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All Journal Jurnal Maneksi (Management Ekonomi Dan Akuntansi) JBIMA (Jurnal Bisnis dan Manajemen) Value: Jurnal Manajemen dan Akuntansi Dinasti International Journal of Management Science Jurnal Riset Bisnis dan Manajemen Journal of Economics and Business UBS Komitmen : Jurnal Ilmiah Manajemen Journal of Educational Management Research Journal Of Economic Sciences (Ekuisci) Journal of Community Service (Abdisci) Jurnal Riset Multidisiplin Edukasi Greenation International Journal of Tourism and Management Jurnal Ekonomi, Manajemen, Akuntansi Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis
Asep Gunawan
Fakultas Ekonomi, Universitas Muhammadiyah Cirebon
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Industrial & Manufacturing Engineering Social Sciences Other

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PENGARUH INTERPERSONAL COMMUNICATION DAN PROFESIONAL COMPETENCE TERHADAP EMPLOYEE PERFORMANCE DI MITRA STATISTIK BPS Rendito Deanova Dwiputra; Asep Gunawan; Dadang Priyono
Jurnal Riset Multidisiplin Edukasi Vol. 2 No. 8 (2025): Jurnal Riset Multidisiplin Edukasi (Edisi Agustus 2025)
Publisher : PT. Hasba Edukasi Mandiri

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71282/jurmie.v2i8.827

Abstract

This study aims to examine the effect of interpersonal communication and professional competence on employee performance among field officers (Mitra Lapangan Statistik) at BPS Kabupaten Cirebon. Methodology: A quantitative survey was conducted with 91 field officers selected via purposive sampling. Data were collected using Likert-scale questionnaires measuring Interpersonal Communication (X₁), Professional Competence (X₂), and Employee Performance (Y). Multiple linear regression analysis was employed to test hypotheses. Results: Both interpersonal communication and professional competence had significant positive effects on employee performance: This is among the first studies focusing specifically on non-ASN Mitra Lapangan Statistik performance determinants in Kabupaten Cirebon. Originality: It integrates interpersonal and competence dimensions within a single regression model in a government-survey context.
The Role of Work Engagement and Work Spirit in Enhancing job Performance of Sanitation Workers in Cirebon Regency Sucipto Sucipto; Asep Gunawan; Hevy Febriyansyah
Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis Vol. 5 No. 3 (2025): November : Jurnal Akuntansi, Ekonomi dan Manajemen Bisnis
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55606/jaemb.v5i3.7254

Abstract

This study examines the influence of Work Engagement and work spirit on the performance of the "Pasukan Kuning" (waste management workers) at the Environmental Agency of Cirebon Regency. Observations and interviews revealed that low work spirit and Work Engagement are the main factors contributing to the decline in their performance. A quantitative method was employed, with data collected through questionnaires from 100 respondents selected using the Slovin formula. The data were analyzed using validity tests, reliability tests, normality tests, multiple linear regression, and hypothesis testing (t-test and F-test). The results indicate that both Work Engagement and work spirit have a positive and significant impact, both partially and simultaneously, on the performance of the workers. The coefficient of determination (R²) of 80.3% suggests that these two variables are dominant in influencing performance. These findings highlight the importance of enhancing Work Engagement and work spirit through training, incentives, and managerial approaches focused on psychological well-being and motivation. This study provides practical contributions to human resource management in the sanitation sector and serves as a basis for formulating more effective policies.
COMMUNITY SERVICE IN OVERSEEING THE DEMOCRATIC PROCESS OF VOTING AT POLLING STATION 48 SALADARA CIREBON Yusuf Safari; Asep Gunawan; Devi Yuliananda; Suhana Minah Jaya
Jurnal Abdisci Vol 1 No 4 (2024): Vol 1 No 4 Tahun 2024
Publisher : Ann Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62885/abdisci.v1i4.206

Abstract

The People's Party, in choosing a candidate for its deputy, is rife with enthusiasm. Residents in every RT flocked to the nearest polling station according to its permanent voter list (DPT). This atmosphere will repeat once every five years. Each Polling Station brings its distinctive nuances that significantly give a different atmosphere in the life of the nation and state. This community service activity was carried out to oversee the democratic voting process at polling station 48 Saladara Cirebon City. The method used is observing and entering into democratic activities and encouraging democratic officials. The results showed that the election process at polling station 48 Saladara went smoothly. Activities begin H-1 before implementation by preparing chairs and tables. D-day at 06.00, Officers are ready to arrange the election logistics, and precisely at 08.00, The callfor the people to vote begins. At exactly 13:00, the voting process was closed, and there was a 1-hourbreak. At 14.00, start counting sura until 24.00. The sura box is guarded overnight to wait for thenext day to be picked up by the Exodus for the next counting process.
PERAN AFFECTIVE COMMITMENT DALAM MEMEDIASI PENGARUH PERCEIVED ORGANIZATIONAL SUPPORT DAN EMOTIONAL EXHAUSTION TERHADAP JOB HOPPING INTENTION PADA GENERASI Z Nafisa Aliya Putri; Asep Gunawan; Harry Safary Margapradja
KOMITMEN: Jurnal Ilmiah Manajemen Vol. 7 No. 1 (2026): KOMITMEN: Jurnal Ilmiah Manajemen
Publisher : FEBI UIN Sunan Gunung Djati Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/jim.v7i1.57112

Abstract

Penelitian ini bertujuan untuk menganalisis dampak Perceived Organizational Support (POS) dan Emotional Exhaustion terhadap niat untuk berpindah kerja dengan Affective Commitment sebagai variabel perantara pada karyawan Generasi Z di Ramayana Cirebon Square. Penelitian ini mengaplikasikan pendekatan kuantitatif melalui metode survei. Data utama didapatkan melalui distribusi kuesioner kepada 119 karyawan Generasi Z yang dipilih dengan teknik sampel jenuh. Data dianalisis menggunakan Structural Equation Modelling-Partial Least Squares (SEM-PLS) dengan bantuan aplikasi SmartPLS 4. Temuan penelitian mengindikasikan bahwa Perceived Organizational Support tidak memiliki dampak signifikan terhadap niat untuk berpindah pekerjaan, sedangkan kelelahan emosional berdampak positif dan signifikan terhadap niat tersebut. Selain itu, Affective Commitment memiliki pengaruh yang negatif dan signifikan terhadap niat untuk melakukan Job Hopping. Hasil uji mediasi menunjukkan bahwa Affective Commitment dapat memediasi pengaruh Perceived Organizational Support terhadap Job Hopping Intention, namun tidak dapat memediasi pengaruh Emotional Exhaustion terhadap Job Hopping Intention. Hasil penelitian ini menunjukkan bahwa pengelolaan kelelahan emosional dan peningkatan komitmen afektif melalui bantuan organisasi adalah elemen kunci dalam menurunkan kecenderungan job hopping di kalangan karyawan Generasi Z.
Perceived Leadership Communication, Interpersonal Justice, and Job Performance: The Mediating Role of Trust in Leader Mise Audina; Asep Gunawan; Risdianto Risdianto
Greenation International Journal of Tourism and Management Vol. 4 No. 2 (2026): (GIJTM) Greenation International Journal of Tourism and Management (June - Augu
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijtm.v4i2.1097

Abstract

The variable order fulfillment accuracy of an iron and steel industry illustrates the difficulties in sustaining employee performance under a challenging work environment. This study, grounded in social exchange theory, investigates the impact of perceived leadership communication and interpersonal justice on work performance, with trust in the leader serving as a mediating variable. A quantitative methodology was utilized, employing census sampling with a cohort of 150 employees. Data were examined utilizing structural equation modeling. The findings demonstrate that perceived leadership communication substantially influences work performance and trust in the leader. Trust in leadership significantly influences work performance and mediates the link between perceived leadership communication and job performance. Nonetheless, interpersonal justice does not substantially influence work performance or trust in leadership, whether directly or indirectly. The findings indicate that effective leadership communication cultivates employee trust, thereby improving work performance. Consequently, firms want to enhance leadership communication strategies to foster trust and elevate employee performance inside the manufacturing industry.
The Influence of Self-Efficacy and Work–Life Balance on Employee Performance: The Mediating Role of Job Satisfaction Ziputri Srilanda; Asep Gunawan; Harry Safari Margapradja
Journal of Educational Management Research Vol. 5 No. 4 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i4.2747

Abstract

This study aims to examine the effects of self-efficacy and work–life balance on employee performance, with job satisfaction serving as a mediating variable. A quantitative research design employing a survey method was adopted. Data were collected using a structured Likert-scale questionnaire from 209 employees and analyzed through Structural Equation Modeling–Partial Least Squares (SEM-PLS) using SmartPLS. The findings demonstrate that self-efficacy and work–life balance have positive and significant effects on job satisfaction. In addition, job satisfaction positively and significantly influences employee performance. The mediation analysis further confirms that job satisfaction significantly mediates the relationships between self-efficacy, work–life balance, and employee performance, indicating that employees with greater confidence in their abilities and a healthier balance between work and personal life tend to experience higher job satisfaction, which subsequently enhances their performance. These findings highlight the importance of fostering employees’ psychological resources and promoting supportive work environments to strengthen organizational outcomes. The study contributes to the human resource management literature by providing empirical evidence on the mechanism linking individual and organizational factors to employee performance and offers practical implications for designing effective strategies to improve employee well-being, satisfaction, and sustainable organizational performance.
THE INFLUENCE OF PERCEIVED SUPERVISOR SUPPORT AND EMPLOYEE ENGAGEMENT ON EMPLOYEE PERFORMANCE: (THE MEDIATING ROLE OF JOB SATISFACTION AT PT XYZ) Salsabila Azzahro; Asep Gunawan; Risdianto Risdianto
Jurnal Maneksi Vol. 15 No. 3 (2026): Jurnal Maneksi (Management Ekonomi Dan Akuntansi)
Publisher : Politeknik Negeri Ambon

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31959/jm.v15i3.4034

Abstract

Introduction: Employee performance has become an urgent concern for textile manufacturers in Indonesia as competitive pressures intensify, with this concern centred on three interrelated factors: how supervisors are perceived to support staff, how engaged employees feel, and how satisfied they are with their jobs. However, the psychological chain linking these factors has not received adequate empirical attention—particularly the role of job satisfaction as a bridge between them.Methods: A quantitative approach was adopted, utilising survey responses from 278 employees at PT XYZ who had a minimum of two years of service and were chosen purposively from a total workforce of 1,202. The study employed Partial Least Squares Structural Equation Modelling (PLS-SEM) to evaluate the proposed conceptual framework.Result: When supervisor support and employee engagement are present together, there is a notable rise in job satisfaction. This heightened satisfaction is the main pathway through which supervisor support and engagement enhance employee performance. Findings from this study confirm that all three variables—supervisor support, engagement, and satisfaction—exert a meaningful and substantial influence on how well employees perform in their roles.Concluding remarks and recommendations: The findings suggest that increasing supervisor support, fostering greater employee engagement, and improving job satisfaction are key strategies for boosting employee performance. Future studies are encouraged to examine additional organisational and psychological factors or use longitudinal research designs to gain deeper insights into employee performance, particularly in labour-intensive industries. Keywords: Employee engagement, Employee performance, Job satisfaction, Perceived supervisor support, PLS-SEM
Ingratiation, Perceived Similarity Effects on Job Performance: The Mediating Role of Leader-Member Exchange Firda Hasana; Asep Gunawan; Risdianto Risdianto
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 5 No. 6: September 2026
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v5i6.18520

Abstract

The metal business encounters significant market competition, compelling manufacturing companies to enhance human resource management to ensure consistent job performance. This study, based on Social Exchange Theory (SET), seeks to investigate the impact of Ingratiation and Perceived Similarity on Job Performance, with Leader-Member Exchange (LMX) serving as a mediating variable at PT. XYZ Indonesia. This study used a quantitative methodology to examine data from a saturated sample of 150 employees via the PLS-SEM technique through SmartPLS 4.0 software. The findings demonstrate that Ingratiation and LMX have significant and positive direct impacts on Job Performance. Conversely, Perceived Similarity does not directly influence Job Performance. LMX significantly mediates effects of both Ingratiation and Perceived Similarity on Job Performance. The integrated model effectively accounts for 72.7% of the variance in employee performance. The findings indicate that within the SET framework, cultivating high-quality supervisor-subordinate relationships is essential for enhancing workplace task productivity.
BENEVOLENT LEADERSHIP AND RESILIENCE IN DRIVING INNOVATIVE WORK BEHAVIOR: ROLE OF AN INNOVATIVE CLIMATE Asep Gunawan; Siti Gartini; Dadang Priyono
Jurnal Riset Bisnis dan Manajemen Vol. 19 No. 1 (2026): February Edition
Publisher : Faculty of Economic and Business, University of Pasundan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23969/jrbm.v19i1.34213

Abstract

Innovation is essential for maintaining competitiveness in Indonesia's swiftly changing smartphone sector. Drawing on Social Exchange Theory (SET) and Conservation of Resources (COR) Theory, this study examines how benevolent leadership and employee resilience relate to innovative work behavior (IWB), with innovative climate conceptualized as a boundary condition. Using PLS-SEM on survey data from 221 employees of PT. Zhi Sheng Indonesia, the findings show that benevolent leadership and employee resilience do not exert significant direct effects on IWB. Instead, an innovative climate is positively associated with IWB and significantly moderates the relationship between benevolent leadership and innovative work behavior. These results indicate that benevolent leadership contributes to innovation primarily when embedded in an innovation-supportive climate that legitimizes experimentation and reduces perceived risk. The study extends SET and COR by demonstrating that relational and personal resources are necessary but insufficient for innovation without contextual activation.
WHAT DRIVES EMPLOYEE PERFORMANCE IN THE TEXTILE MANUFACTURING INDUSTRY? THE ROLES OF PERCEIVED SUPERVISOR SUPPORT, ORGANIZATIONAL COMMUNICATION, AND JOB SATISFACTION: EVIDENCE FROM PT XYZ, INDONESIA Ita Setiawati; Asep Gunawan; Risdianto Risdianto
Jurnal Maneksi Vol. 15 No. 3 (2026): Jurnal Maneksi (Management Ekonomi Dan Akuntansi)
Publisher : Politeknik Negeri Ambon

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31959/jm.v15i3.4050

Abstract

Introduction: Improving employee performance has become a strategic priority for organizations, particularly in the textile manufacturing industry where operational success depends heavily on workforce effectiveness. This study investigates the effects of perceived supervisor support and organizational communication on employee performance, with job satisfaction serving as a mediating variable at PT XYZ.Methods: Improving employee performance has become a strategic priority for organizations, particularly in the textile manufacturing industry, where operational success depends heavily on workforce effectiveness. This study investigates the effects of perceived supervisor support and organizational communication on employee performance, with job satisfaction serving as a mediating variable at PT XYZ.Results: The findings reveal that organizational communication has a significant positive effect on both job satisfaction and employee performance. Job satisfaction also has a significant positive effect on employee performance and mediates the relationship between organizational communication and employee performance. However, perceived supervisor support has no significant direct or indirect effect on employee performance.Conclusion and suggestion: The findings demonstrate that organizational communication plays a pivotal role in enhancing employee performance through the mediating effect of job satisfaction, whereas perceived supervisor support does not exhibit a significant influence. These findings provide practical insights for managers in the textile manufacturing industry to prioritize effective communication strategies and initiatives that foster employee job satisfaction, thereby supporting sustainable organizational performance. Keywords: Employee Performance; Job Satisfaction; Organizational Communication; Perceived Supervisor Support; PLS-SEM
Co-Authors Akbar, Nanda Hikmal Alfiyah Alfiyah Anandita, Sylvia Andre Yani, Selvia Dadang Priyono Dadang Priyono Devi Yuliananda Eka Frasani, Oktaviany Febriyansyah, Hevy Firda Hasana Fitri, Mutiara Eka Harry Safari Margapradja Harry Safary Margapradja Hevy Febriyansyah Hevy Febriyansyah Ita Setiawati Jaya, Suhana Minah Jufri, Ali Luthfiyah Azizah Azmi Mise Audina Nafisa Aliya Putri Nazofah Heriad, Resinta Nurhawaeny, Endah Nurwidiyanti, Nurwidiyanti Pebi Kurniawan Permatasari, Hartanti Priyono , Dadang Priyono, Dadang Rendito Deanova Dwiputra Risdianto Risdianto Risdianto Risdianto Robiah Azzahra Sahara Salsabila Azzahro Setiyawan, Achmad Irvan Shinta Rosaindah Utami Siti Gartini Suci Indahwati Sucipto Sucipto Suprihatin, Dina Triyo Meilyan Jana Ulfa’i, Ulia Ulfai Ulfai Yusuf Safari Ziputri Srilanda