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All Journal Jurnal Siasat Bisnis Dinasti International Journal of Education Management and Social Science Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS)
Ignatius Soni Kurniawan
Universitas Sarjanawiyata Tamansiswa, Yogyakarta, Indonesia
Decision Sciences, Operations Research & Management Education Social Sciences

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University branding: different roles of brand personality and satisfaction Nonik Kusuma Ningrum; Ratih Kusumawardani; Ignatius Soni Kurniawan
Jurnal Siasat Bisnis Vol 24, No 1 (2020)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol24.iss1.art5

Abstract

This study aims to provide an integrative framework that investigates the effect of brand experience on loyalty that is mediated by brand personality and satisfaction in the context of an Indonesia’s private university branding. This study applies an explanatory quantitative research method using purposive random sampling as the sampling technique. The data is collected from a total of 385 students of a private university in Yogyakarta using questionnaires. A rigorous analysis of the structural equation model is used to analyze and interpret the data. The result shows that brand experience has no direct effect on brand loyalty, however it has indirect on satisfaction and simultaneously through brand personality and satisfaction. This means that students of a private university perceived that satisfaction is the most important aspect on building loyalty. This study implies that private universities should improve students’ satisfaction to gain loyalty, and consider university brand experience and brand personality in order to strengthen students’ satisfaction toward the university. Building loyalty is important because it can lessen the vulnerability of university in facing competition, not only with local but also with overseas universities or branch of the world's best university to come to Indonesia in the future.
Pengaruh Budaya Organisasi, Lingkungan Kerja, dan Motivasi Ekstrinsik Terhadap Kepuasan Kerja Pegawai Kornelia Cecika Kurniati; Ignatius Soni Kurniawan; Mohammad Ahyar Syafwan Lysander
Jurnal Manajemen Pendidikan dan Ilmu Sosial Vol. 6 No. 3 (2025): Jurnal Manajemen Pendidikan dan Ilmu Sosial (April - Mei 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jmpis.v6i3.4641

Abstract

Kepuasan kerja pegawai merupakan faktor krusial dalam mendukung efektivitas dan kinerja organisasi. Penelitian ini bertujuan untuk menganalisis pengaruh budaya organisasi, lingkungan kerja, dan motivasi ekstrinsik terhadap kepuasan kerja pegawai di Badan Penanggulangan Bencana Daerah (BPBD) DIY. Penelitian ini menggunakan pendekatan kuantitatif. Data primer dikumpulkan melalui kuesioner online yang disebarkan kepada 50 responden dengan teknik sensus. Data yang terkumpul dianalisis menggunakan teknik regresi linier berganda dengan bantuan perangkat lunak SPSS. Hasil penelitian menunjukkan bahwa budaya organisasi dan lingkungan kerja berpengaruh tidak signifikan terhadap kepuasan kerja. Sebaliknya, motivasi ekstrinsik berpengaruh signifikan terhadap kepuasan kerja. Implikasi dari hasil penelitian ini menunjukkan bahwa peningkatan kepuasan kerja pegawai di BPBD DIY dapat dilakukan dengan memperkuat faktor motivasi ekstrinsik, seperti pemberian insentif, penghargaan, serta peluang pengembangan karier yang lebih baik.
Pengaruh Kepemimpinan Demokratis, Lingkungan Kerja, dan Kerja Sama Tim terhadap Komitmen Organisasional Pegawai Inspektorat Kabupaten Sumba Barat Daya Kasilda Dodok; Ignatius Soni Kurniawan; Nala Tri Kusuma
Jurnal Manajemen Pendidikan dan Ilmu Sosial Vol. 6 No. 6 (2025): Jurnal Manajemen Pendidikan dan Ilmu Sosial (Oktober-November 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jmpis.v6i6.6557

Abstract

Komitmen organisasional merupakan faktor penting yang memengaruhi efektivitas organisasi publik, namun praktiknya sering menghadapi tantangan akibat variasi gaya kepemimpinan, kondisi lingkungan kerja, dan kualitas kerja sama tim. Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan demokratis, lingkungan kerja, dan kerja sama tim terhadap komitmen organisasional Pegawai Negeri Sipil di Kantor Inspektorat Kabupaten Sumba Barat Daya. Metode penelitian menggunakan pendekatan kuantitatif dengan desain survei, melibatkan seluruh 57 Pegawai Negeri Sipil sebagai responden dengan teknik sensus. Data dikumpulkan melalui kuesioner berbasis skala Likert dan dianalisis menggunakan regresi linier berganda setelah memenuhi uji asumsi klasik. Hasil penelitian mengindikasikan bahwa kepemimpinan demokratis dan lingkungan kerja memberikan kontribusi positif terhadap penguatan komitmen organisasional, sementara kerja sama tim menunjukkan pengaruh negatif dan signifikan terhadap komitmen organisasional. Temuan ini memiliki implikasi bagi praktik manajemen sumber daya manusia di sektor publik, terutama dalam merancang gaya kepemimpinan partisipatif, membangun lingkungan kerja yang kondusif, dan memperkuat kualitas mekanisme kerja sama tim yang meningkatkan keterikatan dan loyalitas pegawai.
Pengaruh Kepemimpinan Inklusif terhadap Kepuasan Kerja dan Komitmen Organisasional Dimediasi oleh Kepercayaan Organisasional di PT. Sahasrabhanu Cipta Karya Yogyakarta Maria Asumta Rambu Maramba Nahu; Ignatius Soni Kurniawan; Nala Tri Kusuma
Jurnal Manajemen Pendidikan dan Ilmu Sosial Vol. 7 No. 1 (2025): Jurnal Manajemen Pendidikan dan Ilmu Sosial (Desember 2025 - Januari 2026)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jmpis.v7i1.6722

Abstract

Fenomena kesulitan mempertahankan karyawan berkinerja tinggi mencerminkan kebutuhan akan gaya kepemimpinan yang menumbuhkan kepercayaan, meningkatkan kepuasan kerja, dan memperkuat komitmen organisasi. Kepemimpinan inklusif dianggap relevan karena melibatkan karyawan dalam proses pengambilan keputusan, mendengarkan masukan mereka, dan menciptakan lingkungan kerja yang terbuka. Populasi dalam penelitian ini mencakup semua karyawan di PT Sahasrabhanu Cipta Karya Yogyakarta. Pengumpulan data melibatkan 50 responden, yang kemudian dianalisis menggunakan SmartPLS. Hasil penelitian menunjukkan bahwa kepemimpinan inklusif memiliki pengaruh positif yang signifikan terhadap tingkat kepercayaan pada organisasi. Tidak hanya itu, kepemimpinan inklusif juga memberikan pengaruh positif yang signifikan terhadap kepuasan kerja, secara langsung maupun melalui kepercayaan organisasi sebagai mediator yang menjembatani hubungan tersebut. Meskipun kepemimpinan inklusif tidak memiliki efek langsung pada komitmen organisasi, efek tidak langsung melalui komitmen organisasi terbukti kuat. Komitmen organisasi juga terbukti berpengaruh positif terhadap kepuasan kerja. Temuan penelitian ini mengkonfirmasi bahwa penerapan kepemimpinan inklusif, yang ditunjukkan melalui partisipasi karyawan dalam pengambilan keputusan, keterbukaan pemimpin terhadap masukan, dan penciptaan lingkungan kerja yang mendukung, dapat memperkuat kepercayaan karyawan dan kepuasan kerja. Dengan demikian, kepemimpinan inklusif dapat menjadi strategi yang efektif dalam mengurangi tingkat keluar masuk karyawan dan mengoptimalkan manajemen sumber daya manusia.
The Effect Perceived Supervisor Trust on Organizational Commitment: The Mediating Role of Job Burnout Nadia Iga Pramesty; Ignatius Soni Kurniawan; Nala Tri Kusuma
Dinasti International Journal of Education Management And Social Science Vol. 7 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.v7i2.5681

Abstract

Employee welfare and the quality of relationships between leaders and subordinates are widely recognised as essential determinants of organisational success. These factors play a critical role in shaping employees’ attitudes, particularly their level of organisational commitment. In line with this perspective, this study aims to examine the effect of perceived superior trust and job burnout on organisational commitment, as well as to determine whether perceived superior trust influences job burnout. This study involved all 45 employees of PT Yogyakarta Tugu Televisi as respondents, representing the entire population. Data were collected through questionnaires and analysed using the Partial Least Squares–Structural Equation Modelling (PLS-SEM) approach. Before hypothesis testing, the reliability and validity of the research instruments were verified. Model evaluation included model fit testing, R-square values, effect sizes (f²), and bootstrapping procedures. The results showed that perceived superior trust had a significant effect on organisational commitment, and job burnout also had a significant effect on organisational commitment. However, perceived superior trust did not have a significant effect on job burnout. These findings confirm that relationships built on trust can strengthen employees’ commitment to the organisation, while job burnout serves as a determining factor in how well employees can sustain that commitment.
The Effect of Informational Justice on Employees' Knowledge-Hidden Behavior With Organizational Identification as A Mediate at The Yogyakarta Main Post Office Arimbi Intan Shalistasani; Ignatius Soni Kurniawan; Tri Ratna Purnamarini
Dinasti International Journal of Education Management And Social Science Vol. 7 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.v7i2.5924

Abstract

With organizational identity serving as a mediator, this study seeks to investigate the impact of information justice on knowledge hiding behavior. Using a census approach (saturated sample), the study population consisted of all workers of the Yogyakarta Main Post Office. Partial Least Square-Structural Equation Modeling (PLS-SEM) was used to examine data obtained from a 1–5 Likert scale questionnaire. Before evaluating the hypothesis, validity and reliability were carried out. To assess the suggested model, we used model fit, R-square, effect size (f²), and bootstrapping. The findings reveal that information justice exerts a significant positive effect on organizational identification and a significant negative effect on knowledge hiding behavior. Moreover, organizational identification demonstrates a significant negative effect on knowledge hiding behavior and effectively mediates the association between information justice and knowledge hiding behavior. The results show that when information justice is implemented, it decreases the inclination to participate in knowledge-hiding behavior both directly and indirectly, and it boosts organizational identity among employees. This demonstrates the importance of transparent, consistent, and honest communication practices in building a collaborative organizational climate and minimizing barriers to knowledge sharing. Consequently, organizations are encouraged to build a culture of openness to minimize knowledge hoarding.
Co-Authors Arimbi Intan Shalistasani Kasilda Dodok Kornelia Cecika Kurniati Maria Asumta Rambu Maramba Nahu Mohammad Ahyar Syafwan Lysander Nadia Iga Pramesty Nala Tri Kusuma Nonik Kusuma Ningrum Ratih Kusumawardani Tri Ratna Purnamarini