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All Journal Journal of Indonesian Economy and Business Jurnal Maksipreneur: Manajemen, Koperasi, dan Entrepreneurship Neraca: Jurnal Pendidikan Ekonomi Jurnal Kesehatan Indonesia SCAFFOLDING: Jurnal Pendidikan Islam dan Multikulturalisme Bubungan Tinggi: Jurnal Pengabdian Masyarakat Open Access Indonesia Journal of Social Sciences Journal of Entrepreneurship & Business Jurnal Sosial dan Teknologi Jurnal Ilmiah Wahana Pendidikan Open Access Indonesia Journal of Social Sciences International Journal of Economics, Business, and Entrepreneurship (IJEBE) East Asian Journal of Multidisciplinary Research (EAJMR) Jurnal Pengabdian Ilung (Inovasi Lahan Basah Unggul) KINDAI : Kumpulan Informasi dan Artikel Ilmiah Manajamen dan Akuntansi JWM (JURNAL WAWASAN MANAJEMEN) Asian Journal of Management Analytics JOURNAL OF WETLANDS ENVIRONMENTAL MANAGEMENT Jurnal Manajemen Kreatif dan Inovasi International Journal of Asian Business and Management (IJABM) JRUP: JURNAL REFERENSI DAN ULASAN PERPAJAKAN Management Studies and Business Journal Journal of Scientific Insights International Journal of Economics, Business and Innovation Research Asian Journal of Management, Entrepreneurship and Social Science Green Philosophy: International Journal of Religious Education and Philosophy CITACONOMIA : Economic and Business Studies INTERNATIONAL JOURNAL OF FINANCIAL ECONOMICS (IJEFE) International Journal of Social and Education (INJOSEDU)
Claudia, Meiske
Universitas Lambung Mangkurat, Banjarmasin, Indonesia
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Di Luar Model Proses HRM: Teori Kognitif-Afektif Tentang Pemahaman Karyawan Dalam Implementasi SDM Wibowo, Hendro; Rahmawati, Rini; Claudia, Meiske
CITACONOMIA : Economic and Business Studies Vol. 4 No. 02 (2025): April - Juni
Publisher : CITACONOMIA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63922/citaconomia.v4i02.2031

Abstract

Naskah ini mengusulkan teori kognitif-afektif tentang pemahaman karyawan dalam implementasi sumber daya manusia (SDM), yang membahas keterbatasan kritis dalam model proses SDM (Bowen & Ostroff, 2004). Sementara kerangka kerja SDM yang ada berfokus pada bagaimana sistem mengomunikasikan maksud organisasi melalui praktik yang berbeda, konsisten, dan konsensual, kerangka kerja tersebut sebagian besar mengabaikan bagaimana karyawan menafsirkan dan menanggapi praktik ini secara emosional. Makalah konseptual ini memadukan teori-teori psikologis, termasuk pemahaman (Weick, 1995), teori atribusi, teori skema, dan teori peristiwa afektif, untuk menjelaskan bagaimana karyawan memproses secara kognitif dan bereaksi secara emosional terhadap praktik SDM dalam berbagai konteks. Model yang diusulkan mengidentifikasi dua mekanisme utama: pembuatan makna kognitif (melalui skema dan atribusi) dan reaksi afektif (emosi terpisah yang dipicu oleh peristiwa SDM). Proses-proses ini bersama-sama membangun interpretasi karyawan terhadap maksud SDM, yang pada gilirannya membentuk respons perilaku. Moderator kontekstual, seperti kejelasan kebijakan SDM dan dukungan atasan, juga diteorikan mempengaruhi mekanisme ini. Enam proposisi yang dapat diuji disajikan untuk memandu penelitian empiris di masa mendatang. Kerangka kerja ini memajukan teori manajemen sumber daya manusia dengan menjembatani desain sistem tingkat makro dengan psikologi karyawan tingkat mikro, yang menawarkan gambaran yang lebih dinamis dan bernuansa tentang implementasi sumber daya manusia. Kerangka kerja ini membahas "kotak hitam" manajemen sumber daya manusia yang sudah lama ada dengan mengungkap bagaimana makna dibangun secara aktif daripada diterima secara pasif. Teori ini memiliki relevansi khusus dalam lingkungan yang kompleks dan ambigu seperti merger, transformasi digital, dan lingkungan kerja hibrida, di mana risiko salah tafsir tinggi. Dengan menanamkan kedalaman psikologis ke dalam analisis sistem sumber daya manusia, studi ini memberikan kontribusi pendekatan yang berpusat pada manusia terhadap teori dan praktik manajemen sumber daya manusia.
The Digital Dilemma: How Technostress and Digital Competence Impact Employee Performance via Job Satisfaction Syahputra, Muhammad Dio; Rahmawati, Rini; Claudia, Meiske; Rifani, Ahmad
International Journal of Economics, Business and Innovation Research Vol. 4 No. 06 (2025): October- November, International Journal of Economics, Business and Innovation
Publisher : Cita konsultindo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63922/ijebir.v4i06.2331

Abstract

This study delves into the critical relationship between technostress, digital competence, and employee performance at PT Air Minum Bandarmasih (Perseroda), with job satisfaction as a key mediating variable. The primary objective is to address the gap in existing research by examining how these technological factors influence employee outcomes within the specific context of a state-owned water utility company. Using a quantitative approach with a sample of 146 staff-level employees, the study employs Proportionate Stratified Random Sampling and SEM-PLS analysis to build upon previous studies by providing a nuanced understanding of these dynamics. The findings offer a significant novelty by confirming the negative and significant impact of technostress on both job satisfaction and performance, while simultaneously highlighting the positive and significant effect of digital competence. Crucially, the research establishes the vital role of job satisfaction as a mediator, demonstrating that managing technological demands and enhancing digital skills are not just about efficiency but are foundational to fostering employee well-being and, consequently, improving overall performance in the digital era.
PENERAPAN STRATEGI DIGITAL DALAM PELAYANAN PAJAK DAERAH KOTA BANJARMASIN Puteri, Aulia; Suharto, Imam; Claudia, Meiske
JRUP: JURNAL REFERENSI DAN ULASAN PERPAJAKAN Vol. 6 No. 1 (2025)
Publisher : Universitas Lambung Mangkurat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20527/jrup.v6i1.109

Abstract

This study aims to describe the implementation of digital strategies in regional tax services at the Regional Revenue and Asset Management Agency (BPKPAD) of Banjarmasin City, as well as to identify challenges and public responses to this transformation. Using a qualitative descriptive approach, data was obtained through interviews, observations, and documentation involving BPKPAD employees and taxpayers as informants. The results indicate that digitalization through the "Bijak" application has had a positive impact on administrative efficiency and increased regional tax revenue, especially during the initial implementation phase. However, in practice, various obstacles remain, such as limited digital literacy, uneven internet access, a less user-friendly system design, and concerns regarding data security. Furthermore, a lack of socialization also hinders overall technology adoption. Therefore, the existence of manual services is still necessary to support the transition to an inclusive digital system. Effective interaction between employees and taxpayers is a crucial factor in increasing trust and tax compliance. With a participatory and adaptive approach, the digital strategy is expected to sustainably strengthen regional tax performance.
Antecedents and Consequences of Employee Engagement in the Digital Era Akimas , Hari Nugroho; Claudia, Meiske
East Asian Journal of Multidisciplinary Research Vol. 3 No. 7 (2024): July 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/eajmr.v3i7.7882

Abstract

The study intends to be a model of employee engagement in the digital era. The term "digital" is related with its evolution. Aspects of the study included the pattern of the grand theory employed, the pattern of the unit of analysis, the pattern of the antecedents and effects of employee engagement, the pattern of methodologies and techniques employed, and research gaps that must be addressed in the future. ScienceDirect and Sage Open Journal data were used. The filtering used rayyan.ai and thematic reading with Nvivo 12 plus, resulted in the discovery of 22 relevant publications. As a result, there is a need to investigate cross-management impacts, larger environmental influences, and gender issues. Search engine constraints, a lack of detail in describing gaps, and the degree of effect are all mentioned. Future research areas were also indicated, including the need for meta-analysis and more detailed study on the given gap patterns
Fostering Work Engagement through the Quality of Social Exchange: The Mediating Role of Job Satisfaction Rahadhian, Liko Noor Rafianto; Rahmawati, Rini; Claudia, Meiske; Rifani, Ahmad
Asian Journal of Management Analytics Vol. 4 No. 4 (2025): October 2025
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ajma.v4i4.15599

Abstract

This study examines the influence of Leader–Member Exchange (LMX) and Team–Member Exchange (TMX) on work engagement with job satisfaction serving as a mediating variable. Using a quantitative approach, data were collected from 182 employees of a regional water supply company in Banjarmasin and analyzed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The analysis demonstrates that both LMX and TMX have significant positive effects on employees’ job satisfaction and work engagement. Furthermore, job satisfaction serves as a bridge linking social exchange quality (LMX and TMX) and work engagement. Collectively, these insights highlight the importance of supportive and trusting relationships in enhancing employees’ satisfaction and engagement within their organizations.
Leadership Dynamics of Generations Y and Z from a Behavioral Theory Perspective Hari Nugroho Akimas; Meiske Claudia
International Journal of Asian Business and Management Vol. 3 No. 3 (2024): June 2024
Publisher : PT FORMOSA CENDEKIA GLOBAL

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55927/ijabm.v3i3.9867

Abstract

This research aims to explore the leadership dynamics of generations Y (millennials) and Z (post-millennials) in an organizational context, using a qualitative approach. Generations Y and Z have taken center stage in modern management literature because of their unique characteristics that influence how they interact, adapt, and respond to leadership. This study uses qualitative methods to explore generations Y and Z's preferences for effective leadership styles. Research findings reveal that this generation tends to value flexibility in leadership style, which allows them to actively participate in decision making and put forward new ideas in a dynamic work environment. This research also highlights the importance of appropriate responses to rewards and recognition of the individual achievements of generations Y and Z. This research makes an important contribution to understanding how adaptive leadership practices influence the interactions and adaptation of generations Y and Z in the modern work environment. The managerial implications of this research include developing better leadership strategies to optimize the engagement and performance of generations Y and Z, as well as creating a work environment that supports growth and innovation in the long term
Strategi Pendekatan Proses Interpersonal dalam ManajemenPerubahan Organisasi untuk Mendukung KesejahteraanGenerasi-Z di Tempat Kerja Rahman, Seto Fauzi; Claudia, Meiske
Management Studies and Business Journal (PRODUCTIVITY) Vol. 1 No. 4 (2024): Management Studies and Business Journal (PRODUCTIVITY)
Publisher : Penelitian dan Pengembangan Ilmu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62207/npwd6m53

Abstract

Perubahan organisasi merupakan tantangan yang kompleks dan memerlukan strategi yangefektif untuk berhasil diimplementasikan, terutama dalam konteks generasi pekerja yangberagam. Artikel ini berfokus pada pengembangan dan penerapan strategi pendekatan prosesinterpersonal dalam manajemen perubahan organisasi, dengan tujuan khusus untukmendukung kesejahteraan Generasi-Z di tempat kerja. Melalui pendekatan kualitatif dankuantitatif, Artikel ini mengidentifikasi faktor-faktor kunci yang mempengaruhikesejahteraan Generasi-Z dan bagaimana strategi pendekatan proses interpersonal dapatdiintegrasikan dalam manajemen perubahan untuk mengatasi tantangan tersebut. Hasil telaahmenunjukkan bahwa pendekatan proses interpersonal, yang mencakup komunikasi efektif,empati, dan dukungan sosial, berperan penting dalam meningkatkan kesejahteraan Generasi-Z di tempat kerja. Strategi ini tidak hanya membantu dalam mengelola resistensi terhadapperubahan, tetapi juga mempromosikan lingkungan kerja yang inklusif dan mendukung, yangpada gilirannya meningkatkan keterlibatan dan produktivitas Generasi-Z. Artikel inimemberikan wawasan praktis bagi para pemimpin organisasi dan manajer HR dalammerancang dan menerapkan strategi manajemen perubahan yang efektif, denganmempertimbangkan kebutuhan dan ekspektasi Generasi-Z sebagai bagian integral darikeberhasilan organisasi.
Analisis Pengaruh Manajemen Sumber Daya Manusia dan Kultur Organisasi Terhadap Kinerja Pegawai Pada PT. Bank Kalteng Kusumawardani, Vivi Pancasari; Claudia, Meiske
Neraca: Jurnal Pendidikan Ekonomi Vol. 10 No. 1 (2024): Neraca: Jurnal Pendidikan Ekonomi
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/neraca.v10i1.7259

Abstract

Keberhasilan dalam melaksanakan tugas melayani nasabah dapat diraih dengan kinerja dari para pegawai. Kinerja pegawai PT. Bank Kalteng yang merupakan faktor kunci dalam melayani nasabah dengan baik dapat ditingkatkan melalui peningkatan kualitas Sumber Daya Manusia (SDM) dan Kultur Organisasi yang berorientasi pada peningkatan kualitas dan mutu jasa pelayanan. Manajemen Sumber Daya Manusia memegang peran penting dalam pengembangan organisasi karena kualitas pelayanan yang baik bergantung pada kualitas SDM. Begitu pula, budaya organisasi yang kuat memengaruhi perilaku dan efektivitas kinerja karyawan. Artikel ini bertujuan untuk menganalisis pengaruh Manajemen Sumber Daya Manusia dan Kultur Organisasi terhadap kinerja pegawai di Bank Kalteng. Dengan menggunakan studi literatur sebagai metode penulisan artikel, penelitian ini memberikan wawasan tentang strategi manajerial yang dapat meningkatkan kinerja pegawai melalui pengembangan maupun pengelolaan Manajemen Sumber Daya Manusia dan Kultur Organisasi yang merupakan elemen penting dalam mencapai kesuksesan suatu organisasi. Oleh karena itu, pengelolaan SDM dan kultur organisasi menjadi fokus utama dalam penelitian ini sebagai landasan untuk mencapai tujuan kesuksesan dari PT. Bank Kalteng.
Analisis Strategi Manajemen Sumber Daya Manusia (SDM) dalam Meningkatkan Kinerja dan Motivasi Karyawan melalui Sistem Penghargaan Purwaningsih, Ani; Claudia, Meiske
Neraca: Jurnal Pendidikan Ekonomi Vol. 10 No. 1 (2024): Neraca: Jurnal Pendidikan Ekonomi
Publisher : Institute for Research and Community Services Universitas Muhammadiyah Palangkaraya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33084/neraca.v10i1.7268

Abstract

Tujuan penelitian ini ialah memberikan analisis singkat mengenai upaya manajerial yang dapat dilakukan untuk meningkatkan kinerja melalui sistem penghargaan. Sistem ini akan berguna dalam mencapai kesuksesan dalam sebuah organisasi atau perusahaan. Dengan demikian, pentingnya manajemen SDM sebagai faktor kunci dalam pencapaian tujuan organisasi atau perusahaan diangkat dalam artikel ini. Metode yang digunakan adalah literature review atau penelitian kepustakaan. Literature review melibatkan proses pengumpulan data dari perpustakaan, membaca, mencatat, serta menganalisis berbagai sumber referensi seperti buku, jurnal, artikel, dan sumber dari internet yang berkaitan dengan manajemen sumber daya manusia. Semua referensi yang digunakan dalam artikel ini dikutip menggunakan alat bantu seperti Mendeley, Google Scholar, dan sumber referensi lainnya. Pelaksanaan Sistem Imbalan dalam manajemen bisnis sangat penting karena imbalan dapat berfungsi sebagai motivasi bagi karyawan untuk meningkatkan kinerja mereka. Baik pemilik bisnis maupun karyawan memiliki tujuan yang sama, yaitu mencapai keberhasilan dalam mencapai target dan tujuan perusahaan. Dengan adanya imbalan untuk kinerja kerja, karyawan akan lebih antusias dalam membantu perusahaan mencapai tujuan tersebut. Oleh karena itu, manajemen sumber daya manusia melalui Sistem Imbalan memainkan peran penting dalam meningkatkan kinerja dan motivasi karyawan untuk mencapai tujuan dan target yang telah ditetapkan perusahaan.
Linking Perceived Organizational Support and Self-Efficacy to Employee Performance in Public Service Organizations: The Mediating Role of Employee Engagement Adhiyani, Muhammad Rayyan; Said, Laila Refiana; Claudia, Meiske; Anisah, Hastin Umi; Darullah, Muhammad Daral
Journal of Scientific Insights Vol. 2 No. 6 (2025): December
Publisher : Science Tech Group

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69930/jsi.v2i6.565

Abstract

Employee performance is a critical factor determining the success of public service organizations. This study aims to examine the influence of perceived organizational support (POS) and self-efficacy on employee performance, with employee engagement serving as a mediating variable, among employees of PT Air Minum Bandarmasih (Perseroda). Using a quantitative approach, data were collected through questionnaires distributed to 252 employees, with 163 valid responses analyzed using the Partial Least Squares–Structural Equation Modeling (PLS-SEM) method in SmartPLS 3.0. The results show that POS has a significant positive effect on both employee engagement and performance, while self-efficacy significantly affects engagement but not performance directly. Employee engagement positively influences performance and mediates the effects of both POS and self-efficacy. Overall, the findings underscore the critical role of perceived organizational support, self-efficacy, and employee engagement in improving performance within public service organizations.
Co-Authors Abda Abda Adhiyani, Muhammad Rayyan Ahmad Alim Bachri Ahmad Rifani Aisyah, Lisda Akhid Yulianto Akimas , Hari Nugroho Al Amin, Achmad Rizal Alfian Noor Andi Mulyadi Aprianti Ariyadi, Eko Aryanto, Ari Cyntia Puspita Dahniar Dahniar Dahniar Dahniar Dahniar Dahniar, Dahniar Darullah, Muhammad Daral Deni Aditya Deni Jauhari Didik Arif Raihan F. R. Dalimunthe Fariany, Gusti Rina Fifi Swandari Hari Nugroho Akimas Hastin Umi Anisah Hayati, Diana Hendro Wibowo Hendy Saifuddin, Muhammad Imam Suharto Ismat Valiyev Jauhari, Deni Khairunnisa Khairunnisa Kurniawan, Deni Aditya Kusumawardani, Vivi Pancasari Laila Refiana Said Laila Refiana Said Liko Noor Rafianto Rahadhian M. Haikal Wahyudi Malihah, Lola Marijati Sangen Marijati Sangen Marijati Sangen, Marijati Masyhuri, Muhammad Maya Sari Dewi Maya Sari Dewi Maya Sari Dewi, Maya Sari Muhammad Ary Aprian Noor Muhammad Ary Aprian Noor Muhammad Hendy Saifuddin Mutamadra, Junan Noor Khatimah Nur Zata Yusrina Prihatiningrum, RR. Yulianti Purwaningsih, Ani Puteri, Aulia Qomari, Nurul R.R. Yulianti Prihatiningrum Raden Roro Yulianti Prihatiningrum Rafli, Muhammad Raihan Rahman, Seto Fauzi Ridhanoor, Muhammad Rifqi Rini Rahmawati Rini Rahmawati Rini Rahmawati, Rini Rizkya, Syafa ROHANA FARIDAH RR. Yulianti Prihatiningrum Rusniati Rusniati Shilma Irvania Simaremare, Rissan Siti Fatimah Sofwati, Nely Noer Sudarwati Suharto, Imam Suyatno Suyatno Sya'ban, Rahmat Syahputra, Muhammad Dio Tias Muji Hartono Wahyudi, M. Haikal Wahyudi, Muhammad Haikal Wandari, Wimby Wimby Wandary Yoga Adi Prayogi Yohan Indrawan Yolanda, Erika Yulianti Prihatiningrum Zakhyadi Ariffin Zulpa Makiah