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All Journal Jurnal Siasat Bisnis Jurnal Bisnis dan Manajemen Among Makarti EKOMBIS REVIEW: Jurnal Ilmiah Ekonomi dan Bisnis JURNAL MANAJEMEN MOTIVASI SENTRALISASI EQIEN - JURNAL EKONOMI DAN BISNIS Journal of Leadership in Organizations Jurnal Manajerial JMK Jurnal Manajemen dan Kewirausahaan Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Ekomaks : Jurnal Ilmu Ekonomi, Manajemen, dan Akuntansi International Journal of Management Science and Information Technology (IJMSIT) Improvement: Jurnal Manajemen dan Bisnis Studi Akuntansi, Keuangan, dan Manajemen Jurnal Administrasi Karya Dharma Research Horizon Social Engagement: Jurnal Pengabdian Kepada Masyarakat Lantera Widya Prosiding Seminar Nasional Unimus Kreativasi: Journal of Community Empowerment Business, Management & Accounting Journal International Journal of Education, Vocational and Social Science Jurnal Abdimas UM Jambi Jurnal Ilmiah Manajemen Dan Kewirausahaan DIMASEJATI:Jurnal Pengabdian Kepada Masyarakat
Annisa Fajri
Universitas Muhammadiyah Semarang
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Nursing Public Health Social Sciences Other

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Pendampingan Usaha kepada Perempuan Prasejahtera Produktif Kota Semarang Ainurrohmah Ainurrohmah; Annisa Fajri; Haerudin Haerudin
Jurnal Abdimas UM Jambi Vol. 1 No. 2 (2024): Jurnal Abdimas UM Jambi
Publisher : LPPM Universitas Muhammadiyah Jambi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53978/jaum.v1i2.387

Abstract

Pendampingan usaha bertujuan untuk mengembangkan industri kreatif kecil dengan harapan produk ekonomi yang dihasilkan dapat membuka pasar dan lapangan kerja baru. Keterlibatan perempuan dalam perekonomian harus diakui meskipun terdapat perbedaan antara laki-laki dan perempuan dalam aktivitas kerja. Wanita yang bekerja dapat membantu suaminya dalam menunjang perekonomian keluarga. Untuk membantu perekonomian keluarga, diperlukan peran perempuan bekerja terutama dalam membantu menambah pendapatan keluarga. Solusi permasalahan yang kami tawarkan adalah dengan menjadi fasilitator, agar usaha yang sudah ada dapat menghasilkan barang-barang yang lebih inovatif, menarik, dan modern sehingga produk anyaman bambu tidak ketinggalan jaman. Selain membantu masyarakat desa dalam hal penjualan hasil produk, sehingga memudahkan masyarakat dalam menjual produk selain hanya kepada tengkulak yang ada di desa, dan membantu masyarakat dalam memperoleh pendapatan dan memberikan kepuasan bagi konsumen.
The The Influence of Work-Life Balance and Job Embeddedness on Turnover Intention Among Generation Z Employees Through Job Satisfaction in Semarang City Luluk Salma Ida; Purwanto, Edy; Fajri, Annisa
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8505

Abstract

This study investigates the influence of work-life balance and job embeddedness on turnover intention among Generation Z employees in Semarang City, with job satisfaction as a mediating variable. Using a quantitative survey and PLS-SEM analysis, the results show that job embeddedness positively and significantly affects job satisfaction, while work-life balance does not. However, work-life balance, job embeddedness, and job satisfaction significantly reduce turnover intention. Job satisfaction does not mediate the effect of work-life balance on turnover intention but does mediate the relationship between job embeddedness and turnover intention. Strengthening employee embeddedness is essential to lowering turnover intention among Generation Z.
Dampak Role Ambiguity Dan Role Conflict Terhadap Turnover Intention Melalui Stres Kerja Pada Perawat RS Roemani Muhammadiyah Regita Layla; Annisa Fajri
JURNAL MANAJEMEN MOTIVASI Vol 22 No 1 (2026): Jurnal Manajemen Motivasi
Publisher : Universitas Muhammadiyah Pontianak

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29406/jmm.v22i1.8593

Abstract

This study aims to analyze the factors of Role Ambiguity and Role Conflict on Turnover Intention through Work Stress among nurses at Roemani Muhammadiyah Hospital in Semarang. The method used is quantitative with 135 respondents, and SmartPLS 4.0 is used as the data analysis tool. The results show that Role Ambiguity and Role Conflict have a significant effect on Turnover Intention. This explains that when nurses experience Role Ambiguity and Role Conflict, their personal resources will be depleted, which will ultimately increase work stress.
The dark side of empowering leadership: Hindrance stressors and moral disengagement as pathways to unethical pro-organizational behaviour Fajri, Annisa; Suharnomo, Suharnomo; Djastuti, Indi
Jurnal Siasat Bisnis VOL 30, NO 2 (2026)
Publisher : Management Development Centre (MDC) Department of Management, Faculty of Business and Economics Universitas Islam Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.20885/jsb.vol30.iss2.art6

Abstract

Purpose – This study examines the conditional association between empowering leadership and unethical pro-organizational behaviour (UPB). Drawing on Social Cognitive Theory, it investigates whether moral disengagement statistically accounts for this association and whether hindrance stressors condition the association between empowering leadership and moral disengagement.Design/methodology/approach – Data were collected through a cross-sectional online survey of 500 employees working in Indonesian digital start-ups. The proposed first-stage moderated mediation model was tested using PROCESS Model 7 for SPSS with 5,000 bootstrap resamples and 95% bootstrap confidence intervals.Findings – Empowering leadership was positively associated with moral disengagement, and this association became stronger as hindrance stressors increased. Moral disengagement was positively associated with UPB, while the direct association between empowering leadership and UPB remained statistically significant. The conditional indirect association was positive at all examined levels of hindrance stressors and became progressively stronger as those stressors increased. The positive index of moderated mediation supported an amplification rather than a reversal pattern (index = 0.0897, 95% BootCI [0.0674, 0.1124]).Research limitations/implications – The cross-sectional, single-source design does not establish temporal or causal ordering and may be affected by common method bias. Convenience and social-media-based recruitment may also introduce sampling and self-selection biases, limiting representativeness and generalizability.Practical implications – Organizations should accompany employee empowerment with clear ethical boundaries, adequate structural support, and efforts to reduce obstructive workplace demands. These recommendations should be interpreted as precautionary considerations rather than causally established interventions.Originality/value – The study provides a contextual replication and boundary-pattern extension of prior research. It refines understanding of a boundary condition by finding an amplification pattern in a non-Western digital start-up setting rather than proposing a new mechanism.
Pemberdayaan Usaha Kerajinan Anyaman Industri Kreatif Penghasil Bambu Desa Kaliwungu Semarang Annisa Fajri; Hajar Hajar; Olivia Aldira; Rini Adiningtyas; Ratna Shofiyatul Fitriyah; Rana Rosyana; Aulia Nur Pratiwi; Rahma Isyami Salsabila; Raihan Rachman Tsabata; Ainurrohmah Ainurrohmah; M Mifbakhul Maulana
Dimasejati: Jurnal Pengabdian Kepada Masyarakat Vol. 5 No. 3 (2023): Penguatan Peran Perguruan Tinggi dalam Percepatan Pembangunan Sumber Daya Manus
Publisher : Universitas Islam Negeri Siber Syekh Nurjati Cirebon

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70095/dimasejati.v5i3.13929

Abstract

The creative economy aims to develop small creative industries in the hope that an economic product produced can open up new markets and jobs. The development of a creative industry in one of the villages that has natural resource potential in the form of a bamboo forest which is still underutilized. The solution to the problem that we offer is to distribute woven bamboo products to cities or out of town, helping people produce goods made from woven bamboo that are more innovative, attractive, and modern so that woven bamboo products are not outdated and are no less interesting than other products made of metal, glass, so on. In addition to helping the village community regarding the sale of their woven products so that it is easier for the community to sell products other than to the only middlemen in the village, helping the community to earn income and providing satisfaction for the consumer.
How Empowering Leadership Drives Performance through Autonomous Strategic Control Annisa Fajri; Suharnomo Suharnomo; Indi Djastuti
Journal of Leadership in Organizations Vol 8, No 2 (2026): Journal of Leadership in Organizations
Publisher : Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jlo.110992

Abstract

Main Objectives: This study investigates the relationship between empowering leadership (EL) and individual work performance (IWP) in urban digital start-ups, focusing on autonomous strategic control (ASC) as an indirect linking mechanism. ASC refers to employees’ capacity to plan, monitor, and adapt autonomous work actions while aligning discretion with organizational goals and resource constraints. Background Problem: Prior research on the EL–performance link shows mixed results, as autonomy does not consistently improve performance when employees lack self-regulation, role clarity, or resource support. Novelty: This study advances EL research by introducing ASC as a mechanism explaining how empowerment influences performance. It also extends Conservation of Resources (COR) Theory by conceptualizing ASC as a resource-conversion capacity enabling employees to organize, protect, and invest leader-provided resources in performance-relevant behaviors. Research Methods: A cross-sectional online survey was conducted with 350 full-time employees from seed, Series A, and Series B digital start-ups in Jakarta. Constructs were measured using five-point Likert scales, including 12 ASC items developed from COR Theory and literature on autonomy, self-regulation, strategic alignment, and adaptive behavior. Data analysis employed partial least squares structural equation modeling (PLS-SEM) in SmartPLS 4 with 5,000 bootstrap subsamples, following reliability and validity assessments. Findings and Results: EL was positively associated with ASC, and ASC with IWP. The direct EL–IWP link was not significant. The indirect effect through ASC was positive and significant, supporting an indirect-only mediation model. Conclusion: Empowerment enhances performance when employees regulate autonomy through planning, monitoring, alignment, and adaptation. Managers in digital start-ups should reinforce empowerment with clear goals, structured feedback, defined boundaries, coaching, and resource access to help employees use autonomy strategically and sustainably.
The Role of Flexible Work Arrangement on Employee Performance Gen Z Indonesia Through Work Engagement and Psychology Well-Being Muhamad Reza Pahlevi; Firdaus Firdaus; Edy Purwanto; Muchammad Rully Sjahirul Alim; Annisa Fajri
International Journal of Management Science and Information Technology Vol. 6 No. 2 (2026): July - December 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/ijmsit.v6i2.8195

Abstract

Flexible Work Arrangements have become an important human resource strategy for improving employee performance, particularly among Generation Z employees who value flexibility, autonomy, and work–life balance. This study examines the effects of Flexible Work Arrangements on Employee Performance among Generation Z employees in Indonesia, with Work Engagement and Psychological Well-Being examined as potential mediating variables. A quantitative explanatory research design was employed using a survey of 136 Generation Z employees selected through purposive sampling. Data were collected through an online questionnaire and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS 4.1. The measurement model demonstrated satisfactory reliability and validity, with all constructs meeting the recommended criteria for Cronbach's Alpha, Composite Reliability, Average Variance Extracted, and discriminant validity. The structural model revealed that Flexible Work Arrangements significantly and positively influence Work Engagement (β = 0.333; p < 0.001), Psychological Well-Being (β = 0.321; p < 0.001), and Employee Performance (β = 0.219; p = 0.019). Furthermore, Work Engagement (β = 0.285; p = 0.030) and Psychological Well-Being (β = 0.217; p = 0.048) significantly enhance Employee Performance. However, neither Work Engagement nor Psychological Well-Being significantly mediates the relationship between Flexible Work Arrangements and Employee Performance, suggesting that the performance benefits of flexibility may operate more directly rather than primarily through these psychological mechanisms. The findings extend the Job Demands–Resources Theory and Self-Determination Theory by highlighting Flexible Work Arrangements as a direct organizational resource for improving employee performance among Generation Z. Practically, organizations should design flexible work policies that provide employees with greater autonomy while maintaining clear performance expectations, effective managerial support, communication, and appropriate performance management systems to optimize both employee productivity and well-being in the digital workplace.
The Effect of Role Conflict on Turnover Intention: The Mediating Role of Work Stress Among Generation Z Employees Dian Ramadhani; Annisa Fajri
International Journal of Education, Vocational and Social Science Vol. 5 No. 04 (2026): International Journal of Education, Vocational and Social Science( IJVESS)
Publisher : Cita konsultindo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.63922/ijevss.v5i04.6507

Abstract

This study aims to analyze the effect of role conflict on work stress and turnover intention and to examine the mediating role of work stress in the relationship between role conflict and turnover intention among Generation Z employees in Semarang City. This study employed a quantitative approach using a questionnaire survey. The sample consisted of 96 Generation Z employees in Semarang City selected through purposive sampling. The data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS) with SmartPLS. The results indicate that role conflict has a positive and significant effect on work stress and turnover intention. However, work stress does not have a significant effect on turnover intention. Furthermore, work stress does not mediate the relationship between role conflict and turnover intention. These findings indicate that role conflict is an important factor that can increase work stress and employees’ intention to leave the organization. Therefore, effective management of role conflict is important to reduce turnover intention among Generation Z employees.
Co-Authors Adiningtyas, Rini Ainurrohmah Ainurrohmah Ainurrohmah, Ainurrohmah Aldira, Olivia Aulia Nur Pratiwi Caesar, Radhitya Dian Ramadhani Edy Purwanto Edy Purwanto Fathurrahman, Muhammad Iqbal Ferdiansah, Riky Firdaus Firdaus Fitriyah, Ratna Shofiyatul Gumelar, Akbar Agus Haerudin Haerudin Haerudin Haerudin Haerudin Hajar Hajar Hajar, Hajar Indi Djastuti Indi Djastuti Istifaroh, Siti Kournikofa , Dhea Luluk Salma Ida Luqman Amin M Mifbakhul Maulana Maulana, M Mifbakhul Muhamad Reza Pahlevi Olivia Aldira Pratiwi, Aulia Nur Purwanto, Dedik Putri Yulianti Rahma Isyami Salsabila Raihan Rachman Tsabata Rana Rosyana Ratna Shofiyatul Fitriyah Regita Layla Rini Adiningtyas Rohmah, Dwi Laelatul Rosyana, Rana Salsabila, Rahma Isyami Septianingrum, Salsabiil Helga Sjahirul Alim, Muchammad Rully Suharnomo Suharnomo Suharnomo Suharnomo Suharti Thifal Khairunnisa Triyono Triyono Tsabata, Raihan Rachman Yudha, Brahma Satria Zami, Imel Nabila Zam Zulkifli Nurul Haqq