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All Journal SALAM: Jurnal Sosial dan Budaya Syar-i 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 Inovasi: Jurnal Ilmiah Ilmu Manajemen Jurnal Mantik Value: Jurnal Manajemen dan Akuntansi SCAFFOLDING: Jurnal Pendidikan Islam dan Multikulturalisme Dinasti International Journal of Education Management and Social Science Ilomata International Journal of Management 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 Ilomata International Journal of Management ABDI MOESTOPO: Jurnal Pengabdian pada Masyarakat Journal La Sociale International Journal of Community Service International Journal of Science and Society (IJSOC) Jurnal Puan Indonesia Jurnal Manajemen dan Pemasaran Jasa Eduvest - Journal of Universal Studies Jurnal Keuangan dan Bisnis El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Fokus Bisnis: Media Pengkajian Manajemen dan Akuntansi Proceeding Of International Conference On Education, Society And Humanity Journal of Ekonomics, Finance, and Management Studies 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 Library & Information Science Materials Science & Nanotechnology Neuroscience Nursing Public Health Social Sciences Other

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Enhancement of Organizational Commitment among Management Trainee Graduates: The Influence of Training, Career Development, and Work-Life Balance Mediated by Work Motivation Sinaga, Boy Andika; Utomo, Kabul Wahyu; Rahayu, Heffi Christya
International Journal of Science and Society Vol 6 No 3 (2024): International Journal of Science and Society (IJSOC)
Publisher : GoAcademica Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/ijsoc.v6i3.1223

Abstract

Organizational commitment is a critical variable in reducing employee turnover intentions. Enhancing organizational commitment can be facilitated through factors such as training, career development, work-life balance, and work motivation. The objective of this research is to identify the significant direct impact of training, career development, and work-life balance on organizational commitment and work motivation, as well as to demonstrate the significant indirect impact mediated by work motivation between training, career development, and work-life balance on organizational commitment. This study was conducted on staff employees who are graduates of the Management Trainee program at Company Group X, with a sample size of 202 respondents, utilizing probability sampling techniques. The independent variables in this study include training (X1), career development (X2), and work-life balance (X3), while the mediating variable is work motivation (Z), and the dependent variable is organizational commitment (Y). The research data were analyzed using the Structural Equation Model-Partial Least Square (SEM-PLS) method with Likert scale measurements. The hypothesis testing results indicate a positive and significant influence of training (X1), career development (X2), work-life balance (X3), and work motivation (Z) on organizational commitment (Y), as well as a positive and significant influence of training (X1), career development (X2), and work-life balance (X3) on work motivation (Z). The indirect influence hypothesis test shows that training (X1), career development (X2), and work-life balance (X3) have a positive and significant effect on organizational commitment (Y) mediated by work motivation (Z).
The Influence of Organizational Climate on Employee Performance: The Mediating Role of Perceived Work Stress Utami, Made Dwi Mas; Utomo, Kabul Wahyu; Arifin, Andi Harmoko
International Journal of Science and Society Vol 6 No 4 (2024): International Journal of Science and Society (IJSOC)
Publisher : GoAcademica Research & Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54783/ijsoc.v6i4.1308

Abstract

This research aims to determine and prove the influence of organizational climate on employee performance. The research was carried out quantitatively, namely using survey methods with specially integrated statistical analysis methods. The questionnaire was a data collection instrument and distributed online via Google Form with a sample size of 211 respondents. The research results obtained are that organizational climate has a significant influence on employee performance. Perceived work stress has a significant influence on employee performance. Organizational climate has a significant influence on perceived work stress and organizational climate has a significant influence on Employee Performance through the mediation of Perceived Work Stress. In an effort to maintain employee performance, we provide space for employees to be able to take certain initiatives in their work as long as their implementation is monitored and in accordance with standard work procedures. Leaders can support and monitor initiatives on a results-oriented basis. support from leaders and policies within the company so that all employees can manage expectations and make these expectations a reality in line with company goals and provide challenging tasks so that employees give their best effort in achieving the assigned tasks.
The Mediating Role of Extrinsic Work Motivation on the Influence of Transformational Leadership and Organizational Climate on Employee Engagement Teachers Ayep, Ayep; Nurhayati, Mafizatun; Utomo, Kabul Wahyu
Scaffolding: Jurnal Pendidikan Islam dan Multikulturalisme Vol. 6 No. 1 (2024): Geographical Coverage: Indonesia, Malaysia, Turkey, Iraq, and Nigeria
Publisher : Institut Agama Islam Sunan Giri (INSURI) Ponorogo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37680/scaffolding.v6i1.4514

Abstract

This study aims to analyze the mediating role of Extrinsic Work Motivation (EWM) in the influence of Transformational Leadership (TL) and Organizational Climate (OC) on Employee Engagement (EE). The population and sample in this study were all permanent teachers of Yayasan Bina Insan Mulia Batam Riau Islands, totaling 84 respondents. Sampling uses a non-probability sampling method, especially a saturated sampling method. This study used a survey method with a research instrument in the form of a questionnaire. The data analysis method was carried out with the Partial Least Square-Structural Equation Model (SEM PLS) 4.0.9.6. The results showed that TL had no direct and insignificant effect on EE, OC had a significant positive effect on EE, EWM had a significant positive effect on EE, TL had a significant positive effect on EWM, and OC had a significant effect on EE. EWM fully mediates the influence of TL on EE, and EWM partially mediates the influence of OC on EE. Transformational Leadership and Organizational Climate each contribute positively to teachers' Extrinsic Work Motivation. Furthermore, Extrinsic Work Motivation becomes a full mediator between Transformational Leadership and Employee Engagement, also partially mediating the relationship between Organizational Climate and teacher-employee engagement.
Islamic Banking in Indonesia: Assessing the Impact of Economic Turbulence and Market Dynamics on Credit Portfolios Mubarok, Faizul; Wibowo, Martino; Utomo, Kabul Wahyu; Rahman, Saif Ur
Journal of Islamic Economics and Finance Studies Vol 6 No 1 (2025): JIEFeS, June 2025
Publisher : Universitas Pembangunan Nasional Veteran Jakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47700/jiefes.v6i1.10937

Abstract

Indonesia’s Islamic banking sector has experienced rapid expansion in recent decades; however, credit growth within this sector remains volatile and insufficiently explored, particularly in relation to broader macroeconomic fluctuations. This study addresses this knowledge gap by investigating the key macroeconomic and financial determinants influencing credit growth in Islamic banks. It is driven by the need to understand how external shocks and policy variables affect Islamic financing behavior. Utilizing monthly data from 2002 to 2023, the study employs a Vector Error Correction Model (VECM), Impulse Response Function (IRF), and Forecast Error Variance Decomposition (FEVD) to analyze both short- and long-term dynamics. The VECM results reveal a long-run equilibrium relationship between Islamic credit growth and macroeconomic indicators, including GDP, inflation, and interest rates. This finding suggests that Islamic credit, characterized by its unique Shariah-compliant principles, adjusts over time to restore equilibrium following disruptions. The IRF analysis further indicates that shocks to inflation and exchange rates tend to temporarily suppress credit growth, reflecting the sector’s sensitivity to price volatility and currency fluctuations. In contrast, positive shocks to GDP and stock market performance are associated with sustained increases in credit, underscoring the procyclical nature of Islamic bank lending. FEVD results show that GDP and inflation are the most significant drivers of credit growth variability, followed by interest rates and the exchange rate. These findings underscore that Islamic credit expansion is closely tied to real sector performance and overall macroeconomic stability. For policymakers and financial regulators, the study highlights the importance of maintaining sound macroeconomic fundamentals and fostering a stable investment climate. Such efforts are essential to support sustainable credit growth and enhance the resilience of Indonesia’s Islamic banking sector
Pengaruh New Normal Perception to Work Terhadap Organizational Citizenship Behavior Deni Rusmawati Agustin; Kabul Wahyu Utomo; Meirani Harsasi
El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam Vol. 5 No. 4 (2024): El-Mal: Jurnal Kajian Ekonomi & Bisnis Islam
Publisher : Intitut Agama Islam Nasional Laa Roiba Bogor

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.47467/elmal.v5i4.1939

Abstract

The Covid-19 pandemic that has hit the world since early 2020 has changed the way and style of working. In the new normal order, the Ministry of Finance is adapting to this situation by setting up a combination work scheme of Work from Home (WFH) or working from home and (Work from Office/WFO) or working in the office. In this research, the combination of WFH and WFO work is hereinafter referred to as the New Normal Perception to Work (NNPW) variable. The aim of this research is to find out whether New Normal Perception to Work (NNPW) is related to Organizational Citizenship Behavior (OCB). This research was conducted on employees of the Tax Service Office located in the city of Semarang with a population of 808 employees with a sample of 272 respondents. This research also uses the mediating variables of job satisfaction and Work Life Balance (WLB). Variable measurements were carried out using a Likert scale, and the response results were analyzed using Structural Equation Modeling (SEM) with the AMOS 22.0 application. The research results show that New Normal Perception to Work influences employee OCB behavior, WLB and job satisfaction. Work Life Balance is able to mediate the influence of the relationship between New Normal Perception to Work and OCB. Meanwhile, on the other hand, job satisfaction has no effect on OCB, and is unable to mediate the influence of the relationship between NNPW and OCB.
CAN PERCEIVED WORK-LIFE BALANCE AND WORKLOAD ENHANCE EMPLOYEE PERFORMANCE? EMPIRICAL EVIDENCE FROM PT CAHYA DELIVERY INDONESIA Utomo, Kabul Wahyu; Saputra, Riandy; Yusriani, Sri; Sari, Novika Purnama; Rahayu, Heffi Christya
PROCEEDING OF INTERNATIONAL CONFERENCE ON EDUCATION, SOCIETY AND HUMANITY Vol 3, No 1 (2025): First International Conference on Education, Society and Humanity
Publisher : PROCEEDING OF INTERNATIONAL CONFERENCE ON EDUCATION, SOCIETY AND HUMANITY

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

This study investigates the effects of perceived work-life balance (PWLB) and workload on employee performance, with job satisfaction functioning as a mediating variable, at PT Cahya Delivery, a logistics and service distribution company operating in Sumatra, Indonesia. The research was motivated by a decline in employee performance observed in 2024, accompanied by heightened workload demands during peak delivery periods. A quantitative research design was employed, utilizing structured questionnaires administered to 190 active employees selected through purposive sampling. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). Results demonstrate that PWLB exerts a significant positive influence on both job satisfaction and employee performance. Conversely, workload shows a negative direct effect on performance but an unexpected positive effect on job satisfaction, suggesting that increased responsibilities may enhance perceived trust and motivation among employees. Job satisfaction was found to partially mediate the relationships between both exogenous variables and employee performance. These findings underscore the strategic importance of fostering work-life balance and carefully managing workload structures to enhance employee satisfaction and performance. The study provides actionable insights for human resource management in the logistics service sector, particularly in designing challenge-oriented workloads and support mechanisms to sustain productivity and organizational effectiveness.
Pengaruh Beban Kerja terhadap Kepuasan Kerja dengan Mediasi Stress Kerja di Akademi Penerbang Indonesia M. Arief Rakhman S.; Kabul Wahyu Utomo; Diana Sulianti K. Tobing
Jurnal Manajemen Pendidikan dan Ilmu Sosial Vol. 7 No. 1 (2025): Jurnal Manajemen Pendidikan dan Ilmu Sosial (Desember 2025 - Januari 2026)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jmpis.v7i1.6994

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh beban kerja terhadap kepuasan kerja dengan stres kerja sebagai variabel mediasi serta remunerasi sebagai variabel moderasi pada Pegawai Negeri Sipil di lingkungan Akademi Penerbang Indonesia Banyuwangi. Penelitian ini melibatkan 76 responden yang datanya dikumpulkan melalui kuesioner Google Form selama tujuh hari. Data dianalisis menggunakan pendekatan Partial Least Square Structural Equation Modeling (PLS-SEM) dengan bantuan software SmartPLS versi 4. Hasil uji outer model menunjukkan bahwa seluruh variabel konstruk (beban kerja, stres kerja, kepuasan kerja, dan remunerasi) memenuhi kriteria validitas dan reliabilitas. Uji struktural menunjukkan bahwa beban kerja berpengaruh signifikan terhadap kepuasan kerja secara langsung maupun tidak langsung melalui stres kerja sebagai mediator. Namun, remunerasi tidak terbukti secara signifikan memoderasi hubungan antara stres kerja dan kepuasan kerja maupun hubungan antara beban kerja dan kepuasan kerja melalui stres kerja. Nilai R-square sebesar 0,813 untuk kepuasan kerja dan 0,641 untuk stres kerja menunjukkan model yang kuat dalam menjelaskan variabel endogen. Selain itu, nilai predictive relevance (Q²) sebesar 0,800 menunjukkan kemampuan prediksi yang sangat baik dari model penelitian ini.
Pengaruh LMX Terhadap Kinerja Pegawai dengan Loyalitas dan LOC Sebagai Mediasi Anam, Syaiful; Wahyu Utomo, Kabul; Handriyono
Value : Jurnal Manajemen dan Akuntansi Vol. 20 No. 3 (2025): September - Desember 2025
Publisher : Program Studi Manajemen, Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Cirebon

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32534/jv.v20i3.8164

Abstract

Employee performance is the driving force behind organizational performance improvement. Developing an effective HR development program requires empirical evidence on how LMX, loyalty, and locus of control play a role in shaping employee performance. The research aims to explain how relational leadership shapes behavioural and psychological mechanisms that determine performance outcomes. A quantitative survey was administered to academic and administrative staff at a private university, and data were analysed using Structural Equation Modelling–Partial Least Squares. Findings show that high-quality LMX directly enhances employee performance and significantly strengthens both loyalty and internal locus of control. Loyalty functions as an emotional mechanism that reinforces commitment, whereas internal locus of control emerges as the strongest mediator, indicating that psychological empowerment plays a critical role in sustaining high performance. The results highlight the importance of supportive leadership, professional recognition, and participatory work environments in improving organisational outcomes. This study contributes to the literature by integrating relational and psychological constructs within one predictive model and by extending the application of relational leadership theories in higher education institutions. The findings offer practical insights for university management in designing leadership development, employee engagement initiatives, and performance enhancement strategies.
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 Asrul, La Ode Muhammad; Utomo, Kabul Wahyu; Ubud, Sahnaz
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.
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.
Co-Authors Ake Wihadanto Almawan, Mukhlis Amalia, Tyara Amin Wibowo Anaku Putri, Tigha Andi Harmoko Arifin Anggia Boantua Siahaan Anggia Boantua Siahaan Asrul, La Ode Muhammad 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 Handriyono Hendrian Hendrian, Hendrian Hidayah, Zainur Holten Sion, Holten Humaira, Balqis Al Indra Setiawan Indradewa, Rhian Janita Sembiring Meliala Joko Rizkie Widokarti Kamal, Nur Mustofa Khurniawan, Arie Wibowo Lucia Sapto Wendah Wisanti M. Arief Rakhman S. Mafizatun Nurhayati Maris , Septi Martino Wibowo Meirani Harsasi Meliala, Janita Sembiring Muji Gunarto Neuneung Ratna Hayati, Neuneung Ratna Nurdiana, Diah Nurul Hidayat Pala’langan, Darma Prisila Damayanty Rahman, Saif Ur Riftana, Ferry Dwi Cahya Rismawati Rizki Dito Subekti Rizqi , Az-Zahroh Sahnaz Ubud Salsabil, Imanirrahma Saptawati Rita Kusmartini Saputra, Riandy Sari, Novika Purnama Sari, Putri Netasya Setiadi, Doni Setiawan, Rudi setyowardoyo, nugroho Shine Pintor Siolemba Patiro Siahaan, Anggia Boantua Sinaga, Boy Andika Sobari, Yayat SULTAN, ZULKIFLI Syaiful Anam Taufani Chusnul Kurniatun Taufik Kurrohman Taufik Rahman Tita Rosita Usman Mika’il Usman Utama, Rivara Pascha Utami, Made Dwi Mas Widjanarko , Widjanarko Wihadanto , Ake Wisanti, Lucia Sapto Wendah Yohanes Joni Pambelum Yulianto, Kampono Imam Yusriani, Sri Zara Tania Rahmadi