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Widodo Sunaryo

Pakuan University

Author-ID : 3154622

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Earth & Planetary Sciences Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Mechanical Engineering Public Health Social Sciences Other

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Entrepreneurship of Operational Managers of Small Business Groups in Bogor District by Identifying the Strength of The Influence of Innovativeness, Organizational Culture and Job Satisfaction Nanda Hidayati; Didik Nutosudjono; Widodo Sunaryo
West Science Business and Management Vol. 1 No. 05 (2023): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v1i05.410

This study looks primarily at the impact of job happiness, organizational culture, and innovativeness on the entrepreneurship of operational managers of small business groups in Bogor Regency. By examining the impact of organizational culture and innovativeness on the entrepreneurship of operational managers and using work satisfaction as an intervening variable, this study seeks to enhance the entrepreneurship of these managers. In Bogor Regency Region 2, data from 270 operational managers of SMEs were gathered for this study. The results of this investigation provide credence to the theory that inventiveness directly benefits entrepreneurship. This study demonstrates how innovation fosters innovation in processes, products, services, and organizations, all of which positively and directly impact entrepreneurship.

The Role of Personality in Lecturer Engagement and the Effectiveness of Job Satisfaction as an Intervening Junengsih Junengsih; Nancy Yusnita; Widodo Sunaryo
West Science Business and Management Vol. 2 No. 02 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i02.967

This research to identify methods to enhance lecturer engagement by focusing on job satisfaction and personality factors. The research sample consists of 166 lecturers from private universities in Bekasi. Path analysis and sobel test were employed in the methodology. The finding concludes that: 1) Enhancing personality can boost the engagement of permanent lecturers at private universities. 2) There is an indirect influence of personality on lecturer engagement through job satisfaction, the job satisfaction variable is able to mediate effectively between personality variables and lecturer engagement. It is recommended to strengthen the indicators of these variables to enhance personality through job satisfaction.

Improving Employee Performance through Strengthening Transformational Leadership and Job Satisfaction in the Bogor Regency Civil Service Police Unit Syaiful Anwar; Nancy Yusnita; Widodo Sunaryo
West Science Business and Management Vol. 2 No. 02 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i02.997

The objective of this study is to examine and assess the direct and indirect impact of organizational culture and transformational leadership on the performance of Civil Service Police Unit (Satpol PP) employees in Bogor Regency, primarily through their job satisfaction. The study focuses on Satpol PP employees in the Bogor district, with a sample size of 232 individuals. Path analysis is utilized for data analysis. The findings reveal the following: (1) There is a direct positive correlation between transformational leadership and employee performance, suggesting that enhancing transformational leadership is likely to enhance employee performance. (2) Job satisfaction directly contributes to employee performance, indicating that bolstering job satisfaction is expected to improve employee performance. (3) Transformational leadership significantly influences job satisfaction, implying that strengthening leadership is likely to elevate job satisfaction levels. (4) Through both quantitative research and qualitative analysis, it is established that transformational leadership positively impacts the performance of Bogor Regency Satpol PP employees. Moreover, job satisfaction effectively acts as a mediator between transformational leadership and employee performance, indicating that enhancing both transformational leadership and job satisfaction is anticipated to enhance employee performance.

ENHANCING PRODUCTIVITY VIA STRENGTHENING ACHIEVEMENT MOTIVATION AND EFFECTIVE OCCUPATIONAL SAFETY AND HEALTH MANAGEMENT Erna Herlina; Anoesyirwan Moeins; Widodo Sunaryo
OIKONOMIA: Journal of Economics and Management Science Vol. 2 No. 2 (2024): OIKONOMIA: Journal of Economics and Management Science
Publisher : CV. Four Son Scholarship

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59165/oikonomia.v2i2.58

This study investigates the effects of occupational safety and health management and achievement motivation on employee productivity at PT. XYZ (Persero). Utilizing a mixed-method approach, the research integrates quantitative surveys with qualitative analyses. Data were gathered from the Transmission Implementation Units (UPT) in Bogor and Karawang, covering the years 2017 to 2021. Findings reveal that both effective occupational safety and health management and strong achievement motivation significantly and positively impact employee productivity. While both factors directly improve productivity, the mediating role of achievement motivation is less effective compared to the direct influence of occupational safety and health management. The study concludes that enhancing the effectiveness of occupational safety and health management alongside boosting achievement motivation can markedly increase employee productivity at PT. XYZ (Persero). The company is advised to improve occupational safety and health training, closely monitor the work environment, and implement reward programs to recognize and incentivize high-performing employees

Synergy of Competence and Leadership in Improving Employee Commitment, Motivation, and Performance for Organizational Development: Systematic Literature Review Isbat Isbat; Martinus Tukiran; Nancy Yusnita; Widodo Sunaryo; Abdillah Munawir; Abdul Haris Maraden
Asian Journal of Social and Humanities Vol. 2 No. 9 (2024): Asian Journal of Social and Humanities
Publisher : Pelopor Publikasi Akademika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59888/ajosh.v2i9.346

This study aims to identify the synergy between competence and leadership in improving employee commitment, motivation, and performance for organizational development. The methodology used in this study is meta-analysis with a focus on quality data from international journals indexed by Scopus. The tools used include VOSviewer software for article review and WordStat for descriptive statistical analysis. The results of the study show that competence and leadership have an important role in improving employee commitment, motivation, and performance. This study reveals that improvements in both variables can overcome various obstacles in organizational development. Effective leadership and strong competencies are able to increase employee commitment, develop creative abilities, provide leadership training, and motivate employees through the right organizational strategy. This research has several important implications. First, organizations that want to improve employee performance must focus on strengthening leadership and developing competencies. Good management of intervening variables will help in designing more effective strategies, which in turn will improve the overall performance of the organization. Second, the results of the study show that organizations not only need to rely on leadership and competence alone, but also must consider the context and conditions of other variables that can affect the final result. A more comprehensive and holistic approach is needed to face the challenges and dynamic changes in organizational development. Based on the findings of this study, it is recommended that organizations implement training and development programs that focus on improving competence and leadership.

Strategy to Improve Organizational Citizenship Behavior (OCB) Through Strengthening Organizational Culture, Transformational Leadership, and Job Satisfaction of Non-ASN Employees in State Junior High Schools in the Bogor City Education Office Akbar Rafsanjani; Widodo Sunaryo; Herdiyana Herdiyana
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 1 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.7269

This study found a solution to improve Organizational Citizenship Behavior (OCB) in Non-ASN School Administrative Staff in Public Junior High Schools within the Bogor City Education Office. The results showed that: (a) Organizational culture has a significant positive direct effect on OCB (β = 0.367, p < 0.05), which means strengthening organizational culture can improve OCB. (b) Transformational leadership has a significant positive direct effect on OCB (β = 0.275, p < 0.05), which shows that strengthening transformational leadership can improve OCB. (c) Job satisfaction has a significant positive direct effect on OCB (β = 0.328, p < 0.05), which shows that increasing job satisfaction can improve OCB. (d) Organizational culture has a significant positive direct effect on job satisfaction (β = 0.765, p < 0.05), which shows that strengthening organizational culture can improve job satisfaction. (e) Transformational leadership has a significant positive direct effect on job satisfaction (β = 0.221, p < 0.05), which indicates that strengthening transformational leadership can increase job satisfaction. (f) Organizational culture has a significant positive indirect effect on OCB through job satisfaction (β = 0.250, p < 0.05), although job satisfaction is not effective as an intervening variable. (g) Transformational leadership has a positive indirect effect on OCB through job satisfaction (β = 0.072, p < 0.05), but job satisfaction is also not effective as an intervening variable.

Strategy for Implementing Organizational Culture in Companies and Their Impact on Work Motivation, Job Satisfaction, and Organizational Commitment Charles Jonson Siregar; Widodo Sunaryo; Nancy Yusnita
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8807

This study aims to analyze the relationship and interaction between work motivation, job satisfaction, and organizational commitment towards organizational culture. The research method uses a qualitative and quantitative approach, distributing questionnaires to respondents, which are then analyzed using descriptive statistics, correlation tests, mean difference tests, and ANOVA. The research results indicate that employee motivation, satisfaction, and commitment are at a fairly high level. The relationships between variables are positive, with the strongest correlation shown between job satisfaction and organizational commitment. ANOVA tests confirm the existence of significant interactions between motivation and satisfaction, as well as between satisfaction and commitment, but no simultaneous effect was found when all three variables were tested together. This finding confirms that job satisfaction plays a crucial role in creating a healthy organizational culture. A productive organizational culture can be built by strengthening work motivation, increasing satisfaction, and fostering commitment, especially by focusing on a combination of proven significant variables.

STRATEGIES FOR IMPROVING EMPLOYEE PERFORMANCE THROUGH STRENGTHENING ORGANIZATIONAL CULTURE, TRANSFORMATIONAL LEADERSHIP AND WORK MOTIVATION Wahyu Wiguna; Nancy Yusnita; Widodo Sunaryo
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 1 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i1.2537

This study aims to find strategies and ways to improve the performance of permanent employees at the operator level at the Association of Temporary Storage and Tank Terminal Entrepreneurs (APT3B) of Banten Province. The population in this study were permanent employees at the operator level, with a total of 234 respondents selected using the Multistage Random Sampling method. This study uses a mix method approach, combining quantitative and qualitative methods to analyze the factors that influence the performance of permanent employees at the operator level at APT3B Banten Province. The study population consisted of 234 employees selected using Multistage Random Sampling. Quantitative data were collected through questionnaires and analyzed using path analysis. The qualitative approach was carried out through in-depth interviews with a number of employees and analyzed using thematic analysis. The combination of these two approaches is expected to provide a comprehensive understanding of the influence of organizational culture, transformational leadership, and work motivation on employee performance. Based on the results of the study, organizational culture, transformational leadership, and work motivation have a significant positive effect on employee performance at APT3B. Organizational culture and transformational leadership have a greater direct influence on employee performance, while work motivation acts as an intervening variable with a smaller influence. Strengthening organizational culture and transformational leadership can improve overall employee performance and motivation and support the achievement of organizational goals. This study supports previous findings and provides direction for improving human resource management at APT3B.

Strategies to Increase Teacher Innovativeness through Strengthening Learning Organisation, Creativity, Self-Efficacy and Job Satisfaction Chatarina Febriyanti; Henny Suharyati; Widodo Sunaryo
Jurnal Iqra' : Kajian Ilmu Pendidikan Vol. 10 No. 1 (2025): Jurnal Iqra' : Kajian Ilmu Pendidikan
Publisher : Institut Agama Islam Ma'arif NU (IAIMNU) Metro Lampung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.25217/ji.v10i1.5675

The rapid evolution of the educational landscape and the growing demand for adaptability underscore the need for teachers to continuously develop innovative capabilities as part of their sustainable professional growth. This study aims to identify optimal strategies, methods, and solutions for enhancing teacher innovativeness. Employing a quantitative research approach grounded in established theoretical frameworks, the study was conducted over a two-year period. The sample consisted of 121 civil servant teachers from 12 public elementary schools across six districts in Depok City. The findings reveal that five direct influence hypotheses were supported, while two were not. In contrast, all hypotheses related to indirect influences were accepted. The results suggest that fostering a learning organization and increasing job satisfaction are key strategies for enhancing teacher innovativeness. Implementation should focus on strengthening weak indicators within each variable and prioritizing interventions based on their strategic importance. This study contributes to the body of knowledge by offering actionable insights for developing innovative teaching practices through targeted, evidence-based strategies and solutions. Keywords: Teacher Innovativeness, Learning Organization, Creativity, Self-Efficacy, Job Satisfaction.

Enhancing Organizational Commitment through Organizational Climate Strengthening, Self Efficacy and Job Satisfaction Program (An Empirical Study of Permanent Employees in Multifinance Industry In Jakarta) Joko Ariawan; Didik Notosudjonor; Widodo Sunaryo
Greenation International Journal of Economics and Accounting Vol. 3 No. 4 (2025): Greenation International Journal of Economics and Accounting (December 2025 - F
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijea.v3i4.697

This study aims to formulate effective strategies for enhancing employee organizational commitment through organizational climate, self-efficacy, and job satisfaction. The population consisted of 1,294 permanent staff-level employees working in multifinance companies in Jakarta. A proportional random sampling technique was applied using Slovin’s formula with a 5% margin of error, resulting in a sample of 248 respondents. A mixed-methods approach was employed, combining quantitative analysis using path analysis with qualitative analysis through expert judgment to develop strategic recommendations. The quantitative findings indicate that organizational climate, self-efficacy, and job satisfaction have direct, positive, and significant effects on organizational commitment. In addition, organizational climate and self-efficacy exert indirect positive effects on organizational commitment through job satisfaction as a mediating variable, although the direct effects are stronger than the indirect ones. Qualitative findings support the quantitative results, emphasizing the role of leadership support, employee capability development, and career growth opportunities. This study provides practical recommendations for companies to design effective human resource interventions aimed at strengthening organizational commitment and enhancing workforce sustainability within the multifinance industry.

Co-Authors Abdillah Munawir Abdul Haris Maraden Abdul Khalim Adie E. Yusuf Ahmad Mukhlis, Ahmad Aida Vitayala Sjafri Hubeis Akbar Rafsanjani Aldi Sophian Saleh Almadella Andi Hermawan Andi Hermawan Annisaa Soeyono Anoesyirwan Moeins Anoesyirwan Moeins Anoesyirwan Moeins Anoesyirwan Moeins Anoesyirwan Moeins Ardianto, Hendri Arwan Gunawan Bibin Rubini Charles Jonson Siregar Chatarina Febriyanti Dian Wulandari Didik Notosudjono Didik Notosudjonor Didik Nutosudjono Didik Nutosudjono Didit Ardianto Djoehana Djoehana Doni Maryanto Elis Sutianah Enok Tuti Alawiah Entis Sutisna Erna Herlina Falentina Falentina Firdha Juliantari Geraldy Samuel Ivan Giovanni Inez Erika Margaretha Handy Ariestino Hari Gursida Hari Muharam Haris Rizky Pratama Heni Hikmayani Fauzia Henny Suharyati Herdiyana Herdiyana herdiyana, Herdiyana Herfina Herfina Herlinda Herlinda Ibnu Tamam Idarianty idarianty Ila Nafilah Isbat Isbat Isbat Joko Ariawan Joko Ariawan Junengsih Junengsih Karina Apriyani Lisnawati Suparta Luluk Dianarini Martinus Tukiran Martinus Tukiran Mohammad Entang Mustofa Mustofa N. Lilis Suryani Nancy Yusnita Nancy Yusnita Nancy Yusnita Nanda Hidayati Nanda Hidayati Neneng Nurmilah Arifin Nurma Sofiane Nuroto Nuroto Paringsih Paringsih Rita Retnowati Riza Aditriawan Anggorodi Rohimah Roosganda Elizabeth Rudini Rudini Siti Zubaidah Soewarto Hardhienata Sri Setyaningsih Sudirman Sudirman Sumardi . Sumirah Sumirah Sumirah Sumirah Syaiful Anwar Syamsul Huda Tita Miawati Tita Miawati Uun Nurhayati Veritia Veritia Wahyu Wiguna Yayan Hadiyat

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