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All Journal Jurnal Sinar Manajemen Alignment: Journal of Administration and Educational Management Agritrop : Jurnal Ilmu-Ilmu Pertanian (Journal of Agricultural Science) JURNAL MANAJEMEN DAN BISNIS INDONESIA Jurnal Pengabdian Masyarakat IPTEKS Kontribusia : Research Dissemination for Community Development IECON: International Economics and Business Conference Jurnal Pengabdian Masyarakat Manage International Journal of Education Management and Religion Proceeding of International Conference on Social Science and Humanity
Trias Setyowati
Unknown Affiliation
Religion Agriculture, Biological Sciences & Forestry Humanities Earth & Planetary Sciences Economics, Econometrics & Finance Education Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Mathematics Mechanical Engineering Public Health Social Sciences Other

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THE INFLUENCE OF PERCEIVED BEHAVIORAL CONTROL, SOCIAL ENVIRONMENT, AND PERSONALITY ON ENTREPRENEURIAL INTENTION (CASE STUDY OF PRIVATE UNIVERSITY (PTS) STUDENTS IN JEMBER REGENCY) Wulandary, Dian Anisa; Budi Santoso; Trias Setyowati
Proceeding of International Conference on Social Science and Humanity Vol. 2 No. 1 (2025): Proceeding of International Conference on Social Science and Humanity
Publisher : PT ANTIS INTERNATIONAL PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61796/icossh.v2i1.173

Abstract

Objective: To test and analyze the influence of perceived behavioral control, social environment, and personality on entrepreneurial intention in students of Private Universities (PTS) in Jember Regency. Method: The study utilizes SPSS for data analysis to examine the relationship between perceived behavioral control, social environment, and personality with entrepreneurial intentions among students. Results: The findings indicate that perceived behavioral control, social environment, and personality all have a positive and significant influence on entrepreneurial intentions among students in private universities. Novelty: This perspective and analysis address gaps in existing research and offer practical contributions to local governments to reduce unemployment and encourage youth entrepreneurship.
THE INFLUENCE OF COORDINATION AND STANDARD OPERATING PROCEDURES ON EMPLOYEE PERFORMANCE THROUGH MOTIVATION AS INTERVENING VARIABLE (STUDY ON PROTOCOL AND COMMUNICATION DEPARTMENT OF BANYUWANGI REGENCY) Fadlillah, Dzikri; Ni Nyoman Putu Martini G; Trias Setyowati
Proceeding of International Conference on Social Science and Humanity Vol. 2 No. 1 (2025): Proceeding of International Conference on Social Science and Humanity
Publisher : PT ANTIS INTERNATIONAL PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61796/icossh.v2i1.197

Abstract

Objective: This research is motivated by issues related to the implementation of E-Guest Book in Banyuwangi Regency, where there is a significant gap between visit data recorded in the system and manual data. The study aims to analyze the influence of coordination and SOP on employee performance through work motivation as an intervening variable in the Protocol and Leadership Communication Section of Banyuwangi Regency. Method: The research method uses quantitative descriptive and verification approaches by analyzing relationships between variables. Results: The results show that coordination and SOP have positive and significant effects on work motivation and employee performance, both directly and indirectly. Work motivation is proven to act as an intervening variable that strengthens the relationship between coordination and SOP on employee performance. Novelty: It is recommended that organizations conduct periodic evaluations of SOPs, develop more effective communication systems, provide SOP understanding training, and create better reward systems to improve employee motivation and performance.
THE INFLUENCE OF TRANSFORMATIONAL LEADERSHIP STYLE, WORK ENVIRONMENT, AND COMPENSATION ON THE WORK LOYALTY OF UNIVERSITY OF MUHAMMADIYAH JEMBER EMPLOYEES Afifa, Hani Nur; Trias Setyowati; Septi Holisa Umamy
Proceeding of International Conference on Social Science and Humanity Vol. 2 No. 1 (2025): Proceeding of International Conference on Social Science and Humanity
Publisher : PT ANTIS INTERNATIONAL PUBLISHER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61796/icossh.v2i1.200

Abstract

Objective: This research is based on the existence of problems at the University of Muhammadiyah Jember, namely the transformational leadership style which includes charisma, inspiration, intellectual stimulation, and also individual attention. The second problem is the Work Environment, which includes the work atmosphere, relationships with colleagues, and the availability of work facilities. The third problem is Compensation, which includes salary, incentives, allowances, and facilities. These factors have a great influence on increasing the work loyalty of employees, so it is necessary to conduct a study. Method: The data used in this study are primary data and secondary data. The population and sample consist of employees of the University of Muhammadiyah Jember, with a total of 130 employees. The sampling technique used in this study is Proportional Stratified Sampling, while data analysis is conducted using multiple linear regression analysis. Results: Based on the results of the study, it can be concluded that the variables of transformational leadership style, work environment, and compensation partially have a significant positive effect on employee loyalty at the University of Muhammadiyah Jember. Novelty: This study highlights the significant positive influence of transformational leadership style, work environment, and compensation on employee loyalty at the University of Muhammadiyah Jember. The findings emphasize the importance of leadership practices that foster motivation and concern for employees, the need for an inclusive and well-equipped work environment, and the role of fair and transparent compensation in enhancing employee loyalty.
Transformational Leadership In Building Sustainable Human Resources In The Digital Era Vivi Indriani; Trias Setyowati; Nurul Qomariyah
International Journal of Education Management and Religion Vol. 3 No. 2 (2026): July 2026
Publisher : Pondok pesantren As-salafiyah As-Safi'iyyah

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71305/ijemr.v3i2.1163

Abstract

The rapid advancement of digital technology has reshaped organizational systems, work structures, and human resource practices across all sectors. As automation, artificial intelligence, and data-driven processes increasingly define operational models, organizations face the urgent challenge of sustaining a capable, motivated, and future-ready workforce. In this context, leadership becomes a determining factor in navigating digital transformation effectively. This study examines the role of transformational leadership in building sustainable human resources in the digital era. Transformational leadership characterized by vision, inspiration, intellectual stimulation, and individualized consideration aligns strongly with the demands of digital transformation, where continuous learning, adaptability, and innovation are essential. Drawing on an integrative literature review, this study synthesizes findings from recent empirical and conceptual works to identify how leadership influences employee motivation, skill development, and long-term organizational sustainability. The analysis shows that transformational leaders foster intrinsic motivation, strengthen psychological readiness for change, and promote a culture of learning and collaboration. These leadership behaviors help reduce resistance to technological disruption and support the development of digital competencies. Moreover, transformational leadership reinforces human-centered values, ensuring that technological advancement is balanced with employee well-being and organizational ethics. The findings highlight that sustainable human resource development depends not only on technological investment but also on leadership capacity to inspire trust, cultivate a supportive culture, and guide employees through ongoing change. This study concludes that transformational leadership serves as a strategic driver for creating resilient, innovative, and sustainable human resources capable of thriving in the digital era.
Pengaruh Kompetensi Digital dan Kapabilitas Adaptif terhadap Kinerja Pegawai BKPSDM Jember dengan Employee Engagement sebagai Variabel Intervening Yuniasari, Hasminanda; Trias Setyowati; Ni Nyoman Putu Martini
Journal Of Administration and Educational Management (ALIGNMENT) Vol. 9 No. 1 (2026): Journal Of Administration and Educational Management (ALIGNMENT)
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/b9cxe040

Abstract

This study aims to analyze the influence of digital competence and adaptive capabilities on employee performance at the Jember Regency Human Resources Development Agency (BKPSDM), with employee engagement as an intervening variable. The research method used a descriptive quantitative approach using a census technique involving 65 civil servants at the Jember Regency Human Resources Development Agency (BKPSDM). Data analysis used Partial Least Squares (PLS)-based Structural Equation Modeling (SEM). The results show that digital competence and adaptive capabilities significantly influence employee engagement, digital competence and employee engagement significantly influence employee performance, while adaptive capabilities do not directly influence performance. However, digital competence and adaptive capabilities significantly influence performance through employee engagement as a mediating variable. The conclusion is that employee engagement plays a key role in transforming digital competence and adaptive capabilities into improved employee performance. Therefore, simultaneously strengthening digital competence, adaptive capabilities, and engagement-enhancing strategies are necessary to optimize civil servant performance in the era of digital transformation.   Keywords: Digital Competence, Adaptive Capabilities, Employee Engagement, Employee Performance, Digital Transformation  
Co-Authors Abadi Sanosra Afifa, Hani Nur Budi Santoso Fadlillah, Dzikri Febriyanti, Rani Fefi Nurdiana Wijayanti Fefi Nurdiana Wijayanti Henik Prayuningsih Holise Ita Solikah Jekti Rahayu Kosjok Kosjok M Iqbal Maulana Maheni Ika Sari Ni Nyoman Putu Martini Ni Nyoman Putu Martini G Nita Noviana Nurul Qomariah NURUL QOMARIYAH Seno Sumowo Septi Holisa Umamy Septy Holisa Umamy Sinta Nuriyah Tina Destiana Vivi Indriani Wiwik Suharso Wulandary, Dian Anisa Yayah Ikhda Nevia Yuniasari, Hasminanda