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All Journal Jurnal Sosioteknologi JBTI : Jurnal Bisnis : Teori dan Implementasi Management Analysis Journal Inovasi : Jurnal Ekonomi, Keuangan, dan Manajemen Journal of Economic, Bussines and Accounting (COSTING) Jurnal Istiqro' Jurnal Manajemen Informatika Demandia : Jurnal Desain Komunikasi Visual, Manajemen Desain, dan Periklanan Inovasi: Jurnal Ilmiah Ilmu Manajemen Pena Justisia: Media Komunikasi dan Kajian Hukum Jurnal Ekonomi Manajemen Sistem Informasi Jurnal Abdimas Mandiri Community Engagement and Emergence Journal (CEEJ) Management Studies and Entrepreneurship Journal (MSEJ) Abdimas Galuh: Jurnal Pengabdian Kepada Masyarakat Jurnal Darma Agung JOINT (Journal of Information Technology Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Ilmiah Wahana Pendidikan Asian Management and Business Review Golden Ratio of Human Resource Management Jurnal Inovasi Masyarakat Journal of Social Studies, Arts and Humanities (JSSAH) Jurnal Ilmiah MEA (Manajemen, Ekonomi, dan Akuntansi) Eduvest - Journal of Universal Studies Journal of Educational Management Research Jurnal Ilmiah Multidisiplin Indonesia IIJSE Jurnal Abdimas Multidisiplin
Rahmayanti, Rima
Universitas Widyatama
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Maintaining The Role Of Loyalty During Transitions: Mediating Job Satisfaction In The Relationship Between Career Development And Turnover Intention In The Natural Gas Industry Muttaqien, Rizal; Rahmayanti, Rima
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 6 (2025): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v6i6.9764

Abstract

This study aims to analyze the influence of career development on turnover intention with job satisfaction as a mediating variable among employees of PT Perusahaan Gas Negara Tbk. SOR II. The background of this study is based on the increasing employee turnover intention which is correlated with limited access to managerial training, strict promotion processes, and low perceptions of fairness in career development after the company merger. This study uses a quantitative approach with a descriptive verification design. Data collection techniques were carried out through questionnaires and interviews with 88 permanent respondents. The results of the analysis indicate that career development has a direct and significant effect on job satisfaction, and simultaneously influences turnover intention, both directly and indirectly. Job satisfaction is proven to be a significant mediator in the relationship between career development and turnover intention, strengthening the strategic role of this variable in managing human resource retention. These findings emphasize the importance of establishing a fair, measurable, and transparent career development system to increase job satisfaction and reduce employee turnover intention. This study provides an empirical contribution to the literature on human resource management in the energy sector, particularly in the context of the national natural gas industry which is still rarely studied in depth.
Pengaruh Stres Kerja terhadap Turnover Intention dengan Worklife Balance sebagai Pemediasi Aditya Artha; Rima Rahmayanti
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 1 (2025): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v7i2.10092

Abstract

Penelitian ini bertujuan menganalisis pengaruh stres kerja terhadap turnover intention dengan work–life balance sebagai variabel pemediasi pada karyawan Generasi Z di PT. X. Penelitian menggunakan metode kuantitatif dengan pendekatan eksplanatori. Data dikumpulkan melalui kuesioner berskala Likert 1–5 dan dianalisis menggunakan analisis jalur (path analysis) untuk menguji pengaruh langsung dan tidak langsung antarvariabel. Populasi penelitian berjumlah 16.722 karyawan Generasi Z, dengan sampel sebanyak 430 responden yang ditentukan melalui teknik purposive sampling dan perhitungan rumus Slovin pada tingkat kesalahan 5%. Hasil penelitian menunjukkan bahwa stres kerja berpengaruh negatif dan signifikan terhadap work–life balance. Stres kerja juga berpengaruh negatif dan signifikan terhadap turnover intention, sementara work–life balance berpengaruh positif dan signifikan terhadap turnover intention. Selain itu, work–life balance terbukti memediasi secara parsial pengaruh stres kerja terhadap turnover intention dengan kekuatan mediasi yang lemah. Temuan ini menunjukkan bahwa turnover intention tidak hanya dipengaruhi oleh stres kerja dan work–life balance, tetapi juga oleh faktor lain di luar model penelitian.
PENGARUH KEPEMIMPINAN TRANSFORMASIONAL DAN KOMITMEN AFEKTIF TERHADAP KINERJA KARYAWAN Febby Jatnika Syari; Rima Rahmayanti
Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA) Vol 9 No 3 (2025): Edisi September - Desember 2025
Publisher : LPPM STIE Muhammadiah Bandung

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31955/mea.v9i3.6236

Abstract

Manajemen sumber daya manusia yang optimal memiliki peran strategis dalam mendukung tercapainya sasaran organisasi, khususnya di lingkungan Badan Usaha Milik Negara seperti PT Bio Farma (Persero). Dalam konteks peningkatan kinerja karyawan, dua aspek yang berperan penting adalah gaya kepemimpinan dan kedekatan emosional antara karyawan dan perusahaan. Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan transformasional serta komitmen afektif terhadap kinerja pegawai di PT Bio Farma (Persero), dengan mempertimbangkan dinamika organisasi dan perubahan struktur yang terjadi dalam beberapa tahun terakhir. Studi ini menggunakan pendekatan kuantitatif melalui metode survei yang melibatkan 304 responden dari kalangan karyawan tetap. Instrumen penelitian telah melalui pengujian validitas (r > 0,361) dan reliabilitas (Cronbach’s Alpha > 0,60), serta memenuhi asumsi klasik yang mencakup normalitas data (Asymp. Sig. > 0,05), tidak adanya multikolinearitas (VIF < 10), dan bebas dari gejala heteroskedastisitas (sebaran residual acak). Hasil analisis regresi linier berganda mengungkapkan bahwa komitmen afektif (B = 0,801; Sig. = 0,000) dan gaya kepemimpinan transformasional (B = 0,286; Sig. = 0,000) secara signifikan dan positif memengaruhi kinerja karyawan. Kedua variabel bebas ini secara bersama-sama menjelaskan kontribusi sebesar 62% terhadap variabel dependen (R² = 0,622; F = 247,671; p < 0,001). Selain itu, ujiIkorelasiIPearson menunjukkan adanyaIhubungan yangIkuat dan positif antara ketiga variabel. Temuan ini mempertegas bahwa peningkatan kinerja dapat dicapai melalui kepemimpinan yang mampu memberikan inspirasi dan melalui penciptaan keterikatan emosional yang kuat terhadap perusahaan. Dengan demikian, arah kebijakan manajerial sebaiknya difokuskan pada pengembangan kepemimpinan yang responsif dan penciptaan lingkungan kerja yang mendorong loyalitas emosional karyawan.
Organizational Commitment and Culture on Teachers’ Organizational Citizenship Behavior in Elementary School Muhammad Yusril Amin; Rima Rahmayanti
Journal of Educational Management Research Vol. 5 No. 4 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i4.2624

Abstract

This study aims to examine the influence of organizational commitment and organizational culture on teachers’ Organizational Citizenship Behavior (OCB), both partially and simultaneously. A quantitative approach with a descriptive and causal-associative research design was employed. The study involved 41 teachers selected through a saturated sampling technique. Data were collected using a structured questionnaire based on a four-point Likert scale and analyzed using validity and reliability tests, classical assumption tests, multiple linear regression analysis, partial (t) tests, simultaneous (F) tests, and the coefficient of determination. The results indicate that organizational commitment has a positive and significant effect on teachers’ OCB (t = 2.898, p = 0.006), while organizational culture also has a positive and significant effect with a stronger influence (t = 6.421, p < 0.001). Simultaneously, organizational commitment and organizational culture significantly influence teachers’ OCB (F = 61.169, p < 0.001), explaining 75.1% of the variance in OCB (Adjusted R² = 0.751). These findings imply that strengthening teachers’ organizational commitment and fostering a supportive organizational culture are essential strategies for promoting voluntary, collaborative, and extra-role behaviors that enhance organizational effectiveness and improve the quality of educational management
Pengaruh Gaya Kepemimpinan Transformasional, Kompensasi Dan Motivasi Kerja Terhadap Kinerja Karyawan Pada Rumah Sakit X Di Kota Bandung Wita Loina Barus; Rima Rahmayanti
Management Studies and Entrepreneurship Journal (MSEJ) Vol. 7 No. 6 (2026): Management Studies and Entrepreneurship Journal (MSEJ)
Publisher : Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/yw625p04

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh gaya kepemimpinan transformasional, kompensasi, dan motivasi kerja terhadap kinerja karyawan pada Rumah Sakit X di Kota Bandung. Penelitian menggunakan pendekatan kuantitatif dengan metode survei terhadap karyawan Rumah Sakit X. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan teknik statistik untuk menguji hubungan antarvariabel. Hasil penelitian menunjukkan bahwa gaya kepemimpinan transformasional, kompensasi, dan motivasi kerja berpengaruh positif dan signifikan terhadap kinerja karyawan, baik secara parsial maupun simultan. Temuan ini menunjukkan bahwa peningkatan kinerja karyawan dapat dicapai melalui penerapan kepemimpinan transformasional yang efektif, pemberian kompensasi yang adil, serta peningkatan motivasi kerja. Penelitian ini diharapkan dapat menjadi referensi bagi
The Influence of Transformational Leadership and Job Satisfaction Towards Employee Engagement Seno Djulian Saputra; Rima Rahmayanti
Eduvest - Journal of Universal Studies Vol. 6 No. 6 (2026): Eduvest - Journal of Universal Studies
Publisher : Green Publisher Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59188/eduvest.v6i6.52864

Abstract

The low employee engagement at PT BDP could potentially be influenced by aspects of job satisfaction that have not been fully met, as well as transformational leadership — one of the main antecedents of employee engagement. This leadership style provides psychological resources in the form of support, a sense of security, and a work environment that values individual contributions. This study aims to determine the effect of transformational leadership and job satisfaction, both partially and simultaneously, on employee engagement at PT Bumi Daya Plaza. The research method used quantitative associative analysis. The sampling technique used the Slovin technique with a sample size of 61 respondents. The research analysis used SPSS software with multiple linear regression analysis techniques, correlation tests, coefficient of determination tests, and partial and simultaneous hypothesis testing. The results indicate that transformational leadership and job satisfaction have a significant effect on employee engagement. Therefore, transformational leadership and job satisfaction that are unfavourable to employees will negatively affect employee engagement.
Pengaruh Disiplin Kerja dan Stres Kerja terhadap Kinerja Melalui Motivasi Kerja sebagai variabel Mediasi Hindun Fauziah; Rima Rahmayanti
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 7 No. 3 (2026): Jurnal Ekonomi Manajemen Sistem Informasi (Januari - Februari 2026)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v7i3.7166

Abstract

 Industri Business Process Outsourcing menuntut konsistensi kinerja layanan, namun capaian Key Performance Indicators PT Infomedia Nusantara pada indikator Success Answer Call Ratio menunjukkan fluktuasi sepanjang 2024, menandakan adanya ketidakstabilan kinerja karyawan. Kondisi ini memunculkan dugaan bahwa disiplin kerja, stres kerja, dan motivasi kerja berperan dalam memengaruhi kinerja. Penelitian ini bertujuan menganalisis pengaruh disiplin kerja dan stres kerja terhadap kinerja, serta menguji peran motivasi sebagai variabel mediasi. Penelitian dilakukan pada 126 karyawan Perjanjian Kerja Waktu Tertentu divisi Contact Center dengan teknik sensus sampling. Data dikumpulkan melalui kuesioner dan dianalisis menggunakan pendekatan kuantitatif verifikatif dengan teknik analisis SEM-PLS. Hasil penelitian menunjukkan bahwa disiplin kerja berpengaruh positif dan signifikan terhadap kinerja, sementara stres kerja berpengaruh negatif dan signifikan. Disiplin kerja terbukti meningkatkan motivasi kerja, sedangkan stres kerja menurunkannya. Motivasi memiliki pengaruh positif terhadap kinerja, sekaligus memediasi hubungan disiplin dan stres kerja terhadap kinerja karyawan.
Pengaruh Reward dan Work Life Balance terhadap Employee Engagement (Studi Pada Perusahaan Jasa Konstruksi PT. XYZ) Tiara Ariyani; Rima Rahmayanti
Jurnal Ekonomi Manajemen Sistem Informasi Vol. 7 No. 3 (2026): Jurnal Ekonomi Manajemen Sistem Informasi (Januari - Februari 2026)
Publisher : Dinasti Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/jemsi.v7i3.7228

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh reward dan work life balance terhadap employee engagement pada karyawan PT. XYZ. Metode penelitian yang digunakan adalah kuantitatif dengan pendekatan deskriptif dan verifikatif. Populasi dalam penelitian ini adalah seluruh karyawan PT. XYZ yang berjumlah 558 orang dengan sampel sebanyak 233 orang yang diambil menggunakan teknik non-probability sampling dan metode purposive sampling serta dihitung menggunakan rumus slovin. Data primer dikumpulkan melalui kuesioner dengan skala Likert, sedangkan data sekunder diperoleh dari literatur dan sumber lainnya. Data dianalisis menggunakan Partial Least Square Structural Equation Modeling (PLS-SEM) dengan aplikasi SmartPLS 3. Hasil penelitian menunjukkan bahwa reward berpengaruh positif dan signifikan terhadap employee engagement, work life balance berpengaruh positif dan signifikan terhadap employee engagement. Selain itu reward dan work life balance secara simultan berpengaruh positif dan signifikan terhadap employee engagement.
Maintaining The Role Of Loyalty During Transitions: Mediating Job Satisfaction In The Relationship Between Career Development And Turnover Intention In The Natural Gas Industry Rizal Muttaqien; Rima Rahmayanti
Community Engagement and Emergence Journal (CEEJ) Vol. 6 No. 6 (2025): Community Engagement & Emergence Journal (CEEJ)
Publisher : Yayasan Riset dan Pengembangan Intelektual

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37385/ceej.v6i6.9764

Abstract

This study aims to analyze the influence of career development on turnover intention with job satisfaction as a mediating variable among employees of PT Perusahaan Gas Negara Tbk. SOR II. The background of this study is based on the increasing employee turnover intention which is correlated with limited access to managerial training, strict promotion processes, and low perceptions of fairness in career development after the company merger. This study uses a quantitative approach with a descriptive verification design. Data collection techniques were carried out through questionnaires and interviews with 88 permanent respondents. The results of the analysis indicate that career development has a direct and significant effect on job satisfaction, and simultaneously influences turnover intention, both directly and indirectly. Job satisfaction is proven to be a significant mediator in the relationship between career development and turnover intention, strengthening the strategic role of this variable in managing human resource retention. These findings emphasize the importance of establishing a fair, measurable, and transparent career development system to increase job satisfaction and reduce employee turnover intention. This study provides an empirical contribution to the literature on human resource management in the energy sector, particularly in the context of the national natural gas industry which is still rarely studied in depth.
Ensuring Optimal Productivity: Linking Incentives, Safety Culture, and Output in the Food and Beverage Industry Denia Amastuti; Rima Rahmayanti
Journal of Educational Management Research Vol. 4 No. 6 (2025)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v4i6.1527

Abstract

This study explores the impact of rewards and work discipline on employee productivity, a leading food and beverage manufacturing company. The research aims to analyse how rewards influence productivity, with work discipline acting as a mediator. A quantitative, causal design was employed, using questionnaires, interviews, and observations to collect data from 100 respondents. The findings indicate that rewards, particularly performance-based incentives and bonuses, positively affect work discipline, thereby enhancing productivity. However, base salary adjustments and bonus transparency were found to be suboptimal. Work discipline, especially in areas such as safety compliance and task completion, plays a crucial mediating role in translating rewards into higher productivity. The study recommends restructuring reward systems to prioritise performance-based incentives while reinforcing discipline in critical areas. The research contributes to a deeper understanding of how rewards and discipline interact to improve manufacturing productivity, providing actionable insights for HR management in similar industries.
Co-Authors Aditya Artha Aditya Artha, Aditya Aji Buana, Dwinto Martri Aji Soedjai, Achmad Drajat Anggapradja, Indra Taruna Ani Yunaningsih Asep Wahyu Bayu Fitriansyah Bob Foster Buana, Dwinto Martri Aji Budiansyah, Yusep Butar, Edison Butar Cathartica, Allamanda Dadah Muliansyah Dadan Suryasaputra Dani Hamdani Darwis Agustriyana, Darwis Deden Sutisna Denia Amastuti Dwinto Martri Aji Buana Elita Rafini Febby Jatnika Syari Hasan, Mustofa Herman Sofyandi Hindun Fauziah Ilmy, Rizky Maidan Johan, Ahmad Lusiana, Patarida Lonita Makduani, Rivai Mardatillah, Athina Miranda, Intan Rizki Muafi - Muafi Mugi Juwita Muhammad Yusril Amin Muliansyah, Dadah Mustofa Mustofa Muttaqien, Rizal Neuneung Ratna Hayati, Neuneung Ratna Nirwana, Ni Kadek Ayu Nurani, Nina Oktafien, Sinta Pipin Sukandi Qibtiyah, Mariah Rabiatul R.Achmad Drajat Aji Sujai Raden Rara Ayu Widaningsih Rifaldi Ikhsan Ghiffari Rina Anugrah, Rina Rizal Muttaqien Rizky Maidan Ilmy Rohendra, Tito Salsabil, Imanirrahma Santoso, Anton Budi Seno Djulian Saputra Shinta Oktafien Sigit Bernanto Sofyandi, Herman Sujai, R.Achmad Drajat Aji Sukmadewi, Maharani Taruna, Indra Tiara Ariyani UMAR MARHUM Wawan Hermawan Wawan Hermawan Windy Wulandany Wita Loina Barus