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All Journal Jurnal Manajemen Terapan dan Keuangan Jurnal Manajemen dan Bisnis Sriwijaya Media Ekonomi dan Manajemen JAM : Jurnal Aplikasi Manajemen Journal of Indonesian Economy and Business JURNAL SOSIAL HUMANIORA (JSH) Jurnal Manajemen Teori dan Terapan JPBM (Jurnal Pendidikan Bisnis dan Manajemen) Asia-Pacific Management and Business Application Syntax Literate: Jurnal Ilmiah Indonesia JRMSI - Jurnal Riset Manajemen Sains Indonesia Jurnal Organisasi Dan Manajemen Jurnal Kepemimpinan dan Manajemen Keperawatan Aptisi Transactions on Technopreneurship (ATT) CCIT (Creative Communication and Innovative Technology) Journal JIMF (JURNAL ILMIAH MANAJEMEN FORKAMMA) Journal of Environmental Science and Sustainable Development Jurnal Ilmiah Manajemen Kesatuan Literatus Cakrawala Repositori Imwi Jurnal Scientia Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Fokus Manajemen Bisnis Journal of Management - Small and Medium Enterprises (SME's) Dinasti International Journal of Economics, Finance & Accounting (DIJEFA) ADI Pengabdian kepada Masyarakat Jurnal (ADIMAS Jurnal) Kontigensi: Jurnal Ilmiah Manajemen Jurnal Manajemen dan Usahawan Indonesia Annals of Human Resource Management Research Proceeding of the International Conference on Family Business and Entrepreneurship (ICFBF) The South East Asian Journal of Management Jurnal Manajemen dan Pemasaran Jasa International Journal of Management, Entrepreneurship, Social Science and Humanities (IJMESH) Journal of Business, Social and Technology Eduvest - Journal of Universal Studies e-Jurnal Apresiasi Ekonomi Prosiding Seminar Nasional dan Call Paper STIE Widya Wiwaha IIJSE Jurnal Manajemen dan Usahawan Indonesia Proceeding of International Conference on Global Innovation and Trends in Economy Journal of Youth and Outdoor Activities Bulletin of Social Studies and Community Development
Riani Rachmawati
Department Management, Faculty Of Economics And Business Universitas Indonesia
Religion Aerospace Engineering Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Neuroscience Nursing Public Health Social Sciences Other

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The Influence of Psychological Capital and Transformational Leadership in Encouraging Innovative Behavior and Employee Performance: Testing the Readiness to Change of Microenterprise Employees in Situbondo District Yusuf Rio Wahyu Prayogo; Riani Rachmawati
Dinasti International Journal of Economics, Finance & Accounting Vol. 6 No. 5 (2025): Dinasti International Journal of Economics, Finance & Accounting (November - De
Publisher : Dinasti Publisher

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/dijefa.v6i5.5147

Abstract

This study aims to understand the role of psychological capital and transformational leadership in encouraging innovative behavior and employee performance, by considering readiness for change as a mediating variable. The focus of the study was directed at the Micro Business sector in Situbondo, which has so far focused more on technical and financial aspects, while the psychological aspects of employees are often ignored. In fact, this aspect contributes significantly to business competitiveness and sustainability. The research approach used was quantitative with the Structural Equation Modeling (SEM) method based on Partial Least Squares (PLS). The results showed that psychological capital had a positive and significant effect on innovative behavior and employee performance. In addition, readiness for change was proven to act as a mediating variable that strengthened the influence of psychological capital on both variables. Transformational leadership also had a positive effect on innovative behavior, but did not have a significant effect on employee performance. However, the effect of transformational leadership on innovative behavior can be significantly mediated by readiness for change. So far, human resource development in this sector tends to ignore employee psychological strengths such as optimism, self-efficacy, hope, and resilience, even though these elements have proven crucial in creating an innovative and high-performing workforce. Practical advice from this study is the need for interventions specifically designed by the government or policy makers in the form of positive psychology-based training.
ENVIRONMENTAL, SOCIAL, AND GOVERNANCE (ESG) INFLUENCE ON COMPANY VALUES IN INDONESIA Madeleine Ruth R Manurung; Riani Rachmawati
Jurnal Scientia Vol. 12 No. 01 (2023): Education, Sosial science and Planning technique
Publisher : Sean Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58471/scientia.v12i01.3078

Abstract

The emergence of the Covid-19 pandemic has intensified business competition, resulting in stability and decreased stock exchange trading. Stakeholders become more cautious and selective when making decisions. Therefore, companies must disclose quality financial statements to stakeholders in making accurate decisions. This study aims to re-examine the effect of ESG application on company value in Indonesia empirically. The independent variable in this study is the ESG score, where the value of each component is the result of research conducted by Thomas Reuters. In addition, this study also used a dummy variable, where the reference is an ESG index. The results showed that ESG scores and ESG indicepositively influenceon company value. This is also supported by cross-tabulation, which shows differences in ESG scores against companies that are included and not included in the ESG index. The application of ESG to companies can minimize information asymmetry, as well as potential conflicts with stakeholders. In addition, ESG indices are used to address stakeholder concerns about ESG issues, which can signal that it allows stakeholders to be more accurate in assessing companies based on standards specified in the index.
SYMBOLIC POWER AND EMPLOYEE SILENCE IN HIGHER EDUCATION: NAVIGATING MALAY RIAU CULTURAL VALUES FOR ORGANIZATIONAL TRANSFORMATION Muhammad Gaza Wiriadi; Riani Rachmawati
Prosiding Seminar Nasional dan Call Paper STIE Widya Wiwaha Vol 4 No 1 (2025): International Seminar Proceedings and Call for Paper STIE Widya Wiwaha
Publisher : Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32477/semnas.v4i1.1311

Abstract

This study explores the dynamics of power relations and employee silence within a higher education institution in Riau, Indonesia, deeply rooted in Malay cultural values. While modern organizations aim for sustainable transformation through meritocracy, local cultural values such as "segan" (reluctance/respect), "adab" (manners), and loyalty create a complex symbolic power structure. Using a qualitative interpretative phenomenological approach, data were collected through in-depth interviews with junior and senior lecturers. The findings reveal that power operates symbolically rather than coercively. Employee silence is not merely passive submission but a strategic "prosocial silence" to maintain collective harmony and respect senior authority. However, this cultural silence poses challenges to organizational transformation by inhibiting critical feedback and creating "defensive silence" among junior staff. The study contributes to the Human Capital Management literature by highlighting how local wisdom can be negotiated to balance cultural harmony with the demands of professional organizational transformation.
Accelerating Soe's Employee Innovative Work Behavior: the Effect of Transformational Leadership and Psychological Capital with Knowledge Sharing as Intervening Variable Putri Anggraeni; Riani Rachmawati
Media Ekonomi dan Manajemen Vol 38, No 2 (2023): July 2023
Publisher : Fakultas Ekonomika dan Bisnis UNTAG Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56444/mem.v38i2.3992

Abstract

Innovation is essential in the current dynamic and competitive business environment. Therefore, the company must leverage innovative work behavior to all employees to continuously create new products/services and update the work process. Researchers and practitioners argue that proper leadership, positive psychological, and knowledge-sharing activities are relevant factors in encouraging and accelerating employees’ innovative work behavior. In order to improve State-owned enterprise (SOE) employees’ innovative work behavior and bear up previous research gaps, this study investigates whether transformational leadership and psychological capital encourage innovative work behavior in SOE employees, directly and indirectly, using knowledge-sharing as an intervening variable. The researcher processed clean data from 303 respondents who completed online questionnaires using the Structural Equation Modeling method. The result found that transformational leadership and psychological capital positively affected the innovative work behavior of SOE employees, both directly and through knowledge-sharing activities. However, the magnitude of psychological capital toward the innovative behavior of SOE employees directly and through knowledge-sharing activities is more substantial than transformational leadership. Furthermore, theoretical and practical implications are discussed. Furthermore, theoretical and practical implications are discussed. Lastly, the company can use the results to intervene in relevant factors to increase employee innovation.
Influence of transformational leadership on affective commitment and job performance: mediation by engagement and trust Lamin Saidyjeng; Riani Rachmawati
Journal of Management Small and Medium Enterprises (SMEs) Vol 19 No 2 (2026): JOURNAL OF MANAGEMENT Small and Medium Enterprises (SME's)
Publisher : Universitas Nusa Cendana

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35508/jom.v19i2.29353

Abstract

This study examines the effects of transformational leadership on affective organizational commitment and job performance, while investigating the parallel mediating roles of employee engagement and trust in leadership among academic and administrative staff at the University of The Gambia. Using survey data from 201 respondents and Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis, the findings reveal that transformational leadership positively and significantly influences employee engagement, trust in leadership, and affective organizational commitment. However, no direct effect on job performance was observed. The results further demonstrate that employee engagement and trust in leadership significantly mediate the relationship between transformational leadership and job performance, while partially mediating the relationship with affective organizational commitment. These findings suggest that transformational leaders enhance employee outcomes indirectly by cultivating trust and fostering engagement. This study contributes empirical evidence from a West African higher education context, offering practical implications for university administrators seeking to strengthen staff retention and institutional effectiveness through leadership development initiatives. Keywords: Transformational Leadership; Employee Engagement; University of The Gambia; Affective Organizational Commitment
Kepuasan Hidup Pekerja Perempuan: Sebuah Tinjauan Konseptual Muthia Pramesti; Isbandi Rukminto Adi; Riani Rachmawati
Jurnal Sosial Humaniora Vol 14 No 2 (2021)
Publisher : Direktorat Riset dan Pengabdian Kepada Masyarakat

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.12962/j24433527.v14i2.10893

Abstract

This paper aims to conduct a conceptual study of factors that drive lifesatisfaction in the work domain for female workers. They experience severalproblems related to human resource policies related to their personal and worklife. The dual role as breadth winner and housewife often take place. Lifesatisfaction is interesting to be discussed due to the well-being challenges forfemale workers. The framework is built by “Top-Down” and “Bottom-Up”theory. The author conducted an electronic-based data search from 58 articlesduring the 2019-2021 period. Several factors affect job satisfaction, such asneed fulfilment, self-development and work pressure. In the discussionsection, it will explain the factors driving workers' life satisfaction to life,especially for female workers.
Artficial Intelligence and Creative Worker In Indonesia: The Double Edge Sword Effect Daini Unifianto Fauzi; Riani Rachmawati
Bulletin of Social Studies and Community Development Vol 5, No 3 (2026): Bulletin of Social Studies and Community Development
Publisher : Institute of Multidisciplinary Research and Community Service

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61436/bsscd/v5i3.pp212-225

Abstract

The increasing adoption of artificial intelligence (AI) in the workplace has raised concerns about its implications for employees, particularly creative workers, who are considered vulnerable to technological disruption. This study aimed to examine the influence of AI awareness on individual work performance, mediated by job insecurity and work engagement, among creative workers in Indonesia. A quantitative approach was employed through a cross-sectional survey of 227 creative workers from various creative occupations in Indonesia using a structured questionnaire. Data were analyzed using Structural Equation Modeling (SEM) with LISREL version 8.80 to examine both direct and indirect relationships among the proposed variables. The findings revealed that AI awareness positively affected job insecurity (β = 0.62, t = 7.95) and work engagement (β = 0.23, t = 2.42), while job insecurity negatively influenced work engagement (β = −0.26, t = −2.81). Furthermore, work engagement positively affected individual work performance (β = 0.72, t = 7.56). Work engagement significantly mediated the relationship between AI awareness and individual work performance (t = 2.21), whereas job insecurity significantly mediated the relationship between AI awareness and work engagement (t = −2.03). However, the serial mediating effect of job insecurity and work engagement on the relationship between AI awareness and individual work performance was not significant (t = −1.95). These findings indicate that creative workers perceive AI as a double-edged phenomenon: although it raises concerns regarding job continuity, it may also stimulate engagement that supports performance. By integrating the STARA awareness framework and the Job Demands–Resources theory, this study contributes to the current body of research on employees' psychological responses to AI-driven transformation. It offers practical insights to help organizations foster adaptive attitudes toward AI while maintaining employee engagement and performance amid ongoing technological transformation. Keywords: AI awareness; Job insecurity; Work engagement; Individual work performance; Creative workers.
Job Hopping Dynamics Among Generation Z: The Influence of Emotional Exhaustion, Organizational Commitment, and Perceived Alternative Employment Tio Ramadha Putra; Riani Rachmawati
Journal of Business, Social and Technology Vol. 7 No. 3 (2026): Journal of Business, Social and Technology
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/jbt.v7i3.738

Abstract

Background: Job hopping among Generation Z has become an increasingly important issue in human resource management, particularly amid the dynamic transformation of the labor market in Indonesia. Objective: This study aims to examine the effects of emotional exhaustion and perceived alternative employment on job hopping behavior among Generation Z, with organizational commitment serving as a mediating variable. Methods: The study is grounded in Conservation of Resources (COR) Theory and Social Exchange Theory (SET). A quantitative approach was employed using Partial Least Squares Structural Equation Modeling (PLS-SEM) through SmartPLS. Data were collected from 262 Generation Z employees in the Greater Jakarta area who had changed jobs at least two to three times. Results: The results indicate that emotional exhaustion and perceived alternative employment have significant positive effects on job hopping behavior, while organizational commitment has a significant negative effect on job hopping. Furthermore, perceived alternative employment positively influences organizational commitment, whereas emotional exhaustion does not significantly affect organizational commitment. Mediation analysis reveals that organizational commitment mediates the effect of perceived alternative employment on job hopping but does not mediate the relationship between emotional exhaustion and job hopping. Conclusion: These findings contribute to the growing literature on Generation Z job hopping behavior and provide practical implications for organizations in designing more effective employee retention strategies.
Co-Authors Achmad Nur Alamsyah Aditia Rahadiyansyah Bagus Prasetio Utomo Ahmad, Hafidz Shohihuddin Alex de Ruyter Alia Noor Anoviar Alia Noor Anoviar, Alia Noor Alvin Permana Emur Amanda Putri Pertiwi Andy Taufan Ari Kuswantoro As Syahidah Al Haq Atsarina Silminawati Awang Asmoro Awanis, Amalia Bahar Buasan Bahar Buasan Basnur, Adiyat Bintang Bagaskara Korda Boeky, Amanda Geraldine Charles Tichavavamwe Chua Toh Hua Daini Unifianto Fauzi Dekri Firmansyah Desiana, Putri Mega Dini Aprilia Palupi Elok Savitri Pusparini, Elok Savitri Eva Fachria Farahdita Amirah Anan Fauziah, Ika Mulatsih Febrian Robiady, Sandy Ghina Syukriya Maharani Handwita Mufidawati Harina, Rahmah Nabila Harold Jay Cunanan Herien Puspitawati Iin Yessica Putrilima Sinaga Ika Mulatsih Fauziah Isbandi Rukminto Adi Justina Anggun Clarissa Kusuma, Fenylia Nurshakira Putri Lamin Saidyjeng Lidana Ega Nerissa M. Syamsul Maarif Madeleine Ruth R Manurung Margaret Anelinda Soro Melissa Gilbert Sitorus Mitra Trima Dessincer Putri Muhamad Rizki Muhammad Futtuwah Andryadi Muhammad Gaza Wiriadi Muhammad Irfan Syaebani Muhammad Irfan Syaebani Muhammad Irfan Syaebani Muhammad Irfan Syaebani Muhammad Irfan Syaebani Muhammad Khalil Khan Muhammad Suryanto Muthia Pramesti Nadia Karina Hakman Novelia Dinda Putri Alamsyah Pramesti, Muthia Prayogo, Yusuf Rio Wahyu Putra, Rizky Narendra Putri Anggraeni Rahmadara, Belinda Ranggapati Siswara Dewantoro Rayhan Ero Harninditya Fithraka Rendar Mahardhika Putra Richard Andre Sunarjo Rima Febriana Rizky Narendra Putra Rusilowati, Umi Ruyter, Alex de Sari Wahyuni Sari Wahyuni Sari Wahyuni Sekarini, Ni Kadek Ayuni Selly Saliyah Hartati Utami Sinaga, Iin Yessica Putrilima Siregar, Putra Iranto Kevin Suharmiko Suharmiko Sukardi, Samudra Tio Ramadha Putra Uliyatun Nikmah Vita Mayastinasari Vita Mayastinasari Wahyu Ramadhan Yuliana Dewi Yuliana Dewi Yusuf Rio Wahyu Prayogo