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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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Strategy For Improving Employee Performance Through Job Characteristics Strengthening Program, Empowerment & Work Motivation (Empirical Study On Chemical Industry Employees In Bogor Regency) Riza Aditriawan Anggorodi; Hari Gursida; Widodo Sunaryo
International Journal of Economics Accounting and Management Vol. 2 No. 3 (2025): IJEAM - September 2025
Publisher : PT. INOVASI TEKNOLOGI KOMPUTER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60076/ijeam.v2i3.1474

This study aims to analyze the influence of job characteristics and empowerment on employee performance, with work motivation as an intervening variable, among employees in the chemical industry in Bogor Regency. The method used is a mixed methods approach, namely quantitative through questionnaires and qualitative through interviews with employees at PT. RDA Reindo Dinamika, PT. Mulia Agung, and PT. Kimia Utama with a total sample of 232 respondents. The data analysis techniques used were path analysis and the Delphi technique. The results of the quantitative approach show that job characteristics and work motivation have a positive and significant impact on employee performance. Empowerment does not show a significant direct effect on performance, but it has a positive impact on work motivation. Work motivation acts as a mediator in the relationship between job characteristics and empowerment on employee performance. The qualitative approach reinforces the quantitative results, where employees express that aspects such as skill variety, autonomy, feedback, and job meaning can enhance work enthusiasm and quality. Empowerment that is not accompanied by effective communication and consistent management support tends to have less direct impact on performance improvement. Work motivation emerges as an important factor that strengthens the positive influence of the work environment on performance. Improvement of job characteristics and empowerment, when supported by high work motivation, can be an effective strategy in enhancing employee performance.

Engagement Enhancement Strategy Thru Entrepreneurship Strengthening Programs, Psychological Capital, And Work Motivation Ibnu Tamam; Widodo Sunaryo; Nancy Yusnita
International Journal of Economics Accounting and Management Vol. 2 No. 4 (2025): IJEAM - November 2025
Publisher : PT. INOVASI TEKNOLOGI KOMPUTER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60076/ijeam.v2i4.1642

This study aims to analyze the influence of entrepreneurship and psychological capital on employe engagement, with work motivation as a mediating variable, among operational employes of PT Enseval Putera Megatrading Tbk Bogor and Depok branches. The research method uses a quantitative approach with a survey technique of 100 respondents, and data analysis is performed using Partial Least Squares–Structural Equation Modeling (PLS-SEM). The research findings indicate that entrepreneurship and psychological capital have a positive and significant impact on work motivation, but neither has a direct significant impact on employe engagement. Conversely, work motivation was found to have a positive and significant impact on employe engagement and to act as a mediator between entrepreneurship and psychological capital and employe engagement. The coefficient of determination (R²) value of 0.530 indicates that the model's ability to explain employe work engagement is in the moderate category. This finding indicates that increased employe engagement can be achieved by strengthening work motivation driven by employes' entrepreneurial behavior and psychological capital. This research provides practical implications for management in developing work engagement improvement programs based on motivation and psychological capacity in the Indonesian healthcare distribution industry environment

Job Design And Organizational Climate : Does Job Satisfaction Really Matter For Employee Performance? Almadella; Widodo Sunaryo; Yayan Hadiyat
International Journal of Economics Accounting and Management Vol. 2 No. 4 (2025): IJEAM - November 2025
Publisher : PT. INOVASI TEKNOLOGI KOMPUTER

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.60076/ijeam.v2i4.1666

This research aims to analyze the influence of Job Characteristics and Organizational Climate on Employe Performance thru Job Satisfaction as an intervening variable at PT XYZ in Bogor. The background of this research stems from the importance of strengthening job characteristics and a conducive organizational climate in improving employe satisfaction and performance in the manufacturing industry environment. The research method used is a quantitative approach with path analysis techniques. Data was collected by distributing questionnaires to 157 respondents who are employes at PT XYZ. The research results indicate that Job Characteristics and Organizational Climate have a positive and significant effect on Job Satisfaction. However, the effect of Job Satisfaction on Employe Performance is positive but not significant. Nevertheless, Job Characteristics and Organizational Climate still have a direct positive influence on Employe Performance. This finding indicates that improving job characteristics and creating a positive organizational climate can boost employe performance, although the effect thru job satisfaction is not yet maximized. The conclusion of this research is that strengthening Job Characteristics and Organizational Climate needs to be a primary focus in the strategy for improving employe performance at PT XYZ

The Improvement Strategy of Organizational Commitment through Strengthening Program of Organizational Climate, Self-Efficacy, and Job Satisfaction (An Empirical Study of Permanent Employees in the Multifinance Industry in Jakarta) Joko Ariawan; Didik Notosudjonor; Widodo Sunaryo
Jurnal Ilmu Multidisiplin Vol. 4 No. 6 (2026): Jurnal Ilmu Multidisplin (Februari - Maret 2026)
Publisher : Green Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jim.v4i6.1739

Commitment to the organization is a strategic factor crucial for sustaining performance and employee retention, especially in the multifinance industry with its high work dynamics and operational demands. This study aims to analyze and develop strategies to enhance Organizational Commitment by strengthening program of Organizational Climate, Self-Efficacy, and Job Satisfaction among permanent staf-level employees. The population consists of 1,294 permanent employees in multifinance companies in Jakarta, with a sample of 248 selected through proportional random sampling. Employing a mixed-methods approach, the study combines quantitative analysis (indicator correlation and path analysis) with qualitative analysis (Delphi technique) to gather Human Resources expert input for formulating improvement strategies. Results reveal that Organizational Climate, Self-Efficacy, and Job Satisfaction have a direct, positive, and significant influence on Organizational Commitment. Additionally, Organizational Climate and Self-Efficacy indirectly influence Organizational Commitment through Job Satisfaction as a mediator. Findings emphasize strong superior support, increased employee confidence in self-competence, and promotion opportunities in job satisfaction aspects as key factors in strengthening commitment. This study provides strategic recommendations for Human Resources policy makers to design effective interventions in the multifinance industry.

STRATEGIES FOR ENHANCING EMPLOYE INNOVATION THRU ORGANIZATIONAL CULTURE STRENGTHENING PROGRAMS, TRANSFORMATIONAL LEADERSHIP AND EMPLOYE EMPOWERMENT Abdul Khalim; Widodo Sunaryo; Yayan Hadiyat
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9661

Employe innovation is a strategic factor in improving organizational performance and sustainability, particularly in educational institutions facing rapid changes. However, internal data from the Umar Usman Education Foundation shows that employe innovation levels are still relatively low. This study aims to analyze the influence of organizational culture and transformational leadership on employe innovation, both directly and indirectly thru employe empowerment as an intervening variable. This research uses a quantitative approach with a survey method. The study population includes all permanent employes of the Umar Usman Education Foundation at the staff level, totaling 153 people. Using a census technique, 116 respondents were obtained. Data was collected thru questionnaires that had been tested for validity and reliability, and then analyzed using path analysis with the help of SmartPLS version 4. The research results indicate that organizational culture and transformational leadership have a positive and significant influence on employe innovation. Employe empowerment also has a positive and significant influence on employe innovation. Additionally, transformational leadership has a positive and significant influence on employe empowerment, while organizational culture does not have a significant influence. Indirectly, transformational leadership significantly influences employe innovation thru empowerment, while organizational culture does not. These findings recommend strengthening organizational culture, transformational leadership, and employe empowerment.

STRATEGIES FOR IMPROVING EMPLOYEE PERFORMANCE THROUGH PROGRAMS TO STRENGTHEN SELF-EFFICACY, SUPERVISION, AND WORK MOTIVATION Handy Ariestino; Widodo Sunaryo; Herdiyana Herdiyana
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.9696

The performance of Taxpayers (AR) at the Primary Tax Office (KPP Pratama) in the Bogor area still shows achievements that are not yet optimal. This condition necessitates a study to identify the factors influencing employee performance. This study aims to analyze the influence of self-efficacy and supervision on the performance of Account Representatives, both directly and thru work motivation as a mediating variable. This research uses a quantitative approach with a population consisting of all Account Representatives from the KPP Pratama in the Bogor Region, totaling 133 employees. The sample was determined using a census technique and involved 100 respondents. Data was collected thru questionnaires that had been tested for validity and reliability, and then analyzed using path analysis with SmartPLS version 4. The research results indicate that self-efficacy, supervision, and work motivation have a positive and significant effect on employee performance. Self-efficacy and supervision were also found to have a positive and significant impact on work motivation, which subsequently mediates the influence of these two variables on the performance of Account Representatives. These findings confirm that strengthening self-efficacy, supervision, and work motivation are important strategies for improving the performance of Account Representatives.

The Influence of Training Programs, Self-Efficacy, and Work Motivation on the Performance of Indonesian National Police Officers: An Empirical Study at the South Tangerang Police Resort Paringsih Paringsih; Widodo Sunaryo; Nancy Yusnita
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 9 No 2 (2026): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v9i2.10162

The performance of police officers is a crucial factor in ensuring effective law enforcement and public service delivery. In modern policing environments, organizational support and individual psychological factors are considered important elements that shape officers’ professional behavior and work outcomes. This study aims to examine the influence of training programs, self-efficacy, and work motivation on the performance of Indonesian National Police officers at the South Tangerang Police Resort. The research employed a quantitative approach using a survey design. Data were collected from 136 police officers through structured questionnaires and analyzed using multiple linear regression analysis. The findings indicate that training programs and work motivation are associated with police officers’ performance, while self-efficacy shows a positive but less prominent relationship within the model. These results suggest that organizational initiatives such as structured training programs and supportive motivational environments play an important role in shaping professional performance among police officers. Overall, the study highlights the importance of integrating organizational development strategies and psychological factors to support effective policing practices.

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

Organizational Culture, Transformational Leadership, and Work Motivation Driving Employee Performance Sudirman Sudirman; Nancy Yusnita; Widodo Sunaryo
International Journal of Multidisciplinary Research of Higher Education Vol 9 No 1 (2026): (January) Theme Education, Religion Studies, Social Sciences, STEM and Economic D
Publisher : Islamic Studies and Development Center in Collaboration With Students' Research Center Universitas Negeri Padang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24036/ijmurhica.v9i1.467

This study investigates the role of organizational culture, transformational leadership, and work motivation as strategic drivers of employee performance in an Indonesian corporate context. Conducted over seven months from September 2024 to March 2025, the research employed a quantitative design using Likert-scale questionnaires (1–5) distributed to 104 respondents, determined through the Slovin formula from a population of 140 employees. Data analysis was performed with SPSS version 21.0 through regression and correlation techniques. The findings reveal that organizational culture has a positive and significant effect on employee performance (β = 0.311; p < 0.05), transformational leadership shows a positive but statistically insignificant effect (β = 0.406; p > 0.05), and work motivation exerts the strongest positive and significant effect (β = 0.584; p < 0.05). Furthermore, organizational culture and transformational leadership significantly enhance work motivation (β = 0.317; p < 0.05; β = 0.299; p < 0.05), while their indirect effects on performance through motivation are positive but insignificant. These results underscore that organizational culture and work motivation are the most critical determinants of employee performance, whereas transformational leadership requires stronger alignment with motivational and cultural reinforcement to maximize impact. The study contributes to organizational behavior literature by providing empirical evidence from Indonesia and offers practical insights for managers seeking sustainable strategies to improve workforce performance.

Service Quality Improvement Strategies Through Strengthening Organizational Culture, Transformational Leadership, Self-Efficacy, and Work Engagement Siti Zubaidah; Soewarto Hardhienata; Widodo Sunaryo
Enrichment: Journal of Multidisciplinary Research and Development Vol. 2 No. 6 (2024): 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.v2i6.146

This study aims to analyze the improvement of service quality through strengthening organizational culture, transformational leadership, self-efficacy, and work engagement. The types of data in this study are quantitative data and qualitative data. Research data collection was carried out using a questionnaire to respondents. In this study, the data analysis stage begins with descriptive variable analysis, prerequisite test analysis, and continued with path analysis. The results showed that 1) there is a significant direct positive effect of organizational culture (X1) on service quality (Y), 2) there is a significant direct positive effect of transformational leadership (X2) on service quality (Y), 3) there is a significant direct positive effect of self-efficacy (X3) on service quality (Y), 4) there is a significant positive direct effect of organizational culture (X1) on work engagement (X4), 5) there is a significant positive direct effect of transformational leadership (X2) on work engagement (X4), 6) there is a significant positive direct effect of self-efficacy (X3) on work engagement (X4), 7) there is a significant positive direct effect of work engagement (X4) on service quality (Y), 8) there is a significant positive indirect effect of organizational culture (X1) on service quality (Y) through work engagement (X4), 9) there is a significant indirect positive effect of transformational leadership (X2) on service quality (Y) through work engagement (X4), 10) there is a significant indirect positive effect of self-efficacy (X3) on service quality (Y) through work engagement (X4).

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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