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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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The Effect of Organizational Climate and Self-Efficacy on Organizational Commitment with Job Satisfaction as a Mediating Variable: An Empirical Study on Employees in the Multifinance Industry in Jakarta Joko Ariawan; Didik Notosudjono; Widodo Sunaryo
Dinasti International Journal of Education Management and Social Science Vol. 7 No. 4 (2026): Dinasti International Journal of Education Management and Social Science (April
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v7i4.6364

This study aims to examine the impact of Organizational Climate and Self-Efficacy on Organizational Commitment, with Job Satisfaction acting as a mediating variable. The research population consisted of 1,294 permanent employees in multifinance companies in Jakarta, with a sample of 248 selected through proportional random sampling. A mixed-methods approach was employed, combining quantitative analysis using Path Analysis with qualitative insights from the Delphi technique to gather expert input from human resource practitioners. The results indicate that Organizational Climate and Self-Efficacy positively and significantly influence Organizational Commitment directly. In addition, both variables also have positive and significant indirect effects on Organizational Commitment through Job Satisfaction, although the mediating role of Job Satisfaction was found to be less effective. The findings highlight that supportive supervision, employee confidence in competencies, and promotion opportunities are key aspects of Job Satisfaction that strengthen commitment. Based on these results, Human Resources policymakers are advised to prioritize strategies that enhance Organizational Climate through clear work structures and supervisory support, develop Self-Efficacy by increasing task confidence and scope, and improve Job Satisfaction via promotion opportunities, compensation, and effective supervision. These interventions are essential for sustaining employee performance and retention in the dynamic multifinance industry.

The Impact of Organizational Culture on Turnover Intention and Employee Engagement as Intervening Variable Veritia Veritia; Anoesyirwan Moeins; Widodo Sunaryo
The Eastasouth Management and Business Vol. 4 No. 03 (2026): The Eastasouth Management and Business (ESMB)
Publisher : Eastasouth Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/esmb.v4i03.1004

A significant number of employees still intend to change employment. This study seeks to investigate the impact of organizational culture and employee engagement on turnover intention. This research used a mixed-methods approach. Mixed Methods is a research approach that integrates quantitative and qualitative research methodologies. This research employs a sequential explanatory design, first with quantitative methods and subsequently integrating qualitative approaches to compare the average outcomes of both. This study encompasses an accessible population of 1,960 enterprises and a manageable population of 321 employees from the Palm Oil Company Group in Indonesia. The study sample comprised 179 employees. The results are as follows: Organizational culture adversely affects turnover intention. Employee engagement adversely influences turnover intention. Organizational culture exerts a favorable influence on employee engagement. The organizational culture adversely affects turnover intention via employee engagement as a mediating variable.

The Influence of Training Program, Empowerment, Need for Achievement and Job Satisfaction on Performance Enok Tuti Alawiah; Nancy Yusnita; Widodo Sunaryo
Jurnal Ilmiah Manajemen Kesatuan Vol. 14 No. 1 (2026): JIMKES Edisi January 2026
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v14i1.5177

This research is motivated by the performance issues of Educational Personnel which indicate the need for planned performance improvement efforts based on managerial and psychological factors. The purpose of this study is to produce a performance improvement strategy through strengthening the Training Program, Empowerment, Need for Achievement, and Job Satisfaction. The study population was all Administrative Staff with a sample of 112 people determined through a multistage random sampling technique. The research methodology uses a combination approach through survey methods and path analysis supplemented by qualitative analysis. The results show that the Training Program, Empowerment, Need for Achievement, and Job Satisfaction have a positive and significant direct influence on Educational Staff Performance. In addition, the Training Program, Empowerment, and Need for Achievement also have a positive and significant direct influence on Job Satisfaction. Testing the indirect effect shows that the Training Program, Empowerment, and Need for Achievement have a positive effect on Performance through Job Satisfaction, but Job Satisfaction has not functioned effectively as an intervening variable. Based on these findings, the West Jakarta City Education Office is advised to implement strategies to improve the performance of educational staff through strengthening Job Satisfaction, developing sustainable Training Programs, increasing Empowerment, and strengthening Need for Achievement motivation.

Improving Organizational Citizenship Behavior Through Strengthening Organizational Climate and Job Satisfaction Nancy Yusnita; Widodo Sunaryo; Falentina Falentina
International Journal of Management, Innovation, and Education Vol 1, No 1 (2022): International Journal of Management, Innovation, and Education
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/ijmie.v1i1.9269

Many researches of Organizational Citizenship Behavior (OCB) had generated findings that OCB considered to be one of the main ways to increase the effectiveness of organizations. The objective of this study is to examine factors that have relationship with OCB namely organizational climate and job satisfaction. This study conducted among employees at Kantor Badan Kependudukan dan Keluarga Berencana Nasional (BKKBN) in Jakarta, Indonesia. The sample for the study consisted of 125 employees derived randomly from its population. The study mainly utilized quantitative data (from questionnaires). The regression and correlational analysis used to find out the relationship among variables. The findings revealed that organizational climate had a strong positive and significant relationship with OCB. Similarly, job satisfaction had strong positive and significant relationship with OCB. Both organizational climate and job satisfaction simultaneously had strong positive and significant relationship with OCB. Further analysis conducted to find out which dimensions of those variables that had dominant influenced toward OCB. Based on those findings, this study proposed some recommendations toward BKKBN Office to strengthening indicators of Organizational Climate and Job Satisfaction that have high coefficient of correlation with OCB. Improving employees’ OCB can be predicted increasing the BKKBN organizational effectiveness.

Optimal Solution For Ocb Improvement Through Strengthening Of Servant Leadership, Creativity, And Empowerment Andi Hermawan; Widodo Sunaryo; Soewarto Hardhienata
International Journal of Management, Innovation, and Education Vol 1, No 1 (2022): International Journal of Management, Innovation, and Education
Publisher : Universitas Pakuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33751/ijmie.v1i1.9275

In educational institutions, teachers are a core part of the management element. Teachers who are successful in carrying out the main tasks as stated in their job descriptions coupled with the awareness of doing something extra are the keys to organizational success. Extra activities that are not directly related to the applicable formal reward system are called OCB (Organizational Citizenship Behavior. Based on preliminary research, it is known that PGRI Vocational High School (SMK) teachers in Bogor Regency have relatively low OCB. information on variables related to the increase in OCB. The purpose of this study was to make efforts to increase teacher OCB by conducting research on the relationship between the variables of serving leadership, creativity, and empowerment. This study uses correlational statistical analysis methods to determine the relationship between the variables studied and the SITOREM method for indicator analysis in order to obtain optimal solutions in efforts to increase teacher OCB. There is a positive relationship between empowerment and OCB with a correlation coefficient of ry3 = 0.502 so that strengthening empowerment can increase OCB. From the SITOREM analysis, the optimal solution is obtained that of the 27 indicators there are 14 indicators that are good so that they are maintained or developed and there are 13 indicators that are still weak so that they need to be improved.

Strategies to Improve Teacher Performance through Transformational Leadership, Personality, Job Satisfaction, and Trust: A Path Analysis and SITOREM Study Ila Nafilah; Rita Retnowati; Widodo Sunaryo
Journal of General Education and Humanities Vol. 5 No. 4 (2026): August
Publisher : MASI Mandiri Edukasi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58421/gehu.v5i4.1469

Teacher performance remains a critical issue in improving the quality of education in Indonesia, particularly in private junior high schools. Previous studies have generally examined transformational leadership, personality, job satisfaction, and trust separately, with limited integration of these variables into a comprehensive model of teacher performance improvement. In addition, studies applying the Scientific Identification Theory to Conduct Operation Research in Education Management (SITOREM) approach to determine priority improvement indicators are still limited. Therefore, this study aims to analyze the influence of transformational leadership, personality, job satisfaction, and trust on teacher performance and to formulate strategies for improving teacher performance through SITOREM analysis. This study employed a quantitative survey method using path analysis and SITOREM analysis. The sample consisted of 114 permanent foundation teachers from 32 private junior high schools accredited at the “B” level across seven sub-districts in Bogor Regency, West Java. The results indicate that transformational leadership, personality, job satisfaction, and trust have significant direct effects on teacher performance. Job satisfaction and trust also function as mediating variables in strengthening the influence of transformational leadership and personality on teacher performance. The SITOREM analysis identified several indicators that should be maintained, including work quality, productivity, punctuality, responsibility, supervision, and integrity, while indicators such as work efficiency, promotion opportunities, emotional stability, and environmental trust require priority improvement. The novelty of this study lies in integrating organizational and psychological variables with the SITOREM approach to formulate priority-based strategies to improve teacher performance. The findings are expected to make theoretical contributions to educational management research and to offer practical recommendations for school principals, supervisors, and policymakers to improve teacher performance and educational quality.

Strategies For Improving Teacher Performance Through Strengthening Personality And Trust In Private Junior High School Teachers In Eastern Bogor Regency: Empirical Study Using Quantitative Approach with Path Analysis and SITOREM Techniques Ila Nafilah; Rita Retnowati; Widodo Sunaryo
International Journal of Social Sciences, Language, and Education Vol. 1 No. 2 (2026): : April: Didakta: International Journal of Social Sciences, Language, and Educa
Publisher : CV SCRIPTA INTELEKTUAL MANDIRI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.65310/mphmd617

This study investigates strategies for improving teacher performance through strengthening personality and trust among private junior high school teachers in Eastern Bogor Regency using an empirical quantitative approach. A survey design was employed involving teachers from accredited private schools, with data collected through structured questionnaires and analyzed using path analysis to examine causal relationships among variables. The results indicate that personality exerts both direct and indirect influences on teacher performance, with trust functioning as a significant mediating variable that enhances relational and organizational effectiveness. The integration of SITOREM analysis provides a strategic framework for identifying priority areas of intervention based on indicator optimization and practical relevance. The findings highlight that performance improvement is not solely dependent on individual competence but also on the quality of interpersonal trust within institutional settings. The study contributes to educational management by offering an evidence based model that connects causal analysis with strategic decision making. These results provide practical implications for school leaders in designing targeted development programs that strengthen teacher capacity and organizational performance.

STRENGTHENING COMMITMENT TO ORGANIZATION, ENTREPRENEURSHIP, EMPOWERMENT AND PERSONALITY IN IMPROVING TEACHERS’ INNOVATIVENESS Uun Nurhayati; Sri Setyaningsih; Widodo Sunaryo
SUJANA: Education and Learning Review Vol. 2 Issue 3 (2023)
Publisher : JF Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56943/sujana.v2i3.402

The education in Indonesia requires the development of educational facilitators, including the teachers. Teachers has main role in the preparation of applicable learning materials that can be understand easily by students to develop their character and skills. Therefore, teachers must be highly innovative and able to provide learning equipment that can achieve learning goals. This research aims to obtain strategies and efforts to improve the innovativeness of teachers in Private Vocational High School in Bogor, and to identify the relationship between each variable to improve the innovativeness of a teacher. The research method used in this research is path analysis and SITOREM (Scientific Identification Theory to Conduct Operation Research in Education Management) to examine the direct relationship and indirect relationship between exogenous and endogenous variables. The research findings revealed that there are significant positive direct impact between each variables that need to be maintained to improve the innovativeness of teacher.

The Influence of Servant Leadership on Employee Performance and Organizational Commitment: The Mediating Effect of Work Motivation Isbat; Nancy Yusnita; Widodo Sunaryo; Yayan Hadiyat
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4030

This research examines how servant leadership influences employee performance and organizational commitment within the Indonesian public sector, with work motivation as a mediating factor. Using a quantitative approach and Structural Equation Modelling (SEM) on 157 employees, the study develops a framework for enhancing employee outcomes. The results indicate that servant leadership has a positive impact on both performance and commitment, through direct and indirect channels. Work motivation proved to be a critical mediator, explaining 38.95% of the total effect of servant leadership on performance and 24.68% of the effect on commitment. The main contribution of this study is its integrated model, which explores the synergy between servant leadership and motivation within the bureaucratic and collectivist setting of Indonesian public enterprises. These findings strengthen existing motivation theories, while practically, they underscore the necessity for public organizations to adopt an approach that cultivates servant leaders and strengthens motivation through supportive systems. In summary, servant leadership and work motivation function together to improve performance and commitment. Future studies are encouraged to extend this model to other industries and use mixed-methods research for deeper contextual understanding.

Engagement Enhancement Strategy Between Nurses Public Hospital and Private Hospital Through Improving Perceived Organization Support, Selfefficacy and Servant Leadership (Comparative Study Using QualitativeAnalysis) Annisaa Soeyono; Didik Notosudjono; Widodo Sunaryo
Enrichment: Journal of Multidisciplinary Research and Development Vol. 3 No. 10 (2026): Enrichment: Journal of Multidisciplinary Research and Development
Publisher : International Journal Labs

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55324/enrichment.v3i10.595

Nurse engagement is an important factor in improving the quality of health services, patient safety, and hospital performance. The level of nurse engagement can differ between public and private hospitals due to differences in organizational characteristics, management systems, work culture, and leadership styles. This study aims to explore strategies for increasing nurse engagement based on the context of both types of hospitals. The study uses a qualitative approach with data collection techniques through literature review and observation. Data analysis was conducted through the stages of data reduction, data presentation, and conclusion drawing. The results show differences in the level of nurse engagement between government and private hospitals. Government hospital nurses have high engagement indicators in productivity, ownership, loyalty, vigor, and absorption, while private hospital nurses excel in career development and dedication. Perceived organizational support, self-efficacy, and servant leadership had a positive and significant effect on nurse engagement in both types of hospitals, both partially and simultaneously. However, the difference in the effect of each variable partially was not significant between the two hospitals. This study recommends the formulation of strategies to increase engagement through socialization programs, organizational support and self-efficacy training, and strengthening servant leadership.

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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