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All Journal Jurnal Siasat Bisnis Jurnal Manajemen Terapan dan Keuangan Jurnal Bahana Manajemen Pendidikan Jurnal Manajemen Bisnis Transformasi Jurnal Bisnis dan Manajemen JDM (Jurnal Dinamika Manajemen) JURNAL ILMIAH MANAJEMEN & BISNIS Jurnal Optimasi Sistem Industri EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis DERIVATIF Jurnal Ilmiah Ekonomi dan Bisnis Jurnal Mirai Management Journal of Accounting and Management Innovation JBMP (Jurnal Bisnis, Manajemen dan Perbankan) JURNAL MANAJEMEN MOTIVASI MBR (Management and Business Review) Journal of Economic, Bussines and Accounting (COSTING) EKONOMIS : Journal of Economics and Business Ganaya: Jurnal Ilmu Sosial dan Humaniora SEIKO : Journal of Management & Business NUSANTARA : Jurnal Ilmu Pengetahuan Sosial JURNAL MANAJEMEN (EDISI ELEKTRONIK) JURNAL NUSANTARA APLIKASI MANAJEMEN BISNIS Almana : Jurnal Manajemen dan Bisnis Jurnal Ilmiah Poli Bisnis BALANCE: Economic, Business, Management and Accounting Journal Ecobisma (Jurnal Ekonomi, Bisnis dan Manajemen) Dinasti International Journal of Education Management and Social Science Journal of Global Business and Management Review Revitalisasi : Jurnal Ilmu Manajemen International Journal of Economics Development Research (IJEDR) Prosiding National Conference for Community Service Project Jurnal Manajemen Bisnis Cakrawala Repositori Imwi Jurnal Pengabdian kepada Masyarakat Nusantara Yayasan Cita Cendikiawan Al Khwarizmi Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) Journal of Accounting and Management Innovation Wiga : Jurnal Penelitian Ilmu Ekonomi Journal Of Human And Education (JAHE) JURNAL ILMU MANAJEMEN SABURAI (JIMS) Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Journal of Business Studies and Management Review Mamangan Social Science Journal Journal of Public Representative and Society Provision International Journal of Management, Entrepreneurship, Social Science and Humanities (IJMESH) Jurnal Penelitian Ekonomi Manajemen dan Bisnis Room of Civil Society Development Jurnal Multidisiplin Sahombu Conference on Community Engagement Project (Concept) IIJSE Jurnal Ilmiah Bisnis dan Ekonomi Asia (Jibeka) International Journal of Business and Quality Research Asian Journal of Management, Entrepreneurship and Social Science Room of Civil Social Development Equilibrium Jurnal penelitian Pendidikan dan Ekonomi
Setyawan, Agustinus
Universitas Internasional Batam
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Enhancing Sustainable Performance via GHRM: Roles of Green Innovation and Organisational Culture in the Batam Hospitality Sector Ellen Wu; Agustinus Setyawan
Journal of Public Representative and Society Provision Vol. 6 No. 1 (2026): Journal of Public Representative and Society Provision
Publisher : Pusat Studi Pembangunan dan Pemberdayaan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55885/jprsp.v6i1.840

Abstract

The depletion of natural resources and the intensification of climate change have become pressing global challenges for sustainable development. This study examines how Green Human Resource Management (GHRM) influences sustainable performance in the hospitality sector of Batam, with green innovation and organizational culture serving as mediating factors. Using a quantitative approach and Partial Least Squares-Structural Equation Modeling (PLS-SEM), data were collected from 400 respondents working in hotels and resorts. The findings reveal that GHRM significantly enhances sustainable performance, primarily through the mediation of organizational culture and green innovation, with organizational culture emerging as the stronger mediator. These results emphasize the importance of integrating sustainability into human resource strategies to balance operational efficiency, environmental responsibility, and long-term success. Practically, hotels are encouraged to implement green training programs, incorporate environmental criteria into performance evaluations, and establish cross-functional teams to foster innovation and cultural change.
Enhancing Discipline and Reducing Employee Turnover Through PKWT Implementation and Digital Attendance Ellen Wu; Agustinus Setyawan
Jurnal Multidisiplin Sahombu Vol. 6 No. 01 (2026): Jurnal Multidisiplin Sahombu, January 2026
Publisher : Sean Institute

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Abstract

This study focuses on improving employee discipline and reducing turnover at Toko Citra, a retail MSME in Batam, through the implementation of Fixed-Term Employment Agreements (PKWT) and a digital attendance system. Prior to this project, Toko Citra faced several human resource management issues, including frequent employee turnover due to the absence of formal employment contracts and weak discipline control caused by a manual attendance system. These conditions made workforce management inefficient and disrupted daily operations. Data was collected through direct observation, interviews with the business owner, and documentation during the internship period. Based on the identified problems, PKWT documents were prepared for all employees in accordance with applicable labor regulations, and a digital attendance system using the Gajihub application was implemented. Employees were registered, introduced to the system, and assisted during the initial implementation stage. The results show that employee administration has become more structured and transparent. All employees are now officially bound by PKWT contracts, while the digital attendance system enables real-time monitoring and improves discipline. In the first month, employee attendance reached 87%, indicating positive changes in work discipline. Overall, the implementation of PKWT and digital attendance systems contributed to better workforce stability and supported the operational sustainability of Toko Citra.
From Likes to Loyalty: How Brand Image Translates Social Media Marketing into Lasting Customer Commitment in the Skincare Industry Hariati Hariati; Agustinus Setyawan; Muhammad Donal Mon
Jurnal Bisnis dan Manajemen Vol. 13 No. 1 (2026): Jurnal Bisnis dan Manajemen Volume 13 Nomor 1 Tahun 2026
Publisher : Jurnal Bisnis dan Manajemen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.26905/jbm.v13i1.16703

Abstract

This study investigates the influence of brand experience and social media marketing on brand loyalty, with a specific focus on the mediating role of brand image in the context of skincare product consumption in Batam City. Data were collected from 280 users of Garnier, Pond’s, and Skintific skincare products through a questionnaire employing a Likert scale. The research utilized a quantitative methodology with a non-probability sampling technique, and the data were analyzed using Partial Least Squares Structural Equation Modeling (SEM-PLS). The findings reveal that brand experience and social media marketing both exert a significant positive influence on brand image and brand loyalty. Furthermore, brand image demonstrates a significant positive effect on brand loyalty, highlighting its critical role in fostering long-term customer commitment. An analysis of the mediating effects indicates that brand image does not significantly mediate the relationship between brand experience and brand loyalty. However, it does act as a significant mediator in the relationship between social media marketing and brand loyalty. These results suggest that a powerful brand experience can directly cultivate customer loyalty without a primary dependence on brand image. Conversely, the effectiveness of social media marketing in enhancing brand loyalty is contingent upon the successful establishment of a favorable brand image.
Factors Influencing Organizational Resilience: Mediating Roles of Adaptive Culture and Learning: Faktor-Faktor yang Mempengaruhi Ketahanan Organisasi: Peran Perantara Budaya Adaptif dan Pembelajaran Esther Agustina; Alden Nelson; Agustinus Setyawan
JBMP (Jurnal Bisnis, Manajemen dan Perbankan) Vol. 11 No. 2 (2025): September
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/jbmp.v11i2.2153

Abstract

Digital Business Transformation is a crucial adaptation for organizations to remain competitive in the digital age. It involves leveraging digital tools and technologies to alter operations, customer interactions, and value delivery. This analysis aims to investigate the impact of digital business on organizational resilience, exploring the interplay between digital transformation, adaptive culture, frugal innovation, organizational learning, and organizational resilience. In order to investigate casual linkages, this study takes a quantitative method and gathers data using questionnaires, with a sample size of 295 respondents in a range of jobs within contracting organizations, the study focusses on contractors in Indonesia. This analysis result showing that the digital business transformation can enhance the organizational resilience by improving creativity, efficiency and the agility. Beside this, digital transformation also can boost all the job productivity with the frugal innovation which this can helping organization for adapting from sudden shocks of market volatility.  With the digital business transformation, a company can have the adaptive culture for the organizational resilience on the responding for internal and external changes where the company will have better anticipate further changes. Furthermore, digital transformation can facilitate cost-effective solutions and strategic planning for dealing with challenges for a company.
The role of employee engagement in the influence of compensation and leadership style on turnover intention in automotive companies Intan Bayduri; Setyawan, Agustinus
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.9001

Abstract

Employee turnover remains a critical challenge in the automotive industry. This study examines the effects of compensation and leadership style on turnover intention, with employee engagement as a mediating variable. Data were collected from 281 employees of automotive companies in Jakarta and analyzed using PLS-SEM. The results indicate that compensation and leadership style significantly enhance employee engagement, while employee engagement significantly reduces turnover intention. However, compensation and leadership style do not directly affect turnover intention. Employee engagement fully mediates both relationships. These findings highlight the importance of fostering employee engagement to strengthen retention and reduce turnover intention. Keywords: Compensation; Leadership Style; Employee Engagement; Turnover Intention; Automotive Industry; PLS-SEM
The Effect of Employee Background Fit on Employee Retention in the Manufacturing Industry Hisyam Pratama Islam; Muhammad Donal Mon; Agustinus Setyawan
Cakrawala Repositori IMWI 524-539
Publisher : Institut Manajemen Wiyata Indonesia & Asosiasi Peneliti Manajemen Indonesia

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Abstract

Employee retention remains a persistent challenge in the manufacturing sector, where high turnover rates can generate substantial costs and operational inefficiencies that undermine organizational performance. This study aimed to analyze the effect of employee background fit on employee retention while examining the mediating roles of compensation and job satisfaction in this relationship. Data were collected through online questionnaires distributed to 118 employees in technical specialist positions across various manufacturing companies. The proposed model was tested using partial least squares structural equation modeling (PLS-SEM) with SmartPLS 4, enabling the analysis of both direct and indirect effects. The findings showed that employee background fit did not have a significant direct effect on employee retention. However, it had a significant indirect effect through compensation, highlighting the important role of equitable remuneration in supporting retention. By contrast, job satisfaction did not significantly mediate the relationship between employee background fit and retention, suggesting that other workplace factors may play a more influential role in this context. These findings challenge the assumption that aligning employees’ expertise and backgrounds with job requirements is sufficient to ensure long-term retention. Instead, they indicate that compensation should be appropriately aligned with employees’ qualifications, expertise, and job demands to strengthen retention, particularly among highly skilled technical employees. The study provides practical implications for human resource practitioners in the manufacturing industry by emphasizing the importance of integrating equitable compensation policies with appropriate job placement to retain a skilled and committed workforce. By clarifying the relationship among employee background fit, compensation, job satisfaction, and retention, this study contributes to the literature on employee retention in industrial settings.
Organizational Culture as a Moderator in the Relationship Between Ethical Leadership, Ethical Culture, and Organizational Citizenship Behavior Muhammad Donal Mon; Dewi; Agustinus Setyawan
Almana : Jurnal Manajemen dan Bisnis Vol. 10 No. 2 (2026): August
Publisher : Bandung: Prodi Manajemen FE Universitas Langlangbuana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36555/almana.v10i2.3059

Abstract

Ethical leadership and ethical culture have been widely recognized as important factors in promoting organizational citizenship behavior. However, the contextual role of organizational culture in shaping these relationships remains insufficiently understood. This study examined the relationships among ethical leadership, ethical culture, organizational citizenship behavior, and the moderating role of organizational culture. A quantitative explanatory research design was adopted. Data were collected from 331 employees in Batam, the majority of whom were aged 18–27 years, using purposive sampling through an online questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicated that ethical leadership positively influenced ethical culture and organizational citizenship behavior, while ethical culture positively influenced organizational citizenship behavior. Organizational culture did not significantly moderate the relationship between ethical leadership and ethical culture. However, organizational culture significantly moderated the relationship between ethical culture and organizational citizenship behavior in an unexpected negative direction, indicating that the positive effect of ethical culture became weaker as organizational culture increased. These findings highlight the importance of ethical leadership in fostering ethical culture and encouraging organizational citizenship behavior while suggesting that the moderating role of organizational culture is more complex than originally hypothesized.
PERAN BUDAYA ORGANISASI DALAM PENGARUH KEPEMIMPINAN TRANSFORMASI DAN INOVASI ORGANISASI TERHADAP KINERJA ORGANISASI Eni Valentina; Agustinus Setyawan
EQUILIBRIUM: JURNAL PENELITIAN PENDIDIKAN DAN EKONOMI Vol. 22 No. 01 (2025): EQUILIBRIUM: Jurnal penelitian Pendidikan dan Ekonomi
Publisher : Department of Economic Education, Faculty of Teacher Training and Education, the University of Kuningan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25134/tqb1pp34

Abstract

This research investigates how transformational leadership and organizational innovation affect organizational performance, with organizational culture acting as a mediator. It explores the links between transformational leadership, innovation, culture, and performance within Batam's manufacturing sector, an area that has not been deeply studied. The study offers new insights by emphasizing the mediating role of organizational culture in boosting organizational change capacity and performance. It highlights how culture strengthens the relationship between leadership, innovation, and performance, stressing the role of an innovative culture in improving organizational efficiency. Using a quantitative method, the research samples 230 manufacturing workers in Batam, adhering to the sampling technique outlined by Hair et al. A correlational approach is applied to assess the connections between variables without manipulating them. The results reveal that organizational culture is crucial in mediating the impact of transformational leadership on innovation, underscoring its role in enhancing organizational performance and change capacity.
Peran Keterlibatan Pegawai Dalam Pengaruh Kenyamanan Lingkungan Kerja, Komunikasi Dan Manajemen Waktu Terhadap Kinerja Pegawai Di Lingkungan Pemerintah Provinsi Kepulauan Riau Eriza Novita; Agustinus Setyawan; Lily Sudhartio
Jurnal Nusantara Aplikasi Manajemen Bisnis Vol 10 No 1 (2025): Jurnal Nusantara Aplikasi Manajemen Bisnis
Publisher : UNIVERSITAS NUSANTARA PGRI KEDIRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29407/nusamba.v10i1.20504

Abstract

Research aim: This finding can provide a purpose for interpreting the determination of employee involvement in the influence of work environment comfort, communication, and time management on employee performance. Methode: This finding uses primary data. Respondents were selected by an accidental sampling technique, namely by giving questionnaires in the form of Google Forms to respondents and making them accessible to researchers based on predetermined criteria. Research Finding: The findings interpret that the workplace environment may have little impact on productivity but that effective communication and time management are likely to have wide-ranging benefits for the organization. Theoretical contribution: This research contributes to the human resource management literature by showing that time management and employee engagement significantly impact employee performance. The findings strengthen existing theories and offer a new perspective by integrating both concepts within the theoretical framework. By emphasizing the role of time management as a driver of employee engagement, this study provides deeper insights into the relationship between time management, engagement, and performance and opens up opportunities for further research in this area. Practitionel implication: Organizations should implement a structured and regular performance evaluation system to provide necessary employee feedback. In addition, training on time management and effective communication should be provided to enhance employee engagement. Establishing a comfortable working environment and a culture of open communication will encourage active employee participation. Monitoring and following up on employee satisfaction and implementing a reward system for outstanding employees are also critical. Organizations can improve employee performance and create a positive work culture with these measures. Research limitation: This research has several limitations. Among them, the research focuses only on the State’s Civil Apparatus in the Riau Islands Provincial Government, so the findings may not be generalizable to other sectors or locations. Then, the use of questionnaires as a data collection method may cause respondent bias, which may affect the accuracy of the results. Furthermore, this study did not consider other external factors that may affect employee performance, such as economic conditions or applicable government policies.
Organizational Culture as a Strategic Mechanism Linking HRM Practices, Transformational Leadership, and Organizational Performance Gladys Christiani; Agustinus Setyawan
Wiga : Jurnal Penelitian Ilmu Ekonomi Vol. 16 No. 1 (2026): March 2026
Publisher : Institut Teknologi dan Bisnis Widya Gama Lumajang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30741/wiga.v16i1.1510

Abstract

Manufacturing is a key sector that supports sustainability across other sectors. The performance of manufacturing companies in Batam cannot be separated from the performance of their employees. Employee performance is also influenced by various factors, both internal and external to the Company. The main objective of this research is to scientifically examine the extent to which Organizational Culture, HRM Practices, and Transformational Leadership influence employee training and work discipline toward performance in management. This study employed a quantitative methodology and surveyed manufacturing companies in Batam. Manufacturing: Respondents in this study were 600 employees working in the manufacturing sector in Batam City. The study employs a quantitative design, collecting data from respondents via questionnaires distributed via Google Forms. The number of samples used was 600. The data were processed using SmartPLS 3, and the results indicate that HRM Practices and transformational leadership have a significant positive effect on organizational performance. HRM Practices and transformational leadership are mediated by organizational culture, which has a significant positive effect on organizational performance, as evidenced by employee performance.
Co-Authors Agatha, Jennifer Agnes Triyanti Agriffina, Joicelyn Agus Tamrin Reni Alden Nelson Alden Neslon Alex Alex Alfred Joven Ali Musana Aliandrina, Dessy Anderson, Joenes Andre Steven .H Angeline angeline Angellia Angellia Annalin Annalin Annalin Arianto, Hepy Hefri Aris, Hardianto Ariyanto, Hepy Hefri Aryana, Sarah Asnil Fauzi Badra Maitri Bukti Rantau Chandra, Budi Charina Prili Yolanda Ayri Charmaine Charmaine Christini, Julia Cindy Chou Cindy Hartono Clarissa, Felicia Darvin, Darvin Delicia Olivian Della Jane Wijaya Devita Revyani Dewi Diamend Tino Sembiring Donal Mon, Muhammad Edvan Suwandi Ellen Wu Ellen Wu Eni Valentina Eric Marthino Eriza Novita Eriza Novita Esther Agustina Fahira, Andriani Febrian Hermawan Fenny Fenny Ferdinand Nainggolan Fion Jennifer Gilang Bagus Fadlan Gladys Christiani Goh, Joan Golan Hasan, Golan Hariati Hariati Hartuti Helen Febriana Helen Irawan Hermawan, Febrian Hisham, Muhammad Rivaldy Hisyam Pratama Islam Husna Leila Yusran Indah Mawarni Intan Bayduri Irma Rahayu Irvan Kurniawan Ivone, Ivone Jason Andrian Jeffrey Andrian Jerry, Jerry Jeslyn, Jeslyn Jevie Lim Jhonny Se Joan Goh Joven, Alfred Jovianto Jovianto Kelly Kelly Kelly Kelly Kelly tan Kendri Setiawan Kenny Kenny Kenny Kenny Kurniawaty, Dewi Laulita, Nasar Buntu Lie, Wynne Lily Purwianti Lim, Jevie Lim, Vera Edelia Liora Madya Elviranita Telaumbanua Lo, Mischelle Marthino, Eric Melinda, Rieza Mellinda Vellin Mischelle Lo Mon, Muhammad Donal Muhamad Aidil Basri Muhammad Fadliansyah Nadhira Alya Wazdy Nainggolan, Ferdinand Navelina Navelina Nelson , Alden Nelson, Alden Olivia, Devrina Prabowo, Muhammad Ilham Putro Prabu Ranto Prihatno Aji Princessa tan Widiana Purba, Laiden Ellenbin Putra, Edy Yulianto Putra, Herman Eka Putri, Aprilia Putry Surya Sri Rahayu Ratih Anggraini, Ratih Renalbi, Renalbi Rieza Melinda Riny Mariany Ronny Firdiansyah Arief Saharuddin Sandra, Novi Santa Yusuf Sari Wahyuni, Lily Sudhartio, Sebastian, Sebastian Sella Angeline Sentoso, Antony Setiawan, Kendri Sharon Shintia, Yuliana Siti Rohani Stefy Stefy Suryo Pramono Liegestu Tan, Cristina Tan, Ricky Tandeas, Fiona Tiffany Lim Tina, Tina Tino Sembiring, Diamend Verina Verina Vincentius Junior Samudra Vivianti, Weni Wahyu Satriyo Wicaksono Wazdy, Nadhira Alya Wildani, Lilian Nurul Winarno, Claudio E Yolanda Masnita Yuki, Narumi Yuliana Shintia Yunita, Mira Yuswardi yuswardi, Yuswardi