sri Listyarini Sri Listyarini Tati Ariaini Teguh Dartanto Tika Dwi Tama Tommi Tirtawiguna Tumpak Maniroy Sinaga Wilfridus B.Elu