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All Journal JURNAL MANAJEMEN MOTIVASI Petra International journal of Business Studies (IJBS) EQIEN - JURNAL EKONOMI DAN BISNIS Jesya (Jurnal Ekonomi dan Ekonomi Syariah) Majalah Ilmiah Bijak Business Innovation and Entrepreneurship Journal Jurnal Informatika Ekonomi Bisnis Jurnal Ekuivalensi Jurnal Sosial Humaniora Sigli Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Cahaya Mandalika Jurnal Arastirma Jurnal Ekonomi Jurnal Bina Bangsa Ekonomika Mediastima TRANSAKSI Jurnal Entrepreneur dan Manajemen Sains Jurnal Kewirausahaan, Akuntansi, dan Manajemen TRI BISNIS Maqdis: Jurnal Kajian Ekonomi Islam El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Ambidextrous : Journal of Innovation, Efficiency and Technology in Organization Masyarakat Mandiri: Jurnal Pengabdian Dan Pembangunan Lokal Multidisciplinary Indonesian Center Journal Journal of Ekonomics, Finance, and Management Studies
Agung Surya Dwianto
Universitas Paramadina
Religion Agriculture, Biological Sciences & Forestry Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Social Sciences Other

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Unveiling the Black Box: How Employer Branding Drives Employee Engagement - Evidence from PT Gardamas Surya Lestari, Indonesia Sarah Ramadhan; Vera Juliana Sinaga; Agung Surya Dwianto
Mediastima Vol 30 No 1 (2024): Mediastima
Publisher : Program Studi Manajemen, Fakultas Ekonomi, IBI-K57

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55122/mediastima.v30i1.1245

Abstract

The global competition for top talent is intensifying. Employer branding, as a strategy to build a company's image as an attractive place to work, is becoming increasingly important in attracting and retaining quality employees. However, there are still few studies that examine how employer branding specifically drives employee engagement in Indonesia. This research aims to understand how employer branding drives employee engagement at PT Gardamas Surya Lestari, Indonesia. This research uses a qualitative method with a single case study. Data was collected through in-depth interviews with the Company Leader, HRD Manager and Employees of PT Gardamas Surya Lestari. The results showed that employer branding of PT Gardamas Surya Lestari has a positive influence on employee engagement. This is achieved through three main mechanisms: First, building a strong corporate identity and values: PT Gardamas Surya Lestari has built a strong corporate identity and values, which are consistently communicated to employees through various channels. Second, creating a positive work culture: The work culture at PT Gardamas Surya Lestari supports employee engagement by providing employees with opportunities to learn and develop, and feel valued and respected. The third research result is by offering attractive programmes and benefits: PT Gardamas Surya Lestari offers attractive programmes and benefits for employees, including competitive salaries and benefits, career development opportunities, and a conducive work environment.
KINERJA KARYAWAN: PERAN MOTIVASI KERJA, KEPUASAN KERJA DAN FLEKSIBILITAS KERJA : STUDI KASUS DRIVER GRAB DI JAKARTA TIMUR Megawati Sihite; Didin Hikmah Perkasa; Magito Magito; Lingga Yuliana; Agung Surya Dwianto
Jurnal Bina Bangsa Ekonomika Vol. 17 No. 2 (2024): Jurnal Bina Bangsa Ekonomika (JBBE)
Publisher : LP2M Universitas Bina Bangsa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.46306/jbbe.v17i2.655

Abstract

This study aims to analyze the effect of work motivation, job satisfaction and work flexibility on the performance of grab drivers in East Jakarta. This research is descriptive quantitative. The population used in this study were 100 Grab drivers in Cilangkap, East Jakarta. Sampling of 100 people using saturated samples. Data collection tools using questionnaires that have been tested for validity and reliability are distributed via google form. Data analysis was carried out using SEM PLS(Partial Least Square) through testing the outer model, inner model and hypothesis testing. The initial stage determines the indicators of each variable. The next stage tests the validity and reliability of each indicator. The results of his research prove that work motivation, job satisfaction, and work flexibility affect performance. The adjusted R square value shows that 75.7% of driver performance is influenced by the independent variables, namely Work Motivation, Job Satisfaction and Work Flexibility
The Mediating Role of Work Motivation in the Relationship Between Compensation, Work Environment, and Employee Performance at Medistra Hospital Agung Surya Dwianto; Lucia Rosdiana Damanik
Petra International Journal of Business Studies Vol. 7 No. 2 (2024): DECEMBER 2024
Publisher : Master of Management, School of Business and Management, Petra Christian University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.9744/petraijbs.7.2.145-157

Abstract

This study aims to explain the effect of compensation and work environment on employee performance with motivation as an intervening variable for nurses at Medistra Hospital. The type of research used in this study is a quantitative approach with the category of explanatory research. The population in this study were nurses at Medistra Hospital. The research sample was selected using the probability sampling method, namely 150 respondents. Data processing in this study was carried out using descriptive analysis and Structural Equation Modeling (SEM) analysis based on Partial Least Square (PLS). The results showed that in direct effect, compensation has an effect on employee performance, work motivation has no effect on employee performance, compensation has had an effect on work motivation, work environment has had an effect on work motivation. On the indirect effect, compensation has no effect on employee performance through work motivation. The work environment has no effect on employee performance through work motivation.
EXPLORING THE IMPACT OF TRANSFORMATIONAL LEADERSHIP ON WORK PRODUCTIVITY DYNAMICS AT PT MITSUBISHI ELECTRIC AUTOMOTIVE INDONESIA Joko Dwiarto; Agung Surya Dwianto
Multidisciplinary Indonesian Center Journal (MICJO) Vol. 2 No. 2 (2025): Vol. 2 No. 2 Edisi April 2025
Publisher : PT. Jurnal Center Indonesia Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62567/micjo.v2i2.718

Abstract

This study aims to explore the impact of transformational leadership on work productivity dynamics at PT Mitsubishi Electric Automotive Indonesia. Transformational leadership, which emphasizes inspiration, intellectual stimulation, individualized consideration, and value-based motivation, is thought to have a significant influence on improving employee productivity. However, how such mechanisms work in the context of the automotive industry in Indonesia still requires in-depth exploration. Using a qualitative approach, this research adopts a case study method to analyse the perceptions, experiences, and interactions of employees and managers in responding to transformational leadership styles. Data was collected through in-depth interviews with managers and employees at PT Mitsubishi Electric Automotive Indonesia, as well as participatory observation in the work environment. Thematic analysis was used to identify key patterns related to motivation, work engagement, and productive behaviour change. The results revealed that transformational leadership contributes to increased productivity through three main mechanisms: (1) strengthening the psychological climate that encourages innovation, (2) increasing organizational commitment through identification with the company's vision, and (3) optimizing team collaboration through inspiring communication. However, implementation challenges were also identified, including resistance to change and a gap between management expectations and employees' adaptive capacity. The implications of this study provide practical insights for companies in designing more effective leadership development programs, while enriching the human resource management literature with a contextual perspective from the Indonesian automotive industry. Policy recommendations include case-based leadership training, participatory feedback approaches, and integration of transformational values in corporate culture.
Transformational Leadership Model to Enhance Work Ethic Among Jumantik Cadres in Setu Village : A Community Service Initiative Didin Hikmah Perkasa; Iyus Wiadi; Lingga Yuliana; Ahmad Azmy; Agung Surya Dwianto; Nur Vitriani
Masyarakat Mandiri : Jurnal Pengabdian dan Pembangunan Lokal Vol. 2 No. 3 (2025): Juli : Masyarakat Mandiri : Jurnal Pengabdian dan Pembangunan Lokal
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62951/masyarakatmandiri.v2i3.1915

Abstract

Through seminars and leadership training, the goal of this community service project is to identify an effective leadership model that will enhance the work ethic of Jumantik employees in Setu Village, East Jakarta. Participating in the Effective Leadership program in enhancing work ethics were 100 Jumantik cadres from the village, the heads of the Development of Family Welfare of Setu Village, Cipayung District, and RW in the Setu Village neighborhood of East Jakarta. Lecture and coaching techniques are used in the training process. As a result of this training, a leader must employ effective leadership techniques to enhance work ethic when overseeing Jumantik cadres. To improve the motivation, accountability, and discipline of Jumantik cadres, one successful leadership model employs a transformational and participatory leadership style. This approach encourages open communication and fosters a sense of belonging among the cadres. It has been demonstrated that cadres who regularly monitor mosquito larvae perform better under leadership that offers clear guidance, emotional support, and active involvement in decision-making. Furthermore, the training emphasizes the importance of collaboration and teamwork, which are essential for achieving common goals. Jumantik cadre supervisors are advised to participate in leadership training since effective leadership would facilitate the development of a more inclusive and cooperative leadership model. Thus, it is anticipated that the effective sub-district eradication of Dengue Hemorrhagic Fever (DHF) will be facilitated by the adoption of the appropriate leadership paradigm, ultimately leading to healthier communities and improved public health outcomes. This is expected to make the public more vigilant and protected from potential online fraud in the future. Furthermore, increased legal literacy is expected to create a safer and more trustworthy digital transaction ecosystem for all parties.
The Employee Engagement, Managerial Support, and Performance Recognition as Drivers of Innovation: Exploring Relationships in a Global Business Environment Agung Surya Dwianto; Mohamad Sajili; Hetty Karunia Tunjungsari
Ambidextrous Journal of Innovation Efficiency and Technology in Organization Vol. 1 No. 01: Ambidextrous Leadership and Organizational Agility: Redefining Innovation and Efficie
Publisher : Takaza Innovatix Labs Ltd.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61536/ambidextrous.v1i01.31

Abstract

This article explores the intricate dynamics of employee engagement, managerial support, and performance recognition as drivers of innovation in the context of a global business environment. Utilizing multiple linear regression analysis on data gathered from Telkomsel in Jakarta, the study reveals that while employee engagement showed a positive relationship with innovation, it did not reach statistical significance. In contrast, managerial support and performance recognition exhibited significant positive impacts on the Drivers of Innovation. The overall model was highly significant (Sig. F = 0.000), with a substantial R Square value of 0.689, indicating that nearly 69% of the variance in innovation could be explained by these factors collectively. These findings offer actionable insights for businesses seeking to enhance their innovative capacities, emphasizing the critical role of leadership support and employee recognition in fostering an adaptive and creative organizational culture within the complex landscape of the global business arena.
Peran Penting Work Life Balance dan Kompensasi dalam Employee Retention: Studi Karyawan Generasi Z di Unit Kantor Cabang BRI Lenteng Agung Nabilla Fauziah; Syifa Fitri Fairus; Agung Surya Dwianto
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 5 No. 4 (2024): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v5i4.1995

Abstract

The company has several aspects to run the Employee Retention program, such as implementing a Work-Life Balance system and providing compensation to employees. The purpose of this research is to analyze the important role of Work Life Balance and Compensation in Employee Retention (Study of Generation Z Employees at BRI Lenteng Agung Branch Office Unit). This research method is quantitative. This research uses interview and observation techniques to solve the problems found. The informants of this research consisted of 2 (two) generation Z employees and 1 (one) supervisor employee. This research data collection technique is by observation and interview. The results of this study are that work-life balance and compensation have an important role in the sustainability of employee retention at the BRI Lenteng Agung branch office unit. The company has implemented a balance of time for work life and personal life for its employees, and the company also provides compensation in accordance with company policy where this has a positive impact on employees and is included in the company's efforts to retain employees. This is supported by the statements of two informants who are generation Z employees and a supervisor who explained that the working hours, workload, and organizational culture as well as the compensation provided by this company are able to make them stay in the position they are currently in, until later they will follow the increase in position or career path in the future.
PENGARUH DISIPLIN KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN DIVISI DIE CASTING PADA PT. CABININDO PUTRA Farhan Adna Yaffi; Tubagus Akbar Ikhwandi; Agung Surya Dwianto
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 5 No. 1 (2024)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/jcm.v5i1.2581

Abstract

This research is to prove that PT Carbinindo can maintain employee discipline well, with the average educational background of its employees being vocational school graduates, and to prove the work environment, namely from the results of the questionnaire answers obtained, such as lighting, air circulation, and no unpleasant odors in the place. work, there is no environmental noise between employees and so on. This research aims to find out whether work discipline has a positive effect on employee performance and whether the work environment has a positive effect on employee performance. Data was obtained by distributing questionnaires directly to 30 employee respondents in the Die Casting Division of PT Cabinindo Putra. This research is descriptive quantitative research. The results of the analysis in this research used Validity Test, Reliability Test, Multiple Linear Regression Analysis, Hypothesis Testing using the t Test (partial) and Determination Coefficient Test (R2), using SPSS version 25 software. The research results show that 1) Work discipline has an effect significantly positive effect on employee performance, 2) The work environment has a negative effect on employee performance at PT Cabinindo Putra.
PENGARUH FLEXIBLE WORKING ARRANGEMENT DAN KEPUASAN KERJA TERHADAP PRODUKTIVITAS: ANALISIS PADA KARYAWAN KCP BANK SYARIAH INDONESIA DI JAKARTA Ratono; Efnu Munanda; Agung Surya Dwianto
Jurnal Cahaya Mandalika ISSN 2721-4796 (online) Vol. 5 No. 1 (2024)
Publisher : Institut Penelitian Dan Pengambangan Mandalika Indonesia (IP2MI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36312/jcm.v5i1.2597

Abstract

The purpose of this research is to analyze how strong flexible working arrangements and job satisfaction affect employee productivity at KCP Bank Syariah Indonesia in Jakarta. Flexible working arrangements allow for flexibility in working hours, task allocation, and remote work. Job satisfaction and employee productivity are crucial for the success of a company. The method used is an associative quantitative method with primary data sources. The technical analysis used in this research is multiple regression analysis techniques. The population in the study is KCP BSI employees in Jakarta. Samples were collected by distributing questionnaires through social networks. The data obtained from 100 respondents at Bank Syariah Indonesia were then compiled in tabular form and processed using SPSS. The results of this research indicate that flexible working arrangements increase employee productivity and job satisfaction increases work productivity. These results show that increasing employee productivity can be achieved through flexible work arrangements and employee job satisfaction. More than 50% of the variation in job satisfaction and productivity can be explained by the variables in this study. This study is useful for businesses, especially Bank Syariah Indonesia, to create more flexible strategies and make employees happier in the workplace. In addition, this shows a positive relationship between work flexibility and productivity. This can be the basis for company decisions to develop more flexible work arrangements. Keywords: Flaxible Working Arrangement, Job Satisfaction, Productivity
The effect of information technology training and managerial support on employee performance mediated by emotional intelligence Agung Surya Dwianto; Pupung Purnamasari; Periansya, Periansya
Jurnal Ekonomi Vol. 13 No. 01 (2024): Jurnal Ekonomi, Edition January - March 2024
Publisher : SEAN Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This research explores the complex interplay between Information Technology Training (ITT), Managerial Support (MS), Emotional Intelligence (EI), and Employee Performance (EP) within the organizational context of PT Bimasakti Multi Sinergi in Yogyakarta. Through a quantitative approach and utilizing Structural Equation Modeling (SEM) with the Smart PLS technique, the study investigates both direct and indirect effects to unravel the nuanced relationships among these variables. The results indicate that IT Training significantly influences both Emotional Intelligence and Employee Performance, highlighting the dual impact of technical skill development. Managerial Support directly influences Employee Performance but lacks a significant indirect effect through Emotional Intelligence. Emotional Intelligence emerges as a significant mediator, bridging the relationship between IT Training and Employee Performance. These findings underscore the importance of a comprehensive approach to employee development, emphasizing both technical proficiency and emotional intelligence within the evolving dynamics of a technology-driven workplace. The insights contribute to refining organizational strategies for optimizing employee performance in contemporary business environments
Co-Authors Ahmad Azmy Ahmad Fadhlan Andri Aprurroji Ayu Lestari Bella Amalia Darka Darka DARKA DARKA Devira Devira Didin Hikmah Perkasa Efnu Munanda Eva Purnamasari Farhan Adna Yaffi Firmansyah Firmansyah Periansya Hetty Karunia Tunjungsari Iin Novita Evan Iyus Wiadi Joko Dwiarto Lingga Yuliana Lucia Ratu Persia Lucia Rosdiana Damanik Magito Magito Megawati Sihite Mohamad Sajili Nabilla Fauziah Nur Vitriani Pupung Purnamasari Pupung Purnamasari Ratono Renardi Dewanto Retno Nurulia Hapsari Rustomo Rustomo Salsabila, Unik Hanifah Sarah Ramadhan Syifa Fitri Fairus Taufik Aulia Tubagus Akbar Ikhwandi Tukini Tukini Vera Juliana Sinaga Widayatmoko, Widayatmoko Yodi Pirmansyah Yodi Pirmansyah