Garuda - Garba Rujukan Digital

The Influence of Employee Engagement on Turnover Intention Mediated by Job Satisfaction and Quiet Quitting of Generation Z Employee Parsasi, Wiannisa Rizky; Prawitowati, Tjahjani
SIMAK Vol. 23 No. 01 (2025): Jurnal Sistem Informasi, Manajemen, dan Akuntansi (SIMAK)
Publisher : Faculty of Economics dan Business, Atma Jaya Makassar University

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35129/simak.v23i01.621

In a company must have various resources that are useful for the sustainability of a company. One of the resources that is needed in an organisation or company is human resources. This study aims to determine that effect og Quiet Quitting on Turnover Intention and the mediating role of Job Satisfaction and and Quiet Quitting on the effect of job attachment on Turnover Intention. The implications discussed in this study are useful for companies to overcome Quiet Quitting especially for generation Z Employees. The novelty of this research is the study of the Quiet Quitting variable which is a phenomenon in generation Z employees, especially in the post-pandemic period, and there has not been much research on this variable. The author uses a quantitative research design and also uses a software from WarPLS (Partial Least Square). The result of previous research show Employee Engagement has a significant positive effect on Job satisfaction, and Job satisfaction has a significant negative effect on Quiet Quitting and then Quiet Quitting has a significant positive effect on Turnover Intention and Employee Engagement has an effect on Turnover Intentions with satisfaction mediating work and Quiet Quitting.

Pengaruh Employee Experience terhadap Intensi Turnover dengan Mediasi Keterikatan dan Kepuasan Kerja Karyawan Generasi Z pada Perusahaan di Jawa Timur Bella Yunivan Hernanda; Prawitowati, Tjahjani; Yulianti, Emma
Journal of Business & Banking Vol 14 No 02: November-April 2025
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jbb.v14i02.5022

The study aims to test and analyze the significance of the effect of employee experience on turnover intention, the effect of employee experience on employee engagement, the effect of employee engagement on employee job satisfaction, and the effect of job satisfaction on employee turnover intention as well as the mediating role of job satisfaction and job attachment on the effect of employee experience on turnover intention, This research is descriptive research with a quantitative method approach. This research use an online survey method in the form of a questionnaire to collect data. The data to be collected and used is primary data with a total of 207 respondents. The test tool used in this research is WarpPLS 7.0 software and uses the Partial Lest Square Equation (PLS-SEM) method. The result show a negative and significant effect of employee experience on turnover intention, a positive and significant effect of employee experience on employee engagement, a positive and significant effect of employee engagement on job satisfaction, a positive and significant effect of job satisfaction on turnover intention, and employee engagement and job satisfaction are unable to mediate turnover intention. Companies should ensure that the work environment encourages career paths, good interpersonal relationships, and work-life balance. This is closely related to the final impact, namely turnover intention.

Pengaruh Employee Experience terhadap Intensi Turnover dengan Mediasi Keterikatan dan Kepuasan Kerja Karyawan Generasi Z pada Perusahaan di Jawa Timur Bella Yunivan Hernanda; Prawitowati, Tjahjani; Yulianti, Emma
Journal of Business & Banking Vol 14 No 2 (2025): November-April 2025
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jbb.v14i02.5022

The study aims to test and analyze the significance of the effect of employee experience on turnover intention, the effect of employee experience on employee engagement, the effect of employee engagement on employee job satisfaction, and the effect of job satisfaction on employee turnover intention as well as the mediating role of job satisfaction and job attachment on the effect of employee experience on turnover intention, This research is descriptive research with a quantitative method approach. This research use an online survey method in the form of a questionnaire to collect data. The data to be collected and used is primary data with a total of 207 respondents. The test tool used in this research is WarpPLS 7.0 software and uses the Partial Lest Square Equation (PLS-SEM) method. The result show a negative and significant effect of employee experience on turnover intention, a positive and significant effect of employee experience on employee engagement, a positive and significant effect of employee engagement on job satisfaction, a positive and significant effect of job satisfaction on turnover intention, and employee engagement and job satisfaction are unable to mediate turnover intention. Companies should ensure that the work environment encourages career paths, good interpersonal relationships, and work-life balance. This is closely related to the final impact, namely turnover intention.

Improving Employee Performance Through Emotional Intelligence and Transformational Leadership: The Mediating Role of Work Engagement Titik Sulistiana; Tjahjani Prawitowati
Al-Kharaj: Journal of Islamic Economic and Business Vol. 7 No. 3 (2025): : All articles in this issue include authors from 3 countries of origin (Indone
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v7i3.7935

This study aims to analyze the influence of Emotional Intelligence (EI) and Transformational Leadership (TL) on Job Performance (JP), with Work Engagement (WE) as a mediating variable. The research object is employees in Karang Pilang District, Surabaya, using a quantitative explanatory approach through a closed-ended questionnaire survey. A sample of 100 respondents was obtained using the snowball sampling technique. EI was measured through self-awareness, self-management, social awareness, and relationship management. TL included idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. WE consisted of vigor, dedication, and full absorption. JP was measured based on task achievement, productivity, and responsibility. Data analysis was conducted using SEM-PLS with SmartPLS. The results of this study indicate that employee performance in Karang Pilang District, Surabaya, is influenced by emotional intelligence, transformational leadership, and work engagement. However, for transformational leadership not to have a negative impact on performance, a balance between innovation and stability as well as a participatory approach is required. This study is expected to provide both theoretical and practical contributions to improving employee performance in the public sector.

The effect of work engagement, organizational commitment, and innovative behavior on employee performance Salatun, Ria Andriatna; Rachmat, Basuki; Prawitowati, Tjahjani
Manajemen dan Bisnis Vol 24, No 2 (2025): September 2025
Publisher : Department of Management - Faculty of Business and Economics. Universitas Surabaya.

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24123/mabis.v24i2.969

This study aims to examine the effect of work engagement, organizational commitment, and innovative behavior on employee performance at the Public Health Centre in the North Surabaya area. This study employs a quantitative approach, collecting data through questionnaires. The research sample consisted of 186 Public Health Centre employees in the North Surabaya area who had worked as health workers for at least one year and were working at the Surabaya Health Center in the North Region at the time of the study, who were selected by purposive sampling. Data were analyzed using Structural Equation Modelling (SEM) techniques with Partial Least Square (PLS). The results showed that work engagement, organizational commitment, and innovative behavior have a significant positive effect on employee performance. This study suggests that the Public Health Centre design a strategic program to improve work engagement and organizational commitment by creating a conducive work environment, forming a solid work team, and creating an environment that supports innovative behavior to improve the performance of Public Health Centre employees. The findings provide practical implications that increasing work engagement and organizational commitment, as well as creating an environment that supports innovative behavior, will automatically improve the performance of public health service employees.

DESIGNING CBA MODEL OF PERFORMANCE APPRAISAL SYSTEM AS A MERIT RATING FOR HIGHER EDUCATION INSTITUTION Prawitowati, Tjahjani
Journal of Economics, Business, and Accountancy Ventura Vol. 14 No. 1 (2011): April 2011
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jebav.v14i1.14

Performance appraisal system as part of human resource management tools for higher edu- cation institution plays an important role in motivating and increasing educators and sup- porting staff’s performance. It is very valuable for higher education institutions. Yet, in edu- cation affairs, this is still considered less. This research attempts to design competence-based performance appraisal system for higher education institution. Depth interview, secondary data, and questionnaire are used as the instruments. It is conducted in three types of higher education in Indonesia. In terms of professionalism, social competence, and pedagogical competences, it is found that there are three competencies, namely core competency, mana- gerial competency, and technical competency. Core competency is referred to organization’s value, varied among higher education institutions, but mostly includes integrity, customer orientation, achievement orientation, initiative, teamwork, empathy, and adaptability. In terms of managerial competencies, most higher education institutions consider planning, problem solving, influencing others, empowerment, supervising, and controlling. For techni- cal competencies, they include computer literacy, English mastery and job technical mastery.

Peran komitmen organisasi sebagai pemediasi hubungan antara kompensasi, motivasi, dan kinerja pegawai Nur, Shania Ayanda; Harsono, Soni; Prawitowati, Tjahjani
Journal of Business & Banking Vol 14 No 1: May-October (2024)
Publisher : Universitas Hayam Wuruk Perbanas

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/jbb.v14i1.4447

This study analyzes the role of organizational commitment as a mediator between compensation, motivation, and performance of PPNPN employees at the Pusdatin of the Ministry of ATR/BPN, with a sample of 48 employees using a saturated sampling technique. The role of PPNPN is important to study because it will be able to explain its contribution to the performance of government agencies because PPNPN performance is measured through plans and performance targets made by employees and must be achieved within a certain period of time or what is commonly referred to as Employee Performance Targets (SKP). Performance targets made at the beginning of the year will then be assessed at the end of the year and their compliance with the predetermined targets will be assessed. The analysis technique used is SEM-PLS with the WarpPLS 8.0 program, and data was collected through a Google Form questionnaire. The results of the study indicate that compensation does not have a significant effect on employee performance, while motivation and organizational commitment have a significant positive effect on performance. Organizational commitment also mediates the effect of compensation and motivation on employee performance. The implication of this study is the importance of programs to improve organizational commitment and PPNPN motivation in order to encourage employee performance.

Hubungan Keadilan Organisasi dan Perilaku Kewargaan Organisasi Karyawan Generasi Z Jawa Timur Dengan Mediasi Komitmen Romadhona, Listina Laily; Prawitowati, Tjahjani
DIALEKTIKA: Jurnal Ekonomi dan Ilmu Sosial Vol 9 No 1 (2024): Dialektika : Jurnal Ekonomi dan Ilmu Sosial
Publisher : Prodi Manajemen Fakultas Ekonomi dan Bisnis Universitas Islam Raden Rahmat Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36636/dialektika.v9i1.3929

This research aims to determine the relationship between organizational justice and organizational citizenship behavior by considering the mediating effect of organizational commitment. This research used a quantitative approach and collected data using a questionnaire distributed to generation Z employees in East Java and obtained 118 respondents. Data analysis techniques use descriptive techniques and Partial Least Square Structural Equation (PLS-SEM). The results of the research show that there is a positive and significant relationship between organizational justice and organizational citizenship behavior, there is a positive and significant relationship between organizational justice and organizational commitment, there is a positive and significant relationship between organizational justice and organizational citizenship behavior, and the mediation results of organizational commitment show that there is mediation. partial or partial mediation.

Mempersiapkan Generasi Emas: Pengembangan Softskill Siswa SMA Muhammadiyah 2 Sidoarjo di Era Industri 5.0 Sekarsari, Larasati Ayu; Prawitowati, Tjahjani; Setiawan, Nurcholis; Maschudah Ilfitriah, Aniek; Yulianti, Emma
Jurnal KeDayMas: Kemitraan dan Pemberdayaan Masyarakat Vol. 6 No. 2 (2025): Juli 2025
Publisher : Research Center and Community Services (PPPM) Universitas Hayam Wuruk "Perbanas" Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14414/kedaymas.v6i2.5281

Era Revolusi Industri 5.0 menuntut generasi muda untuk tidak hanya menguasai keterampilan teknis, tetapi juga keterampilan non-teknis atau softskill seperti kemampuan komunikasi, berpikir kritis, kerja sama tim, dan personal branding. Kegiatan pengabdian kepada masyarakat ini bertujuan untuk meningkatkan kesadaran dan kemampuan siswa dalam mengembangkan softskill melalui pelatihan interaktif dan aplikatif. Sasaran kegiatan adalah siswa kelas XII.4 dan XII.9 SMA Muhammadiyah 2 Sidoarjo dengan total peserta 60 orang. Metode pelaksanaan mencakup empat tahapan: persiapan, pelatihan, pendampingan,dan evaluasi,. Pelatihan dilaksanakan selama dua hari dengan pendekatan experiential learning yang melibatkan ceramah interaktif, simulasi, diskusi, dan praktik penyusunan deskripsi diri bertema “Who am I?”. Hasil evaluasi menunjukkan peningkatan signifikan pada pemahaman siswa berdasarkan perbandingan nilai pretest dan posttest. Peningkatan tertinggi terlihat pada materi digital marketing dan personal branding. Kegiatan ini tidak hanya berhasil meningkatkan aspek kognitif siswa, tetapi juga memperkuat keterampilan refleksi diri, komunikasi, dan rasa percaya diri. Dengan demikian, pelatihan ini memberikan kontribusi nyata dalam mempersiapkan siswa menghadapi tantangan dunia kerja dan pendidikan tinggi di masa depan. Program pengabdian ini diharapkan dapat direplikasi di sekolah lain sebagai bentuk sinergi antara perguruan tinggi dan pendidikan menengah dalam mencetak generasi emas Indonesia.

Pengaruh Strategi Keterikatan terhadap Kinerja Karyawan melalui Keterikatan Karyawan dan Perilaku Kewargaan Organisasi pada Karyawan Milenial Machdania Zulkarnain; Tjahjani Prawitowati; Nurcholis Setiawan
MAMEN: Jurnal Manajemen Vol. 3 No. 1 (2024): Januari 2024
Publisher : Yayasan Literasi Sains Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55123/mamen.v3i1.3097

It is important for companies to manage employee performance well by understanding the antecedent variables that can build and improve employee performance. This research aims to examine the role of employee engagement strategies, employee engagement, and organizational citizenship behavior in building millennial employee performance. The population in this research is millennial employees in Surabaya. Sampling was carried out purposively with the criteria being that the employee's work period was at least one year. From data collection through questionnaires, one hundred and twenty-five respondent data was obtained which could be processed. Data analysis uses Structural Equation Model-Partial Least Square (SEM-PLS). The results of this research show that employee engagement strategies have a significant effect on employee performance, employee engagement has a significant effect on organizational citizenship behavior, organizational citizenship behavior has a significant effect on employee performance. The results of this research also show the influence of engagement strategies on employee performance which is mediated by employee engagement and organizational citizenship behavior. Employee engagement and organizational citizenship behavior partially mediate the influence of employee engagement strategies on performance. As a practical implication of the results of this research, companies can develop employee performance by implementing engagement strategies with consistency, commitment and sustainability by preparing and implementing employee engagement and organizational citizenship behavior development programs.

Title

Found 21 Documents
Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title Search

Found 21 Documents Search

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Abstract

Title

Found 21 Documents
Search