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All Journal Jurnal Pendidikan dan Pengajaran Ekonomi Bisnis Sains: Jurnal Manajemen dan Bisnis Jurnal Ilmiah Mahasiswa Ekonomi Manajemen Monex: Journal of Accounting Research Jesya (Jurnal Ekonomi dan Ekonomi Syariah) JURNAL MANAJEMEN DAN BISNIS INDONESIA JIMF (JURNAL ILMIAH MANAJEMEN FORKAMMA) Jurnal Mantik Jurnal Sekretari Universitas Pamulang International Journal of Economics, Business and Accounting Research (IJEBAR) Dinasti International Journal of Education Management and Social Science BERNAS: Jurnal Pengabdian Kepada Masyarakat Quantitative Economics and Management Studies Daengku: Journal of Humanities and Social Sciences Innovation Jurnal Pengabdian Kepada Masyarakat Jurnal Ekonomi Telaah Bisnis Indonesian Journal of Business Analytics (IJBA) International Journal of Education and Social Science (IJESS) Jurnal REKOMEN (Riset Ekonomi Manajemen) IIJSE
Sandi Nasrudin Wibowo
Universitas Swadaya Gunung Jati
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Journal : IIJSE

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The Influence of Gamification on Motivation and Performance: Evidence from Grab Driver Partners Dina Septiani; Mia Sriwidiyani; Sandi Nasrudin Wibowo
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.7371

Abstract

This study aims to analyze the influence of gamification on Grab driver partner motivation and performance and to test the role of motivation as a mediating variable. This study complements the literature related to the influence of gamification in the context of the digital economy in Indonesia, especially in the transportation sector, which is still rarely studied. The research method used is quantitative by distributing questionnaires to 256 Grab driver partners selected by purposive sampling. Data analysis uses Structural Equation Modeling (SEM) on Smartpls 4 software to test the relationship between variables. The results of the study indicate that gamification has a positive and significant influence on driver partner motivation and performance. Motivation is also proven to have a significant influence on performance while mediating the relationship between gamification and performance, although the mediation influence is relatively weak. These findings enrich the discussion on gamification in the transportation service sector and show that the right implementation of gamification can be an influenceive strategy to improve Grab driver partner motivation and performance.
The Effect of Workload and Work Environment on Employee Performance Through Work Stress as a Mediation Variable at PT Dharma Kyungshin Indonesia Fitriya Fitriya; Tita Dewi Putri; Sandi Nasrudin Wibowo
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.7708

Abstract

The purpose of this study is to study how work environment and workload impact employee performance at PT Dharma Kyungshin Indonesia, with work stress as the main mediating variable. The background of this study deviates from the importance of employee performance to support the productivity and competitiveness of the company, especially in the motorized transportation sector, which produces high production pressure. This study was conducted with a quantitative approach and using descriptive methods. A total of 150 employees were used in this study as samples, a total population of 250 employees. Data analysis techniques used validity, reliability, classical assumptions, regression, and mediation tests. This study identified a significant impact of workload and work environment on work stress. Workload has a large negative impact on employee performance, but the work environment has a large positive effect. However, work stress has a large impact on performance. Work stress does not significantly communicate the relationship between workload and performance. The relationship between work environment and performance can be communicated significantly. In short, company management must pay attention to the distribution of workload and create a supportive work environment to manage work stress and develop employee performance. This study provides theoretical contributions to the development of personnel management and is a practical reference for companies in designing strategies to improve employee services.
The Effect of Rewards and Punishment Systems on Employee Work Productivity Rafli Wahyu Prasetya; Noveria Susijawati; Sandi Nasrudin Wibowo
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 1 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i1.8180

Abstract

This study examines the influence of reward and punishment systems on employee productivity at PT. CB Enterprise, a mid-sized manufacturing company located in Cirebon City, Indonesia. The company has experienced fluctuating productivity levels, which prompted management to explore internal motivational strategies. However, prior to this study, no systematic evaluation had been conducted to determine the actual impact of such mechanisms within the company’s operational context. A quantitative research design was employed involving 100 employees as the total population sample. Data were collected using a structured questionnaire with Likert-scale responses, covering three key constructs: reward system, punishment system, and employee productivity. Each construct was measured using multiple validated indicators. Data analysis was performed using SPSS 26, including validity and reliability tests, classical assumption tests, and multiple regression analysis. The results indicate that the punishment system has a significant and positive effect on employee productivity, suggesting that disciplinary enforcement plays a crucial role in shaping work behavior. Conversely, the reward system showed no statistically significant influence. This does not suggest that rewards are irrelevant, but may indicate a misalignment between current reward strategies and employee expectations, especially regarding non-financial or intrinsic incentives. The findings provide insights into how structured punishment can reinforce productivity in certain organizational cultures, while also highlighting the need to reevaluate existing reward schemes. This study contributes to the broader discourse on human resource practices in Indonesian enterprises and calls for more context-sensitive incentive models in future research.
Co-Authors Abdul Azis Acep Komara Ade Solahudin Ade Solahudin Adinda Melati Aisyah Aisyah Anis Ni'Matul Maula Anna Suzana Annisa Tri Novianti Ariq Saeful Rochmaan Nurhidayat Aulia Rahmaditha Barra Purnama Pradja Barra Purnama Pradja Chindy Maelani Devi Damdam Damiyana Deffy Lestari Deny Sudrajat Dharliana Hardjowikarto Dina Septiani Dwiki Fatur Rizki Edi Hartono Editya Nurdiana Edy Hartono Ega Yohananda Agustin Enceng Yana Eva Triana Hutami Evalina Darlin Fadli Adam Farhana Fauziah Fitriya Fitriya Geby Aditiya Damayanti Henny Mahmudah Imam Syafi'i Irfan Maulana Janaka Janaka Komari Komari Lilik Nurcholidah Liyanah M. Ghani Nur Ramdan Maryam, Siti Melawati Dewi Mesta Limbong Mia Sriwidiyani Mohammad Dadan Sundawan Mugi Harsono Nela Pebriani Nizar Zulfahmi Azhar Noveria Susijawati Nurdin Nurdin Putri Yuliasari Rafli Wahyu Prasetya Rega Riandika Rhestina Atika Dwiyanti Ria Estiana Ruswaji Shinta Novriani Siti Maryam Sri Seviandini Sugeng Siswondo Susilo Wulandari Syafrial, Herry Tika Trinuryana Tita Dewi Putri Utami, Rahayu Tri Vina Rahmania Wike Roharyani Yodi Rudiantono Yodi Rudiantono