Articles
<![CDATA[Career Development and Work Engagement: The moderating role of Perceived Organizational Support ]]>
<![CDATA[Miftah Aziza]]>;
<![CDATA[Syahrizal Syahrizal]]>
<![CDATA[ Human Resource Management Studies Vol. 2 No. 3 (2022): Human Resource Management Studies ]]>
Publisher : <![CDATA[Universitas Negeri Padang ]]>
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DOI: 10.24036/hrms.v2i3.198
<![CDATA[This study aimed to analyze the effect of career development on work engagement in civil servants at the People's Welfare Bureau, the Governor's Office of West Sumatra Province. The Effect of Career Development on Work Engagement moderated by Perceived Organizational Support for Civil Servants at the People's Welfare Bureau at the Governor's Office of West Sumatra Province. The population in this study were all civil servants in the People's Welfare Bureau at the Governor's Office of West Sumatra Province, as many as 42 people and a sample of 42 people. The research design used is causality research. The data analysis technique used is the Structural Equational Model (SEM) with the help of the SmartPLS 3.0 application. This study indicates that Career Development has a positive and significant effect on Employment Engagement for Civil Servants at the People's Welfare Bureau at the Governor's Office of West Sumatra Province. Perceived Organizational Support moderates the influence of Career Development on Work Engagement in Civil Servants at the People's Welfare Bureau, West Sumatra Province Governor's Office.]]>
<![CDATA[The Influence Of Servant Leadership On Service Oriented - Organizational Citizenship Behavior (SO-OCB) With Trust In Leaders As A Mediating Variable In Hotel Employees In Padang City ]]>
<![CDATA[Adiel Eunike]]>;
<![CDATA[Syahrizal]]>
<![CDATA[ Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ) ]]>
Publisher : <![CDATA[Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI) ]]>
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DOI: 10.37385/msej.v6i4.7995
<![CDATA[This study aims to analyze the effect of servant leadership on Service Oriented - Organizational Citizenship Behavior (SO-OCB) with trust in leaders as a mediating variable in 3 and 4 star hotel employees in Padang City. This study uses a quantitative approach with a survey method and distributes questionnaires to 180 hotel employees as respondents. The data analysis technique used is Structural Equation Modeling (SEM) based on Partial Least Square (SmartPLS 4). The independent variable in this study is servant leadership, the mediating variable is trust in leaders, and the de- pendent variable is SO-OCB. The results of this study indicate that: Servant Leadership has a positive and significant effect on Trust in leaders, Trust in leaders has a positive but insignificant effect on SO-OCB, Servant Leadership has a positive and significant effect on SO-OCB, and Trust in leaders does not mediate the effect of Servant Leadership on SO-OCB.]]>
<![CDATA[Work Values and Multidimensional Career Commitment on Perceived Career Success: Reassessing Hybrid Career Perspective ]]>
<![CDATA[Erlin, Nia Ariyani]]>;
<![CDATA[Syahrizal]]>;
<![CDATA[Siregar, Tika Rahma Yani]]>
<![CDATA[ Jurnal Mebis Vol. 10 No. 1: July 2025 ]]>
Publisher : <![CDATA[UPN "Veteran" Jawa Timur ]]>
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DOI: 10.33005/mebis.v10i1.682
<![CDATA[Perceived career success in employee career development has received much attention in recent years. Keeping that in mind, this research examines the relationship between intrinsic and extrinsic work values and perceived career success within a hybrid career orientation. This research also tests the mediating role of multidimensional career commitment, which includes career resilience, career planning, and career identity. The sample consisted of 322 civil servants working in government agencies in Indonesia. The SEM-AMOS analytical model was used to test the measurement and structural models. The findings of the research study indicated a positive correlation between intrinsic work value and perceived career success. Moreover, the relationship between intrinsic work values and perceived career success was found to be influenced by career resilience, career planning, and career identity. In contrast, no significant relationship was observed between extrinsic work values and perceived career success. However, extrinsic work values were negatively related to career resilience. This research suggests that human resource management practitioners can enhance career management by emphasizing multidimensional career commitment and intrinsic work values.]]>
<![CDATA[The Effect Of Digital Leadership On Digital Skills With Employee Dynamic Capabilities As A Mediating Variable In MSMES In West Sumatra ]]>
<![CDATA[Yulia Zahra]]>;
<![CDATA[Syahrizal Syahrizal]]>
<![CDATA[ Management Studies and Entrepreneurship Journal (MSEJ) Vol. 6 No. 4 (2025): Management Studies and Entrepreneurship Journal (MSEJ) ]]>
Publisher : <![CDATA[Yayasan Pendidikan Riset dan Pengembangan Intelektual (YRPI) ]]>
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DOI: 10.37385/msej.v6i4.7993
<![CDATA[Digitalization requires micro, small and medium enterprises (MSMEs) to increase leadership capacity and employee competence in the use of technology. This study examines the effect of digital leadership on employee digital skills with employee dynamic capabilities as a mediating variable in MSMEs in West Sumatra Province. The problem raised is that the digital skills of employees are not yet optimal in supporting technological adaptation, and the role of leadership has not fully encouraged employees' innovative and adaptive abilities. This study aims to measure the level of digital leadership can affect digital skills, either directly or indirectly through dynamic capabilities. The method used is a quantitative approach with a survey technique using a questionnaire. The number of respondents was 190 MSME employees selected using purposive sampling technique. Data were analyzed using the Structural Equation Modeling (SEM) method based on Partial Least Squares (PLS). The results showed that digital leadership has a significant effect on employee digital skills. In addition, employees' dynamic capabilities were shown to significantly mediate the relationship. The findings indicate that the role of digital leaders is able to guide, facilitate, and inspire. By having an important contribution in shaping employees who are adaptive, innovative, and skilled in facing the digital era.]]>
<![CDATA[Internship Quality and Employability: The Mediating Role of Career Entry-Worries ]]>
<![CDATA[Khairina Salsabilla]]>;
<![CDATA[Syahrizal]]>
<![CDATA[ Jurnal Informatika Ekonomi Bisnis Vol. 8, No. 1 (March 2026) ]]>
Publisher : <![CDATA[SAFE-Network ]]>
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DOI: 10.37034/infeb.v8i1.1384
<![CDATA[The purpose of this study was to determine the influence of perceptions of internship quality on students' perceptions of work ability, with concerns about entering the workforce as a mediating variable in students of the Faculty of Economics and Business, Padang State University. A quantitative causal approach was employed, and stratified proportional sampling was used to obtain a total of 238 participants. A Likert-scale questionnaire was used, and data analysis was performed using SmartPLS 3. The results show that perceived internship quality positively and significantly affects perceived employability and negatively affects career-entry worries. Career-entry worries also negatively and significantly influence perceived employability. Furthermore, it was found that Career Entry Worries mediate the relationship between Perception of Internship Quality and Perception of Employability. These findings highlight the importance of high-quality internship experiences in enhancing employability by reducing psychological concerns during the transition to the workforce.]]>
<![CDATA[Subjective Career Success in The Modern Career: A Parallel Mediation of Perceived Internal and External Employability ]]>
<![CDATA[Syahrizal Syahrizal]]>;
<![CDATA[Tika Rahma Yani Siregar]]>
<![CDATA[ Jurnal Aplikasi Bisnis dan Manajemen Vol. 10 No. 3 (2024): JABM, Vol. 10 No. 3, September 2024 ]]>
Publisher : <![CDATA[School of Business, Bogor Agricultural University (SB-IPB) ]]>
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DOI: 10.17358/jabm.10.3.920
<![CDATA[Background: There has been a notable shift in career theory, whereby traditional career paths, which were largely determined by an employee's initial training and investment from the employer, have shifted towards modern career paths that are largely guided by the employee themselves. This shift is accompanied by a change in the contemporary workforce, where success is now characterised by a stronger focus on subjective aspects. Purpose: This study investigates the impact of perceived organizational support and perceived employability on the subjective career success among independent workers in Hajj and Umrah travel companies in West Sumatra. It also explores the parallel mediating effects of perceived internal and external employability. Design/methodology/approach: This quantitative investigation was conducted using a survey approach. The study involved 210 participants, and data collection was conducted through the utilisation of a questionnaire. To test the hypotheses, a quantitative approach incorporating structural equation modelling (SEM) was employed using SmartPLS 4.0. Findings/Result: The research findings indicate that perceived organizational support has a positive influence on subjective career success. We also discovered that perceived external employability influenced subjective career success, whereas perceived internal employability did not. The results also show that perceived external employability plays a mediating role in the relationship between perceived organizational support and subjective career success. Conclusion: The research findings indicate that individuals exhibit a higher level of sensitivity towards their subjective career success when it comes to external options, as opposed to internal ones. Originality/value (state of the art): This study expands the existing literature by exploring parallel the mediation of perceived internal and external employability. Keywords: independent workers, perceived internall employability, perceived externall employability, perceived organizationall support, subjective career successs]]>
<![CDATA[Authoritarian Leadership and Employee Job Performance: A Moderated Mediation of Job Role Clarity, Trust in Leaders and Power Distance ]]>
<![CDATA[Edilpatriz Edilpatriz]]>;
<![CDATA[Syahrizal]]>;
<![CDATA[Tika Rahma Yani Siregar]]>
<![CDATA[ Jurnal Aplikasi Bisnis dan Manajemen Vol. 11 No. 2 (2025): JABM Vol. 11 No. 2, May 2025 ]]>
Publisher : <![CDATA[School of Business, Bogor Agricultural University (SB-IPB) ]]>
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DOI: 10.17358/jabm.11.2.614
<![CDATA[Background: Leadership is a critical factor in determining organizational success. It serves as the primary catalyst for significant changes within an organization, where leadership is defined as the art of fostering organizational alignment and stability. Purpose: This study examines the direct effect of authoritarian leadership on employee job performance. Furthermore, this study explores the moderating role of power distance and the mediating roles of job role clarity and trust in leaders.Design/methodology/approach: This study employs a quantitative survey-based design with a sample of 176 employees from water utility company in West Sumatra. The data were analyzed using structural equation modeling with partial least squares (SEM PLS).Findings/Results: The research findings show that authoritarian leadership has a negative effect on employee job performance. Furthermore, the results indicate that power distance moderates the relationship between authoritarian leadership and both job role clarity and employee job performance. The findings also reveal that job role clarity and trust in leaders mediate the effect of authoritarian leadership on employee job performance.Conclusion: The authoritarian leadership style has a negative influence on the work performance of employees at a water utility company in West Sumatera, resulting in an unhealthy impact on the company's performance.Originality/value (state of the art): This research combines the mediating influence of job role clarity and trust in leaders for the influence of authoritarian leadership on employee job performance, and the moderating effect of power distance on the influence of authoritarian leadership on job role clarity and employee job performance. Keywords: authoritarian leadership, employee job performance, job role clarity, power distance, trust in leaders]]>
<![CDATA[Will The Employees of DJP Leave Their Jobs Due to Job Rotation Policy?: The Roles of Job Stress and Gender ]]>
<![CDATA[Angga Sekensend]]>;
<![CDATA[Syahrizal Syahrizal]]>
<![CDATA[ Electronic Journal of Education, Social Economics and Technology Vol 6, No 1 (2025) ]]>
Publisher : <![CDATA[SAINTIS Publishing ]]>
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DOI: 10.33122/ejeset.v6i1.930
<![CDATA[This study aims to examine the effect of job rotation on job stress and turnover intention based on transactional stress theory, while also analyzing the mediating role of job stress and the moderating role of gender. The study involved 180 employees of the Directorate General of Taxes who had experienced at least three job rotations, using questionnaires distributed directly and online. Data were analyzed using PLS-SEM. The findings show that job rotation policies significantly influence job stress and turnover intention. Job stress mediates the relationship between job rotation and employees’ intention to leave. Female employees tend to experience higher job stress when transferred compared to male employees. Both male and female employees are more likely to consider leaving their jobs when job rotation and job stress are high. This research highlights transactional stress theory as an appropriate framework to explain the pathway from job rotation to job stress and turnover intention, filling a gap in previous studies that rarely examined this relationship from this perspective. The study also contributes by analyzing gender as a moderating variable. Practically, organizations should avoid implementing frequent rotation policies and should consider exceptions for female employees to minimize job stress and prevent turnover.]]>
<![CDATA[How Emotional Intelligence and Entrepreneurial Mindset Drive Organizational Performance: The Moderating Effect of Reward ]]>
<![CDATA[Juliandri Hasnur]]>;
<![CDATA[Syahrizal Syahrizal]]>;
<![CDATA[Rino Rino]]>
<![CDATA[ BASKARA : Journal of Business and Entrepreneurship Vol. 8 No. 2 (2026): BASKARA: Journal of Business and Entrepreneurship ]]>
Publisher : <![CDATA[Universitas Muhammadiyah Jakarta ]]>
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DOI: 10.54268/baskara.v8i2.31040
<![CDATA[Recent studies have yielded ambiguous results about the influence of emotional intelligence and an entrepreneurial mindset on organisational success, especially in vocational higher education institutions where reward systems might affect employee behaviour. This study examines the impact of emotional intelligence and entrepreneurial mindset on organisational success, with rewards serving as a moderating variable in the context of vocational marine higher education. The sample comprised 330 employees from Politeknik Pelayaran Sumatera Barat and Politeknik Ilmu Pelayaran Semarang. The data analysis utilised PLS-SEM with SmartPLS 3, employing bootstrapping and blindfolding methodologies. The findings demonstrate that an entrepreneurial mentality exerts a favourable and significant effect on organisational performance, whilst emotional intelligence also enhances performance, albeit without statistical significance. Rewards have a strong and direct effect on how well an organization does its job, but they don't change the relationship between emotional intelligence and how well an organization does its job, or between an entrepreneurial attitude and how well an organization does its job. The model explains a large part of the differences in how well organisations do and shows that it can accurately forecast how well they will do. This study adds to the body of research by making the roles of emotional intelligence, an entrepreneurial attitude, and rewards in creating organisational success on vocational marine campuses clearer. It also shows how important institutional reward systems are in this setting.]]>
<![CDATA[Effect of Personal Branding on Perceived Employability: The Mediating Role of Self-Efficacy and the Moderating Role of Career Adaptability among Final-Year Students ]]>
<![CDATA[Aura Ashelia]]>;
<![CDATA[Syahrizal]]>
<![CDATA[ Jurnal Informatika Ekonomi Bisnis Vol. 8, No. 2 (June 2026) ]]>
Publisher : <![CDATA[SAFE-Network ]]>
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DOI: 10.37034/infeb.v8i2.1401
<![CDATA[In an era of intensifying labor market competition and widespread degree inflation, understanding the psychological and strategic factors that shape graduates' perceived employability has become a critical scholarly concern. This study investigates the role of personal branding in predicting perceived employability among final-year undergraduate students, with self-efficacy as a mediating mechanism and career adaptability as a moderating boundary condition. A quantitative, cross-sectional design was employed, with data collected from 400 final-year students at a Universitas Negeri Padang in West Sumatra, Indonesia, using a structured Likert-scale questionnaire. Hypotheses were tested using Structural Equation Modeling–Partial Least Squares. The results demonstrate that personal branding exerts a significant positive influence on both perceived employability and self-efficacy. Self-efficacy, in turn, significantly predicts perceived employability and fully mediates the personal branding–employability relationship. Furthermore, career adaptability positively moderates this pathway, amplifying the effect of personal branding on perceived employability among students with higher adaptive capacity. These findings extend Social Cognitive Career Theory by elucidating the sequential and conditional mechanisms linking self-presentation strategies to employability perceptions. Practically, the results highlight the importance of integrating personal branding development and self-efficacy enhancement into university career preparation programs.]]>
