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All Journal Jurnal Maneksi (Management Ekonomi Dan Akuntansi) Jurnal Ilmiah Universitas Batanghari Jambi Jurnal Studi Manajemen dan Bisnis MANAJERIAL Journal of Economic, Bussines and Accounting (COSTING) JURNAL PENDIDIKAN TAMBUSAI Pelita : Jurnal Penelitian dan Karya Ilmiah YUME : Journal of Management Jurnal Ilmiah Ekonomi Global Masa Kini Jurnal Humaniora : Jurnal Ilmu Sosial, Ekonomi dan Hukum Jurnal Bisnis Terapan JIMF (JURNAL ILMIAH MANAJEMEN FORKAMMA) JSMA (Jurnal Sains Manajemen dan Akuntansi) Business, Economics and Entrepreneurship Jurnal Bina Manajemen Jurnal Manajemen Bisnis Eka Prasetya Cakrawala Repositori Imwi Journal of Social Science jurnal syntax admiration Indonesian Journal of Law and Economics Review Journal of Management - Small and Medium Enterprises (SME's) Journal of Applied Management and Accounting Science (JAMAS) Journal of Economics and Business UBS Jurnal Disrupsi Bisnis Jurnal Ilmiah Wahana Pendidikan Jurnal Pengabdian dan Kewirausahaan Studi Ilmu Manajemen dan Organisasi Jurnal Ekonomi JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Bussman Journal : Indonesian Journal of Business and Management Journal of Trends Economics and Accounting Research Jurnal Ekonomi Trisakti LEBAH JURNAL ABDIKARYASAKTI Jurnal Manajemen dan Pemasaran Jasa Ekonomi Digital Jurnal Manajemen, Bisnis dan Organisasi (JUMBO) JURSIMA Journal of Educational Management Research Majapahit Journal of Islamic Finance dan Management Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Majapahit Journal of Islamic Finance dan Management Journal of Ekonomics, Finance, and Management Studies Jurnal Cendekia Ilmiah Jurnal Ekonomi, Manajemen, Akuntansi
Netania Emilisa
Universitas Trisakti
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Psychological Determinants Of Voluntary Quitting Among Four Star Hotel Personnel: Determinan Psikologis Berhenti Sukarela Pada Personel Hotel Bintang Empat Ayesha Dira Parahita; Netania Emilisa; Radita Finanda Ramadhanti; Beta Oki Baliartati; Faiza Nur Hakim
Indonesian Journal of Law and Economics Review Vol. 21 No. 3 (2026): Agustus
Publisher : Universitas Muhammadiyah Sidoarjo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21070/ijler.v21i3.1584

Abstract

General Background Human resources represent strategic assets crucial for organizational operational success and global competitive advantage. Specific Background The hospitality industry faces significant challenges maintaining workforce stability due to intense customer service demands, uncertain working hours, and shift-based operational systems. Knowledge Gap Although the hotel sector experiences exceptionally high voluntary departure rates, the concurrent evaluation of negative individual psychological states and organizational attachment metrics remains limited. Aims This study investigates how workplace happiness, work hopelessness, perceived organizational support, and job embeddedness predict the intention to leave among four-star hotel employees in North Jakarta. Results Quantitative multiple regression analysis of 110 respondents reveals that happiness at work, perceived organizational support, and job embeddedness significantly decrease the intention to leave. Conversely, work hopelessness significantly drives the desire to seek alternative employment. Novelty This research identifies job embeddedness as the most substantial psychological deterrent against turnover intention within high-stress hospitality environments. Implications Hospitality management must prioritize employee attachment strategies, transparent career development, and routine workload evaluations to foster retention and ensure long-term operational stability. Highlights Job embeddedness serves as the strongest deterrent against turnover intention. Work hopelessness significantly increases the desire to leave the organization. Management must prioritize career development and workload evaluations to improve retention. Keywords Turnover Intention; Job Embeddedness; Organizational Support; Work Hopelessness; Happiness At Work
Factors affecting green innovation among convection industry employees in West Jakarta Rani Herliyani; Netania Emilisa; Viona Kayla; Amanda Cantika Putri Efendhi; Marsha Anita Muhadi
Journal of Management Small and Medium Enterprises (SMEs) Vol 19 No 2 (2026): JOURNAL OF MANAGEMENT Small and Medium Enterprises (SME's)
Publisher : Universitas Nusa Cendana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35508/jom.v19i2.26234

Abstract

This study aims to identify the factors that drive the emergence of green innovation among employees working in convection businesses located in West Jakarta. A quantitative descriptive approach was employed through the distribution of questionnaires to 100 respondents selected using a purposive sampling method. The findings reveal that several internal and external company elements contribute to enhancing environmentally friendly practices, such as the efficient use of raw materials, the development of sustainable products, and the firm’s ability to respond to environmentally conscious market demands. Nonetheless, not all organizational aspects were found to exert a significant influence, indicating that green innovation efforts still require stronger support, particularly in terms of leadership. This study is limited to a specific region and industrial characteristics, and therefore future research is recommended to expand the research context and incorporate additional factors to achieve a more comprehensive understanding. Keywords: Green Human Capital; Green Structural Capital; Green Relational Capital; Green Transformational Leadership; Green Innovation
PENGARUH ETHICAL LEADERSHIP, TRUST IN LEADER TERHADAP TURNOVER INTENTION YANG DIMEDIASI OLEH WORK ENGAGEMENT PADA KARYAWAN DI DUA CABANG PERUSAHAAN ABHIMATA CITRA ABADI JAKARTA PUSAT Vanya Divanissa; Netania Emilisa; Aprilia Sintya Maharani; Rayshika Maulidia
PELITA JURNAL PENELITIAN DAN KARYA ILMIAH Vol 24 No 1 (2024): Pelita : Jurnal Penelitian dan Karya Ilmiah [Januari - Juni]
Publisher : UNIVERSITAS ISLAM SYEKH - YUSUF TANGERANG

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33592/pelita.v24i1.4847

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Ethical Leadership danTrust in Leader terhadap Turnover Intention yang dimediasi oleh WorkEngagement pada karyawan di dua cabang Perusahaan Abhimata Citra AbadiJakarta Pusat. Metode penelitian yang digunakan adalah pengujian hipotesisdengan pendekatan korelasional dan data cross-sectional yang dikumpulkandari karyawan di kedua cabang perusahaan tersebut. Teknik pengambilansampel yang digunakan adalah purposive sampling. Hasil penelitianmenunjukkan bahwa Ethical Leadership dan Trust in Leader memiliki pengaruhpositif dan signifikan terhadap Work Engagement. Namun, Ethical Leadershipdan Trust in Leader tidak memiliki pengaruh negatif yang signifikan terhadapTurnover Intention. Di sisi lain, Work Engagement memiliki pengaruh negatifdan signifikan terhadap Turnover Intention. Selain itu, Ethical Leadershipberpengaruh negatif terhadap Turnover Intention yang dimediasi oleh WorkEngagement, sementara Trust in Leader tidak berpengaruh negatif terhadapTurnover Intention melalui mediasi Work Engagement. Penelitian inimenyimpulkan bahwa peningkatan Ethical Leadership dan Trust in Leaderdapat meningkatkan Work Engagement karyawan, yang pada gilirannya dapatmengurangi Turnover Intention. Meskipun demikian, Ethical Leadership danTrust in Leader tidak langsung mempengaruhi Turnover Intention tanpadimediasi oleh Work Engagement. Hasil penelitian ini memberikan kontribusipraktis bagi manajemen perusahaan dalam upaya mengurangi TurnoverIntention dengan meningkatkan Ethical Leadership dan Trust in Leader, sertameningkatkan Work Engagement karyawan.
Analisis Pengaruh Human Resources Development Practices, Human Resources Management, dalam Memediasi Employee Engagement Terhadap Turnover Intention pada Karyawan Hotel Bintang Empat di Grogol Aprilia Sintya Maharani; Netania Emilisa; Resita Sekar
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 3 No. 6: September 2024
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v3i6.5431

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Human Resources Development Practices (HRDP), Human Resources Management (HRM), dan Employee Engagement terhadap Turnover Intention pada karyawan Hotel Bintang Empat di Grogol. Data dikumpulkan menggunakan teknik purposive sampling dan dianalisis dengan software AMOS. Hasil menunjukkan HRDP berpengaruh signifikan terhadap Employee Engagement dan Turnover Intention. HRM juga berpengaruh positif terhadap Employee Engagement, namun negatif terhadap Turnover Intention. Employee Engagement memiliki efek mediasi negatif signifikan pada hubungan HRM dan Turnover Intention Penelitian ini menyimpulkan bahwa peningkatan HRDP dan HRM dapat meningkatkan Employee Engagement dan mengurangi Turnover Intention, terutama melalui intervensi manajemen SDM yang lebih kuat dalam menciptakan keterlibatan karyawan.
Analisis Pengaruh Ethical Leadership dan Trust in Leader terhadap Turnover Intention dengan mediasi Work Engagement pada Karyawan Abhimata Citra Abadi di Jakarta Netania Emilisa; Vanya Divanissa; Raishyka Maulidia
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 3 No. 6: September 2024
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v3i6.5432

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Ethical Leadership dan Trust in Leader terhadap Turnover Intention yang dimediasi oleh Work Engagement pada karyawan dua cabang Perusahaan Abhimata Citra Abadi di Jakarta Pusat. Data dikumpulkan menggunakan metode korelasional dan purposive sampling, hasil menunjukkan bahwa Ethical Leadership (β = 0,569, p < 0,05) dan Trust in Leader (β = 0,195, p < 0,05) berpengaruh signifikan terhadap Work Engagement. Namun, keduanya tidak berpengaruh langsung signifikan terhadap Turnover Intention. Work Engagement memiliki pengaruh negatif signifikan terhadap Turnover Intention (β = -0,521, p = 0,027). Ethical Leadership juga berpengaruh signifikan terhadap Turnover Intention melalui Work Engagement (β = -0,242, p = 0,048). Temuan ini menyoroti pentingnya kepemimpinan etis dan keterlibatan kerja dalam mengurangi turnover.
Pengaruh Career Commitment dan Career Resilience Terhadap Life Satisfaction yang Dimediasi oleh Subjective Career Success Netania Emilisa; Handika Andrianto; Hendri Apriansyah; Ahmad Hilalluddin; Gatri Lunarindiah
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 4 No. 6: September 2025
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v4i6.10134

Abstract

Penelitian ini bertujuan untuk mengkaji pengaruh career commitment dan career resilience memengaruhi lif satisfaction, dengan subjective career success sebagai variabel mediasi. Menggunakan pendekatan kuantitatif dan analisis Structural Equation Modeling (SEM) dengan 168 responden karyawan perhotelan di Gading Serpong Tangerang. Penelitian ini menunjukkan bahwa semua hipotesis terdukung, dimana hasilnya career commitment dan career resilience secara langsung maupun yang dimediasi subjective career success berpengaruh positif terhadap life satisfaction. Temuan ini menekankan pentingnya peran persepsi individu terhadap keberhasilan karir dalam membentuk kepuasan hidup mereka. Implikasi praktisnya, khususnya di industri perhotelan, adalah perlunya peningkatan komitmen karir melalui pelatihan dan pengembangan karyawan demi mendukung kualitas layanan dan meningkatkan loyalitas pelanggan.
Pengaruh Innovation Ambidexterity dan Dynamic Capability Theory terhadap Leadership Skills yang dimediasi oleh Digital Transformation Netania Emilisa; Hendri Apriansyah; Handika Andrianto; Ahmad Hilalluddin; Gatri Lunarindiah
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 4 No. 6: September 2025
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v4i6.10137

Abstract

Penelitian ini bertujuan untuk mengkaji pengaruh Innovation Ambidexterity dan Dynamic Capability Theory terhadap Leadership Skills dengan peran mediasi Digital Transformation, khususnya dalam konteks industri perhotelan. Menggunakan pendekatan kuantitatif dengan 162 responden karyawan perhotelan, serta metode analisis Structural Equation Modeling melalui software AMOS dan SPSS, hasil penelitian menunjukkan bahwa seluruh hipotesis didukung. Innovation Ambidexterity dan Dynamic Capability Theory berpengaruh positif, baik secara langsung maupun tidak langsung melalui Digital Transformation, terhadap pengembangan Leadership Skills. Temuan ini menegaskan pentingnya transformasi digital dalam memperkuat kepemimpinan di era modern. Implikasi praktis dari penelitian ini adalah bahwa perusahaan perhotelan perlu memfokuskan upaya pada peningkatan komitmen karir karyawan untuk memaksimalkan kualitas layanan, kepuasan pelanggan, dan loyalitas pelanggan secara berkelanjutan.
Pengaruh Dukungan Organisasi Hijau terhadap Perilaku Kerja Inovatif Hijau Karyawan Hotel Radita Finanda Ramadhanti; Netania Emilisa; Ayesha Dira Parahita; Beta Oki Baliartati; Faiza Nur Hakim
EKOMA : Jurnal Ekonomi, Manajemen, Akuntansi Vol. 5 No. 5: Juli 2026
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/ekoma.v5i5.18142

Abstract

Penelitian ini dilatarbelakangi oleh pentingnya penerapan praktik keberlanjutan lingkungan dalam industri perhotelan yang memiliki dampak signifikan terhadap penggunaan energi dan sumber daya. Untuk mendukung keberlanjutan tersebut, diperlukan perilaku inovatif ramah lingkungan dari karyawan yang diduga dipengaruhi oleh green transformational leadership, green perceived organizational support, dan green self-efficacy.Tujuan penelitian adalah untuk menganalisis pengaruh green transformational leadership dan green perceived organizational support terhadap green innovative work behavior dengan mempertimbangkan peran green self-efficacy pada karyawan hotel di Jakarta Pusat. Metode penelitian ini mengadopsi cara kuantitatif dengan desain cross-sectional yang mana datanya dikumpulkan dengan kuesioner skala Likert lima poin yang disebarkan kepada karyawan hotel di Jakarta Pusat. Variabel penelitian adalah green transformational leadership dan green perceived organizational support sebagai variabel independen, lalu reen self-efficacy sebagai variabel mediasi, serta green innovative work behavior sebagai variabel dependen. Lalu, analisis data berfungsi untuk mengujikan bagaimana hubungan langsung dan tidak langsung antar variabel. Dan di akhir, hasil penelitian menunjukkan bahwa green transformational leadership dan green perceived organizational support berpengaruh positif terhadap green self-efficacy dan green innovative work behavior. Penelitian bermanfaat dalam kontribusinya demi pengembangan praktik manajemen sumber daya manusia berbasis keberlanjutan lingkungan pada industri perhotelan.
The Influence of Empowering Leadership and Artificial Intelligence on Innovative Behavior Mediated by Employee Engagement Viktoria Mistika Animus; Feivel Rick Cavanaugh Huang; Netania Emilisa
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 1 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i1.712

Abstract

This study aims to analyze the influence of empowering leadership and artificial intelligence on innovative behavior with employee engagement as a mediating variable among state-owned banks employees in Central Jakarta. The research design refers to prior studies and employs a descriptive quantitative approach using hypothesis testing. Data were collected cross-sectionally from October to November 2025 through an online questionnaire, generating both primary and secondary data. Purposive sampling was applied with criteria targeting millennial employees working in the banking sector, resulting in a total sample of 150 respondents. The findings indicate that empowering leadership, artificial intelligence, employee engagement, and innovative behavior are all perceived at a moderately high level. The results further reveal that empowering leadership positively influences both innovative behavior and employee engagement, whereas artificial intelligence does not positively influence innovative behavior but does positively influence employee engagement. Additionally, employee engagement has a positive effect on innovative behavior and fully mediates the relationship between empowering leadership and artificial intelligence toward innovative behavior. These findings highlight the critical role of employee engagement in enhancing the impact of leadership and technological adoption on employees’ innovative behavior.
The Influence of Empowering Leadership and Artificial Intelligence on Innovative Behavior Mediated by Employee Engagement Viktoria Mistika Animus; Feivel Rick Cavanaugh Huang; Netania Emilisa
Majapahit Journal of Islamic Finance and Management Vol. 6 No. 1 (2026): Islamic Finance and Management
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/mjifm.v6i1.712

Abstract

This study aims to analyze the influence of empowering leadership and artificial intelligence on innovative behavior with employee engagement as a mediating variable among state-owned banks employees in Central Jakarta. The research design refers to prior studies and employs a descriptive quantitative approach using hypothesis testing. Data were collected cross-sectionally from October to November 2025 through an online questionnaire, generating both primary and secondary data. Purposive sampling was applied with criteria targeting millennial employees working in the banking sector, resulting in a total sample of 150 respondents. The findings indicate that empowering leadership, artificial intelligence, employee engagement, and innovative behavior are all perceived at a moderately high level. The results further reveal that empowering leadership positively influences both innovative behavior and employee engagement, whereas artificial intelligence does not positively influence innovative behavior but does positively influence employee engagement. Additionally, employee engagement has a positive effect on innovative behavior and fully mediates the relationship between empowering leadership and artificial intelligence toward innovative behavior. These findings highlight the critical role of employee engagement in enhancing the impact of leadership and technological adoption on employees’ innovative behavior.
Co-Authors Abel Arya Nugraha Adawiyah, Wiwik Robiatul Adellia Adellia Advendi Simangunsong Afriyana - Ahmad Hilalluddin Ahmad Hilalluddin Aicha Fatiha Jolie Ainiyah Salsabila Alfi Rahmah Maulidia Amanda Cantika Putri Efendhi Amanda Cantika Putri Efendhi An Nisa Septianna Janitra Ananda Izzach Annabila Anggita Agustia Aprilia Sintya Maharani Aprilia Sintya Maharani Arif Misbah Tiar Ariq Ferdy Sulistio Asti Fatimah Aulia Fauzia Rahmah Aulia Fauziah Rahmah Aulia Rahma Ayesha Dira Parahita Ayesha Dira Parahita Azza Safina Lituhayu B. Medina Nilasari Bagas Prawiro Sasro Bagas Prawiro Sastro Baliartati, Beta Oki Beta Oki Baliartati Beta Oki Baliartati Calista Cyrilla Egidia Celline David Charles Mercelie Charles Mercelie Cika Cika Debbie Tribudhi Denny Styvan's Dion Desak Gede Mahira Putri Devi Pujiati Dietce Apriani Diko Juandra Dony Priandi Putra Dwi Dwi Prasetya Herman Egabetha Amirah Yudhaputri Eko Retno Indriyarti Evi Robiana Fadel A&#039;la An Nasher Faiza Nur Hakim Faiza Nur Hakim Farah Jihan Fauzan Fatieha Rizqillah Fatik Rahayu Febby Laddyana Citra Feivel Rick Cavanaugh Huang Felisa Salsabila Fitria Elvira Hanafi Fitria Hanum Prameswari Fitrinita Rumindang Simanjuntak Fitriyah Ningsih Gatri Lunarindiah Gatri Lunarindiah Gibran Julian Aldebaran Handika Andrianto Hendri Apriansyah Indrayani Nur Aini Indrayani Nur Aini Ineke Amastya Aprilianti - Kania Reskia Ananditha Karina Ganadi Kurniawati Kurniawati Laely Nurulfadhilah Laely Nurulfadhilah Laura Agriza Lia Safitri Lidya Hastari Lidya Permata Sari Gill Liem Sugondo Marisela Bethabara Marsha Anita Muhadi Matthew Aaron Mega Pospita Meisandi Arya Melinda Husnia Rosianti Meri Rahmawati Meri Rahmawati Muhammad Dimas Pangestu Muhammad Fachri Dilham Welham Muhammad Fahmi Akbar Siregar Muhammad Falah Saefuddin Mutia Nurhikmah Mutiara Jannah Nabila Salma Nabilah Fajriyani Putri Nabillah Chairunisah Nadira Feliza Aulia Nazila Inayah Noni Febiastri Wahyuningtiyas Nur Azhimarrofia Nur Halimah Nurizahara Romadhania Nurulita Fauzia Kamal Pandu Andi Wiguna Putri Amalia Alfiana Putri Aprillia Zaenudin Putri Aprillia Zaenudin Putri Artha Devia Febriani Qorry Rahma Intan Palupi Radita Finanda Ramadhanti Radita Finanda Ramadhanti Rahmat Dovianton Raishyka Maulidia Rani Herliyani Ratna Setyarini Raysa Hanik Alvianita Raysa Nafia Rayshika Maulidia Rehan Putra Dharmawan Renata Alifia Reniati Karnasi Resita Sekar Retno Dwi Jayanti Rezi Dwi Astuti Sarah Rizkika Shafrani Dizar Sherly Sanchia Stacia Fam Siti Wahyuni Soeharjoto Soekapdjo Sukma Hidya Aulia Sultan Akmal Fadhillah Syahla Irawati Syahla Tessalonika Magdalena Roretta Tiara Puspa Tiara Puspa Tiara Puspa Tiara Safitri Tiarapuspa Vanya Divanissa Vanya Divanissa Viktoria Mistika Animus Viona Kayla Viona Kayla Wahyuni, Lidia Yessi Gustiningtyias Yusran, Husna Leila Yuta Paramita Zahra Afifah Zamzam Nurul Haj Zulfa Nanda Fathia Mayrisya