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Pengaruh Employee Green Involvement, Green Training dan Green Image Terhadap Perception for Corporate Social Responsibility Perusahaan Pada PT Cabot Indonesia Jakarta Raka Wardhani; Tiara Puspa
JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) Vol 6, No 1 (2019): JURNAL KONSEP BISNIS DAN MANAJEMEN NOVEMBER
Publisher : Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/jkbm.v6i1.2860

The objective of this study is to examine and analyze the effect of brand logo identification, overall brand logo benefit toward customer loyalty through trust and commitment of Global System for Mobile (GSM) cellular operatorconsumers. The samples being used in this study is 200 respondents. The data collection method being used by this study is purposive sampling. The testing is conducted by using Structuctural Equation Model (SEM) analysis method. The findings of this study are: (1) endorser credibility identification has positive effect toward brand equity, (2) endorser credibility benefit has positive effect toward self-brand connection (3) self-brand connection has positive effect toward brand equity.

Pengaruh Succession Planning, Transformational Leadership, Training Satisfaction Terhadap Turnover Intention Karyawan Pada Sektor Publik Kementerian Agama Jakarta Pusat Amelia Wanggi; Mutiara Panggabean; Tiara Puspa
Esensi: Jurnal Bisnis dan Manajemen Vol 9, No 1 (2019)
Publisher : Faculty of Economic and Business

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/ess.v9i1.12491

This study tries to analyze the effect of succession planning, transformational leadership, training satisfaction on employee turnover intention in the public sector of the Central Jakarta Ministry of Religion. Responding to this study, an experiment of 120 respondents from the Central Jakarta Ministry of Religion staffing company. The sampling method uses purposive sampling and uses descriptive statistical data analysis methods (average) and multiple regression analysis. In this research, succession planning, transformational leadership, and training satisfaction, were obtained negatively towards company turnover intention in the public sector, especially succession planning. From the results of this study, it was agreed by the leadership of the company to pay more attention to succession planning or management of employee talents, allow and add training and coaching for future leaders to be more transformational to provide beneficial investments in terms of employee career development.

PERAN MOTIVASI KERJA DALAM MEMEDIASI PENGARUH IKLIM ORGANISASI DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI DI MASA PANDEMI COVID-19 Wirawan Adhie Pamungkas; Rita Yuni Mulyanti; Tiara Puspa
Jurnal Ekobis : Ekonomi Bisnis & Manajemen Vol 12, No 2 (2022): Jurnal Ekobis: Ekonomi Bisnis dan Manajemen
Publisher : STIE Muhammadiyah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37932/j.e.v12i2.586

Penelitian ini bertujuan untuk menganalisis dan memperoleh bukti empiris tentang hubungan antara iklim organisasi, disiplin kerja, motivasi kerja, dan kinerja pegawai. Jenis penelitian ini adalah ekplanatori dengan pendekatan kuantitatif. Responden penelitian ini adalah pegawai Inspektorat Utama Kemenristek/BRIN yang berada di tingkat middle management. Data dikumpulkan dengan menggunakan kuesioner yang diisi oleh 121 responden. Pengujian hipotesis penelitian menggunakan pendekatan Structural Equation Model (SEM) berbasis Partial Least Square (PLS). Temuan dari hasil penelitian ini menunjukkan bahwa secara langsung iklim organisasi berpengaruh signifikan terhadap kinerja pegawai dan motivasi kerja sedangkan disiplin kerja berpengaruh signifikan hanya kepada motivasi kerja, motivasi kerja berpengaruh signifikan terhadap kinerja pegawai namun tidak kepada kinerja pegawai. Pengaruh tidak langsung dapat terlihat bahwa iklim organisasi mampu dimediasi sebagian oleh motivasi kerja terhadap kinerja pegawai dan disiplin kerja berhasil dimediasi secara penuh oleh motivasi kerja terhadap kinerja pegawai. Berdasarkan hasil temuan dalam penelitian ini, kebijakan pimpinan pada Inspektorat Utama Kemenristek/BRIN agar bisa lebih menekankan disiplin kerja pegawai dengan melakukan inspeksi kedisiplinan secara periodik serta dapat memberikan apresiasi atas kinerja baik yang telah diraih oleh pegawai di Inspektorat Utama Kemenristek/BRIN sesuai dengan peraturan yang berlaku.This study aims to analyze and obtain empirical evidence about the relationship between organizational climate, work discipline, work motivation, and employee performance. This type of research is explanatory with a quantitative approach. Respondents of this study were employees of the Main Inspectorate of the Ministry of Research and Technology/BRIN who were at the middle management level. Data were collected using a questionnaire filled out by 121 respondents. Testing the research hypothesis using a Structural Equation Model (SEM) approach based on Partial Least Square (PLS). The findings of this study indicate that the organizational climate has a significant effect on employee performance and work motivation, while work discipline has a significant effect only on work motivation, work motivation has a significant effect on employee performance but not on employee performance. The indirect effect can be seen that the organizational climate can be mediated in part by work motivation on employee performance and work discipline is successfully mediated fully by work motivation on employee performance. Based on the findings in this study, the leadership policy at the Main Inspectorate of the Ministry of Research and Technology / BRIN is to emphasize employee work discipline by conducting periodic disciplinary inspections and being able to give appreciation for the good performance that has been achieved by employees at the Main Inspectorate of the Ministry of Research and Technology / BRIN in accordance with regulations.

Pengaruh Mental Toughness dan Employee Experience Terhadap Organizational Commitment Dengan Psychological Well-Being Sebagai Mediator Pada Karyawan Generasi Z di Jakarta Fitrinita Rumindang Simanjuntak; Netania Emilisa; Tiara Puspa
Jurnal Ilmiah Ekonomi Global Masa Kini Vol. 14 No. 2 (2023): Vol 14, No 2
Publisher : Universitas Indo Global Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36982/jiegmk.v14i2.3405

Organizational commitment is an important factor for companies in improving their productivity and performance. However, there are stereotypes related to the commitment of Generation Z employees who are new to the workplace, namely, a tendency to be disloyal and a low commitment to the organization. The study aims to analyse the impact of Mental Toughness and Employee Experience on Organizational Commitment with Psychological Well-Being as Mediator on Generation Z Employees in Jakarta. Generation Z is the generation of professionals born between 1997 and 2005 who have recently entered the world of work. This research uses analytical techniques with quantitative methods with a survey approach. A sample of 125 Generation Z employees at a start-up company in Jakarta. The research data was collected using a Likert-scale questionnaire that had 25 statement items that included four variables: mental toughness, employee experience, psychological well-being, and organizational commitment. Hypothesis testing uses SEM (Structural Equation Modelling) as well as SPSS and AMOS software to process data. The results of the study show that Mental toughness has a positive influence on Psychological well-being, Employee experience has a positively influenced psychological wellness, Psychological wellness has a negative influence upon Organizational commitment, and Psychological welfare has a mediating influence between mental toughness and Organizational engagement and the absence of Psychological Well-Being as a mediation between employee experience and Organizational commitment.

Pengaruh Job-Related Uncertainty, Job-Related Anxiety, dan Job Frustration terhadap Job Disengagement pada Organisasi Sarah Hidayat; Tiara Puspa
Journal of Economics and Business UBS Vol. 12 No. 4 (2023): Special Issue
Publisher : UniSadhuGuna Business School

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52644/joeb.v12i4.273

Bagi seorang individu, pekerjaan memberikan peluang untuk pemenuhan keinginan dan kebutuhan sekaligus menjadi pintu gerbang untuk mendapatkan nama dan ketenaran. Meskipun sangat sedikit yang mencari jalan untuk mencapai aktualisasi diri yang dapat mengarah pada perbuatan apa yang diinginkan hati mereka. Kecenderungan seorang karyawan adalah untuk terus melacak kemajuan di pekerjaan, pengembangan pribadi, atau up-gradasi tentang tujuan diri.Frustrasi karyawan yang timbul karena aspirasi promosi. Ini menjadi sebuah kebutuhan ego, frustrasi karena penyumbatan hasil yang diinginkan, untuk alasan apa pun dapat menyebabkan kerusakan komunikasi antara karyawan dengan organisasi. Putusnya komunikasi dapat menyebabkan terbentuknya penghalang psikologis yang menghalangi karyawan untuk mengakses atau bahkan mencari lebih banyak informasi yang relevan. Karyawan yang paling frustrasi adalah orang-orang yang paling sedikit mengetahui visi dan misi organisasi. Ini mungkin berarti kegagalan untuk mengantisipasi dan mencegah masalah di pihak organisasi serta individu di mana keduanya akan kalah, Penelitian ini bertujuan untuk menganalisis bagaimana pengaruh job-related uncertainty, job-related anxiety, dan job frustration terhadap job disengagement pada karyawan PT BCA di Jakarta. Peneliti menggunakan metode survey research sebagai pengumpulan data dengan responden enam puluh tujuh. Metode penelitian yang digunakan yaitu metode regresi linear berganda. Hasil dari penelitian antara job-related anxiety dan job frustration hanya job-related uncertainty yang tidak berpengaruh positif terhadap job disengagement. Perusahaan perlu memberikan fasilitas yang mendukung pekerjaan dan menciptakan lingkungan kerja yang sehat dan berkualitas.

Pengaruh Green Human Resource Management Terhadap Pro –Environmental Behavior Dimediasi oleh Green Knowledge Sharing Dan Self-Efficacy pada Karyawan Hotel Bintang 3 di Jakarta Barat Anggita Agustia; Wiwik Robiatul Adawiyah; Netania Emilisa; Tiara Puspa
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 7 No. 3 (2026): 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.v7i3.11431

This study aims to analyze the influence green human resource management on pro-environmental behavior, mediated by green knowledge sharing and self-efficacy. The study was conducted using a quantitative approach with a survey method by collecting samples from employees of three-star hotels in West Jakarta. The research design employed hypothesis testing. Data were collected using a cross-sectional approach. The data were primary in nature and were obtained by distributing questionnaires via google forms, which were completed by 150 employees of three-star hotels in West Jakarta Secondary data were obtained from sources other than the research respondents and were collected through a literature review. The data analysis techniques included instrument testing, such as validity and reliability tests, structural equation modeling (SEM), descriptive statistical analysis using SPSS and AMOS software. The results indicate that green human resource management has a positive effect on green knowledge sharing and self-efficacy. Furthermore, green knowledge sharing and self-efficacy has a positive effect on pro-environmental behavior In addition, green knowledge sharing mediates the relationship between green human resource management and pro-environmental behavior, and self-efficacy also mediates the effect of green human resource management on pro-environmental behavior.

Mendorong Corporate Social Responsibility: Bagaimana HPWS, Transformational Leadership, dan Organizational Culture Membentuk Praktik Organisasi Syavira Rasulia; Bona Nathanael Gatot; Tiara Puspa
JURNAL DIMENSI Vol 15, No 2 (2026): Jurnal Dimensi (July 2026)
Publisher : Universitas Riau Kepulauan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33373/dms.v15i2.9211

Dalam era globalisasi, organisasi tidak hanya dituntut mencapai kinerja finansial, tetapi juga menjalankan Corporate Social Responsibility (CSR) sebagai bentuk tanggung jawab sosial perusahaan. Di Indonesia, CSR telah menjadi kewajiban di instansi pemerintah termasuk di Direktorat Jenderal Perbendaharaan (DJPb) yang merupakan unit eselon I di bawah Kementerian Keuangan yang memiliki peran strategis dalam pengelolaan keuangan negara. Melalui fungsi pelaksanaan dan pengelolaan anggaran, DJPb berkontribusi dalam program sosial pemerintah. Namun, implementasinya masih belum terstruktur, sehingga diperlukan penguatan melalui human resources management. Penelitian ini menggunakan Transformational Leadership Theory dan AMO Theory untuk menganalisis pengaruh transformational leadership, organizational culture, dan high performance work system (HPWS) terhadap CSR. Data dikumpulkan dari 205 pegawai DJPb yang berasal dari 8 direktorat di lingkup kantor pusat di Jakarta dengan menggunakan teknik sampling. Selanjutnya, data dianalisis menggunakan perangkat lunak SPSS dan AMOS untuk menguji hubungan antarvariabel dalam penelitian. Hasil penelitian menunjukkan bahwa ketiga v variable yakni transformational leadership, organizational culture dan high performance work system berhubungan kuat dengan implementasi CSR. Oleh sebab itu, organisasi perlu mengintegrasikan ketiga faktor tersebut ke dalam strategi pengelolaan sumber daya manusia untuk memperkuat CSR yang berkelanjutan.

Pengaruh Green Human Resource Management Terhadap Pro –Environmental Behavior Dimediasi oleh Green Knowledge Sharing Dan Self-Efficacy pada Karyawan Hotel Bintang 3 di Jakarta Barat Anggita Agustia; Wiwik Robiatul Adawiyah; Netania Emilisa; Tiara Puspa
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 7 No. 3 (2026): 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.v7i3.11431

This study aims to analyze the influence green human resource management on pro-environmental behavior, mediated by green knowledge sharing and self-efficacy. The study was conducted using a quantitative approach with a survey method by collecting samples from employees of three-star hotels in West Jakarta. The research design employed hypothesis testing. Data were collected using a cross-sectional approach. The data were primary in nature and were obtained by distributing questionnaires via google forms, which were completed by 150 employees of three-star hotels in West Jakarta Secondary data were obtained from sources other than the research respondents and were collected through a literature review. The data analysis techniques included instrument testing, such as validity and reliability tests, structural equation modeling (SEM), descriptive statistical analysis using SPSS and AMOS software. The results indicate that green human resource management has a positive effect on green knowledge sharing and self-efficacy. Furthermore, green knowledge sharing and self-efficacy has a positive effect on pro-environmental behavior In addition, green knowledge sharing mediates the relationship between green human resource management and pro-environmental behavior, and self-efficacy also mediates the effect of green human resource management on pro-environmental behavior.

Pengaruh Transformational Leadership, Transactional Leadership, dan Organisational Identification terhadap Job Performance Karyawan PT PLN Persero: Studi Pada Dosen Fakultas Ekonomi dan Bisnis Universitas Trisakti Fitriyani Fitriyani; Tiara Puspa
Diponegoro Journal of Management Volume 14, Nomor 3, Tahun 2025
Publisher : Faculty of Economics and Business Diponegoro University

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

This study aims to analyze the influence of transformational leadership, transactional leadership, and organizational identification on job performance among employees of PT PLN (Persero). The background of this research is based on the importance of leadership style and organizational identification in enhancing employee performance, particularly in an increasingly competitive business environment.The study employed a quantitative approach with a census method involving 120 employees of PT PLN (Persero), both at the head office and branch offices. Data were collected through questionnaires and analyzed using multiple linear regression.The results indicate that transformational leadership and organizational identification have a positive and significant influence on job performance. In other words, higher levels of transformational leadership and organizational identification lead to improved employee performance. On the other hand, transactional leadership shows a positive but not significant influence on job performance. These findings suggest that employee motivation at PT PLN (Persero) is more strongly driven by inspiration, individual consideration, and a sense of belonging to the organization, rather than by reward and punishment systems alone.The implications of this study highlight the importance of fostering transformational leadership and strengthening organizational identification as key strategies for improving employee performance. For the management of PT PLN (Persero), these findings can serve as a reference in formulating more effective human resource management policies to support the achievement of organizational goals.

Strategic Management Analisys of PT Asiapapercon Internusa Nurul Qurnias; Yesika Magdalena; Riza Oktavania Trianggono; Intan Nabila; Tiara Puspa
International Journal of Small and Medium Enterprises and Business Sustainability Vol. 10 No. 1 (2025): march
Publisher : Lembaga Penerbit Fakultas Ekonomi dan Bisnis Universitas Trisakti

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25105/ijsmebs.v10i1.25095

The carton packaging industry in Indonesia is experiencing significant growth in line with increasing demand in the manufacturing, food and beverage, and e-commerce sectors. PT. Asiapapercon Internusa is a company engaged in the production of corrugated carton boxes, which plays a vital role in the industrial supply chain. This study aims to analyze PT. Asiapapercon Internusa's business strategy and competitiveness in facing increasinglycompetitive industry conditions. The research method used is a qualitative descriptive approach, with data collection techniques through interviews, observations, and documentation studies. Analytical tools used include SWOT analysis, PESTEL analysis, and Porter's Five Forces analysis. The results indicate that PT. Asiapapercon Internusa has advantages in product quality standards, international certification, and long-term relationships with major customers. However, the company still faces challenges in operational digitalization and dependence on fluctuating raw material prices. Recommended strategies include strengthening product differentiation, operational digitalization, and developing environmentally friendly packaging.

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