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All Journal JDM (Jurnal Dinamika Manajemen) BISMA (Bisma dan Manajemen) Journal of Business & Banking Journal of Indonesian Economy and Business Ikonomika : Jurnal Ekonomi dan Bisnis Islam EKSPANSI JBMP (Jurnal Bisnis, Manajemen dan Perbankan) Kinetik: Game Technology, Information System, Computer Network, Computing, Electronics, and Control JURNAL NUSANTARA APLIKASI MANAJEMEN BISNIS AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM ISOQUANT : Jurnal Ekonomi, Manajemen dan Akuntansi Justisia Ekonomika BALANCE: Economic, Business, Management and Accounting Journal BASKARA: Journal of Business and Entrepreneurship Jurnal Manajemen Bisnis EMBISS: Jurnal Ekonomi, Manajemen, Bisnis, Sosial International Journal Software Engineering and Computer Science (IJSECS) Improvement: Jurnal Manajemen dan Bisnis Jurnal DIALEKTIKA : Jurnal Ilmu Sosial BISMA (Bisnis dan Manajemen) Sustainability Science and Resources Takuana: Jurnal Pendidikan, Sains, dan Humaniora Golden Ratio of Data in Summary Innovative: Journal Of Social Science Research Jurnal Manajemen dan Ekonomi Kreatif Center of Economic Students Journal (CSEJ) Journal Business and Management Journal of Innovative and Creativity JIMEK Jurnal Manajemen, Bisnis dan Kewirausahaan Proceeding UMSurabaya
Sentot Imam Wahjono
Universtitas Muhammadiyah Surabaya
Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Public Health Social Sciences Other

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Kepemimpinan Inklusif: Meningkatkan Keberagaman dan Kinerja Organisasi Dalam Lingkup Pekerja Vio Berjian; Helmi Helmi; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.1179

Abstract

Penelitian ini membahas pentingnya penerapan kepemimpinan inklusif dalam konteks keberagaman organisasi dan peningkatan kinerja. Dalam era globalisasi yang sarat dinamika sosial dan budaya, kepemimpinan inklusif menjadi pendekatan strategis yang menghargai perbedaan individu serta menciptakan lingkungan kerja yang adil, terbuka, dan kolaboratif. Tujuan utama penelitian ini adalah mengeksplorasi bagaimana praktik kepemimpinan inklusif diterapkan dalam organisasi, serta dampaknya terhadap keberagaman dan kinerja organisasi. Penelitian menggunakan pendekatan kualitatif deskriptif dengan teknik pengumpulan data melalui studi pustaka. Subjek penelitian meliputi pemimpin dan karyawan dalam organisasi yang menerapkan prinsip inklusif, dipilih secara purposive. Hasil penelitian menunjukkan bahwa pemimpin inklusif tidak hanya berperan sebagai pengarah, tetapi juga pemberdaya anggota tim dengan menciptakan suasana kerja yang mendukung partisipasi aktif, keterbukaan pendapat, dan penghargaan terhadap kontribusi semua pihak. Praktik ini berdampak positif terhadap keterlibatan karyawan, kepuasan kerja, dan peningkatan produktivitas serta inovasi tim. Namun, penelitian juga mengidentifikasi tantangan seperti bias tidak sadar, kurangnya pemahaman konsep inklusi, dan hambatan struktural dalam organisasi. Studi ini menegaskan bahwa kepemimpinan inklusif berperan penting dalam membentuk budaya organisasi yang responsif terhadap keberagaman dan mendorong pencapaian tujuan kolektif. Penelitian ini diharapkan memberikan kontribusi teoritis dan praktis bagi pengembangan model kepemimpinan yang relevan dengan kebutuhan organisasi modern, khususnya di konteks Indonesia yang multikultural.
Budaya Organisasi Mahasiswa Meningkatkan Kinerja di PT Mahar Agung Perkasa Moch Berlian Ananda Kharisma; Rafli Aldo Adriano; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.1367

Abstract

Budaya organisasi di kalangan mahasiswa di PT Mahar Agung Perkasa memainkan peranan penting dalam meningkatkan kinerja serta produktivitas. Penelitian ini bertujuan untuk mengeksplorasi bagaimana nilai-nilai, norma, serta praktik yang terdapat dalam budaya organisasi dapat memengaruhi motivasi dan performa individu serta kelompok. Dengan menggunakan pendekatan kualitatif, peneliti mengumpulkan data melalui wawancara, observasi, dan studi dokumentasi yang melibatkan anggota organisasi mahasiswa di perusahaan. Temuan penelitian menunjukkan bahwa budaya organisasi yang solid, ditandai dengan kerjasama, komunikasi yang terbuka, dan saling mendukung antar anggota, mampu menciptakan suasana kerja yang positif. Selain itu, penerapan nilai-nilai seperti inovasi, tanggung jawab, dan etika kerja yang tinggi berkontribusi pada peningkatan kinerja individu dan kelompok. Penelitian ini merekomendasikan penguatan budaya organisasi melalui program pelatihan serta pengembangan yang fokus pada peningkatan keterampilan interpersonal dan kepemimpinan, sehingga bisa lebih memaksimalkan kinerja di PT Mahar Agung Perkasa. Dengan demikian, budaya organisasi mahasiswa tidak sekadar berfungsi sebagai identitas, melainkan juga sebagai penggerak utama untuk mencapai tujuan perusahaan.
Motivasi Kerja sebagai Faktor Pendorong Kinerja Karyawan PT Purnama Sinar Gemilang Brillian Yogi Al Ghifari; Yazid Jamaludin Al Azhar; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.1435

Abstract

This study aims to analyze the influence of work motivation on improving employee performance at PT Purnama Sinar Gemilang. Work motivation is one of the key factors determining organizational success, as it directly affects employee productivity, discipline, and responsibility. This research employs a qualitative approach using a case study method. Data collection techniques include in-depth interviews, direct observation, and documentation. Informants were selected purposively, consisting of employees and management involved in operational activities and human resource policies. The results of the study indicate that employee motivation remains fluctuating, influenced by intrinsic factors such as responsibility and pride in the job, as well as extrinsic factors including salary, work environment, and reward systems. These findings support Herzberg's Two-Factor Theory, which states that job satisfaction can be enhanced through a combination of motivator and hygiene factors. Furthermore, work motivation significantly contributes to improving both individual and organizational performance. Motivated employees tend to demonstrate better performance, greater discipline, and stronger enthusiasm in achieving targets. This study recommends the implementation of sustainable motivation strategies, such as recognition of achievements, career development opportunities, and a transparent and fair reward system. Consequently, PT Purnama Sinar Gemilang can foster a work environment that supports optimal performance and continuous productivity growth.
Analisis Efektivitas Pola Komunikasi pada Perusahaan Event Organizer PT. BeCom Solo Wildan hafiz; Rosyihan ihza firdaus; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.1481

Abstract

This study aims to analyze the effectiveness of organizational communication patterns at PT. Berlian Communication (BeCom) Solo, a company engaged in event organizing and marketing events. A descriptive qualitative approach was used, with data collected through in-depth interviews, observation, and documentation. The findings reveal that PT. BeCom applies two main communication patterns: the wheel pattern and the star pattern. Communication occurs bidirectionally through both formal and informal media such as meetings, WhatsApp, and email, with active employee involvement in idea development and event execution. The study also identifies internal conflicts, including compensation issues, cultural clashes, and structural tensions, which negatively affect organizational performance, particularly in terms of productivity and employee loyalty. Conflict resolution strategies include employee involvement in decision-making, cross-cultural training, and accurate human resource mapping. Overall, the communication patterns implemented at PT. BeCom play a crucial role in enhancing coordination, work effectiveness, and fostering a participatory and adaptive work environment.
Konflik Korupsi akan berpengaruh pada Budaya Organisasi yang Buruk Darwis Dahlan; Muhammad Fadil Prakoso; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.1517

Abstract

Corruption remains a significant concern in Indonesia due to its extensive impact on government stability, public trust, and national economic performance. Although Indonesia's Corruption Perception Index (CPI) score improved in 2024, its global ranking still reflects substantial challenges in upholding integrity. This research employs a literature review method to analyze the causes and impacts of corruption as well as the effectiveness of anti-corruption policies such as Good Corporate Governance (GCG), gratuity control systems, and Whistleblowing Systems (WBS). The findings reveal that the root of corruption in Indonesia lies not only in weak oversight and policies but also in organizational cultures that tolerate corrupt practices. Therefore, transforming organizational culture and enforcing ethical values are crucial to establishing a transparent, accountable, and high-integrity work environment. This study recommends improving organizational culture, consistently enforcing codes of ethics, and strengthening the legal culture as comprehensive strategies to reduce corruption and enhance the nation's competitiveness.
Konflik Korupsi akan berpengaruh pada Budaya Organisasi yang Buruk Darwis Dahlan; Muhammad Fadil Prakoso; Sentot Imam Wahjono Wahjono
Journal of Innovative and Creativity Vol. 5 No. 2 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i2.1594

Abstract

government stability, public trust, and national economic performance. Although Indonesia's Corruption Perception Index (CPI) score improved in 2024, its global ranking still reflects substantial challenges in upholding integrity. This research employs a literature review method to analyze the causes and impacts of corruption as well as the effectiveness of anti-corruption policies such as Good Corporate Governance (GCG), gratuity control systems, and Whistleblowing Systems (WBS). The findings reveal that the root of corruption in Indonesia lies not only in weak oversight and policies but also in organizational cultures that tolerate corrupt practices. Therefore, transforming organizational culture and enforcing ethical values are crucial to establishing a transparent, accountable, and high-integrity work environment. This study recommends improving organizational culture, consistently enforcing codes of ethics, and strengthening the legal culture as comprehensive strategies to reduce corruption and enhance the nation's competitiveness.
Perspektif Karyawan Tentang Kepemimpinan Terhadap Kepuasan Kerja Faisal Arief Akhmad Prasojo; Muhammad Furqon; Bagus Dwi Priyanto; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 6 No. 1 (2026)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v6i1.4680

Abstract

This study aims to explore employee perspectives on leadership and its impact on job satisfaction.Leadership is a crucial factor that shapes employees' perceptions and attitudes toward their work. Thisstudy uses a qualitative approach with in-depth interview techniques to explore employees' views on theleadership style implemented and its impact on job satisfaction. Data analysis was conducted thematicallyto identify patterns in employee perceptions. The results reveal that employees perceive communicative,fair, and supportive leadership as significantly enhancing their job satisfaction. Employees also emphasizethe importance of leaders who are able to listen to aspirations and provide clear direction. These findingsprovide valuable insights for management to develop leadership practices that are more responsive toemployee needs in order to improve job satisfaction and work productivity.
Perspektif Karyawan Tentang Kepemimpinan Terhadap Kepuasan Kerja Faisal Arief Akhmad Prasojo; Muhammad Furqon; Bagus Dwi Priyanto; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.4840

Abstract

This study aims to explore employee perspectives on leadership and its impact on job satisfaction.Leadership is a crucial factor that shapes employees' perceptions and attitudes toward their work. Thisstudy uses a qualitative approach with in-depth interview techniques to explore employees' views on theleadership style implemented and its impact on job satisfaction. Data analysis was conducted thematicallyto identify patterns in employee perceptions. The results reveal that employees perceive communicative,fair, and supportive leadership as significantly enhancing their job satisfaction. Employees also emphasizethe importance of leaders who are able to listen to aspirations and provide clear direction. These findingsprovide valuable insights for management to develop leadership practices that are more responsive toemployee needs in order to improve job satisfaction and work productivity.
Managing International Human Resources At PT Garuda Indonesia Jalaludin Rabbani; Iqbal Bagaswara; Muhammad Rayhan Yasser Nento; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.4907

Abstract

This study examines the implementation of international human resource management (IHRM) practices at PT Garuda Indonesia in response to the evolving dynamics of the global aviation industry. The research explores how the company integrates digital transformation, global competence development, and organizational culture to enhance its competitiveness. The findings reveal that Garuda Indonesia has adopted several key strategies, including the digitalization of global recruitment, technology-based employee training, data-driven performance management, and the development of an international compensation system. These initiatives improve efficiency, transparency, and objectivity in decision-making while enabling the company to attract and retain high-quality global talent. Despite the extensive use of technology, Garuda Indonesia continues to maintain its distinctive Indonesian cultural values, such as hospitality and respect, as the foundation of its corporate identity. This cultural strength complements technological innovation, ensuring that digitalization enhances rather than diminishes the human touch in service delivery. Overall, the study concludes that effective international human resource management requires a balanced integration of technology, global competence, and organizational culture. Garuda Indonesia’s experience demonstrates how a national enterprise can successfully transform into a globally competitive organization while preserving its cultural authenticity.
Evaluasi Dampak Program Pelatihan KepemimpinanTransformatif Terhadap Komitmen Organisasi Dan Kepuasan Kerja Karyawan Ageng Samudera; Norman Diaz Brahmantio; Regal Galih Sabala; Sentot Imam Wahjono
Journal of Innovative and Creativity Vol. 5 No. 3 (2025)
Publisher : Fakultas Ilmu Pendidikan Universitas Pahlawan Tuanku Tambusai

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31004/joecy.v5i3.5006

Abstract

This study aims to analyze the impact of Training Programs and Transformational Leadership on Organizational Commitment and Employee Job Satisfaction. The background highlights the essential role of the transformational leadership style in motivating followers to go beyond self-interest for the organization's greater good, leading to higher Organizational Commitment and Job Satisfaction. The method employed is quantitative with a survey approach15151515. The population of the study consists of employees in a manufacturing sector company with an active labor union 16, with a sample of 100 respondents selected through purposive sampling17171717. Data was analyzed using multiple linear regression analysis with the model: $Y=a+b_1X_1+b_2X_2+e$18181818. The regression results indicate that Training Program ($X_1$) and Transformational Leadership ($X_2$) partially and simultaneously have a positive and significant influence on Organizational Commitment ($Y$)19. The Training Program coefficient is $0.48$ (significance $0.000$), and the Transformational Leadership coefficient is $0.36$ (significance $0.001$)20. The coefficient of determination ($R^2$) is $0.512$, which means $51.2\%$ of the variation in Organizational Commitment is explained by these two independent variables21. The main conclusion is that the combination of effective Training Programs and support from a transformational leader creates a conducive work atmosphere, enhances the sense of security, and promotes the achievement of strong Organizational Commitment.
Co-Authors Aan Saputra Abbas, Ahmad Adi Pramono Adinda Eka Rahmawati Adinda Fitri Nur Karomah Ageng Samudera Agustinu Tri Atmojo Ahmad Abbas Ahmad Saifullah Aisyah Mutiara Ramadhan Akhmad Chaerul Alvi Al Qowiy , Dafa Rasendriya Alamin, Muhammad Salman Bintang Rahmat Alamsyah, Thoriq Alfarizi, Rafly Alfian Rizki Badarudin Amalia Wilda Ananda Putri Nabila Anggraeni, Novita Fena Anis Rahmawati Ningrum Anna Marina Aprilya, Eka Aqsa, Arsyid Fadillah Arisandi Arisandi Arsana Indah Salsabillah Asmawati, A. Aufi Nur Masita Aulia Dila Agustina Aulia Dila Agustina Awang, Risqi Ayaz, Mohammad Bagus Dwi Priyanto Bilal Baswedan Bima Sholihul Umam Brillian Yogi Al Ghifari Budi Wahyu Mahardhika Bulan Ajeng Rayhana Dahruji Dahruji Dahruji Darwis Dahlan Desipradani, Gita Dhea Salsabilla Dicky Hikam Azzuhdi Dieky Firdaus Kurniawan Dini Nur Ardila Dita Alifyah Asmara Djunarto Dwy Evanda Eko Purwanto Erni Eryanti Fadia Azahra Faisal Arief Akhmad Prasojo Fajri, Muhammad Alaika Fam Soo Fen Fam, Soo-Fen Fam, Soo-Fen Fani Tsania Putri Farrel Ariefandy Radhiya Haqqi Fen, Fam Soo Ferdy Husni Nurdin Firmansyah Firmansyah Fitria, Dinda Gabi Anggela Stepani Gambong Dwi Prakoso Halima Halima Helmi Helmi Hemy Maulana Henandiva Adiel Herlinda Putri Hidayat, Mohammad Wahyu Dwi Hindarto, Djarot Husna, Miftahul Idrawahyuni Idrawahyuni Idrawahyuni, Idrawahyuni Ilham Hilwa Zulfikar Ilham Leosta Attoillah Indah, Capriyan Latara Iqbal Bagaswara Irgi Achmad Farezi Isfahan Ali Darmawan Ismail Rasulong Ivana Meilisa Jaelani, Muhammad Noer Qamaruddin Jaesi Winda Kurniawati Jalaludin Rabbani Jati Wahyuningsih Johan Tri Arifin Judijanto, Loso Kurnoawati, Tri Luliana Riantika Putri M Sulton Rosyid Birul Walidain M. Yahya Al-Farabi Maf’ula Nurhidayah Maharani, Puan Mahendra Satria Zulkarnain Maretasari, Rina Mario Dwi Putra Marsa Duo Cikita Maulia, Hera Restika Maya Mustika Sari Maziah kholidia Medy Idrian Witrisna Miftah Farid Affandi Miftahul Husna Misbahul Millah Moch Berlian Ananda Kharisma Moch Dwi Toby Mohammad Ayaz Mohammad Rizky Ramdhani Mohammad Wahyu Dwi Hidayat Muarrofah Muarrofah, Muarrofah Mubarok, Rizky Mufida, Alfriana Zahru Muhammad afrizal Muhammad Alfin Putra Mulya Muhammad Fadil Prakoso Muhammad Fadil Prakoso Muhammad Fatih Nurrohman Muhammad Fauzan Adhima Subianto Muhammad Furqon Muhammad Hafizan Muhammad Ilham Prayogo Muhammad Makdum Ibrahim Muhammad Rafli Reyhan Dwi Putranto Muhammad Rayhan Budiman Muhammad Rayhan Yasser Nento Muhtady, Nazhir Hafni Nadia Charissa Nadya Furi Karinda Nadya Nur Kholifah Nakhla Aliyah Fitri Nashihatus Saidah Nauval Buya Dwi andhika Ningsih, Widya Kurniawati Nisa Novia Nonita Rahmatiyah Arfianty Norman Diaz Brahmantio Nur Choidah Nuris Fitra Alamsyah Nurullaili Mauliddah Oktavia Anggraini Oktaviani, Marista Putri Nur Shovia Putri, Nadhiyatul Aulia Putri, Yuli Anika Rabbani, Jalaludin Rabbina, Hammi Nikma Rafli Aldo Adriano Rahayu Lutfifa Rahim, Ahmad Ghulam Amrullah Ramadhani, Muhammad Razan, Hilmy Regal Galih Sabala Renata Aulia Zahra Hapsari Reyza Shafira Riki Kurniawan Riko Bagus Prakoso Rini Rini Falensia Riski Yuliana Risqi Awang Rizki , Moch Rizki Wakhida Kusuma Wardani Rizky Mubarok Rosyihan ihza firdaus Rovieana Rosady Sabri Balafif Safiudin, Frumeyza Chabella Sahila, Nasywania Risfa Sakhroni, Imam Salbiyah, Siti Salim, Rizhfa Amalia Rahmadani Samsul Hadi Samsul Rizal Samtani, Rachel Dwi Santoso, Oktavia Artikawati saputra, aan Saputra, Yusril Handardi Saputra Sari, Rita Irma Satrio Habibullah Sa’diyah, Rifka Rofidah Sekar Ayu Rofiani Sekar Galuh Septyawati Septy Ayu Ladhuri Setio Dharma Negara Soo Fen Fam Soo, Jia Hui Soo, Jia Hui Soo-Fen Fam Sri Astini Suci Amalia Permata S Syamsul Hidayat Talitha Marcella Salsabila Teguh Santoso Thahir Lenamah Thalita Aprilia Syahputra Tihani Nafa Az Zahro Titis Rahayu Tri Danarti Tri Kurniawati Ulfiyah Qutratun Nada Umi Fatimatus zahro Vadilla, Anatasya Eka Valensia Marsha Agustin Vio Berjian Virza Setya Almindanu Wa Ode Rayyani Wahidah, Roisatul Walidain, M. Sulton Rosyid Birrul Walidul Muharrom Wardhana, Andi warsidi warsidi WIDAYAT - Wildan Alamudi Wildan hafiz Yadila Fany Asrofi Yadila Fany Asrofi Yanuar Azka Amali Yazid Jamaludin Al Azhar Yazid Jamaludin Al-Azhar Yaziid Akmal Gymnastiar Wijaya Zahara, Chintya Zidayatullah, Muhammad Hamid