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All Journal Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo JBTI : Jurnal Bisnis : Teori dan Implementasi Jurnal Ekonomi Pembangunan STIE Muhammadiyah Palopo EBBANK: Jurnal Ilmiah Bidang Ekonomi, Bisnis dan Perbankan JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan) TEMALI : Jurnal Pembangunan Sosial Management Studies and Entrepreneurship Journal (MSEJ) Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah Equity: Jurnal Ekonomi Jurnal Fokus Manajemen Bisnis Entrepreneurship Bisnis Manajemen Akuntansi (E-BISMA) Jurnal Kolaboratif Sains JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Widya Dharma Journal of Business PERMANA : Jurnal Perpajakan, Manajemen, dan Akuntansi Indonesian Journal of Multidisciplinary on Social and Technology INTERNATIONAL JOURNAL OF ECONOMICS AND MANAGEMENT REVIEW Journal of Economics and Management Scienties IMPACTS: International Journal of Empowerment and Community Services Indonesian Journal of Economics, Business, Accounting, and Management
Didik Subiyanto
Universitas Sarjanawiyata Tamansiswa
Religion Agriculture, Biological Sciences & Forestry Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Law, Crime, Criminology & Criminal Justice Library & Information Science Medicine & Pharmacology Nursing Public Health Social Sciences Other

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Pengaruh Komitmen Organisasional, Lingkungan Kerja, dan Stres Kerja Terhadap Turnover Intention Penelitian Ardianus Gordi Pago; Prayekti Prayekti; Didik Subiyanto
Indonesian Journal of Multidisciplinary on Social and Technology Vol. 3 No. 1 (2025): November - Februari
Publisher : PT Ilmu Data Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.69693/ijmst.v3i1.265

Abstract

Human Resources (HR) play a crucial role in an organization, impacting its performance and success. Strategic HR management is essential for optimal employee placement, development, and utilization, enabling organizations to harness human resources for achieving company goals. This study analyzes the relationship between organizational commitment, work stress, and the work environment concerning Turnover Intention. Researchers aim to understand how organizational commitment levels, job stress, and work environment quality contribute to employees' inclination to leave. Using a quantitative approach, data collection involved distributing questionnaires to 100 respondents. Analysis using the SPSS program provided deeper insights into the relationship between organizational commitment, work stress, and the work environment in the context of Turnover Intention. Findings indicate that organizational commitment (KO) lacks a significant effect on job change intention (IT). Work stress (SK) shows a positive but nonsignificant impact on intention to move, while the work environment (LK) has a positive and significant effect on changing job intentions. The study suggests that attention to organizational commitment, work stress, and work environment can potentially reduce job change desires. These insights guide management in developing strategies to enhance employee well-being and retention, contributing to organizational stability.
A Pengaruh Budaya Organisasi, Motivasi Intrinsik, dan Keadilan Prosedural terhadap Organizational Citizenship Behavior CV. Mustika Jaya Engineering di Gunungkidul, Yogyakarta Merlin Hidayat; Didik Subiyanto; Nala Tri Kusuma
Indonesian Journal of Economics, Business, Accounting, and Management (IJEBAM) Vol 2 No 3 (2024): February 2024
Publisher : PT SOLUSI EDUKASI BERDIKARI

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63901/ijebam.v2i3.56

Abstract

Tujuan penelitian ini adalah untuk mengetahui pengaruh budaya organisasi, motivasi intrinsik dan keadilan prosedural terhadap organizational citizenship behavior (OCB). Metode pengumpulan sampel dalam penelitian ini menggunakan sampel jenuh. Penelitian ini menggunakan pendekatan kuantitatif dengan menggunakan data primer yang diperoleh dari penyebaran kuesioner berskala likert. Populasi yang digunakan dalam penelitian ini yaitu karyawan CV. Mustika Jaya Engineering di Gunungkidul, Yogyakarta. Hasil penelitian ini menunjukkan bahwa budaya organisasi tidak berpengaruh signifikan terhadap OCB. Kemudian motivasi intrinsik berpengaruh signifikan terhadap OCB, dan keadilan prosedural juga berpengaruh signifikan terhadap OCB. Implikasi dalam penelitian ini menunjukkan ketika variabel budaya organisasi di tingkatkan, maka akan terjadi peningkatan terhadap variabel OCB.
Digital Marketing Training and Increasing Human Resource Management Motivation for Bangunjiwo Youth, Bantul Regency Lusia Tria Hatmanti Hutami; Didik Subiyanto; Alfiatul Maulida; Banun Havifah Cahyo Khosiyono; Suddin Lada
IMPACTS: International Journal of Empowerment and Community Services Vol. 2 No. 2 (2024)
Publisher : Faculty of Economics Universitas Sarjanawiyata Tamansiswa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30738/impacts.v2i2.16940

Abstract

Purpose ­ This community service aims to MSMEs actors can implement digital marketing into their businesses, increase literacy and skills through lectures and training on Digital Marketing as a new means of developing MSMEs and motivate the importance of developing the quality of human resources through entrepreneurship. Methods - training and lecturing Result and discussions – The result is a better understanding of digital marketing and strengthening HR motivation. The object is young people in the villages of Sribitan, Bangunjiwo, Kasihan, Bantul. Providing donations to provide space, providing information to participants in community service program activities and providing information on the description/condition of entrepreneurship in the partner environment. Conclusion - The Community Service Program is aimed at people who are interested and are starting a business, but still lack literacy, skills and knowledge about promotion through digital marketing. Thus, product sales to MSMEs are still relatively small and the scope is small. So it will produce new, competitive MSME players who create interesting content to display in their marketing in cyberspace.
Pengaruh Compensation System, Employee Welfare, dan Work-Life Balance terhadap Employee Retention: Bukti dari PT AAE Outdoor Indonesia Faqih Fadillah; Didik Subiyanto; Ahyar Syafwan Lysander
JPEK: Jurnal Pendidikan Ekonomi dan Kewirausahaan Vol 10 No 2 (2026): JPEK (Jurnal Pendidikan Ekonomi dan Kewirausahaan)
Publisher : Universitas Hamzanwadi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29408/jpek.v10i2.36575

Abstract

Employee retention has become one of the primary challenges for manufacturing companies in maintaining organizational stability and productivity. This study aims to examine the influence of compensation systems, employee welfare, and work-life balance on employee retention at PT AAE Outdoor Indonesia. A quantitative approach was employed using a survey method. Primary data were collected through questionnaires distributed to employees selected using a purposive sampling technique. Data analysis was conducted using multiple linear regression with the assistance of SPSS software. The findings indicate that the compensation system has a positive and significant effect on employee retention. Employee welfare also demonstrates a significant positive influence on employee retention. Furthermore, work-life balance significantly contributes to improving employees' intention to remain within the organization. Simultaneously, the three independent variables significantly explain variations in employee retention. These findings suggest that organizations should establish competitive compensation policies, improve employee welfare programs, and create a balanced work environment to enhance employee retention. This research contributes to the human resource management literature by providing empirical evidence regarding factors influencing employee retention in Indonesia's manufacturing sector.
The Effect Of Self Efficacy, Work Discipline And Perceived Organizational Support (Pos) On Affective Commitment Septiana Dwi Rahayu; Didik Subiyanto; Eko Yulianto
Jurnal Pamator : Jurnal Ilmiah Universitas Trunojoyo Vol 18, No 4: 2025 (Supplementary Issue)
Publisher : Universitas Trunodjoyo Madura

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21107/pamator.v18i4.32889

Abstract

This study examines the influence of self-efficacy, work discipline, and perceived organizational support (POS) on affective commitment among employees of PDAM Tirta Handayani, Gunungkidul Regency. As a public water utility, the organization faces complex operational challenges, including sustainable drinking water management, service reliability, and serving a large, diverse customer base. Understanding determinants of affective commitment is crucial, as employees' emotional attachment drives service quality, organizational stability, and long-term performance.The research investigates how self-efficacy, work discipline, and POS individually and collectively shape employees' emotional bonds with the organization. A quantitative approach was employed, collecting primary data from PDAM employees via a Likert-scale questionnaire. Data analysis used SPSS version 26, including validity and reliability tests, classical assumption tests (normality, multicollinearity, heteroscedasticity), and multiple linear regression. Hypothesis testing involved t-tests and F-tests to ensure result robustness.Findings reveal that self-efficacy has no significant effect on affective commitment, indicating personal confidence alone is insufficient in this context. Conversely, work discipline and POS exert strong positive influences. Overall, these variables collectively enhance affective commitment, underscoring the vital role of organizational practices and support systems in public service entities.
The Influence of Transformational Leadership on Organizational Citizenship Behavior (OCB) through Innovative Work Behavior and Readiness to Change among Educational Staff at the Institut Seni Indonesia Yogyakarta Tri Purnomo; Didik Subiyanto; Syamsul Hadi
TEMALI : Jurnal Pembangunan Sosial Vol. 8 No. 2 (2025): Temali: Jurnal Pembangunan Sosial
Publisher : Universitas Islam Negeri Sunan Gunung Djati Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.15575/jt.v8i2.45094

Abstract

This study aims to investigate the effect of Transformational Leadership on Organizational Citizenship Behavior (OCB) among educational staff at the Indonesian Institute of Arts Yogyakarta by examining the mediating roles of Innovative Work Behavior (IWB) and Readiness to Change (RTC). This research employs a quantitative approach, using primary data collected through structured questionnaires and analyzed using Partial Least Squares (PLS) via SmartPLS 4. The results show that Transformational Leadership has a significant positive effect on OCB, as well as on IWB and RTC. Furthermore, both IWB and RTC act as significant mediators that strengthen the relationship between Transformational Leadership and OCB. These findings imply that educational institutions, especially in higher education, can enhance staff performance and extra-role behavior by fostering transformational leadership, innovation, and change readiness. The originality of this study lies in its integrative framework that introduces IWB and RTC as mediating variables, offering new insights into how leadership shapes organizational behavior through innovation and adaptability mechanisms.
Co-Authors Agil Nova Dwi Ahyar Syafwan Lysander Alfiatul Maulida Andira Ramadha Arundita Aprielle Ego Pasha Ardianus Gordi Pago Astri Dwi Aryani Banun Havifah Cahyo Khosiyono Basilius Agung Tirta Buana Eko Yulianto Enggar Kartika C. Epsilandri Septyarini Epsilandri Septyarini Fahma Putri Mahanani Faqih Fadillah Florida Suryati Heny Septianingsih Ignatius Soni Kurniawan Kusuma Candra Kirana Kusuma Chandra Kirana Lusia Tria Hatmanti Hutami M Jamaludin Maulana Muhammad Annazar Merlin Hidayat Merlinnia Sandra Dewi Moh. Rezky Ramadhan Nala Tri Kusuma Nguyen Tan Huynh Prayekti Prayekti Prayekti Prayekti Purnama Novianta Ratna Andriya Ulfah Regina Devianti Rivha Endhah Anggraeny sananta maldhe Septiana Dwi Rahayu Sri Ayem Suddin Lada Suryanto Suryanto Syamsul Hadi Tri Purnomo Tri Ratna Purnamarini Umi Wahidah Willis Gita Kinasis