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All Journal JAM : Jurnal Aplikasi Manajemen JURNAL SOSIAL HUMANIORA (JSH) Jurnal Manajemen Kesehatan Indonesia Syntax Literate: Jurnal Ilmiah Indonesia Journal of Economic, Bussines and Accounting (COSTING) Management and Economics Journal (MEC-J) MATAPPA: Jurnal Pengabdian Kepada Masyarakat Alignment: Journal of Administration and Educational Management Sukma: Jurnal Pendidikan Jurnal Manajemen Creative Research Management Journal Enrichment : Journal of Management Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences International Journal of Environmental, Sustainability, and Social Science Daengku: Journal of Humanities and Social Sciences Innovation Milestone: Journal of Strategic Management Feedforward: Journal of Human Resource Jurnal Ekonomi Jurnal Info Sains : Informatika dan Sains Transekonomika : Akuntansi, Bisnis dan Keuangan Indonesian Marketing Journal Proceeding National Conference Business, Management, and Accounting (NCBMA) Inkubis: Jurnal Ekonomi dan Bisnis International Journal of Management, Entrepreneurship, Social Science and Humanities (IJMESH) Journal of Economics and Management Scienties Proceeding of International Conference on Entrepreneurship (IConEnt) Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Jurnal Penelitian Pendidikan Indonesia Sukma: Jurnal Pendidikan Jurnal Widya Medika
Yohana F. Cahya Palupi Meilani
Business School, Fakultas Ekonomi Dan Bisnis, Universitas Pelita Harapan, Tangerang
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Unlocking Innovative Work Behavior: The Interplay of Engaging Leadership, Trust, Learning Climate, and Time Pressure Tobias Kristianto; Yohana F. Cahya Palupi Meilani
Inkubis : Jurnal Ekonomi dan Bisnis Vol. 8 No. 1 (2026): INKUBIS Jurnal Ekonomi Dan Bisnis
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/inkubis.v8i1.185

Abstract

Background: In the era of Industry 4.0, companies must foster innovative work behavior (IWB) to sustain competitiveness. Yet even organizations with structured HRM systems report low work engagement among employees, particularly under high time pressure, creating a critical gap between innovation infrastructure and actual employee innovative behavior. Objective: This study examines the influence of engaging leadership, learning climate, trust, and time pressure on work engagement and, through it, on innovative work behavior, with work engagement as a mediating variable. Method: A quantitative cross-sectional design was employed. Using purposive sampling (criterion: minimum 2 years of service), data were collected via a five-point Likert scale questionnaire from 170 permanent employees at PT XYZ, a multinational manufacturing company in South Tangerang, and analyzed using PLS-SEM via SmartPLS 4.0. Result: The results of the study show that engaging leadership and learning climate have a positive and significant effect on work engagement, while trust and time pressure have no significant effect. In addition, work engagement has been proven to have a positive effect on innovative work behavior. The indirect relationship of engaging leadership and learning climate with innovative work behavior is established through work engagement mediation, while trust and time pressure are not mediated by work engagement. Conclusion: These findings affirm engaging leadership and a positive learning climate as the primary drivers of work engagement and innovation. Organizations should strengthen an engaging culture, broaden learning opportunities, and frame time pressure as a motivating challenge rather than a hindrance.
PENGARUH KEPUASAN KERJA, DUKUNGAN ORGANISASI, DAN REPUTASI ORGANISASI TERHADAP TURNOVER KARYAWAN PT BANK XYZ Martinus Maudy Marsaka; Yohana F. Cahya Palupi Meilani
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/bs75tw97

Abstract

Digitalisasi membawa banyak perubahan pada berbagai bidang bisnis tidak terkecuali perbankan. Namun demikian, manfaat digitalisasi juga membawa perubahan pada berkurangnya permintaan tenaga kerja pada industri perbankan, dimana hampir seluruh transaksi keuangan dapat dilakukan secara online. Penelitian ini menguji pengaruh dari kepuasan kerja, dukungan organisasi, dan reputasi organisasi terhadap turnover karyawan pada salah satu perbankan di Indonesia. Penelitian dilakukan pada 210 karyawan yang bekerja di Bank XYZ. Metode yang digunakan pada penelitian ini adalah kuantitatif dengan teknik analisa structural equation modelling (SEM) pada SmartPLS. Hasil penelitian menunjukkan bahwa organizational reputation dan job satisfaction berpengaruh negatif terhadap turnover intention. Namun hasil penelitian juga menunjukkan bahwa job autonomy dan organizational support tidak berpengaruh signifikan terhadap turnover intention.
ANALYSIS OF THE INFLUENCE OF HUMAN RESOURCES MANAGEMENT PRACTICES AND KNOWLEDGE MANAGEMENT ON EMPLOYEE PERFORMANCE WITH EMPLOYEE DEVELOPMENT AS A MEDIATING VARIABLE AT PT XYZ IN JAKARTA Hanifah Hanifah; Yohana F. Cahya Palupi Meilani
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 4 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/nkq5n723

Abstract

This study aims to analyze the effect of Human Resources Management Practices and Knowledge Management on Employee Performance with Employee Development as a mediating variable at PT XYZ in Jakarta. The method used is quantitative research with Partial Least Square - Structural Equation Modeling (PLS-SEM) technique. Data were collected from 50 respondents who are permanent employees of the company. The results of the study indicate that Human Resources Management Practices do not have a significant effect on Employee Development, while Knowledge Management has a positive and significant effect on Employee Development. Furthermore, Human Resources Management Practices and Knowledge Management have a significant effect on Employee Performance, while Employee Development does not have a significant effect on Employee Performance. Mediation analysis shows that Employee Development is not able to be a significant mediating variable in the relationship between Human Resources Management Practices and Knowledge Management on Employee Performance. This finding indicates that human resource management practices and knowledge management have an important role in improving employee performance, but employee development does not always have a direct impact on improving performance. Therefore, companies need to optimize employee development strategies to be more effective in improving individual performance.
Co-Authors Albert Surya Wanasida Alexandra Felicia Tanawa Ambarita, Erika Andi Muhammad Sabilillah Tahir Andi Muhammad Sabilillah Tahir Angelina, Inez Angelina, Sylvia Anggarian, Inga Anindhira Shinta Ardi Ardi Ardi Ardi Ardi Ardi Arya Ganesha Sutantio Astawa, Gregorius Adista Enrico Berlianto, Margaretha Pink Canoy, Jr., Leonardo M. Chelsia Ernes Christine Febriana Sitorus Cornelius Danu Kurniawan Daniel Ong Kim Kui Della Edelweiss Manalu Dennison Laurensius Mulya Elvitriana Intan Novita Elvitriana Intan Novita Eny Rochmatulaili Erric Raymond Tatimu Erric Raymond Tatimu Evita Charolina Ginting Faiza Husnayeni Nahar Fetty Asmaniati Gabriela Lintang Cristandy Gitarja, Widasari Sri HADI CAHYADI Hadi Cahyadi Haifa Aghnia Hanifah Hanifah hanifah hanifah Hans Christian O Harianto, Teh Hendri Eka Jaya Putra Hutabarat, Zoel Ian Nurpatria Suryawan Ian Nurpatria Suryawan Ika Suhartanti Darmo Inez Angelina Innocentius Bernarto, Innocentius Isana Sri Christina Meranga Iwan Setiawan Jeremy Jovanie Owen Karina Natalie Kuntjoro Lala Palupi Santyaputri, Lala Palupi Leonardo M. Canoy, Jr Leonardo M. Canoy, Jr Manalu, Della Edelweiss Maria, Hesti Martinus Maudy Marsaka Mega Irene Agustina Meranga, Isana S.C Myrza Rahmanita Nagan, Natalia Niputu Evelyna Devi Ariana Nurbaeti Nurbaeti Oki Hermawati Panjaitan, Andry M. Pramono, Rudy Puan Maharani Putrapandowo, Habie Purwokusumo Putri, Indah Wira Putu Ayu Novita Putu Ayu Novita Qonita, Widya Richard Tobing Rinto Rain Barry Ronald Ronald Ronald Suryaputra Ronnie Resdianto Masman Sabrina Sabrina Sahat Simanjuntak Sahat Simanjuntak Selvi Esther Suwu, Selvi Esther Shaquila Salsabil Sinaga, Windy Saroh Siswaty, Donna Shandra Sitorus, Denny S. P. Sri Anggreani Magdalena Sitohang Steven Widjaja Sudibjo, Niko Suharto, Bernadus Freddy Tandiarak, Agustinus Tantrianto, Yogie Tobias Kristianto Trisha Alya Rahmi Veronica Sinaga William Marvincent Tan William Marvincent Tan Wuisan, Dewi Yohana F Yugopuspito, Pujianto