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Setyawan, Agustinus
Universitas Internasional Batam
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THE ROLE OF WORK COMMITMENT AS A MEDIATOR OF LEADERSHIP WORKPLACE MOTIVATION ON TEACHER ACHIEVEMENT AT SMP NEGRI KOTA BATAM Indah Mawarni; Ratih Anggraini; Agustinus Setyawan
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 4 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i1.2514

Abstract

Teachers at State Junior High Schools in Batam City, Riau Islands Province, have varying work ethics. The varying performance of teachers is caused by education, training and experience gained while working. The problem in State Junior High Schools in Batam City is the less than optimal achievement of teachers. Based on the problem, it is suspected that there are several influencing factors, namely leadership, work place, motivation and work commitment felt by teachers. This study aims to analyze the mediating role of work commitment in the influence of leadership, work place, motivation on teacher achievement. The study was conducted using a quantitative descriptive method and analyzed using Structural Equation Modelling-Partial Least Square (SEM-PLS). The data used in this study used primary data obtained from the answers of 125 respondents. The results of this study support the proposed hypothesis, namely: Leadership has a positive and significant effect on Work Commitment. Motivation has a positive and significant effect on Work Commitment. Work Place has a positive and significant effect on Work Commitment. Work Commitment has a positive and significant effect on Teacher achievement. Work Commitment can mediate the positive and significant influence between leadership variables, work place and motivation simultaneously on teacher achievement in SMP Negeri Batam City. The managerial implication of this study is that the role of work motivation needs to be considered more deeply to improve teacher achievement to accomplish the targeted goals, because this variable has a positive and significant influence both directly and indirectly.
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

Show Abstract | Download Original | Original Source | Check in Google Scholar

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.
The Role of Work Engagement as Mediator in Improving Organizational Performance in Manufacturing Companies Setyawan, Agustinus; Yuswardi, Yuswardi; Jerry, Jerry
Wiga : Jurnal Penelitian Ilmu Ekonomi Vol. 15 No. 2 (2025): September 2025
Publisher : Institut Teknologi dan Bisnis Widya Gama Lumajang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30741/wiga.v15i2.1461

Abstract

This study investigates the role of work engagement as a mediator in enhancing organizational performance, particularly within the manufacturing industry. Employing a quantitative research design, the researchers collected data through structured questionnaires distributed to employees across four leading manufacturing companies in Batam, Indonesia. The sample size comprised 300 valid respondents, determined based on the total questionnaire items multiplied by ten, aligning with established sampling formulas. To analyze the hypothesized relationships, the study utilized Partial Least Squares Structural Equation Modeling (PLS-SEM), following the procedural guidelines of Ghozali (2021) and Hair et al. (2019). The data underwent rigorous testing, including assessments of reliability, validity, and multicollinearity, before conducting hypothesis testing. The results confirmed that work engagement significantly mediates the effects of organizational innovation and talent management on organizational performance, with all mediation effects supported by high T-values (>1.96). Meanwhile, the influence of HR practices and knowledge management on performance through work engagement showed mixed results. Based on these findings, the research recommends that organizations formulate effective strategies to foster work engagement, thereby improving overall performance. The study contributes to the theoretical understanding of the mediating role of work engagement and offers practical insights for organizational leaders.
The Role of Organizational Innovation In The Influence of Organizational Learning and Transformational Leadership on Organizational Performance In The Digital Technology Industry Agustinus Setyawan; Yuliana Shintia; Alden Nelson
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 1 (2024): Dinasti International Journal of Education Management and Social Science (Octob
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i1.3447

Abstract

This study aims to determine the role of innovation in the influence of organizational learning and transformational leadership on organizational performance in the digital technology industry. The population of respondents in this study were employees of the digital technology industry. Sampling of respondents was carried out by distributing questionnaires with multivariate data analysis methods, where the number of samples that met the criteria was 386 employees in the digital technology industry. From the research results, there are seven direct relationship hypotheses accepted. Organizational innovation fully mediates the relationship between organizational learning and organizational performance and mediating the relationship between transformational leadership and organizational performance. Future research can focus on social issues and the development of the digital technology industry
The Role of Organizational Resilience in the Influence of Transformational Leadership and Employee Engagement on Organizational Performance Agustinus Setyawan; Rieza Melinda; Alden Nelson
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 2 (2025): Dinasti International Journal of Education Management And Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i2.3637

Abstract

The main objective of this study is to investigate how transformational leadership and employee engagement impact organizational performance in the logistics industry, with organizational resilience as a mediator. Using quantitative method, this study focuses on hypothesis testing. The study population consists of managerial level employees of logistics companies in Batam. Sample selection involved proportional representation of employees across different companies in the industry. Hypothesis testing showed significant relationships between the variables, with support for five of the seven hypotheses, consistent with previous research and offering empirical validation for the relationships examined. R-square values indicate a moderate relationship, suggesting that organizational performance is strongly influenced by organizational resilience, and vice versa, although other factors may also contribute to this dynamic.
The Impact of Perceived Organizational Support: The Moderating Role of Personality Traits Alden Nelson; Kenny Kenny; Agustinus Setyawan
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 2 (2025): Dinasti International Journal of Education Management And Social Science (Decem
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i2.3692

Abstract

An employee's attitude and behavior are significantly influenced by their experience working for a company. Employees will feel stressed in some situations and need to come up with ways to deal with the tension they will encounter. The purpose of this research is to know how perceived organizational support influence work meaningfulness, work engagement, and perceived stress, moderated by personality traits. In this research, primary data and secondary data are used, the primary data used is by distributing questionnaires to students who are already working. The research would be tested using the PLS-SEM program and the SPSS program to process data from the questionnaire. The study found that work engagement negatively influences perceived stress, with personality traits moderating this relationship. Personality traits also directly reduce perceived stress. Perceived organizational support (POS) positively influences perceived stress, work engagement, and work meaningfulness. Additionally, POS indirectly reduces stress through the mediating roles of work engagement, work meaningfulness, and their combination. Work meaningfulness enhances work engagement and, in turn, contributes to lowering stress. Furthermore, POS improves work engagement through the mediating effect of work meaningfulness. These findings highlight the importance of POS, meaningful work, and personality traits in fostering engagement and reducing stress in the workplace.
Perancangan Sistem Penilaian Kinerja Karyawan untuk Meningkatkan Kualitas Sumber Daya Manusia pada Toko Union Jaya Lestari Mariany, Riny; Setyawan, Agustinus
Jurnal Pengabdian kepada Masyarakat Nusantara Vol. 7 No. 1 (2026): Edisi Januari - Maret
Publisher : Lembaga Dongan Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Perkembangan kualitas sumber daya manusia (SDM) di Indonesia menunjukkan tren positif seiring meningkatnya akses pendidikan dan kesehatan masyarakat. Namun, di tengah peningkatan tersebut, banyak Usaha, Mikro, Kecil, dan Menengah (UMKM) masih mengalami kesulitan dalam menerapkan penilaian kinerja yang objektif dan terstruktur. Kondisi ini juga ditemukan pada UMKM Toko Union Jaya Lestari yang bergerak di bidang otomotif, dimana proses evaluasi kinerja karyawan selama ini masih mengandalkan pengamatan subjektif tanpa instrumen penilaian yang jelas. Oleh karena itu implementasi ini bertujuan untuk meningkatkan objektivitas, akurasi, dan transparansi proses evaluasi, sekaligus membantu pemilik UMKM Toko Union Jaya Lestari dalam menilai aspek komunikasi, kedisiplinan, tanggung jawab, kerja sama, kejujuran, motivasi diri, inisiatif, kepatuhan, efisiensi kerja, serta keterampilan pemecahan masalah dan pengambilan keputusan. Pada kegiatan ini akan dilakukan implementasi sistem penilaian kinerja karyawan dengan konsep Behaviour Anchor Rating Scale (BARS), antara lain komunikasi, kedisiplinan, tanggung jawab, kerja sama, kejujuran, motivasi diri, inisiatif, kepatuhan, efisiensi kerja, serta keterampilan pemecahan masalah dan pengambilan keputusan. Metode pengumpulan data pada program pengabdian ini adalah wawancara, observasi, dan dokumentasi. Hasil implementasi pada program pengabdian ini menunjukkan bahwa sekitar 80% karyawan menjadi lebih disiplin dan kolaboratif, produktivitas perusahaan meningkat sebesar 18% dalam kurun waktu tiga bulan, waktu servis lebih efisien, kesalahan stok menurun, serta 70% karyawan aktif mengikuti pelatihan.
Kinerja Karyawan: Peran Keseimbangan Kehidupan Kerja, Loyalitas Kerja dan Job Demand Putri, Aprilia; Setyawan, Agustinus; Donal Mon, Muhammad
JURNAL ILMIAH MANAJEMEN & BISNIS Vol 26, No 2 (2025): OKTOBER 2025 - MARET 2026
Publisher : UNIVERSITAS MUHAMMADIYAH SUMATERA UTARA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30596/jimb.v26i2.26626

Abstract

Purpose – This study aims to examine the impact of work-life balance, employee loyalty, and job demand on the job performance of Generation Z employees in manufacturing companies on Batam, with job satisfaction as a mediating variable.Methodology – A quantitative approach was employed using a survey method and purposive sampling technique. The data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM) with the SmartPLS 3 application.Findings – The results reveal that work-life balance, employee loyalty, and job satisfaction have a significant positive effect on the job performance of Generation Z employees in Batam’s manufacturing companies. However, job demand shows an inverse relationship, both directly and indirectly, with job performance Originality/Novelty – This study integrates three psychosocial variables work-life balance, employee loyalty, and job demand tested simultaneously to assess their impact on job performance. Its uniqueness lies in focusing on Generation Z, a workforce known for its flexibility, working within the rigid and highly demanding environment of manufacturing companies. Implications – The results highlight the importance of work-life balance and employee loyalty in enhancing performance, particularly through job satisfaction. This study contributes to a deeper understanding of the key factors influencing Generation Z employees’ performance in the manufacturing industry and provides a foundation for developing more effective human resource management strategies.
Organizational Culture as a Strategic Mechanism Linking HRM Practices, Transformational Leadership, and Organizational Performance Christiani, Gladys; Setyawan, Agustinus
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.
PERAN ORGANIZATIONAL CULTURE DALAM PENGARUH TEACHER COMPETENCY DAN WORK ETHICS TERHADAP TEACHER PERFORMANCE DI SEKOLAH MENENGAH ATAS DI KOTA BATAM Ririn Indahyany; Agustinus Setyawan; Muhammad Donal Mon
MANAJEMEN DEWANTARA Vol 10 No 1 (2026): MANAJEMEN DEWANTARA
Publisher : Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/md.v10i1.22037

Abstract

This study aims to examine the mediating effect of organizational culture in influencing the direct relationship between teacher competence and work ethic on teacher performance in high schools in Batam City. Data were collected from 368 teacher respondents working in high schools in Batam City using a Likert’s scale questionnaire. A quantitative Method was used with a non – probability sampling technique, and data processing was performed using SEM-PLS analysis. The result showed that Teacher Competency and Work Ethics have a positive and significant influence on Organizational Culture in high schools in Batam City. However, Organizational Culture and Teacher Competency have no positive and insignificant influence on Teacher Performance in High Schools in Batam City. These findings indicate that teacher performance improvement is not solely determined by competency and organizational culture, but is influence by factors beyond the research model. Organizational culture was unable to mediate the relationship between work    ethics and teacher performance
Co-Authors Agatha, Jennifer Agnes Triyanti Agriffina, Joicelyn Agus Tamrin Reni Agustina, Esther 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 Charmaine Charmaine Christiani, Gladys Christini, Julia Cindy Chou Cindy Hartono Clarissa, Felicia Darvin, Darvin Delicia Olivian Della Jane Wijaya Devita Revyani Diamend Tino Sembiring Donal Mon, Muhammad Edvan Suwandi Ellen Wu Eric Marthino Eriza Novita Fahira, Andriani Febiola, Bella Febrian Hermawan Fenny Fenny Ferdinand Nainggolan Fion Jennifer Gilang Bagus Fadlan Goh, Joan Golan Hasan, Golan Hartuti Helen Febriana Helen Irawan Hermawan, Febrian Hisham, Muhammad Rivaldy Husna Leila Yusran Indah Mawarni Irma Rahayu, Irma 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 Mariany, Riny 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 Novita, Eriza Ong, Whitney Prabowo, Muhammad Ilham Putro Prabu Ranto Prihatno Aji Pravangasta Oviana Eka Wulandari Prili Yolanda Ayri, Charina 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 Ririn Indahyany 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