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All Journal Jurnal Manajemen Pendidikan Indonesian Journal of Business Analytics (IJBA) IIJSE Management Analysis Journal
Muhamad Alwi
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Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Social Sciences

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PENGARUH REWARD DAN KEPUASAN KERJA TERHADAP KOMITMEN ORGANISASI KEPALA MADRASAH IBTIDAIYAH SWASTA DI JAKARTA TIMUR Muhamad Alwi
Jurnal Manajemen Pendidikan Vol 4 No 1 (2013): Jurnal Manajemen Pendidikan Volume 4 Nomor 1 Juli 2013
Publisher : Universitas Negeri Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (254.873 KB) | DOI: 10.21009/jmp.v4i1.2421

Abstract

The objective of this research is to obtain information concerning effect of reward, and job satisfaction on organizational commitment. The research was carried out by means of survey in East Jakarta, involving 88 principal as respondents who are selected through simple random sampling. This research finding are (1) there is a direct effect reward on organizational commitment. (2) there is a direct effect of reward on job satisfaction. (3) there is a direct effect of job satisfaction on organizational commitment. Therefore, the variation of principal's performance are effected by the variation of reward, variation of job satisfaction, and others variation.
The Effect of Workload and Worklife Balance on Employee Performance Muhammad Rafly Revanza; Maria Ulpah; Dharliana Hardjowikarto; Muhamad Alwi
Indonesian Journal of Business Analytics Vol. 5 No. 3 (2025): June 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v5i3.14354

Abstract

The purpose of this study is to determine the extent to which workload and work-life balance influence employee performance at PDAM Tirta Kamuning. This research adopts a quantitative approach with a correlational design aimed at explaining the relationships between variables and predicting outcomes. The sample consisted of 57 respondents, with data collected through questionnaires. The results of multiple regression analysis indicate a significant influence of Workload (X1) and Work-Life Balance (X2) on Employee Performance (Y), accounting for 21.6% of the variance. The overall conclusion and implications of the study highlight the importance of organizational commitment in addressing work-family conflict and turnover intention. The findings also show that organizational commitment serves as a mediator in the relationship between turnover intention and work-family conflict, where the majority of employees are affected by these factors, although a small portion are influenced by other factors beyond the scope of this study. Furthermore, workload was found to have a significant positive effect on employee performance, indicating that employees perceive their workload as manageable, aligned with their capabilities, and supported by sufficient time to complete tasks. Likewise, work-life balance also significantly and positively affects performance, suggesting that maintaining balance between work and personal life enhances employee productivity and effectiveness.
The Effect of Work-Family Conflict on Turnover Intention with Organizational Commitment as a Mediating Variable in Employees Rama Retno Handyka; Pricilia Maharani Eppang; Muhamad Alwi
Indonesian Journal of Business Analytics Vol. 5 No. 3 (2025): June 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijba.v5i3.14357

Abstract

This research seeks to examine the extent to which work-family conflict affects turnover intention, with organizational commitment serving as a mediating variable, at PT. Kharisma Indah Bestari Sampoerna. A quantitative approach with a correlational design was employed to explore the relationships between variables and predict outcomes. The study involved 99 respondents, and data were gathered through questionnaires. Findings from a simple linear regression analysis demonstrated a significant effect of 5.3% from Work-Family Conflict (X) on Organizational Commitment (Z). Additionally, multiple linear regression analysis showed a significant relationship between Work-Family Conflict (X) and Turnover Intention (Y), as well as between Work-Family Conflict (X) and Organizational Commitment (Z) on Turnover Intention (Y), with an influence rate of 39.6%. The study concludes that organizational commitment plays a crucial role in mitigating the impact of work-family conflict on turnover intention. It also suggests that organizational commitment mediates the relationship with turnover intention, with most employees being influenced by this factor, although a small portion is affected by variables not covered in this research.
Driving Excellence through Person-Organization Fit: How Organizational Culture and Job Satisfaction Shape Employee Performance at Hotel & Convention in Cirebon Adam Tegar Alam; Damar Adanan Setiawan; Muhamad Alwi
Management Analysis Journal Vol. 14 No. 2 (2025): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v14i2.23594

Abstract

The aim of this research is to re-examine the relationship between organizational culture and employee performance through job satisfaction as a mediating variable. The hospitality industry in Indonesia, with its significant contribution to the economy, faces challenges in improving hotel performance, particularly reflected in the decline in revenue, as experienced by Hotel & Convention XYZ in Cirebon. This study also attempts to use the Person-Organization Fit (P-O Fit) theory as the theoretical foundation to analyze the relationships among the research variables. This study employs a quantitative-explanatory approach with a census sampling technique, involving 166 employees of Hotel & Convention XYZ in Cirebon who have worked for more than one year. Data was collected through a Likert scale 1-5 based questionnaire. The collected data was then analyzed using the SEM-PLS analysis method through the SmartPLS 4 application. The results of the study indicate that an organizational culture that is well internalized can improve overall employee performance. The study also shows that job satisfaction plays a partial mediating role, making it a potential strategic alternative for companies to improve employee performance, particularly in the hospitality industry.
Green HRM and Employee Eco-Consciousness: Exploring the Mediating and Moderating Factors in Sustainability Behavior Euis Sri Rahayu; Moh. Adrian; Muhamad Alwi
Management Analysis Journal Vol. 14 No. 2 (2025): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v14i2.23603

Abstract

This study aims to analyze the impact of Green Human Resource Management (GHRM) on Employee Green Behavior (EGB), mediated by Green Work Engagement (GWE) and moderated by Individual Green Values. GHRM plays a crucial role in encouraging employees to engage in environmentally friendly practices, yet its impact on EGB is not always consistent. Using a quantitative-explanatory approach, data were collected through questionnaires with a Likert scale distributed to 66 employees involved in sustainability programs at the resort. The results of this study indicate that GHRM and GWE can influence the EGB, GWE can mediates the relationship between GHRM and EGB, IGV can moderates the relationship between GHRM and EGB. Future studies are encouraged to examine the role of employee ambidexterity as a moderating factor in the relationship between GHRM and GWE on EGB. Moreover, it is recommended that future research adopts a longitudinal design and a mixed-methods approach to provide more in-depth insights into employee environmental behavior.
Enhancing a Better Job Performance through Work-Life Balance: Mediating-Moderating Effect of Employee Engagement and Affective Commitment Miftahudin, Adi; Maulidiah, Syifa; Muhamad Alwi
Management Analysis Journal Vol. 14 No. 2 (2025): Management Analysis Journal
Publisher : Universitas Negeri Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15294/maj.v14i2.24492

Abstract

The Indonesian shipbuilding industry, contributing approximately 4% to the national GDP, faces significant operational challenges, impacting its projected growth targets for 2025. This study investigates the mediating roles of employee engagement and the moderating role of affective commitment in linking work-life balance to job performance. Using a quantitative-explanatory approach, a survey was conducted with 173 employees of PT. Kodja Bahari, analyzing data via Structural Equation Modeling - Partial Least Squares (SEM-PLS). The research at PT. Kodja Bahari found that work-life balance (WLB) significantly impacts job performance (JP), with employee engagement (EE) acting as a mediator between them. Affective commitment (AC) also plays a role, strengthening the relationship between WLB, EE, and JP. To improve job performance, PT. Kodja Bahari should adopt more flexible work policies, such as adjustable working hours and remote work options. The company should invest in training programs to enhance employees' skills and foster stronger emotional attachment to the company through recognition and rewards. However, the study's results are limited to one company, so future research should involve multiple companies and additional statistical methods for more comprehensive, as well as applying a longitudinal design.
The Effect of Leadership Style and Work Motivation on the Performance of Islamic Boarding School Employees Annisa Nurul Bariroh; Kamila Syahra Maulida; Muhamad Alwi
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 2 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i2.6438

Abstract

This study seeks to determine how employee performance at Pesantren Al Ishlah Tajug is influenced by leadership style and work motivation. Descriptive correlation research using quantitative techniques is the methodology used in this study. All 30 employees of Pesantren Al Ishlah Tajug constituted the study population, which was selected using a direct random sampling technique. Employee performance, work motivation, and leadership style questionnaires provided the data. Multiple linear regression analysis is the method used to analyze the data in this study. Based on the results of Multiple Linear Regression analysis with t-test and F-test, this study concluded that employee performance is influenced by leadership style in the Al Ishlah Tajug Islamic Boarding School environment. Work motivation affects the performance of employees of Al Ishlah Tajug Islamic Boarding School. Work motivation and leadership style affect the performance of employees of Al Ishlah Tajug Islamic Boarding School. Leadership style and work motivation affect the performance of staff at Al Ishlah Tajug Islamic Boarding School by 57.4%.
The Effect of Employee Engagement and Leadership Style on the Performance of Gen Z Employees in Cirebon City with Innovative Behavior as a Mediation Intan Permatasari; Muhamad Fadil Supriatna; Muhamad Alwi
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.v9i1.7077

Abstract

This study aims to analyze the role of Innovation Behavior in mediating the influence of Employee Engagement and Leadership Style on the performance of Generation Z employees in the city of Cirebon. This is a quantitative study using Partial Least Square (PLS) testing based on Structural Equation Modeling (SEM) and primary data. The population of this study is Generation Z employees in Cirebon, with a sample of 100 Generation Z employees selected through Purposive Sampling. Data was obtained by distributing questionnaires online. Based on the results of the study, first, Employee Engagement has a negative but not significant effect on the performance of Generation Z employees. Second, Leadership Style has a positive but not significant effect on the performance of Generation Z employees. Third, Generation Z employees have a significant positive effect on the performance of Generation Z employees. Fourth, Employee Engagement has a significant positive effect on Innovation Behavior. Fifth, Leadership Style has a significant positive effect on Innovative Behavior. Sixth, Innovative Behavior has a significant positive effect in mediating Employee Engagement on Generation Z Employee Performance. Seventh, Innovative Behavior has a positive but not significant effect in mediating Leadership Style on Generation Z Employee Performance. This study indicates that by paying attention to and providing work interest along with leadership that adapts to each employee's generation, it can encourage innovative behavior to enhance their performance.
Co-Authors Adam Tegar Alam Annisa Nurul Bariroh Damar Adanan Setiawan Dharliana Hardjowikarto Euis Sri Rahayu Intan Permatasari Kamila Syahra Maulida Maria Ulpah Maulidiah, Syifa Miftahudin, Adi Moh. Adrian Muhamad Fadil Supriatna Muhammad Rafly Revanza Pricilia Maharani Eppang Rama Retno Handyka