Articles
<![CDATA[Pengaruh Kepemimpinan Transformasional Dan Green Human Resource Management Terhadap Komitmen Karyawan, Dengan Kepuasan Kerja Sebagai Variabel Mediasi (Studi Kasus PT. Gft Indonesia Investment) ]]>
<![CDATA[Fadiya Hanani]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 4 (2025): Community Engagement & Emergence Journal (CEEJ) ]]>
Publisher : <![CDATA[Yayasan Riset dan Pengembangan Intelektual ]]>
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DOI: 10.37385/ceej.v6i5.9225
<![CDATA[Studi ini difoukuskan untuk menelaah pengaruh kepemimpinan transformasional dan green human resource management terhadap komitmen karyawan dengan kepuasan kerja sebagai variabel mediasi. Di tengah kompetisi bisnis yang semakin ketat, manajemen sumber daya manusia yang optimal menjadi penopang utama keberlangsungan organisasi.. Kepemimpinan transformasional mendorong motivasi dan loyalitas, sedangkan green HRM menekankan efisiensi sekaligus kepedulian lingkungan. Komitmen karyawan dipercaya dapat ditingkatkan melalui kepuasan kerja yang berperan sebagai mediator dari kedua faktor tersebut. Studi ini menggunakan metode non probability sampling pada 70 karyawan tetap PT GFT Indonesia Invesment Ngawi dengan penentuan sampel menggunakan rumus slovin. Setelah dilakukan pengujian, studi ini berhasil membuktikan bahwasannya kepemimpinan transformasional dan green human resource management berpengaruh positif dan signifikan terhadap komitmen karyawan serta kepuasan kerja. Selain itu, kepuasan kerja terbukti memediasi hubungan antara kepemimpinan transformasional maupun green HRM terhadap komitmen karyawan. Dengan demikian, kepemimpinan yang inspiratif dan penerapan green HRM tidak hanya berdampak langsung pada komitmen, tetapi juga melalui peningkatan kepuasan kerja.]]>
<![CDATA[An Analysis Of The Influence Of Employer Branding And Digital Hiring On Social Media Platforms On Generation Z's Job Intention, Using Reputation As A Mediator ]]>
<![CDATA[Auliya Nailul Muna]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 5 (2025): Community Engagement & Emergence Journal (CEEJ) ]]>
Publisher : <![CDATA[Yayasan Riset dan Pengembangan Intelektual ]]>
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DOI: 10.37385/ceej.v6i6.9580
<![CDATA[This research investigates how employer branding and digital hiring influence Generation Z’s intention to apply for jobs in the Solo Raya region, with corporate reputation acting as a mediating factor. The swift progression of digital technology has prompted organizations to adjust their recruitment approaches by enhancing their image and credibility via social media platforms. Being digital natives, Generation Z individuals often assess a company’s trustworthiness and reputation before submitting job applications. This study utilized a quantitative design, collecting data through an online questionnaire administered to 199 Generation Z participants in the Solo Raya area, selected using purposive sampling. The data were examined using Structural Equation Modeling (SEM) with Partial Least Squares (PLS), facilitated by SmartPLS software. The results reveal that both employer branding and digital hiring significantly and positively impact corporate reputation as well as Generation Z’s intention to apply for jobs. Nevertheless, corporate reputation does not mediate the effect of employer branding on job application intention. Conversely, it partially mediates the relationship between digital hiring and job application intention. These findings imply that cultivating a strong corporate reputation can amplify the impact of digital recruitment strategies in attracting young job seekers.]]>
<![CDATA[How Work Stress and Employee Well-Being Shape Turnover Intention: Evidence from the Mediating Role of Employee Engagement ]]>
<![CDATA[Evi Dwi Meilani]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ International Journal of Economics Development Research (IJEDR) Vol. 6 No. 6 (2025): International Journal of Economics Development Research (IJEDR) ]]>
Publisher : <![CDATA[Yayasan Riset dan Pengembangan Intelektual ]]>
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DOI: 10.37385/ijedr.v6i6.9910
<![CDATA[This investigation interrogates the ramifications of occupational strain and employee flourishing on the proclivity toward workforce attrition, concurrently examining the intercessory function of workforce engagement. Employing a sample of 103 participants, data were interrogated via SmartPLS analytics. Empirical evidence evinces that both occupational strain and employee flourishing exert substantive impacts on workforce engagement. Notably, employee flourishing demonstrably attenuates attrition proclivity, whereas occupational strain exacerbates it. Contrarily, workforce engagement does not manifest a statistically meaningful influence on attrition tendencies. Mediation analyses further corroborate that engagement fails to function as a conduit between either occupational strain or employee flourishing and attrition inclination. These insights insinuate that engagement alone is not a determinative mechanism in mitigating attrition, whereas employee flourishing constitutes a more potent determinant of employees’ intent to remain embedded within organizational structures.]]>
<![CDATA[Pengaruh Literasi Digital Dan Penguasaan Teknologi Terhadap Kesiapan Kerja Generasi Z Dengan Soft Skill Sebagai Variabel Intervening (Studi Kasus Pada Generasi Z Di Wilayah Solo Raya) ]]>
<![CDATA[Dzaky Ardha Wicaksono]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 6 (2025): Management Studies and Entrepreneurship Journal (MSEJ) ]]>
Publisher : <![CDATA[Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI) ]]>
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DOI: 10.37385/msej.v6i6.9898
<![CDATA[Riset ini dilakukan guna menelusuri sejauh mana kemampuan literasi digital dan penguasaan teknologi memengaruhi kesiapan kerja generasi Z di Solo Raya. Dalam mekanisme analisis, soft skill bertindak sebagai mediator. Peneliti memanfaatkan pendekatan kuantitatif dengan pengumpulan data melalui penyebaran kuesioner kepada 100 partisipan yang berasal dari generasi Z. Peneliti mengaplikasikan teknik Partial Least Square (PLS) melalui software SmartPLS 4 guna menganalisis data. Temuan riset mengindikasikan bahwasannya literasi digital memberikan dampak positif dan signifikan terhadap pengembangan soft skill maupun kesiapan kerja generasi Z. Kemahiran teknologi memberi kontribusi nyata dalam meningkatkan kemampuan diri dan kesiapan kerja di kalangan generasi Z. Di sisi lain, soft skill memiliki posisi yang penting karena menjadi jembatan antara kecakapan digital dan kesiapan menghadapi dunia kerja. Dari temuan ini terlihat bahwa penguasaan teknologi dan literasi digital berjalan beriringan dalam menumbuhkan kesiapan profesional generasi muda. Soft skill menunjukkan peran krusial dalam menjembatani relasi antara literasi digital dan penguasaan teknologi dengan kesiapan kerja. Kondisi ini menandakan bahwasannya literasi digital dan teknologi memiliki keterkaitan ganda, baik secara langsung maupun melalui pengembangan keterampilan interpersonal yang mendukung kesiapan Kerja.]]>
<![CDATA[Pengaruh Emotional Intelligence (EI) Dan Soft Skill Terhadap Kesiapan Kerja Yang Dimediasi Oleh Employability Skill : Studi Kuantitatif Pada Mahasiswa Akhir Di Perguruan Tinggi Surakarta ]]>
<![CDATA[Arzesy Alena Ayu Yuvikaria]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ Management Studies and Entrepreneurship Journal (MSEJ) Vol. 7 No. 2 (2026): Management Studies and Entrepreneurship Journal (MSEJ) ]]>
Publisher : <![CDATA[Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI) ]]>
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DOI: 10.37385/msej.v7i2.10274
<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh Emotional Intelligence (EI) dan soft skill terhadap kesiapan kerja mahasiswa dengan employability skill sebagai variabel mediasi. Penelitian menggunakan pendekatan kuantitatif dengan populasi mahasiswa tingkat akhir perguruan tinggi di wilayah Surakarta. Sampel penelitian berjumlah 110 responden yang ditentukan menggunakan teknik purposive sampling. Data dikumpulkan melalui kuesioner tertutup dengan skala Likert lima poin yang mengukur variabel EI, soft skill, employability skill, dan kesiapan kerja. Analisis data dilakukan menggunakan metode Partial Least Square–Structural Equation Modeling (PLS-SEM) dengan bantuan perangkat lunak SmartPLS melalui evaluasi outer model dan inner model. Hasil penelitian menunjukkan bahwa Emotional Intelligence dan soft skill berpengaruh positif dan signifikan terhadap employability skill dan kesiapan kerja. Selain itu, employability skill terbukti memediasi secara signifikan pengaruh EI dan soft skill terhadap kesiapan kerja mahasiswa. Temuan ini mengindikasikan bahwa peningkatan EI dan soft skill mahasiswa dapat memperkuat employability skill yang pada akhirnya meningkatkan kesiapan kerja dalam menghadapi tuntutan dunia kerja. Seluruh hipotesis yang diajukan dalam penelitian ini dinyatakan terdukung.]]>
<![CDATA[Analysis of the Influence of Workload and Organizational Support on Work-Life Balance with Burnot as a Mediating Variable on Gen Z Employees in E-Commerce Companies ]]>
<![CDATA[Safrina Nur Arbi'ah]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ Jurnal Ekonomi Vol. 15 No. 01 (2026): Jurnal Ekonomi ]]>
Publisher : <![CDATA[SEAN Institute ]]>
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<![CDATA[The aim of this study was to examine how workload and organizational support affect work-life balance, with burnout acting as a mediator. The participants included 201 Generation Z employees working in the e-commerce industry, who were selected through an online survey distributed via Google Forms. Purposive sampling was used to choose the participants. The data was analyzed using the SmartPLS method. The findings indicated that both workload and organizational support had a positive impact on work-life balance. Additionally, burnout partially influenced the relationship between workload, organizational support, and work-life balance.]]>
<![CDATA[Impact of Product Quality and Brand Perception on Consumer Purchase Choices With Consumer Satisfaction Serving as a Mediating Variable in Thrift Merchandise ]]>
<![CDATA[Okta Dwi Atmaja]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ SEIKO : Journal of Management & Business Vol 9, No 1 ]]>
Publisher : <![CDATA[Program Pascasarjana STIE Amkop Makassar ]]>
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DOI: 10.37531/sejaman.v9i1.10935
<![CDATA[The increased attention of the thrift products indicates that investigating purchase behavior of consumers on product quality, brand reputation and customer satisfaction is substantial. This research attempts to investigate the influences of product quality and brand image to purchasing behavior, as well as mediating variable of customer satisfaction. A statistician method with SEM-PLS approach is used involving 176 respondents to have bought thrift items in Klaten Regency. The findings demonstrate that product quality and brand image have a significantly positive effect on customer satisfaction and purchase behavior. Also, customer satisfaction is found to moderate the relationship between product quality and brand perception towards purchase decision. This suggests that thrift shoppers weigh both a product’s functional features as well as the symbolic meaning and emotional connection linked to brand in the purchasing decision. Practical implications The findings of this study have significant practical implications suggesting that enhancing product quality, brand perception and customer experience may stimulate repurchase intention which lead to long term loyalty.]]>
<![CDATA[Pengaruh Quiet Quitting Dan Employee Engagement Terhadap Kinerja Karyawan Dengan Motivasi Kerja Sebagai Variabel Intervening: Studi Pada Perumda Air Minum Kota Surakarta ]]>
<![CDATA[Sifra’ Ananstasia]]>;
<![CDATA[Ir. Irmawati]]>
<![CDATA[ Community Engagement and Emergence Journal (CEEJ) Vol. 7 No. 2 (2026): Community Engagement & Emergence Journal (CEEJ) ]]>
Publisher : <![CDATA[Yayasan Riset dan Pengembangan Intelektual ]]>
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DOI: 10.37385/ceej.v7i2.11889
<![CDATA[Penelitian ini bertujuan untuk menganalisis pengaruh quiet quitting dan employee engagement terhadap kinerja karyawan dengan motivasi kerja sebagai variabel intervening pada organisasi sektor publik, khususnya di PERUMDA Air Minum Kota Surakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan jumlah responden sebanyak 90 karyawan yang diperoleh melalui survei daring menggunakan Google Form. Teknik pengambilan sampel menggunakan purposive sampling. Uji validitas dan reliabilitas dilakukan melalui analisis outer model dengan bantuan SmartPLS, sedangkan pengujian hipotesis dilakukan melalui analisis inner model. Hasil penelitian menunjukkan bahwa quiet quitting berpengaruh negatif terhadap motivasi kerja dan kinerja karyawan, sedangkan employee engagement berpengaruh positif terhadap motivasi kerja dan kinerja karyawan. Motivasi kerja juga berpengaruh positif terhadap kinerja karyawan serta terbukti memediasi secara parsial hubungan antara quiet quitting dan employee engagement terhadap kinerja karyawan.]]>
<![CDATA[Analysis of the Effect of E-Recruitment and Hybrid Working on Generation Z Job Application Interest with Work Motivation as an Intervening Variable: A Case Study of Gen Z Soloraya in Facing the World of Work. ]]>
<![CDATA[Ikha Rani Yulianti]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ Jurnal Economic Resource Vol. 9 No. 1 (2026): October - March ]]>
Publisher : <![CDATA[Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia ]]>
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DOI: 10.57178/jer.v9i1.2036
<![CDATA[This study aims to analyze the influence of e-recruitment and hybrid work on job application interest among Generation Z, with work motivation as a mediating variable. The respondents in this study were 100 members of Generation Z in Soloraya, and the survey was conducted online using Google Forms. The sampling method used was purposive sampling. Validity and reliability testing used SmartPLS analysis. The analysis shows that e-recruitment does not have a significant effect on job application interest, whereas hybrid working does have a significant positive effect. In addition, e-recruitment and hybrid working have a significant effect on work motivation, and work motivation also positively affects job application interest. The results of this study also show that work motivation partially mediates the relationship between e-recruitment and hybrid working on job interest. These findings imply that organizations seeking to attract Generation Z should prioritize flexible work arrangements and enhance the motivational aspects of their digital recruitment systems. This study provides valuable insights for companies to design more appealing recruitment strategies aligned with the preferences and expectations of young job seekers.]]>
<![CDATA[The Effect of Incentives and Appreciation on Generation Z Productivity with Loyalty as a Mediating Variable: A Case Study in Surakarta City ]]>
<![CDATA[Aqilla Fadya Haya Hakim]]>;
<![CDATA[Irmawati Irmawati]]>
<![CDATA[ Jurnal Economic Resource Vol. 9 No. 1 (2026): October - March ]]>
Publisher : <![CDATA[Fakultas Ekonomi & Bisnis Universitas Muslim Indonesia ]]>
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DOI: 10.57178/jer.v9i1.2315
<![CDATA[The purpose of this study is to ascertain and evaluate the impact of rewards and recognition on the productivity of Generation Z and to investigate the function of loyalty as a mediating variable in this connection. A total of 132 Generation Z workers in Surakarta City participated in the study, which used a quantitative methodology and a questionnaire. Structural Equation Modelling (SEM-PLS) utilising SmartPLS 4 was used for analysis. The findings showed that, whereas appreciation had a substantial positive effect on production, incentives had no discernible effect. Additionally, it was demonstrated that rewards and recognition had a strong positive impact on loyalty, thereby boosting productivity. Loyalty was found to mediate the effects of incentives and appreciation on productivity. These findings confirm that appreciation and loyalty play a significant role in increasing Generation Z productivity, while incentives have an indirect effect through increased loyalty.]]>
