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All Journal Jurnal Minds: Manajemen Ide dan Inspirasi Equilibrium Jurnal Tirtayasa Ekonomika (Tirtayasa Economica Journal) Journal of Management and Business Review Jurnal Akuntansi dan Pajak Asia-Pacific Management and Business Application Syntax Literate: Jurnal Ilmiah Indonesia Indonesian Journal of Strategic Management Empowerment : Jurnal Pengabdian Masyarakat JURISMA: Jurnal Riset Bisnis & Manajemen EconBank : Journal Economics and Banking International Journal of Economics, Business and Accounting Research (IJEBAR) BERNAS: Jurnal Pengabdian Kepada Masyarakat jurnal syntax admiration Entrepreneur : Jurnal Bisnis Manajemen dan Kewirausahaan JURNAL ILMIAH GLOBAL EDUCATION International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Indonesian Collaboration Journal of Community Services (ICJCS) Indonesian Journal of Multidisciplinary Science Journal of Social Research Edunity: Kajian Ilmu Sosial dan Pendidikan Journal of Social Science International Journal of Management and Business Economics Jurnal Ekonomi, Teknologi dan Bisnis DIGIBE: Digital Business and Entrepreneurship Journal Indonesian Journal of Strategic Management (IJSM)
Lili Karmela Fitriani
Universitas Kuningan
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ANALYSIS OF THE EFFECT OF JOB BURNOUT AND ORGANIZATIONAL COMMITMENT TO EMPLOYEE PERFORMANCE MEDIATED BY CYBERLOAFING BEHAVIOR Ramdani Ramdani; Dikdik Harjadi; Lili Karmela Fitriani; Dede Djuniardi; Odang Supriatna
Journal of Social Research Vol. 3 No. 2 (2024): Journal of Social Research
Publisher : International Journal Labs

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Abstract

This research aims to determine and analyze job burnout on employee performance; to determine and analyze organizational commitment to employee performance; to find out and analyze job burnout regarding cyberloafing; to determine and analyze organizational commitment to cyberloafing; to find out and analyze cyberloafing on employee performance; to find out and analyze cyberloafing mediating the relationship between job burnout and employee performance; to find out and analyze cyberloafing mediating the relationship between organizational commitment and employee performance. The research approach used by researchers in this research is a quantitative approach with descriptive and verification methods to prove the research hypothesis. The population used is all staff as total of 112 employees of PT. Shou Fong Lastindo. The sampling technique uses convenience sampling. Convenience sampling is a collection of information from members of the population that is easy to obtain and is able to provide that information. The analysis tool used is SEM-PLS. The research results show that there is a negative influence of job burnout on employee performance; there is a positive influence of organizational commitment on employee performance; there is a positive influence of job burnout on cyberloafing; there is a positive influence of organizational commitment on cyberloafing; there is a positive influence of cyberloafing on employee performance; cyberloafing mediates the effect of job burnout on employee performance; cyberloafing mediates the influence of organizational commitment on employee performance.
Purchase Decisions: The Mediating Role Of Brand Image And Moderating Role Of Consumer References In Yamaha's At-LPM Segment In West Java Eko Wahono; Lili Karmela Fitriani; Odang Supriatna
International Journal of Management and Business Economics Vol. 4 No. 3 (2026): June
Publisher : CV Putra Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58540/ijmebe.v4i3.1669

Abstract

Intensifying competition in Indonesia's Automatic Low Premium Model (AT-LPM) motorcycle segment—where Honda's BeAT has consistently outsold Yamaha's Gear—has prompted strategic imperatives around digital engagement and customer relationship management. This study examines how digital marketing and relationship marketing shape consumer purchase decisions, mediated by brand image and moderated by consumer references, among Yamaha AT-LPM consumers at Arista Yamaha dealerships across West Java. A quantitative survey design was employed, with data gathered from 265 respondents selected via proportional probability sampling based on Slovin's formula (e = 5%). Structured questionnaires on a five-point Likert scale operationalized five latent constructs. Structural Equation Modeling–Partial Least Squares (SEM-PLS) via SmartPLS 4, with 5,000-resample bootstrapping, was used for hypothesis testing. Outer model results confirmed adequate convergent validity (AVE > 0.50), composite reliability (CR > 0.70), and discriminant validity (HTMT < 0.85). Inner model results show: digital marketing positively affects brand image (β = 0.512; t = 8.393; p < 0.001) and purchase decisions (β = 0.214; t = 3.963; p < 0.001); relationship marketing positively affects brand image (β = 0.401; t = 6.365; p < 0.001) and purchase decisions (β = 0.289; t = 4.898; p < 0.001); brand image significantly influences purchase decisions (β = 0.421; t = 6.284; p < 0.001) and fully mediates the paths from both digital marketing (indirect β = 0.215; p = 0.002) and relationship marketing (indirect β = 0.169; p = 0.004); and consumer references positively moderate the brand image–purchase decision relationship (β = 0.167; t = 3.408; p < 0.001). The R² for brand image is 0.614 and for purchase decisions is 0.721. These findings offer actionable guidance for Yamaha and its dealer networks to strengthen digital presence, cultivate relational bonds, and leverage social proof to elevate purchase conversion.
Abusive Supervision, Job Stress, and Cyberloafing in Hospital Settings: The Mediating Role of Job Stress and Moderating Role of Self-Control Deni Sugandi; Lili Karmela Fitriani; Yanneri Elfa Kiswara Rahmantya
International Journal of Management and Business Economics Vol. 4 No. 3 (2026): June
Publisher : CV Putra Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58540/ijmebe.v4i3.1704

Abstract

Cyberloafing the non-work-related personal use of organizational internet resources during working hours poses a particularly consequential threat in healthcare settings, where service quality and patient safety depend critically on sustained employee attention. This study examines an integrated moderated-mediation model in which abusive supervision predicts cyberloafing both directly and through the intermediary mechanism of job stress, with self-control serving as a boundary-condition moderator of both stress-generating and stress-translating pathways. The study was conducted at RSUD Linggarjati and RSU El-Syifa in Kuningan Regency, West Java, Indonesia. A quantitative causal-verificative design was employed, with data gathered from 218 respondents (stratified proportional random sampling; Slovin formula, e = 5%) using closed-ended Likert-scale questionnaires. Structural Equation Modeling–Partial Least Squares (SEM-PLS) via SmartPLS 4 was used for hypothesis testing. Outer model evaluation confirmed satisfactory validity (all loadings ≥ 0.70; AVE ≥ 0.50; HTMT < 0.90) and reliability (CR ≥ 0.70; α ≥ 0.70). Inner model results reveal strong predictive performance: R² (cyberloafing) = 0.919; R² (job stress) = 0.512; SRMR = 0.045–0.046. Abusive supervision exerts significant positive direct effects on both cyberloafing (β = 0.274; p < 0.05) and job stress (β = 0.715; p < 0.05). Job stress significantly predicts cyberloafing (β = 0.861; p < 0.05) and partially mediates the abusive supervision–cyberloafing relationship. Self-control significantly moderates both the abusive supervision–job stress pathway and the job stress–cyberloafing pathway (negative interaction coefficients; both p < 0.05), buffering the escalation of stress under abusive leadership and curtailing the stress-to-cyberloafing translation. PLS-Predict confirms strong out-of-sample predictive relevance for all endogenous indicators. Findings advance theory at the intersection of Social Exchange Theory.
Hubungan Motivasi Kerja dan Kinerja Karyawan: Tinjauan Sistematis terhadap Penelitian Organisasi dan Manajemen Lili Karmela Fitriani; Nita Anggreyani; Jubelina Amaral Pinto
Edunity Kajian Ilmu Sosial dan Pendidikan Vol. 5 No. 1 (2026): Edunity: Social and Educational Studies
Publisher : PT Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/edunity.v5i1.529

Abstract

Perilaku dan kinerja karyawan di dalam sebuah organisasi banyak ditentukan oleh seberapa besar motivasi kerja yang mereka miliki. Berbagai kajian di ranah manajemen dan perilaku organisasi memperlihatkan keterkaitan antara tingkat motivasi dengan produktivitas, mutu hasil kerja, rasa keterikatan pada organisasi, hingga tercapainya sasaran perusahaan. Meski begitu, hasil-hasil penelitian mengenai apa saja yang mendorong motivasi serta bagaimana pengaruhnya terhadap kinerja masih beragam dan belum seragam. Di samping itu, sejauh ini belum banyak upaya menyatukan temuan riset dari konteks organisasi di Indonesia maupun mancanegara ke dalam satu tinjauan yang utuh. Bertolak dari kesenjangan tersebut, artikel ini menyusun tinjauan sistematis atas sejumlah riset yang mengangkat keterkaitan motivasi kerja dengan kinerja karyawan dalam ranah manajemen dan organisasi. Pendekatan yang dipakai adalah Systematic Literature Review (SLR), dengan menelaah pustaka-pustaka relevan seputar motivasi kerja, pemicu-pemicunya, dan dampaknya bagi kinerja karyawan. Telaah ini mendapati bahwa motivasi kerja berkorelasi positif dengan kinerja karyawan, dan unsur-unsur seperti penghargaan, jenjang karier, kondisi lingkungan kerja, gaya kepemimpinan, serta keterlibatan karyawan terbukti mendorong naiknya motivasi. Sejumlah teori motivasi mulai dari Hierarki Kebutuhan Maslow, Dua Faktor Herzberg, Kebutuhan McClelland, Penetapan Tujuan, Keadilan, hingga Ekspektansi masih dipakai sebagai kerangka utama untuk menerangkan kaitan motivasi dan kinerja. Tinjauan ini melibatkan 25 artikel ilmiah terbitan 2015-2024. Temuannya menegaskan bahwa pengelolaan motivasi kerja yang tepat sasaran bisa menjadi strategi kunci bagi organisasi untuk mendongkrak kinerja karyawan sekaligus mencapai sasaran organisasi secara berkesinambungan.
Pengaruh Manajemen Konflik dan Negosiasi terhadap Komitmen Organisasi di Era Transformasi Digital: Tinjauan Literatur Sistematis Lili Karmela Fitriani; Imam Safei Muslim; Ginna Novarianti Dwi Putri Pramesti
Edunity Kajian Ilmu Sosial dan Pendidikan Vol. 5 No. 2 (2026): Edunity: Social and Educational Studies
Publisher : PT Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/edunity.v5i2.530

Abstract

Transformasi digital telah mengubah cara organisasi beroperasi, berkomunikasi, dan berkolaborasi, sekaligus meningkatkan potensi konflik akibat perubahan teknologi, pola kerja virtual, dan dinamika hubungan kerja yang semakin kompleks. Dalam kondisi tersebut, manajemen konflik dan negosiasi menjadi faktor penting yang dapat memengaruhi tingkat komitmen organisasi karyawan. Penelitian ini bertujuan untuk menganalisis dan mensintesis pengaruh manajemen konflik dan negosiasi terhadap komitmen organisasi dalam konteks transformasi digital. Penelitian menggunakan metode Systematic Literature Review (SLR) dengan mengacu pada pedoman PRISMA 2020. Data diperoleh dari artikel ilmiah yang terindeks pada Scopus, Web of Science, dan Google Scholar. Proses seleksi dilakukan melalui tahap identifikasi, penyaringan, penilaian kelayakan, dan sintesis terhadap 25 artikel yang memenuhi kriteria inklusi. Hasil penelitian menunjukkan bahwa manajemen konflik yang berorientasi kolaboratif berkontribusi positif terhadap peningkatan komitmen organisasi melalui penguatan kepercayaan, komunikasi terbuka, dan persepsi keadilan. Selain itu, strategi negosiasi integratif terbukti lebih efektif dibandingkan negosiasi distributif dalam membangun hubungan kerja yang berkelanjutan dan meningkatkan keterikatan karyawan terhadap organisasi. Transformasi digital juga berperan sebagai faktor kontekstual yang memoderasi hubungan tersebut melalui kematangan digital organisasi, literasi digital karyawan, dan pola kerja virtual. Temuan ini memberikan implikasi bagi pengembangan teori perilaku organisasi serta menjadi acuan praktis bagi pimpinan dan praktisi sumber daya manusia dalam mendukung keberhasilan transformasi digital. Orisinalitas penelitian terletak pada integrasi manajemen konflik, negosiasi, komitmen organisasi, dan transformasi digital dalam satu kerangka konseptual yang komprehensif.
Struktur Organisasi dan Budaya Organisasi sebagai Faktor Penentu Efektivitas Organisasi Nadia Dwi Yulianti; Lili Karmela Fitriani; Salsa Wulandari Pratama
Edunity Kajian Ilmu Sosial dan Pendidikan Vol. 5 No. 1 (2026): Edunity: Social and Educational Studies
Publisher : PT Publikasiku Academic Solution

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Abstract

Perubahan lingkungan bisnis, digitalisasi, dan tuntutan pemangku kepentingan mendorong organisasi menata ulang cara kerja, kewenangan, dan nilai yang mengarahkan perilaku anggota. Literatur organisasi umumnya mengkaji struktur dan budaya secara terpisah, sehingga belum menjelaskan mengapa struktur serupa dapat menghasilkan efektivitas berbeda pada organisasi dengan karakter budaya berbeda. Artikel ini bertujuan menganalisis bagaimana struktur organisasi memengaruhi efektivitas, bagaimana budaya organisasi membentuk perilaku dan hasil organisasi, serta dalam kondisi apa keselarasan keduanya memperkuat efektivitas organisasi. Penelitian menggunakan pendekatan kualitatif melalui kajian pustaka naratif-terstruktur atas buku, artikel jurnal terindeks, dan tinjauan sistematis, terutama terbitan 2019-2025 ditambah literatur fondasional untuk teori kontingensi dan budaya, dipilih berdasarkan relevansi, kebaruan, dan kredibilitas penerbit. Hasil kajian menunjukkan struktur yang jelas tetapi adaptif memperbaiki koordinasi, kecepatan keputusan, dan efisiensi, sedangkan budaya yang mendukung pembelajaran, kolaborasi, dan keselamatan psikologis meningkatkan komitmen serta inovasi. Efektivitas tertinggi muncul ketika struktur selaras dengan budaya, strategi, teknologi, ukuran, dan ketidakpastian lingkungan; ketidaksesuaian memunculkan silo, konflik peran, dan keterlambatan keputusan. Pada sektor perbankan dan pendidikan, transformasi digital menuntut desentralisasi terarah, tim lintas fungsi, dan budaya belajar berkelanjutan. Penelitian ini menawarkan kerangka integratif yang menempatkan komunikasi, kepemimpinan, pembelajaran, dan inovasi sebagai mekanisme penghubung struktur-budaya dan efektivitas, sekaligus dasar diagnostik bagi pimpinan merancang dan mengevaluasi perubahan struktural dan budaya.
Transformasi Kelompok Kerja Menjadi Tim Kerja Berkinerja Tinggi di Sektor Swasta dan Publik: Kajian Literatur Sistematis (Systematic Literature Review) Pirman Setiawan; Lili Karmela Fitriani; Rizco Sumarlin
Edunity Kajian Ilmu Sosial dan Pendidikan Vol. 5 No. 2 (2026): Edunity: Social and Educational Studies
Publisher : PT Publikasiku Academic Solution

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57096/edunity.v5i2.535

Abstract

Perubahan lingkungan bisnis yang dinamis menuntut organisasi di sektor swasta maupun publik untuk mengubah paradigma pengelolaan sumber daya manusia, dari basis kerja individual-kelompok menuju kerja tim yang bersinergi positif. Penelitian ini bertujuan untuk memetakan fondasi perilaku kelompok, menganalisis faktor penentu efektivitas tim kerja, serta membandingkan dinamika implementasinya di sektor swasta dan sektor publik menggunakan pendekatan Systematic Literature Review (SLR). Berdasarkan protokol PRISMA, sebanyak 15 jurnal bereputasi dari basis data Scopus, ScienceDirect, dan Google Scholar dari rentang waktu 2018–2026 dipilih dan diekstraksi secara sistematis. Hasil penelaahan menunjukkan bahwa kelompok kerja (work groups) di sektor publik sering kali mandek akibat kekakuan hierarki, konflik peran, dan tekanan konformitas, dengan salah satu studi kasus melaporkan hingga 70% satuan tugas lintas dinas gagal mencapai target akibat konflik peran. Sebaliknya, sektor swasta lebih adaptif dalam mentransformasikan kelompok menjadi tim kerja (work teams) yang efektif melalui pembentukan iklim kepercayaan psikologis (psychological safety) yang terbukti meningkatkan kapasitas inovasi tim hingga 45%, mitigasi kemalasan sosial (social loafing), serta pemanfaatan konflik tugas yang konstruktif. Penelitian ini merumuskan implikasi teoretis berupa penguatan Team Effectiveness Model dengan dimensi komparatif sektor, serta implikasi manajerial berupa rekomendasi restrukturisasi sistem insentif dan pembatasan ukuran tim antara 5–9 orang bagi tata kelola tim lintas fungsi di kedua sektor.
Mengelola Perubahan dan Manajemen Stres dalam Organisasi: Sebuah Kajian Literatur dalam Perspektif Perilaku Dan Budaya Organisasi Nia Aghniyatul Ilmi; Muhammad Naufal Harits; Eka Febrian Nugraha; Lili Karmela Fitriani
Jurnal Ekonomi, Teknologi dan Bisnis Vol. 5 No. 4 (2026): Jurnal Ekonomi, Teknologi dan Bisnis
Publisher : Al-Makki Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.57185/42n4sb79

Abstract

Perubahan organisasi merupakan fenomena yang tidak dapat dihindari akibat dinamika lingkungan bisnis yang terus berkembang, mulai dari perkembangan teknologi, pergeseran pasar, hingga tuntutan daya saing. Di sisi lain, proses perubahan kerap memunculkan tekanan psikologis atau stres kerja yang, apabila tidak dikelola dengan tepat, dapat menurunkan kinerja dan kesejahteraan karyawan. Penelitian ini bertujuan mengkaji secara konseptual keterkaitan antara manajemen perubahan dan manajemen stres dalam organisasi melalui pendekatan tinjauan literatur (literature review). Metode yang digunakan adalah deskriptif-kualitatif dengan menelaah berbagai sumber pustaka relevan, meliputi teori perubahan model Kurt Lewin, model delapan langkah John Kotter, serta konsep manajemen stres pada level individu dan organisasi. Hasil kajian menunjukkan bahwa keberhasilan implementasi perubahan sangat dipengaruhi oleh kemampuan pemimpin dalam mengomunikasikan visi secara jelas, melibatkan karyawan dalam proses perubahan, serta menyediakan pelatihan dan dukungan manajerial yang konsisten. Selain itu, stres kerja yang timbul akibat proses perubahan dapat diminimalkan melalui kombinasi strategi individu, seperti olahraga, manajemen waktu, dan istirahat yang cukup, dengan strategi organisasi, seperti penciptaan lingkungan kerja yang sehat, dukungan sosial, program kesejahteraan, dan fleksibilitas kerja. Kajian ini menyimpulkan bahwa organisasi yang mampu mengintegrasikan manajemen perubahan dengan manajemen stres secara simultan akan lebih siap membangun budaya organisasi yang adaptif, resilien, dan berkelanjutan.
ORGANIZATIONAL COMMUNICATION AS A FOUNDATION OF BUSINESS EFFECTIVENESS: A CONCEPTUAL REVIEW IN THE CONTEXT OF OFFLINE AND ONLINE MARKETING Lili Karmela Fitriani; Diar Mutiarawati; Derik Rizki Pangestu
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 6 No. 4 (2026): August
Publisher : CV. Radja Publika

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Abstract

Communication is a fundamental process that determines the success of coordination, motivation, and decision-making within organizations and business activities. This article conceptually examines the process, direction, media, barriers, and cross-cultural dimensions of organizational communication based on Robbins and Judge's framework, and relates them to marketing communication practices in offline and online business contexts. A descriptive-qualitative library research method was used, reviewing core organizational behavior literature alongside recent digital marketing journals. The findings show that the effectiveness of organizational communication is strongly influenced by the fit between channel richness and message ambiguity, an understanding of psychological and cultural barriers, and adaptability to digital channels in customer interaction. As a result, business actors, whether operating conventionally (offline) or through social media and e-commerce (online), need to design communication strategies aligned with audience characteristics and message nature to build productive working and customer relationships.
The Influence of Employee Engagement, Self-Efficacy, and Job Stress on Employee Performance with Transformational Leadership as a Moderating Variable among Regionally Owned Enterprises (BUMD) in Kuningan Regency Nenden Sugiharti; Lili Karmela Fitriani; Dede Djuniardi
IJSM Vol 9 No 2 (2026): Indonesia Journal of Strategic Management
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Kuningan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25134/2e6kfk69

Abstract

Human resources are a vital asset in achieving organizational goals, especially in Regionally-Owned Enterprises (BUMD). Declining employee performance in BUMDs remains a strategic issue. This study aims to analyze the effects of employee engagement, self-efficacy, and job stress on employee performance and examine the moderating role of transformational leadership. The study employed a quantitative approach with descriptive and verification methods involving 194 respondents using the Slovin technique from three BUMDs in Kuningan Regency (Bank Kuningan, PDAM Tirtakamuning, and PDAU). Data were collected through a semantic differential scale questionnaire and analyzed using Moderated Regression Analysis (MRA) with SPSS 27. The results indicate that: (1) Employee Engagement and Self-Efficacy have a positive and significant effect on Employee Performance; (2) Job Stress has a negative and significant effect on Employee Performance; (3) Transformational Leadership has a positive and significant effect on Employee Performance; (4) Transformational Leadership is able to moderate and strengthen the influence of Employee Engagement and Self-Efficacy on Employee Performance; (5) Transformational Leadership has not been proven to moderate the influence of Job Stress on Employee Performance. These findings indicate that although transformational leadership is effective in increasing motivation and self-confidence, structural interventions are needed to mitigate systemic job stress.
Co-Authors . Wachjuni ABID IBNU HUSEN Ade Nurhasanah Aini Nursyafaah Al-atsari, Zafar Shidiq Amir Hamzah Anastasya, Tyas Fitria Anidathi Layla Arief Surya Lesmana Asep Warman Cahyani, Aisyah Calipah, Ilah Dede Djuniardi Dede Djuniardi Dede Djuniardi Demi Paranita Rustandi Deni Sugandi Derik Rizki Pangestu Diar Mutiarawati Dikdik Harjadi Eka Febrian Nugraha Eko Wahono Eti Rusmiati Firdaus, Galih Adam Ginna Novarianti Dwi Putri Pramesti Harjadi, Dikdik Herma Wiharno Ihsan Ihsan Imam Safei Muslim Indra Lesmana Indriarto, Enricho Dwi Iqbal Arraniri Ivan Sofyan Jaenal Hak, Muhammad Rapi Jubelina Amaral Pinto Jumantini, Entin Kiswara, Yanneri Elfa Komarudin*, Munir Nur Komarudin, Munir Nur Linda Wulandari, Linda Miftah Aulia , Treza Mitha Fajri Fillanov Muhammad Naufal Harits Mustofa, Jeni Nadia Dwi Yulianti Nanda Nenden Sugiharti Nia Aghniyatul Ilmi Nina Yusiana Ningsih, Liya Nita Anggreyani Nok Ayu Permata Sari Nurhasanah, Ade Odang Supriatna Odang Supriatna Odang Supriatna Omar, Abdisamad Abdirahman Pirman Setiawan Putry, Aglin Tiara Rahmantya, Yanneri Elfa Kiswara Ramdan, Mohamad Ramdani Ramdani Regina Yusticia Firdaus RIO ANDRIYAT KRISDIAWAN Rizco Sumarlin Rois, Tatang Salsa Wulandari Pratama Sudiaatmaja, I. Putu Sukatin, Sukatin Taopik Mulyana Kuntara Tiar Abdan Hisbih Usti, Yessi Mariana Wachjuni Yanneri Elfa Kiswara Rahmantya