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Mafizatun Nurhayati

Universitas Mercu Buana

Author-ID : 334859

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management 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 Public Health Social Sciences Other

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Pengaruh Budaya Organisasi, Motivasi Kerja, Dan Disiplin Kerja Terhadap Kinerja Pegawai Di Lingkungan Dinas Tenaga Kerja Kabupaten Indragiri Hulu Provinsi Riau Mansur Sulaiman; Maya Maria; Mafizatun Nurhayati
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 6 No. 3 (2025): Jurnal Ekonomi Manajemen Sistem Informasi (Januari - Februari 2025)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v6i3.4318

Penelitian ini dilakukan pada Dinas Tenaga Kerja Kabupaten Indragiri Hulu Provinsi Riau yang bertujuan untuk mengetahui pengaruh budaya organisasi, motivasi kerja, dan disiplin kerja terhadap kinerja pegawai di Lingkungan Dinas Tenaga Kerja Kabupaten Indragiri Hulu Provinsi Riau. Data penelitian ini diperoleh melalui kuisioner terhadap sampel penelitian. Adapun sampel penelitian ini berjumlah 51 orang dengan menggunakan Teknik Sensus. Analisis data kuantitatif menggunakan Regresi Linier Berganda dengan bantuan program SPSS 24. Hasil penelitian menunjukkan bahwa budaya organisasi, motivasi dan disiplin berpengaruh secara positif dan signifikan terhadap kinerja pegawai pada Dinas Tenaga Kerja Kabupaten Indragiri Hulu. Artinya semakin baik dan tinggi tingkat budaya organisasi, motivasi dan disiplin maka akan semakin tinggi tingkat kinerja pegawai. Sebaliknya jika semakin rendah tingkat budaya organisasi, motivasi dan disiplin maka akan berimbas semakin rendahnya tingkat kinerja pegawai.

The Influence of Work Commitment, Career Development and Competence on the Performance of Polri Members at the Merauke Police Resort Suroso Suroso; Jack Henry Syauta; Mafizatun Nurhayati
JOURNAL OF MANAGEMENT, ACCOUNTING, GENERAL FINANCE AND INTERNATIONAL ECONOMIC ISSUES Vol. 4 No. 1 (2024): DECEMBER
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/marginal.v4i1.1457

The Indonesian National Police is tasked with ensuring public safety and order, a mission that depends on the efficiency and dedication of its personnel. However, issues like inadequate commitment, limited career progression, and mismatches in skill areas have affected performance. The goal of this research is to examine how a person's dedication to their job, opportunities for career growth, and level of skill impact how well they perform their duties as a member of the Merauke Resort Police force. The study employs a quantitative research method with a survey design to gather data from employees of Merauke Resort Police through questionnaires, which is then subjected to regression analysis for analysis. The findings indicated that the three factors positively impacted the performance of members. High work commitment, optimal career development, good competence, contribute significantly in improving member performance in the Merauke Resort Police. The results offer practical suggestions for the Merauke Resort Police management to enhance these aspects in order to boost the efficiency of their staff, leading to better service delivery to the public.

The Influence of Green Human Resource Management and Work-Life Balance on Environmental Performance Mediated by Green Innovation Heni Purwanti; Mafizatun Nurhayati
Asean International Journal of Business Vol. 5 No. 1 (2026)
Publisher : Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/aijb.v5i1.1517

Purpose – This study aims to examine the influence of Green Human Resource Management (GHRM) and Work-Life Balance (WLB) on Environmental Performance (EP), with Green Innovation (GI) as a mediating variable, within the context of a manufacturing company in Indonesia. Methodology/approach – A quantitative approach using Partial Least Square Structural Equation Modeling (PLS-SEM) was employed to analyze data collected through structured questionnaires distributed to 100 permanent employees of PT. Sankei Gohsyu Industries. The constructs were measured using validated indicators derived from prior studies. Findings – The results reveal that GHRM has a significant positive effect on both EP and GI. WLB significantly influences EP but does not significantly affect GI. Additionally, GI does not significantly impact EP and fails to mediate the relationship between GHRM and EP, nor between WLB and EP. These findings suggest that while green HR practices and work-life balance are vital in enhancing environmental outcomes, green innovation alone may not yet serve as an effective mediating mechanism in this organizational setting. Novelty/value – This research contributes to the growing body of literature on sustainable HRM by clarifying the distinct roles of green HR practices and work-life balance in fostering environmental performance. It also highlights the limited mediating role of green innovation in this relationship, providing practical implications for HR and environmental policy strategies in the manufacturing sector of emerging economies.

Enhancing Work Engagement Through Glass Ceiling and Professional Self-Efficacy : The Mediating Role of Sustainable Career Development Hapsari Pradana Iswari; Mafizatun Nurhayati
Asean International Journal of Business Vol. 5 No. 1 (2026)
Publisher : Asosiasi Dosen Peneliti Ilmu Ekonomi dan Bisnis Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54099/aijb.v5i1.1527

Purpose – This study aims to investigate the influence of Glass Ceiling and Professional Self-Efficacy on Work Engagement, with Sustainable Career Development as a mediating variable, among female staff-level civil servants at the Ministry of Industry, Republic of Indonesia.Methodology/approach – A quantitative approach was employed using a survey method. Data were collected from 114 female employees through validated questionnaires. The data were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS).Findings – The results show that Glass Ceiling has a significant negative effect on Sustainable Career Development but does not directly influence Work Engagement. In contrast, Professional Self-Efficacy positively and significantly affects both Sustainable Career Development and Work Engagement. Furthermore, Sustainable Career Development is proven to mediate the effect of Professional Self-Efficacy on Work Engagement but does not mediate the effect of Glass Ceiling.Novelty/value – This study contributes to the literature by examining the integrated influence of gender-based career barriers and psychological resources on Work Engagement in the public sector. Its novelty lies in positioning Sustainable Career Development as a mediating variable—an area rarely explored in studies involving female civil servants. The findings offer new insights into how organizational and personal factors jointly shape employee engagement in bureaucratic settings.

Sustainable Self-Management, Resilience and Management-School Support in Work-School Conflict Artika Nukleusada Ningrum; Mafizatun Nurhayati
Journal of Sustainable Economic and Business Vol. 3 No. 2 (2026): Journal of Sustainable Economic and Business (JOSEB)
Publisher : ARE Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70550/joseb.v3i2.433

Education is a very important and necessary thing for everyone. Therefore, there are still many people who, despite already working, wish to continue their studies to a higher level for various reasons. However, in reality, based on a preliminary survey that has been conducted, many students experience conflicts during their studies. Hence, the need for this research. This study aims to investigate the effects of resilience coping and sustainable self-management on work-school conflict, as well as the functions of school and management assistance because of what they frequently feel that their academic obligations and professional expectations are out of balance. Using a quantitative explanatory approach, Master's students at Mercu Buana University were participated in this study. A survey was used to gather data, and SEM-PLS was used for analysis. The test results that have an influence in reducing work-school conflict are resilience coping and sustainable self-management, moderated by school support. This research is expected to provide practical suggestions on how workers who continue their education can effectively manage conflicts between working and study Based on the reference sources and the Conservation of Resources (COR) theory used as the theoretical foundation of this research.

Digital Readiness as Driver of Sustainable Organizational Performance in Higher Education Institution: Systematic Literature Review Yustinus Rawi Dandono; Indra Siswanti; Lenny Christina Nawangsari; Mafizatun Nurhayati
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.10531

Growing demand on higher education institutes (HEIs) to consider digital transformation and sustainability at the same time has raised interest among scholars in digital readiness as a strategic driver for sustainable long-term organizational performance. The purpose of this study is therefore 3-fold: First, by means of a systematic review, to synthesize what we know about how digital readiness is defined and understood in the context of HEIs. Adopting a systematic literature review (SLR) design and guided by PRISMA 2020, this investigation analyzed 96 high-quality articles between bellwether year, 2015 to prognostic year of interest 2025. A thematic synthesis was carried out to explore the predominant patterns, mechanisms and theorizing of the digital readiness–performance link. Findings Five interdependent themes are brought to light: (1) digital readiness as a strategic capability, (2) governance and data-driven readiness enabling evidence-based sustainability, (3) human and cultural readiness in the guise of mediating mechanisms, (4) technological and infrastructural readiness propelling operational sustainability, and finally (5) digital leadership and strategic alignment as catalysts. The synthesis shows that the digital readiness is more than just about technological readiness, and include institutional capabilities that promote efficiency, resilience, innovation and governance legitimacy. In the absence of appropriate compendium, this study has gone a step forward by combining RBV DCs and sustainability to produce an integrated theoretical framework that offers new insights on both theory and practice for HEI leaders and their policy makers in search of sustainable digital transformation.

Agile Leadership, Organizational Values, And Employee Performance In The Digital Era: Evidence From Indonesia’s ICT Industry Deny Marfriady; Mafizatun Nurhayati; Rini Dwiyani Hadiwidjaja
EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis Vol 14 No 3 (2026): Juli
Publisher : UNIVED Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37676/ekombis.v14i3.11610

This study aims to analyze the effect of organizational values and agile leadership on employee performance and to test the role of digital technology transformation as a mediating variable at PT. Tekno ABC. The study applies an explanatory quantitative approach by distributing questionnaires to 290 employees using a convenience sampling technique. The data were analyzed using the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The results indicate that organizational values have a positive and significant effect on both employee performance and digital technology transformation. Agile leadership also has a positive and significant effect on employee performance as well as on digital technology transformation. Furthermore, digital technology transformation is proven to have a positive and significant effect on employee performance. In addition, digital technology transformation significantly mediates the effect of organizational values on employee performance as well as the effect of agile leadership on employee performance. The conclusion of this study shows that improvements in employee performance are not only directly determined by organizational values and agile leadership, but are also reinforced through an indirect pathway with digital technology transformation as a mediator.

The Influence of Emotional Intelligence and Workplace Well-Being on Work-Life Balance among Married Female Civil Servants in The Government of Kediri City Wahyuningtyas; Shine Pintor Siolemba Patiro; Mafizatun Nurhayati
Ilomata International Journal of Management Vol. 7 No. 3 (2026): July 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i3.1811

This study aims to examine the influence of emotional intelligence and workplace well-being on work-life balance, with employee engagement as a mediating variable. The research focuses on married female civil servants in Kediri. The background of this study is the gender role disparity in Indonesia, where women are often culturally expected to be the primary caregivers at home despite their significant professional roles. This research uses a quantitative approach involving 97 married female civil servants in Kediri. Data were collected through a survey using a questionnaire: emotional intelligence, workplace well-being, employee engagement, and work-life balance. Data analysis was conducted using Partial Least Squares (PLS), a component of Structural Equation Modeling (SEM). PLS was chosen for its capability in testing inter-variable relationships while validating mediation models. Instrument validity and reliability were tested beforehand to ensure data accuracy. The findings indicate that emotional intelligence has a significant positive effect on work-life balance (p=0.000; t=4.585) and employee engagement (p=0.000; t=5.081). Workplace well-being does not have a direct effect on work-life balance (p=0.334; t=0.428), but significantly increases employee engagement (p=0.000; t=4.537). Employee engagement positively mediates the relationship between emotional intelligence and workplace well-being with work-life balance (p=0.002; t=2.860). These findings offer theoretical contributions by strengthening mediation models in the context of gender and public sector, and practical implications for the Government of Kediri.

CAREER DEVELOPMENT AND WORK ENGAGEMENT: WORKPLACE SOCIAL CAPITAL AND ORGANIZATIONAL COMMITMENT AS MODERATOR AND MEDIATOR Mafizatun Nurhayati; Daru Asih; Arief Kasmo; Awan Santosa
Jurnal Riset Bisnis dan Manajemen Vol. 17 No. 1 (2024): February Edition
Publisher : Faculty of Economic and Business, University of Pasundan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23969/jrbm.v17i1.10718

This study aimed to propose a social exchange theory in establishing the effects of career development support on work engagement, using organizational commitment and workplace social capital as mediation and moderation, respectively. It was conducted at the Bank Muamalat Indonesia in Jakarta, using Partial Least Square-Structural Equation Model. The results showed that career development support was able to increase work engagement and strengthen the relationship between employees and the company through organizational commitment. In this case, the higher tendency for employees to want, need, and feel obligated to stay in the company subsequently promoted vigour, dedication, and absorption, regarding increased work engagement characteristics. Organizational commitment was also able to partially mediate the relationship between career development and work engagement. Meanwhile, workplace social capital was unable to increase work engagement, although strengthened its relationship with career development support.

The Influence of Organizational Support, Resilience, And Coping On Work-Study Conflict Rani Novitasari; Mafizatun Nurhayati
Indonesian Journal of Economics Management and Accounting Vol. 3 No. 9 (2026): IJEMA - September 2026
Publisher : PT. INOVASI TEKNOLOGI KOMPUTER

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

Mahasiswa yang bekerja di Universitas Mercu Buana menjadi subjek penelitian ini, yang bertujuan untuk memahami bagaimana faktor-faktor termasuk dukungan organisasi, resiliensi, dan strategi koping memengaruhi konflik kerja-studi. Penelitian ini menggunakan metodologi kuantitatif berdasarkan strategi pengambilan sampel bertujuan. 150 mahasiswa usia kerja menjadi sampel. Pemodelan SEM-PLS menggunakan perangkat lunak SmartPLS digunakan untuk mengevaluasi data yang diperoleh dari kuesioner skala Likert lima poin. Hasil penelitian menunjukkan bahwa: (1) Dukungan organisasi berpengaruh negatif signifikan terhadap konflik kerja-studi; (2) Resiliensi berpengaruh negatif signifikan terhadap konflik kerja-studi; dan (3) Strategi koping berpengaruh negatif signifikan terhadap konflik kerja-studi.

Co-Authors Abdul Rahman Rahim Ahmad Badawi Saluy Ahmad H Sutawidjaya Ami Pujiwati Ananda, Muh Aril Surya Angkasa Maharani, Indah Arief Kasmo Arsa Priyo Rahardjo Artika Nukleusada Ningrum Asep Rokhyadi Permana Saputra Awaliyah, Syifa Awan Santosa Awan Santosa Ayep, Ayep Belyarosa, Belyarosa Cahyanto, Fernando Oktavian Ceacilia Sri Mindarti Dahlan Dahlan Daru Asih Deny Marfriady Desiani, Nindya Dewanti, Amalia Suci Dewi Nusraningrum Dewi Purwanti Dewi Purwanti, Dewi Dinar Nur Affini Dudi Permana Dwi Ardian Eka Dela Oktiwiati Eka Lestari Endi Rekarti, Endi Eny Ariyanto Etty Puji Lestari Farida Elmi Fitriana Fitriana Gita Gautama Gregorius Setyadhi Budhi Dharmawan Gultom, Mikaria Guntur Eko Saputro Gustiah , Indira puspa Hana Norhamida Hapsari Pradana Iswari Hendri Satria WD Heni Purwanti Henry S, Jack Husein, Mohammad Adam Hutapea, Aturma Iing Hilman Indra Siswanti Jack H. Syauta Jack Henry Syauta Juniawan M Putra Kabul Wahyu Utomo Kasmir Kasmir Katharina, Silvia Lenny Christina Nawangsari Lisnatiawati Saragih Listyarini, Sri Lo, Singmin Johanes Lubis, Feri Luna Haningsih Lutfiana, Fifi M Noor Salim M. Noor Salim Madris Madris, Madris Manggala, Istiqlal Wiranata Mansur Sulaiman Manuel Horna Maria, Maya Maristya, Yosuanela Putri Marlina, Asti Masydzulhak Djamil MZ Maya Maria Meilando, Reksy Mikaria Gultom Mohammad Adam Husein Mohammad Hakim Mustaqim Muchtadin Muchtadin Muhammad Zulham Mutiara, Athiyyah Nadiya Rianti Nanda Putri Maharani Neng Ayu Sri wahyuni Nia Kusumawardani Novendi Simbolon Noveyla Hardhaning Tyas Nugroho, Rosalendro Edi Nugroho, Wahyu Dwi Nurafni, Sinta Prasetiawan, Tira Prasetyo, Aldryan Pniel Priyo Rahardjo, Arsa Putra, Juniawan Mandala Rahmansyah, Mohammad Zaky Rani Novitasari Ria Widianingrum Riana, Kurnia Endah Rini Dwiyani Hadiwidjaja Ririn Budiarti Rivai , VeithZainalzal Rosa Penindita Abiyana RR. Ella Evrita Hestiandari Ryanto, Setyo Sahidin, Riki Hikman Salim, M Noor Setyo Riyanto Setyo Riyanto Setyo Ryanto Setyowati, Ade Shine Pintor Siolemba Patiro Shinta Rahmani Singmin Johanes Lo Sirajudin Sirajudin Sri Wahyuni Sulaiman, Mansur Sulistyanto, Tri Hadi SULTAN, ZULKIFLI Sunarya, Asri Ismayati Suprapto Suprapto Suroso Suroso Syafrizal Chan Syifa Awaliyah Taufani C. Kurniawan Tukhas Shilul Imaroh Veithzal Rivai Zainal Veitzhal Rivai Wahdi, Hilmy Wahyuningtyas Widodo Widodo Wilestari, Median Wulandari, Andri Yenny Dwi Suharyani Yudi Darmanto Yudi Wahyudi Yudianto Putrajaya Yustinus Rawi Dandono

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