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All Journal Jurnal Dimensi Manajemen Pendidikan Al Ishlah Jurnal Pendidikan Proceeding of National Conference on Accounting & Finance International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Manajemen, Organisasi, Dan Bisnis PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING
Ervin Nora Susanti
Universitas Riau Kepulauan
Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Mathematics Social Sciences Other

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EXAMINING THE EFFECTS OF EMPLOYEE HAPPINESS, LEADERSHIP AND AGILE MINDSET ON JOB PERFORMANCE Sarwo Edie Setijono; Ervin Nora Susanti; Herni Widiyah Nasrul
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20323873

Abstract

This study examines the effects of employee happiness, leadership, and agile mindset on job performance within organizational settings. In response to increasing demands for productivity and adaptability, organizations are placing greater emphasis on both human and behavioral factors that influence performance. This research adopts a qualitative approach to explore how these three variables individually and collectively shape employee outcomes. Data were collected through semi-structured interviews with selected participants and analyzed using thematic analysis to identify key patterns and relationships. The findings indicate that employee happiness significantly enhances motivation, engagement, and productivity, while effective leadership fosters a supportive environment that strengthens employee commitment and clarity of goals. Additionally, an agile mindset enables employees to adapt to change, collaborate effectively, and continuously improve their performance. Importantly, the study reveals that the interaction of these variables produces a synergistic effect, leading to higher levels of job performance than when each factor is considered independently. This study contributes to the existing literature by providing an integrated perspective on job performance and offers practical implications for organizations seeking to optimize workforce effectiveness. It highlights the need for holistic strategies that combine well-being, leadership development, and agility in modern workplaces.
ORGANIZATIONAL COMMITMENT AS A MEDIATOR: EMPIRICAL ANALYSIS OF TRANSFORMATIONAL LEADERSHIP, JOB SATISFACTION AND PERCEIVED ORGANIZATIONAL SUPPORT ON TURNOVER INTENTION Adiansyah; Ervin Nora Susanti; Herni Widiyah Nasrul
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20323291

Abstract

This study investigates the role of organizational commitment as a mediating variable in the relationship between transformational leadership, job satisfaction, perceived organizational support (POS), and turnover intention. Using a quantitative cross-sectional design, data were collected from employees through structured questionnaires. The findings reveal that transformational leadership, job satisfaction, and POS significantly influence turnover intention both directly and indirectly. Organizational commitment plays a crucial mediating role, indicating that employees with stronger emotional attachment to their organization are less likely to leave. Transformational leadership enhances motivation and engagement, while job satisfaction and POS foster positive employee attitudes and perceptions. The study contributes to the literature by integrating multiple predictors into a comprehensive model and highlighting the importance of mediation analysis. Practically, the results suggest that organizations should strengthen leadership practices, improve job satisfaction, and enhance organizational support to reduce turnover intention and improve retention.
BOOSTING EMPLOYEE PERFORMANCE THROUGH EMPOWERING LEADERSHIP: MANAGING INFORMATION OVERLOAD AND SOCIAL MEDIA FATIGUE Arlina Melianita; Ervin Nora Susanti; Herni Widiyah Nasrul
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20323605

Abstract

This study examines the role of empowering leadership in improving employee performance within digitally connected workplaces characterized by information overload and social media fatigue. The research explores how excessive digital communication, continuous information exposure, and social media usage influence employee well-being, psychological exhaustion, and workplace productivity. Using a qualitative research approach, data were collected through semi-structured interviews with employees and managers working in digitally intensive organizational environments. The findings indicate that information overload and social media fatigue negatively affect employee concentration, engagement, and overall work performance. However, empowering leadership practices such as employee autonomy, participation, trust, and supportive communication help reduce the negative impact of digital workplace stressors and improve employee adaptability and motivation. The study further demonstrates that empowering leadership functions as an important organizational resource that enhances employee well-being and supports sustainable performance in highly connected work environments. The findings contribute to empowering leadership literature and digital workplace research by integrating leadership theory with contemporary issues related to digital stress and employee productivity. Practically, the study offers recommendations for organizations to implement supportive leadership practices, effective digital communication management strategies, and employee well-being programs to maintain productivity and organizational effectiveness in modern workplaces.
TRANSFORMATIONAL LEADERSHIP AND ITS IMPACT ON EMPLOYEE MOTIVATION AND PRODUCTIVITY Ainal Ikram; Ervin Nora Susanti; Firdaus Hamta
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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Abstract

Transformational leadership has become one of the most influential leadership approaches in modern organizational management due to its ability to enhance employee motivation and productivity. This study employs a narrative literature review approach to examine the relationship between transformational leadership, employee motivation, and organizational productivity. The findings indicate that transformational leadership positively influences employee engagement, job satisfaction, creativity, and organizational commitment through inspirational motivation, intellectual stimulation, individualized consideration, and idealized influence. Employees led by transformational leaders are more likely to demonstrate higher productivity, innovation, and collaborative behavior within the workplace. The study also reveals that effective communication and supportive organizational culture strengthen the impact of transformational leadership on employee performance. Furthermore, transformational leadership contributes to organizational adaptability and long-term sustainability in dynamic business environments. This study provides theoretical and practical insights for organizations seeking to improve employee performance through people-oriented leadership strategies and highlights the importance of leadership development in achieving organizational success.
THE EFFECT OF REWARD, PUNISHMENT, WORK ENVIRONMENT, INCENTIVES, AND WORK DISCIPLINE ON EMPLOYEE PERFORMANCE AT THE BATU AJI SUB-DISTRICT OFFICE, BATAM CITY Martini Plantika Dwi Utama; Sri Langgeng Ratnasari; Ervin Nora Susanti
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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Abstract

The purpose of this study was to see how rewards, punishments, work environment, incentives, and work discipline impact employee performance at the Batu Aji District Office in Batam City. Employee performance plays an important role in the success of a company, so it is important to understand the components that influence it. This study was conducted quantitatively, and a survey was conducted on fifty employees. The data was analyzed using multiple linear regression after being collected through a questionnaire. The results showed that rewards, punishments, work environment, incentives, and work discipline were significantly correlated with employee performance. While punishment did not have a significant impact on employee performance, rewards, work environment, incentives, and work discipline were proven to have the greatest partial influence on their performance. The results can be used as a recommendation for management to pay more attention to these aspects to improve employee performance at the Batu Aji Sub-District Office.
Co-Authors Adiansyah Ainal Ikram Alpino Susanto Arlina Melianita Eka Wilany Firdaus Hamta, Firdaus Firman Jaya Gandhi Sutjahjo Herni Widiyah Nasrul Martini Plantika Dwi Utama Nurul Aviani Ramon Zamora Rona Tanjung Sartiyah Sartiyah Sarwo Edie Setijono Sri Langgeng Ratnasari Suswanto Ismadi Megah S. Tanjung, Rona Wanda Novita Sari Widodo Ismanto Yenni Hartati Yentina Siregar Yuliani, Sri Zulkifli Zulkifli