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All Journal Jurnal Konseling dan Pendidikan Al Ishlah Jurnal Pendidikan Jurnal Penelitian Pendidikan IPA (JPPIPA) AL-TANZIM : JURNAL MANAJEMEN PENDIDIKAN ISLAM Journal of Humanities and Social Studies EDUTEC : Journal of Education And Technology Jurnal Syntax Imperatif : Jurnal Ilmu Sosial dan Pendidikan Journal La Edusci International Journal of Economy, Education and Entrepreneurship (IJE3) Education and Social Sciences Review Review of Multidisciplinary Education, Culture and Pedagogy (ROMEO) Journal Of World Science Tadbiruna: Jurnal Manajemen Pendidikan Islam Managere: Indonesian Journal of Educational Management Enrichment: Journal of Multidisciplinary Research and Development Jurnal Penelitian Pendidikan Indonesia Jurnal Manajemen Pendidikan Islam SAP (Susunan Artikel Pendidikan) Lentera Negeri Multidisciplinary Research Studies in Social Sciences SUJANA: Education and Learning Review
Dian Wulandari
Universitas Pakuan
Religion Agriculture, Biological Sciences & Forestry Arts Humanities Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Chemistry Computer Science & IT Economics, Econometrics & Finance Education Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Materials Science & Nanotechnology Mathematics Physics Social Sciences Other

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STRATEGY TO IMPROVE INSTRUCTOR PERFORMANCE THROUGH IMPROVING PERCEIVED ORGANIZATIONAL SUPPORT, SERVANT LEADERSHIP, TEAMWORK, EMPLOYEE ENGAGEMENT AND WORK MOTIVATION OF BBPLK INSTRUCTORS IN WEST JAVA PROVINCE Tanti Susilarini; Rita Retnowati; Dian Wulandari
TADBIRUNA: Jurnal Manajemen Pendidikan Islam Vol 5 No 2 (2026): TADBIRUNA
Publisher : Program Studi Manajemen Pendidikan Islam

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.51192/jurnalmanajemenpendidikanislam.v5i2.2498

Abstract

The performance of instructors at the Vocational Training and Productivity Center (BBPLK) in West Java faces several challenges, including limited perceived organizational support, incomplete servant leadership practices, weak teamwork, and low employee engagement and work motivation. This study aims to analyze strategies to improve instructor performance by strengthening perceived organizational support, servant leadership, teamwork, employee engagement, and work motivation. A quantitative survey method was employed using Path Analysis and SITOREM analysis. The sample consisted of 133 instructors selected proportionally from a population of 198 instructors at BBPLK Bandung and Bekasi. The results show that all independent variables have a significant positive direct effect on performance, with perceived organizational support as the strongest predictor (beta = 0.303). Perceived organizational support, servant leadership, and teamwork also significantly influence employee engagement and work motivation. Employee engagement and work motivation function as mediating variables, although their contribution is relatively small. SITOREM analysis identifies priority areas for improvement, including efficiency, fairness, member development commitment, team synergy, vigor, and recognition. The findings suggest that improving instructor performance requires an integrated approach combining organizational support, servant leadership, teamwork, engagement, and motivation.
Integration of Digital Systems and Sitorem Method for Strengthening Science Management Iman Indrati; Henny Suharyati; Dian Wulandari
Jurnal Penelitian Pendidikan IPA Vol 11 No 12 (2025): December
Publisher : Postgraduate, University of Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29303/jppipa.v11i12.13563

Abstract

Effective knowledge management (KM) is pivotal for higher education institutions to maintain competitiveness. This study aims to formulate a targeted strategy for enhancing lecturer KM by identifying critical indicators requiring immediate intervention, based on SITOREM analysis. The research is grounded in the theory of organizational knowledge creation, hypothesizing that a focused improvement on pivotal KM processes and supporting factors will lead to a more effective and sustainable KM system. This quantitative research employed a survey method to collect data from lecturers at a higher education institution. Data were analyzed using the SITOREM method to identify strengths, weaknesses, and key improvement priorities within the KM framework, focusing on the five fundamental KM processes: acquisition, refinement, storage, dissemination, and application. The analysis revealed that knowledge evaluation is an institutional strength to be maintained. However, critical weaknesses were identified in knowledge acquisition and application processes. Supporting factors such as organizational rewards and educator development are potential levers, while challenges persist in team collaboration, leadership empathy, and information technology security and ethics. These findings align with prior research emphasizing that technological infrastructure and a collaborative culture are prerequisites for successful KM implementation, directly impacting the cycle of organizational learning. The study concludes that an optimal KM enhancement strategy requires an integrated approach, simultaneously improving critical KM processes, strengthening collaborative culture, enhancing leadership social skills, and ensuring digital ethics, thereby creating a systematic and sustainable KM system.
MODELING AND OPTIMIZING HUMAN RESOURCE MANAGEMENT EFFECTIVENESS BASED ON LOCAL WISDOM AND IT LITERACY Mei Tri Listari; Soewarto Hardhienata; Dian Wulandari
International Journal of Economy, Education and Entrepreneurship (IJE3) Vol. 6 No. 1 (2026): International Journal of Economy, Education and Entrepreneurship
Publisher : Yayasan Education and Social Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.53067/ije3.v6i1.475

Abstract

The purpose of this research is to develop strategies to address problems related to Human Resource Management Effectiveness and to discover ways to implement strategies to improve Human Resource Management Effectiveness. The method used in this research is the POP-SDM Method, or Modeling and Optimization of Human Resource Management, which is a Qualitative Exploratory research approach combined with a Quantitative Descriptive or Quantitative Causal approach. The sample comprised 144 principals and teachers from private elementary schools in Bogor Regency who met the superior criteria (A Accreditation). The path coefficient for the Positive Indirect Effect of Personality on the Effectiveness of Human Resource Management through organizational climate is 0.325 (βy3). The path coefficient β = 0.353 falls in the moderate category. This data indicates a Positive Indirect Effect of Personality on the Effectiveness of Human Resource Management through Knowledge Management.
The Effect of Empowerment and Knowledge Sharing on Teacher Productivity with Academic Supervision as an Intervening Variable Sudiyah Anawati; Sri Setyaningsih; Dian Wulandari
Nidhomul Haq : Jurnal Manajemen Pendidikan Islam Vol. 11 No. 1 (2026): Transformative Islamic education management
Publisher : Prodi Manajemen Pendidikan Islam Universitas KH Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/ndhq.v11i1.296

Abstract

This research aims to analyze the role of academic supervision as a mediating variable in the relationship between empowerment and knowledge sharing on teacher productivity among Islamic Integrated Elementary School (SDIT) teachers in 5 sub-districts in East Jakarta. Theoretically, empowerment through the delegation of authority and trust, as well as knowledge sharing through the exchange of experiences and learning strategies, is expected to enhance productivity; however, their direct influence is not always significant. Academic supervision, including professional coaching and feedback, is expected to strengthen this relationship. This study employs a quantitative correlational approach with path analysis using Partial Least Squares Structural Equation Modeling (PLS-SEM). The sample consisted of 176 SDIT teachers selected using a multistage random sampling technique. The results indicate that knowledge sharing has no significant direct effect on teacher productivity (r = 0.135, p = 0.170). Empowerment (r  =  0.236,  p  <  0.002)  and knowledge sharing (r = 0.735, p < 0.000) have a significant effect on academic supervision. Meanwhile, academic supervision significantly mediates the relationships between empowerment (r = 0.735, p < 0.000) and knowledge sharing (r = 0.392, p < 0.000) and teacher productivity. This finding affirms the importance of academic supervision in improving the effectiveness of empowerment and knowledge collaboration in the school environment
Modeling and optimization strategies for improving human resource management effectiveness in private elementary schools: the role of personality, organizational climate, achievement motivation, and knowledge management Mei Tri Listari; Soewarto Hardhienata; Dian Wulandari
Education and Social Sciences Review Vol. 7 No. 1 (2026): Education and Social Sciences Review
Publisher : Indonesian Institute for Counseling, Education and Theraphy

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/07essr692600

Abstract

This study aims to (1) examine the direct effects of personality, organizational climate, and achievement motivation on HRM effectiveness; (2) investigate the mediating role of achievement motivation and knowledge management; and (3) develop optimization strategies using the SITOREM approach. A mixed-methods design combining exploratory qualitative and quantitative causal approaches (POP-SDM method) was employed. Data were collected from 144 principals and teachers in private elementary schools with "A" (superior) accreditation in Bogor Regency, Indonesia, selected through area-cluster proportional random sampling. Path analysis and SITOREM analysis were used for hypothesis testing and indicator optimization. Personality (β=0.307, p<0.001), organizational climate (β=0.232, p<0.001), and achievement motivation (β=0.206, p<0.005) had significant positive direct effects on HRM effectiveness. Personality (β=0.251, p<0.001) and organizational climate (β=0.307, p<0.001) significantly influenced achievement motivation. Indirect effects through achievement motivation were significant for both personality (β=0.077, p<0.001) and organizational climate (β=0.142, p<0.001). Knowledge management mediated the personality→HRM effectiveness (total effect=0.492) and organizational climate→achievement motivation (total effect=0.333) relationships. SITOREM analysis identified five priority indicators requiring improvement: extraversion, work mechanisms, responsibility, knowledge application, and knowledge retention. HRM effectiveness in accredited private elementary schools is enhanced through integrated strengthening of personality, organizational climate, achievement motivation, and knowledge management. School leaders should prioritize interventions targeting the five low-performing indicators identified through SITOREM analysis.
Modeling and Optimizing Strategies for Strengthening PKBM Sustainability Suyadi Suyadi; Bibin Rubini; Dian Wulandari
Journal La Edusci Vol. 7 No. 4 (2026): Journal La Edusci
Publisher : Newinera Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37899/journallaedusci.v7i4.3288

Abstract

This study aimed to develop strategies for strengthening the sustainability of Community Learning Centers or PKBM by examining the direct and indirect effects of servant leadership, organizational climate, Organizational Citizenship Behavior, and the effectiveness of education and training. This study employed a quantitative correlational approach involving 165 heads and tutors from 39 PKBM units in East Bogor Regency. Data were collected through a structured questionnaire and analyzed using descriptive statistics, prerequisite tests, path analysis, and SITOREM analysis. The findings showed that servant leadership, organizational climate, Organizational Citizenship Behavior, and the effectiveness of education and training had positive direct effects on PKBM sustainability. Servant leadership and organizational climate also had indirect effects on PKBM sustainability through Organizational Citizenship Behavior and the effectiveness of education and training. The SITOREM analysis identified several indicators requiring priority improvement, including conceptualization, forward looking orientation, satisfaction with activities, meeting community needs, development and empowerment, availability of teaching staff, PKBM development, and work mechanisms. These findings indicate that PKBM sustainability is shaped not only by leadership and organizational conditions, but also by voluntary work behavior and continuous human resource development. The study recommends strengthening servant leadership, improving organizational climate, enhancing tutors’ extra role behavior, and designing more relevant education and training programs to support the long term sustainability of PKBM.
Kinerja dosen ditinjau dari berbagi pengetahuan tacit dan komitmen organisasi Raja Raya Saragih; Rita Retnowati; Dian Wulandari
Lentera Negeri Vol. 7 No. 1 (2026): Lentera Negeri
Publisher : Indonesian Institute For Counseling, Education and Therapy

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29210/991790

Abstract

To gain a deep understanding of the effectiveness of lecturer performance, an exploratory study was conducted by identifying five main variables that are considered to have a key role in improving lecturer performance, namely sharing tacit knowledge, organizational climate, organizational commitment and innovative behavior. The five variables were then tested quantitatively to build a lecturer performance model that is relevant to the dynamics of higher education and formulate more effective and sustainable strategies. This quantitative study involved 230 permanent lecturers at private universities in the Bekasi and Banten areas. Data collection was carried out through distributing questionnaires using the Partial Least Square - Structural Equation Modeling (PLS-SEM) analysis technique. The results of this study demonstrate that the lecturer performance model built has met the Goodness of fit criteria. The results of the hypothesis test confirm that tacit knowledge sharing, organizational climate, organizational commitment and innovative behavior have a significant positive effect on lecturer performance. While tacit knowledge sharing and organizational climate have a positive effect on organizational commitment. Furthermore, tacit knowledge sharing and organizational climate have a significant positive effect on innovative behavior. SITOREM analysis confirmed that improving lecturer performance can be done through strengthening the indicators of tacit knowledge sharing, organizational climate, organizational commitment, and innovative behavior that are already good, as well as updating indicators that are still lacking.
Organizational, Leadership, and Communication Drivers of Knowledge Management in Higher Education Iman Indrati; Henny Suharyati; Dian Wulandari
REVIEW OF MULTIDISCIPLINARY EDUCATION, CULTURE AND PEDAGOGY Vol. 5 No. 2 (2026): FEBRUARY
Publisher : Transpublika Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55047/romeo.v5i2.2118

Abstract

Knowledge management among lecturers remains a critical challenge in higher education institutions, particularly in adapting to dynamic organizational and leadership demands. This study aims to analyze the influence of organizational support and agile leadership on lecturers' knowledge management mediated by interpersonal communication. The research addresses the limited empirical evidence on how social mechanisms and leadership adaptability shape knowledge management practices in higher education. The research population was drawn from three private universities in Bogor City. The study used a quantitative approach with an explanatory research design and involved a sample of 100 respondents. Data were analyzed using inferential statistical techniques to examine both direct and indirect relationships among variables. The results showed that agile leadership had a significant effect on knowledge management both directly and indirectly. Organizational support mediated by interpersonal communication did not show a significant direct effect on knowledge management. These findings indicate that adaptive leadership and social interaction play a more decisive role than formal institutional support. The study concludes that social mechanisms and agile leadership primarily drive lecturers' knowledge management. The findings imply that higher education institutions should prioritize leadership development and interpersonal communication strategies to enhance knowledge management practices. The novelty of the research introduces a new model of lecturer knowledge management based on the social mechanism of agile leadership.
AN INTEGRATIVE MODEL FOR STRENGTHENING PKBM SUSTAINABILITY THROUGH SERVANT LEADERSHIP, ORGANIZATIONAL CLIMATE, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND TRAINING EFFECTIVENESS BASED ON SITOREM Suyadi Suyadi; Bibin Rubini; Dian Wulandari
Multidisciplinary Research Studies in Social Sciences Vol 2, No 2 (2026): Multidisciplinary Research Studies in Social Sciences (In Press)
Publisher : Taksasila Edukasi Insani

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.71312/mrscholar.v2i2.1043

Abstract

PKBM Sustainability is an important issue in strengthening non-formal education because Community Learning Centers (PKBM) play a role in expanding access to education, supporting lifelong learning, and fulfilling community needs. This study aims to develop a model and strategy for improving PKBM Sustainability by examining the effects of servant leadership, organizational climate, Organizational Citizenship Behavior (OCB), and the effectiveness of education and training. The study employed a combination of simple qualitative and quantitative methods involving 39 PKBM in 7 subdistricts in eastern Bogor Regency, with a population of 279 respondents and a sample of 165 respondents. Data were analyzed using path analysis and SITOREM. The results show that servant leadership, organizational climate, OCB, and the effectiveness of education and training have positive and highly significant effects on PKBM Sustainability. In addition, servant leadership and organizational climate also have indirect effects on PKBM Sustainability through OCB and the effectiveness of education and training. The SITOREM analysis recommends several priority indicators for improvement, namely the availability of teaching staff, PKBM development, fulfillment of community needs, empowerment, conceptualization, work mechanisms, tolerance, courtesy, and satisfaction with activities. Therefore, PKBM Sustainability can be strengthened through an integrative model based on servant leadership, organizational climate, organizational citizenship behavior, the effectiveness of education and training, and SITOREM-based indicator optimization.Keywords: PKBM Sustainability; servant leadership; organizational climate; OCB; effectiveness of education and training; SITOREM.
Strategy for Increasing Organizational Commitment through Strengthening the Effectiveness of Human Resource Management, Organizational Culture, Trust, and Perceived Organizational Support Ani Interdiana Candra Sari; Bibin Rubini; Dian Wulandari
Journal of World Science Vol. 3 No. 6 (2024): Journal of World Science
Publisher : Riviera Publishing

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58344/jws.v3i6.624

Abstract

Organizations require high commitment from employees to achieve optimal goals, which can be improved through effective human resource (HR) management, a strong organizational culture, and a high level of trust. This research aims to identify optimal strategies, methods, and solutions to increase organizational commitment by strengthening the effectiveness of human resource management, organizational culture, and trust. Using a quantitative design and path analysis approach processed using SEM PLS, data was collected through a questionnaire to 139 foundation permanent teachers from 16 private high schools in South Jakarta City. The results of the study show that there is a positive and significant direct influence of the effectiveness of human resource management and organizational culture on organizational commitment. In addition, there is a positive and significant direct influence of the effectiveness of HR management on trust, but the direct influence of organizational culture on trust, as well as the direct influence of trust on organizational commitment, is not significant. It was also found that there was a positive but not significant indirect influence of the effectiveness of human resource management and organizational culture on organizational commitment through trust. The implications of this study emphasize the need for strategies to strengthen the effectiveness of HR management by improving compensation and maintaining positive aspects such as maintenance, HR planning, training and development, HR procurement, and performance appraisal. Organizational culture must be maintained through relationships between individuals, relationships with the environment, consistency of behavior, core values, and agreed norms.
Co-Authors Adam Maulana Anawati, Sudiyah Ani Interdiana Candra Sari Arief Hidayat Bibin Rubini Bibin Rubini Bibin Rubini Christine Masada Hirashita Tobing Christine Masada Hirashita Tobing Christine Masada Hirashita Tobing Dewi Purwaningsih Dewi Purwaningsih Eka Suhardi Henny Suharyati Herfina Herfina Herlinda Herlinda Ikhsan Ikhsan Ilham Zein Makbul Iman Indrati Iman Indrati Luluk Dianarini Martinus Tukiran Mei Tri Listari Mei Tri Listari Muhamad Entang Muhammad Abdurrahman Efendi Nunung Siti Nurbayani Pipit Noviani Ponijan Ponijan Ponijan Prof. Dr. Sri Setyaningsih Rais Hidayat Raja Raya Saragih Rijal Ripai Rita Retnowati S. Hardhienata Sifak Sifak Siwi Puji Astuti Soewarto Hardhienata Soewarto Hardhienata Sri Setyaningsih Sri Setyaningsih Sri Setyaningsih Sudiyah Anawati Suyadi Suyadi Suyadi Suyadi Tanti Susilarini Vera Sri Wahyuni Widianti Sudjud Widodo Sunaryo Yudhie Suchyadi