Articles
<![CDATA[THE EFFECT OF INCLUSIVE LEADERSHIP ON WORKPLACE BULLYING WITH SELF-ESTEEM AS MEDIATION ]]>
<![CDATA[Nurliza]]>;
<![CDATA[Jeni Wardi]]>;
<![CDATA[Adi Rahmat]]>
<![CDATA[ AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Vol. 3 No. 1 (2025): AMNESIA (Jurnal Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Indragiri Research Center (ingreat) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.61167/amnesia.v3i1.154
<![CDATA[This research aims to analyze the effect of inclusive leadership on workplace bullying with self-esteem as a mediating variable. The study was conducted at the Department of Women's Empowerment, Child Protection, Population Control and Family Planning (DP3AP2KB) of Siak Regency, involving 51 respondents. The research method used is a quantitative approach with saturated sampling technique (census). Data were collected using questionnaires and analyzed using Structural Equation Modeling-Partial Least Square (SEM-PLS) with SmartPLS 3.2.9 software. The results show that: (1) Inclusive leadership has a positive and significant effect on self-esteem, (2) Inclusive leadership has a positive and significant effect on workplace bullying, (3) Self-esteem has a positive and significant effect on workplace bullying, and (4) Self-esteem mediates the effect of inclusive leadership on workplace bullying. These findings indicate the important role of inclusive leadership and self-esteem in reducing workplace bullying behavior.]]>
<![CDATA[PENGARUH WORKFORCE AGILITY TERHADAP CRISIS MANAGEMENT DENGAN HIGHER ADMINISTRATIVE SUPPORT SEBAGAI VARIABEL MEDIASI ]]>
<![CDATA[T. Eri Syafrial]]>;
<![CDATA[Jeni Wardi]]>;
<![CDATA[Adi Rahmat]]>
<![CDATA[ AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Vol. 3 No. 1 (2025): AMNESIA (Jurnal Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Indragiri Research Center (ingreat) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.61167/amnesia.v3i1.156
<![CDATA[Crisis management in government is a crucial element for maintaining stability and public trust. Effective crisis management requires good coordination, quick decision-making abilities, and organizational readiness to face sudden challenges. The aim of this research is to determine the effect of Workforce Agility on Crisis Management through Higher Administrative Support as a mediating variable. This research is a type of quantitative research with a causality research design and the population is State Civil Apparatus at the Siak Regency Cooperative and UKM Service Office. with a sample of 44 people. Data collection techniques using questionnaires and distribution using Google Form. The data analysis tool in this research is Structural Equation Modeling (SEM) processed using SmartPLS 3.2.9 for data processing. The results of this research are that Workforce Agility has no effect on Higher Administrative Support, Workforce Agility has a positive and significant effect on Crisis Management, Higher Administrative Support has a positive and significant effect on Crisis Management and Workforce Agility has no effect on Crisis Management through Higher Administrative Support.]]>
<![CDATA[The Effect of Organizational Justice on Affective Commitment with Knowledge Sharing as a Mediation Variable ]]>
<![CDATA[Warsono, Diedy]]>;
<![CDATA[Rahmat, Adi]]>;
<![CDATA[Seswandi, Agus]]>
<![CDATA[ INVEST : Jurnal Inovasi Bisnis dan Akuntansi Vol. 5 No. 2 (2024): INVEST : Jurnal Inovasi Bisnis dan Akuntansi ]]>
Publisher : <![CDATA[Lembaga Riset dan Inovasi Al-Matani ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.55583/invest.v6i1.1212
<![CDATA[This study aims to investigate the effect of organizational justice on employee affective commitment at the Indragiri Hilir Regency Education Office, with knowledge sharing as a mediating variable. Organizational justice consists of three main dimensions: distributive, procedural, and interactional justice, which are believed to influence employee affective commitment. The method used is a survey with data collection through questionnaires distributed to employees. The results of the study indicate that organizational justice has a positive effect on affective commitment, and knowledge sharing mediates the relationship. These findings indicate that in order to increase employee affective commitment, there needs to be more effort in creating fairness in the workplace and encouraging knowledge sharing activities among employees. This study provides useful insights for leaders of the Education Office in designing policies that can increase employee affective commitment and strengthen the culture of knowledge sharing in the organizational environment.]]>
<![CDATA[The Role of Self-Efficacy in Job Crafting with Person Job-Fit as a Mediating Variable ]]>
<![CDATA[Pahlaweni, Elsuza]]>;
<![CDATA[Rahmat, Adi]]>;
<![CDATA[Seswandi, Agus]]>
<![CDATA[ INVEST : Jurnal Inovasi Bisnis dan Akuntansi Vol. 6 No. 1 (2025): INVEST : Jurnal Inovasi Bisnis dan Akuntansi ]]>
Publisher : <![CDATA[Lembaga Riset dan Inovasi Al-Matani ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.55583/invest.v6i1.1213
<![CDATA[In today's increasingly competitive and dynamic work environment, organizations need employees who can not only carry out formal tasks but also proactively adapt and modify their work. This is known as Job Crafting. Through Job Crafting, employees can improve the fit between themselves, work, and the organization, and encourage positive outcomes such as motivation, job satisfaction, and performance. The purpose of this research is to determine the role of self-efficacy in job crafting. Person Job-fit as a Mediating Variable. This research is a type of quantitative research with a causality research design and the population is State Civil Apparatus and Honorary Staff at the Investment and One-Stop Integrated Services Office of Indragiri Hilir Regency. with a sample of 65 people. Data collection techniques using questionnaires and distribution using Google Form. The data analysis tool in this research is Structural Equation Modeling (SEM) processed using SmartPLS 3.2.9 for data processing. The results of this research are that Self Efficacy has a positive and significant effect on Person Job Fit, Self Efficacy has a positive and significant effect on Job Crafting, Person Job Fit has a positive and significant effect on Job Crafting and Self Efficacy has a positive and significant effect on Job Crafting through Person Job Fit.]]>
<![CDATA[PENGARUH PSYCHOLOGICAL EMPOWERMENT TERHADAP WORK-FAMILY ENRICHMENT DENGAN AFFECTIVE COMMITMENT SEBAGAI VARIABEL MEDIASI ]]>
<![CDATA[Gustina DR]]>;
<![CDATA[Adi Rahmat]]>;
<![CDATA[Agus Seswandi]]>
<![CDATA[ AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Vol. 3 No. 1 (2025): AMNESIA (Jurnal Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Indragiri Research Center (ingreat) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.61167/amnesia.v3i1.161
<![CDATA[Work-family enrichment is an important point to pay attention to because employees in the government sector often face high work demands and irregular schedules. Increasing work-family enrichment can help improve employee welfare and overall government organizational performance. The aim of this research is to determine the effect of Psychological Empowerment on Work-family enrichment through Affective Commitment as a mediating variable. This research is a type of quantitative research with a causality research design and the population is all State Civil Apparatus in Indragiri Hilir Regency. with a sample of 150 people. Data collection techniques using questionnaires and distribution using Google Form. The data analysis tool in this research is Structural Equation Modeling (SEM) processed using SmartPLS 3.2.9 for data processing. The results of this research are that Psychological Empowerment has a significant direct influence on Work-Family Enrichment and an indirect influence, namely through the mediation of Affective Commitment.]]>
<![CDATA[PERAN PERILAKU OCB SEBAGAI MEDIATOR PENGARUH JOB CRAFTING TERHADAP HIGH INVOLVEMENT WORK PRACTICES ]]>
<![CDATA[Hilda Hadiati]]>;
<![CDATA[Adi Rahmat]]>;
<![CDATA[Richa Afriana Munthe]]>
<![CDATA[ AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Vol. 3 No. 2 (2025): AMNESIA (Jurnal Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Indragiri Research Center (ingreat) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.61167/amnesia.v3i2.170
<![CDATA[Many organizations face the challenge of creating work practices that encourage optimal employee engagement and productivity. One work practice that is considered effective is High Involvement Work Practices (HIWP). The aim of this research is to determine the effect of Job Crafting on High Involvement Work Practices through OCB Behavior as a mediating variable. This research is a type of quantitative research with a causality research design and the population is all State Civil Apparatus and honorary staff at the Community and Village Empowerment Service of Indragiri Hilir Regency. with a sample of 63 people. Data collection techniques using questionnaires and distribution using Google Form. The data analysis tool in this research is Structural Equation Modeling (SEM) which is processed using SmartPLS 3.2.9 for data processing. The results of this research are that Job Crafting has a significant influence on HIWP both directly and through the mediation of OCB behavior.]]>
<![CDATA[PENGARUH FLEKSIBILITAS KERJA TERHADAP KEPUASAN KERJA DENGAN WORK-LIFE BALANCE SEBAGAI PEMEDIASI ]]>
<![CDATA[R Nona Oktarina]]>;
<![CDATA[Adi Rahmat]]>;
<![CDATA[Agus Seswandi]]>
<![CDATA[ AMNESIA (JURNAL MANAJEMEN SUMBER DAYA MANUSIA) Vol. 3 No. 2 (2025): AMNESIA (Jurnal Manajemen Sumber Daya Manusia) ]]>
Publisher : <![CDATA[Indragiri Research Center (ingreat) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.61167/amnesia.v3i2.171
<![CDATA[In the context of government organizations, job satisfaction for employees has different characteristics compared to the private sector. Factors such as work flexibility and work life balance are important to pay attention to because employees in this sector often face high work demands and irregular schedules. The aim of this research is to determine the effect of work flexibility on job satisfaction with work-life balance as a mediator. This research is a type of quantitative research with a causality research design and the population is ASN and honorary staff at the Indragiri Hilir Regency DPRD Secretariat Office with a population of 420 people. Data collection techniques using questionnaires and distribution using Google Form. The data analysis tool in this research is Structural Equation Modeling (SEM) processed using SmartPLS 3.2.9 for data processing. The results of this research are that work flexibility has a positive influence on employee job satisfaction at the Indragiri Hilir Regency DPRD office, both directly and indirectly through the mediation of work-life balance.]]>
<![CDATA[Efek Kepemimpinan Inclusive terhadap Keterikatan Kerja: Penjelasan dari Mekanisme Rasa Memiliki ]]>
<![CDATA[Ria Mariana]]>;
<![CDATA[Adi Rahmat]]>;
<![CDATA[Muhammad Rasyid Abdillah]]>
<![CDATA[ Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ) ]]>
Publisher : <![CDATA[Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.37385/msej.v6i4.8007
<![CDATA[This study aims to analyze the effect of inclusive leadership on work engagement with sense of belonging as a mediating variable at the Regional Secretariat of Siak Regency. The research employed a quantitative approach with a census technique involving 136 civil servants. Data were collected through questionnaires and analyzed using Structural Equation Modeling with SmartPLS 3.2.9. The findings reveal that: (1) Inclusive leadership positively and significantly affects work engagement; (2) Inclusive leadership positively and significantly influences sense of belonging; (3) Sense of belonging positively and significantly affects work engagement; (4) Sense of belonging significantly mediates the relationship between inclusive leadership and work engagement. These findings offer theoretical contributions and practical implications for public sector organizations seeking to enhance employee engagement through inclusive leadership strategies]]>
<![CDATA[Pengaruh Perceived Organizational Support (POS) Terhadap Komitmen Afektif Dengan Kepercayaan Organisasi Sebagai Variabel Mediasi ]]>
<![CDATA[Acep Solihin]]>;
<![CDATA[Adi Rahmat]]>;
<![CDATA[Fahmi Oemar]]>;
<![CDATA[Didik Siswanto]]>
<![CDATA[ Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ) ]]>
Publisher : <![CDATA[Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.37385/msej.v6i4.8016
<![CDATA[This research aims to analyze the influence of Perceived Organizational Support (POS) on affective commitment with organizational trust as a mediating variable in the context of public sector institutions in Indonesia. The study was conducted at the Riau Provincial Youth and Sports Office using a quantitative survey method involving 101 respondents. Data analysis was performed using Partial Least Squares Structural Equation Modeling (SEM-PLS). The results show that POS has a significant positive effect on affective commitment both directly and indirectly through organizational trust. This research confirms that organizational trust plays a mediating role in strengthening the emotional connection between employees and the organization. The findings support Social Exchange Theory and highlight the importance of organizational fairness, supervisory support, and employee welfare in enhancing affective commitment]]>
<![CDATA[Pengaruh Nilai Publik Terhadap Keterlibatan Kerja Dengan Efikasi Diri Sebagai Variabel Mediasi ]]>
<![CDATA[Muhammad Nur]]>;
<![CDATA[Adi Rahmat]]>;
<![CDATA[Fahmi Oemar]]>;
<![CDATA[Didik Siswanto]]>
<![CDATA[ Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ) ]]>
Publisher : <![CDATA[Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI) ]]>
Show Abstract
|
Download Original
|
Original Source
|
Check in Google Scholar
|
DOI: 10.37385/msej.v6i4.8017
<![CDATA[This study aims to analyze the effect of public value on work engagement with self-efficacy as a mediating variable. Universitas Lancang Kuning was selected as the research object to explore how the public value created by an educational institution can enhance employee work engagement through the mechanism of self-efficacy. This research employs a quantitative method with a survey approach. Data were collected using a Likert scale (1-5) questionnaire distributed to lecturers and administrative staff at Universitas Lancang Kuning. The data analysis technique used was Structural Equation Modeling (SEM) with the assistance of Warp PLS 8.0 software to examine the relationships between variables, including the mediating effect of self-efficacy. The results show that public value has a positive and significant effect on work engagement. Additionally, public value positively influences self-efficacy, which, in turn, enhances employee work engagement. Self-efficacy acts as a mediating variable in the relationship between public value and work engagement, meaning that part of the effect of public value on work engagement can be explained through the increase in employees' self-efficacy. This study reinforces the theory that public value can enhance work engagement through increased self-efficacy. In the context of higher education, universities can boost employee work engagement by emphasizing their social role and institutional impact on society. These findings have implications for human resource management in designing strategies that focus on strengthening public value and developing employees' self-efficacy to enhance their commitment to their work]]>
