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All Journal SALAM: Jurnal Sosial dan Budaya Syar-i MIX : Jurnal Ilmiah Manajemen IJNP (Indonesian Journal of Nursing Practices) Journal of Economic, Bussines and Accounting (COSTING) Islamic Management: Jurnal Manajemen Pendidikan Islam AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM GEMA EKONOMI Almana : Jurnal Manajemen dan Bisnis Inovasi: Jurnal Ilmiah Ilmu Manajemen Jurnal Mantik SCAFFOLDING: Jurnal Pendidikan Islam dan Multikulturalisme Dinasti International Journal of Education Management and Social Science Management Studies and Entrepreneurship Journal (MSEJ) Jurnal Manajemen Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Enrichment : Journal of Management Jurnal Ilmu Manajemen Terapan (JIMT) Jurnal Manajemen Pendidikan dan Ilmu Sosial (JMPIS) Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) Journal of Islamic Economics and Finance Studies ABDI MOESTOPO: Jurnal Pengabdian pada Masyarakat Journal La Sociale International Journal of Science and Society (IJSOC) Jurnal Puan Indonesia Jurnal Manajemen Dakwah Jurnal Ilmu Sosial dan Humaniora Jurnal Manajemen dan Pemasaran Jasa Jurnal Ilmiah Administrasi Publik dan Pemerintahan Eduvest - Journal of Universal Studies Jurnal Keuangan dan Bisnis El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Fokus Bisnis: Media Pengkajian Manajemen dan Akuntansi Jurnal Ekonomi, Manajemen, Ilmu Sosial dan Politik
Kabul Wahyu Utomo
Universitas Terbuka
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Dentistry Economics, Econometrics & Finance Education Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Neuroscience Nursing Public Health Social Sciences Other

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HOW DO NARCISSISTIC LEADERS RELATE TO EMPLOYEE ORGANIZATION CITIZEN BEHAVIOR (LEADER MEMBER EXCHANGE AS A MEDIATION VARIABLE) Anggia Boantua Siahaan; Kabul Wahyu Utomo
Dinasti International Journal of Education Management And Social Science Vol. 3 No. 6 (2022): Dinasti International Journal of Education Management and Social Science (Augus
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31933/dijemss.v3i6.1344

Abstract

This research aims to see the Relationship of Narcissistic Leadership with Organizational Citizen Behavior Mediated by Leader Member Exchange. This study uses Organizational Citizen Behavior as a dependent variable and Narcissistic Leadership as an independent variable. This study used quantitative research methods with sampling techniques in the form of purposive sampling which were distributed to office workers in the Central Jakarta area with an age range in the Millennial generation, namely 20 years to 40 years. The number of populations in this study is unknown, so the sampling used the Lame show technique with a total sample of 100 respondents. The results of the linear regression in this study showed that the proposed hypothesis corresponded to the research carried out. Where the results of the study showed a significant relationship between narcissistic leadership and employee organizational citizen behavior. The results also showed that leader member exchange can mediate the relationship between narcissistic leadership variables and employee organizational citizen behavior.
The Influence of The Principal's Leadership Agility, Teacher Competence and Work Environment in Readiness F for Change Through Employee Engagement Mediation The Don Bosco School Panca Dharma Foundation Jakarta Lucia Sapto Wendah Wisanti; Kabul Wahyu Utomo; Janita Sembiring Meliala
Dinasti International Journal of Education Management And Social Science Vol. 6 No. 5 (2025): Dinasti International Journal of Education Management and Social Science (June
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijemss.v6i5.4583

Abstract

Changes in the Minister of Education have directly led to shifts in the national curriculum. The implementation of the new curriculum began gradually in 2023, requiring teachers to be ready to adapt. However, certain conditions indicate that this readiness is not yet fully evident. This study aims to examine the effect of principal leadership agility, teacher competence, and work environment on readiness for change, mediated by employee engagement at Don Bosco School, Panca Dharma Foundation, Jakarta. A quantitative associative method was used, with data collected through questionnaires from 181 teachers. Hypothesis testing was conducted using SEM-PLS (Partial Least Square) 3.0, with hypothesis acceptance based on t-statistics compared to the t-table value of 1.645 at a 0.05 significance level (one-tailed). Findings reveal that principal leadership agility, teacher competence, and work environment influence readiness for change by 60.10%, while 39.9% is influenced by other variables. These factors also affect employee engagement by 71.40%, with 28.6% attributed to other factors. Recommendations include encouraging principals to strengthen leadership skills and engage staff in strategic decision-making. School management is advised to maintain a supportive work environment to enhance teacher involvement and adaptability.
Pengaruh Iklim Organisasi dan Employee Engagment terhadap Work Satisfaction melalui Komitmen Organisasi pada Kantor Unit Pengembangan SDM Kementerian XYZ Irwan Prasetyo Hadi; Kabul Wahyu Utomo; Rismawati Rismawati
Jurnal Ilmu Manajemen Terapan Vol. 7 No. 4 (2026): Jurnal Ilmu Manajemen Terapan (Maret - April 2026)
Publisher : Dinasti Review Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jimt.v7i4.8131

Abstract

Pencapaian tujuan organisasi atau perusahaan sangat bergantung pada sumber daya manusia, yang dalam konteks ini adalah karyawan. Penting bagi organisasi untuk mempertahankan kontribusi maksimal dari aset vital ini. Tingkat komitmen karyawan dapat menjadi faktor penentu dalam keputusan mereka untuk melanjutkan atau mengakhiri hubungan kerja mereka dengan organisasi. Terdapat indikasi bahwa komitmen organisasi berperan dalam membentuk Iklim Organisasi, Keterlibatan Karyawan, dan Kepuasan Kerja. Studi ini berfokus pada penentuan dampak Iklim Organisasi dan Keterlibatan Karyawan terhadap Kepuasan Kerja, dengan Komitmen Organisasi sebagai variabel perantara. Sebanyak 240 karyawan dari Kantor Unit Pengembangan Sumber Daya Manusia XYZ menjadi subjek penelitian ini. Iklim Organisasi dan Keterlibatan Karyawan ditetapkan sebagai variabel independen, sedangkan Kepuasan Kerja adalah variabel dependen, dengan Komitmen Organisasi sebagai variabel mediasi. Data dikumpulkan melalui instrumen skala Likert dan dianalisis menggunakan Structural Equation Modeling (SEM). Hasil penelitian menunjukkan bahwa Iklim Organisasi dan Keterlibatan Karyawan memiliki pengaruh signifikan terhadap Kepuasan Kerja. Demikian pula, Iklim Organisasi dan Keterlibatan Karyawan terbukti memiliki pengaruh signifikan terhadap Komitmen Organisasi. Lebih lanjut, penelitian ini menegaskan bahwa Iklim Organisasi dan Keterlibatan Karyawan secara signifikan memengaruhi Kepuasan Kerja melalui peran mediasi Komitmen Organisasi.
The Impact of Digital Work Culture (Always on and Quick Response) on Workarounds Behavior among Healthcare Workers at Rumah Sehat Terpadu (RST) Dompet Dhuafa Hospital Rima Febrianti; Kabul Wahyu Utomo
SOSMANIORA: Jurnal Ilmu Sosial dan Humaniora Vol. 5 No. 2 (2026): Juni 2026
Publisher : Yayasan Literasi Sains Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55123/sosmaniora.v5i2.7787

Abstract

This study aims to explore the dynamics of digital work culture and its impact on the professional practices of healthcare workers at Rumah Sehat Terpadu Dompet Dhuafa Hospital (RS RST DD), focusing on the principles of always on and quick response. Using a qualitative approach with thematic analysis, the study draws on in-depth interviews with 12 participants, including healthcare professionals (doctors, nurses, midwives, and pharmacists), administrative staff, SKDP staff, medical record officers, as well as heads of units and departments. The findings reveal that digitalization enhances coordination efficiency and clinical decision-making. Four main themes emerged: Perceptions of digital work culture characterized by always on and quick response patterns; practices of digital technology utilization; the emergence of workaround behaviors as adaptive responses to system barriers; and the impact of digitalization on professional balance and humanistic values.The results indicate that digital work culture improves efficiency, collaboration, and team responsiveness in patient care. However, the constant expectation to stay connected and responsive also generates psychological pressure, emotional exhaustion, and a decline in empathetic interactions between healthcare workers and patients. Within a value-based institutional context, this phenomenon underscores the urgent need for a humanistic and spiritual design of digital work systems one that not only prioritizes efficiency but also preserves empathy, meaningful communication, and the spirit of service as an act of worship. This study emphasizes the importance of organizational policies that promote digital literacy, healthy work boundaries, and the preservation of humanistic values in healthcare services.
The Effect of Work Life Balance and Work Environment on Job Satisfaction with Motivation as an Intervening Variable at PT PLN Indonesia Power UBP Barru La Ode Muhammad Asrul; Kabul Wahyu Utomo; Sahnaz Ubud
Eduvest - Journal of Universal Studies Vol. 5 No. 11 (2025): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v5i11.52313

Abstract

Job satisfaction is crucial in human resource management as it directly impacts employee performance, loyalty, and productivity. This study examines the influence of work-life balance and work environment on job satisfaction, with motivation as an intervening variable, among employees of PT PLN Indonesia Power UBP Barru. The study is motivated by fluctuations in job satisfaction data and the demanding nature of the electrical energy sector, which includes high workloads, shift work, and safety risks. Using a quantitative approach and the Structural Equation Modeling-Partial Least Squares (SEM-PLS) technique, data were collected through questionnaires distributed to respondents selected by stratified random sampling, while secondary data were obtained from company reports and literature. The research variables included work-life balance (X1), work environment (X2), motivation (Z), and job satisfaction (Y). The results show that both work-life balance and work environment significantly impact job satisfaction, and that they positively influence motivation. Furthermore, motivation significantly affects job satisfaction and mediates the relationship between work-life balance, work environment, and job satisfaction. These findings align with Herzberg's Two-Factor Theory, which suggests that both motivator and hygiene factors contribute to job satisfaction. Therefore, this study highlights the importance of improving work-life balance, work environment, and motivation to enhance employee job satisfaction in the energy sector.
Career Plateau and Employee Outcomes: Evidence on Job Satisfaction, Performance, and Organizational Citizenship Behavior Kabul Wahyu Utomo; Faizul Mubarok; Muhammad Iqbal Arrasyid
MIX: JURNAL ILMIAH MANAJEMEN Vol. 16 No. 2 (2026): MIX : Jurnal Ilmiah Manajemen
Publisher : Universitas Mercu Buana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22441/jurnal_mix.2026.v16i2.010

Abstract

Objectives: This study investigates the impact of career plateau (CP) on job satisfaction (KK), employee performance (KP), and Organizational Citizenship Behavior (OCB) among higher education support staff. Additionally, it examines whether job satisfaction and OCB serve as mediators in these relationships.Methodology: The study utilized a quantitative approach, employing Structural Equation Modeling with Partial Least Squares (SEM-PLS). Data were collected through questionnaires administered to 200 higher education staff members across multiple Indonesian institutions.Findings: The results indicate that career plateau significantly reduces job satisfaction but does not directly influence employee performance or OCB. Job satisfaction enhances OCB, which, in turn, improves employee performance. Mediation analysis reveals that career plateau affects performance indirectly through a sequential pathway involving job satisfaction and OCB.Conclusion: Career plateau primarily affects affective factors rather than directly influencing performance. Enhancing job satisfaction and fostering OCB are essential strategies to mitigate the negative consequences of career stagnation and improve staff performance in higher education.
Pengaruh Akuntabilitas dan Transparansi terhadap Kinerja BPKAD dengan Moderasi Komitmen Organisasi Holil Absor; Kabul Wahyu Utomo; Syafrudin Syafrudin
Jurnal Ilmiah Administrasi Publik dan Pemerintahan (JIAPP) Vol 5, No 2 (2026): Jurnal Ilmiah Administrasi Publik dan Pemerintahan (JIAPP) - August
Publisher : Universitas Medan Area

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31289/jiaap.v5i2.6479

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh akuntabilitas dan transparansi terhadap kinerja Badan Pengelola Keuangan dan Aset Daerah Kabupaten Sarolangun dengan komitmen organisasi sebagai variabel moderasi. Penelitian ini menggunakan pendekatan kuantitatif dengan jenis penelitian eksplanatori. Data primer diperoleh melalui penyebaran kuesioner kepada 53 pegawai BPKAD Kabupaten Sarolangun yang dipilih menggunakan teknik purposive sampling. Teknik analisis data yang digunakan adalah regresi linear berganda dan Moderated Regression Analysis. Hasil penelitian menunjukkan bahwa akuntabilitas tidak berpengaruh signifikan terhadap kinerja BPKAD Kabupaten Sarolangun, sedangkan transparansi berpengaruh positif dan signifikan terhadap kinerja BPKAD Kabupaten Sarolangun. Hasil pengujian moderasi menunjukkan bahwa komitmen organisasi tidak mampu memoderasi pengaruh akuntabilitas terhadap kinerja, serta tidak mampu memoderasi pengaruh transparansi terhadap kinerja. Temuan ini menunjukkan bahwa peningkatan kinerja BPKAD Kabupaten Sarolangun lebih dipengaruhi oleh keterbukaan informasi daripada akuntabilitas yang bersifat administratif maupun komitmen organisasi sebagai faktor individual. Oleh karena itu, penguatan transparansi perlu diarahkan pada penyediaan informasi yang akurat, tepat waktu, mudah diakses, dan dapat dipertanggungjawabkan.
THE INFLUENCE OF NARCISSISTIC LEADERSHIP, BURNOUT AND JOB SATISFACTION ON ORGANIZATIONAL CITIZENSHIP BEHAVIOUR (OCB) Malia Nurmaliah; Kabul Wahyu Utomo; Wenda Wahyu Christiyanto
Jurnal Manajemen Dakwah Vol. 14 No. 1 (2026): JMD
Publisher : Program Studi Manajemen Dakwah - Fakultas Dakwah dan Ilmu Komunikasi - UIN Syarif Hidayatullah Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15408/9f8fbx39

Abstract

This study aims to determine the effect of narcissistic leadership on organizational citizenship behaviour (OCB) mediated by burnout and job satisfaction. This research is a quantitative approach with causality analysis. Data were collected using a questionnaire developed based on a five point Likert scale. Questionnaires were distributed to 305 civil servants of the Directorate General of Islamic Community Guidance Ministry of Religious Affairs of the Republic of Indonesia. A total of 178 questionnaires were returned and deemed eligible for analysis, resulting in a response rate of 58.36%. The data were analyzed using the SEM-PLS method with the help of SmartPLS 4 software. The results showed that narcissistic leadership has a positive and significant effect on OCB and burnout, while having a negative and significant effect on job satisfaction. Burnout has a negative and significant effect on job satisfaction and OCB. Furthermore, job satisfaction has a positive and significant effect on OCB. Burnout partially mediates the relationship between narcissistic leadership and OCB, as well as the relationship between narcissistic leadership and job satisfaction. In addition, job satisfaction partially mediates the relationship between burnout and OCB and the relationship between narcissistic leadership and OCB.   Keywords: burnout; job satisfaction; narcissistic leadership; organizational citizenship behaviour
HUBUNGAN LINGKUNGAN KERJA, WORK LIFE BALANCE TERHADAP KOMITMEN ORGANISASIONAL KARYAWAN DENGAN MOTIVASI KERJA SEBAGAI VARIABEL INTERVENING BPJS KESEHATAN WILAYAH KALIMANTAN TENGAH Mukhlis Almawan; Kabul Wahyu Utomo; Holten Sion
Journal of Economic, Bussines and Accounting (COSTING) Vol. 9 No. 1 (2026): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/256gnm41

Abstract

Sumber daya manusia merupakan salah satu asset paling berharga yang dimiliki oleh suatu organisasi, karena manusialah yang merupakan satu-satunya sumber daya yang dapat menggerakkan sumber daya lainnya. Tujuan penelitian ini adalah untuk mengetahui dan menganalisis hubungan lingkungan kerja, work life balance terhadap komitmen organisasional karyawan dengan motivasi kerja sebagai variabel intervening BPJS Kesehatan Wilayah Kalimantan Tengah. Teknik sampling adalah sampel jenuh atau nonprobability sampling yaitu berjumlah 100 karyawan. Instrumen penelitian adalah kusioner yang telah diuji validitas dan reliabilitasnya dan data diuji dengan analisis jalur menggunakan aplikasi SMART PLS versi 4. Hasil penelitian  menunjukan bahwa : terdapat hubungan langsung lingkungan kerja dengan motivasi kerja karyawan. Terdapat hubungan tidak langsung lingkungan kerja dengan komitmen organisasional melalui motivasi kerja karyawan. Terdapat hubungan langsung work life balance dengan motivasi kerja karyawan. Terdapat hubungan tidak langsung work life balance dengan komitmen organisasional melalui motivasi kerja karyawan. Terdapat hubungan langsung lingkungan kerja dengan komitmen organisasional karyawan. Terdapat hubungan langsung work life balance dengan komitmen organisasional karyawan. Terdapat hubungan langsung motivasi kerja dengan komitmen organisasional karyawan.
Pengaruh Perilaku yang Dipersepsikan Memiliki Karakteristik Pathological Lying terhadap Iklim Organisasi: Studi Kasus pada Kantor X Ratna Susilawati; Kabul Wahyu Utomo; Neuneung Ratna Hayati
Jurnal Ilmu Manajemen Terapan Vol. 7 No. 6 (2026): Jurnal Ilmu Manajemen Terapan (Juli - Agustus 2026)
Publisher : Dinasti Review Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jimt.v7i6.9497

Abstract

Iklim organisasi merupakan salah satu faktor penting yang memengaruhi efektivitas organisasi, kualitas hubungan kerja, serta kinerja pegawai. Salah satu faktor yang berpotensi mengganggu iklim organisasi adalah perilaku berbohong yang dilakukan secara berulang dan kronis. Penelitian ini bertujuan untuk menganalisis bagaimana perilaku yang dipersepsikan memiliki karakteristik pathological lying dalam bentuk mythomania (pseudologia fantastica) termanifestasi dalam interaksi kerja serta bagaimana perilaku tersebut mempengaruhi iklim organisasi pada sebuah instansi pemerintah yang disamarkan sebagai Kantor X. Penelitian ini menggunakan pendekatan kualitatif dengan metode studi kasus. Data dikumpulkan melalui wawancara mendalam terhadap 6 informan, observasi lapangan, dan dokumentasi, kemudian dianalisis menggunakan analisis tematik dengan bantuan perangkat lunak NVivo 12. Hasil penelitian menunjukkan bahwa perilaku yang dipersepsikan memiliki karakteristik mythomania mempengaruhi iklim organisasi melalui mekanisme yang bertahap, yaitu dominasi informasi dan relasi kuasa, distorsi informasi dan manipulasi komunikasi, konflik internal dan eksternal, penurunan kepercayaan, serta terhambatnya komunikasi organisasi yang kemudian menimbulkan suasana yang kurang kondusif yang berakibat pada penarikan diri pegawai dan melemahnya iklim organisasi. Temuan penelitian juga menunjukkan bahwa ketidaknetralan pimpinan berperan sebagai faktor penguat yang memperbesar dampak negatif pada setiap tahapan proses tersebut. Ketika pimpinan dipersepsikan tidak objektif dalam memverifikasi informasi dan menangani konflik, dampak perilaku tersebut berkembang menjadi suasana kerja yang tidak kondusif, meningkatnya kewaspadaan antarpegawai, serta melemahnya iklim organisasi. Penelitian ini memberikan kontribusi terhadap pengembangan literatur perilaku organisasi dengan menunjukkan bahwa pengaruh pathological lying dalam bentuk mythomania terhadap iklim organisasi bersifat tidak langsung dan dipengaruhi oleh kualitas kepemimpinan dalam organisasi.
Co-Authors Ake Wihadanto Amalia, Tyara Andi Harmoko Arifin Anggia Boantua Siahaan Anggia Boantua Siahaan Asna Dewi Aty Herawati Ayep, Ayep Ayu Widiantari, Ni Putu Natih Ayu, Ni Putu Dewi Lista Boantua Siahaan, Anggia Deni Rusmawati Agustin Dharma , Dias Adi Diana Sulianti K. Tobing Djunaidy , Djunaidy Eledora, Astrid Octina Endi Rekarti, Endi Faizul Mubarok Faryani, Meri Febriantika, Febriantika Fikri, Muchammad Hendrian Hendrian, Hendrian Hidayah, Zainur Holil Absor Holten Sion Humaira, Balqis Al Indradewa, Rhian Irwan Prasetyo Hadi Janita Sembiring Meliala Joko Rizkie Widokarti Kamal, Nur Mustofa Khurniawan, Arie Wibowo La Ode Muhammad Asrul Lucia Sapto Wendah Wisanti M. Arief Rakhman S. Mafizatun Nurhayati Malia Nurmaliah Maris , Septi Martino Wibowo Meirani Harsasi Meliala, Janita Sembiring Muhammad Iqbal Arrasyid Muji Gunarto Mukhlis Almawan Neuneung Ratna Hayati Nurdiana, Diah Prisila Damayanty Rahman, Saif Ur Ratna Susilawati Riftana, Ferry Dwi Cahya Rima Febrianti Rismawati Rismawati Rismawati Rizki Dito Subekti Rizqi , Az-Zahroh Sahnaz Ubud Sari, Novika Purnama Sari, Putri Netasya Setiadi, Doni Setiawan, Rudi Shine Pintor Siolemba Patiro Siahaan, Anggia Boantua Sinaga, Boy Andika Sobari, Yayat SULTAN, ZULKIFLI Syafrudin Syafrudin Taufani Chusnul Kurniatun Taufik Kurrohman Taufik Rahman Utama, Rivara Pascha Utami, Made Dwi Mas Wenda Wahyu Christiyanto Widjanarko , Widjanarko Wihadanto , Ake Wisanti, Lucia Sapto Wendah Yulianto, Kampono Imam Yusriani, Sri Zara Tania Rahmadi