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All Journal Business and Management Review Zenit Panrita Abdi - Jurnal Pengabdian pada Masyarakat International Research Journal of Business Studies (E-Journal) Kwangsan: Jurnal Teknologi Pendidikan GERVASI: Jurnal Pengabdian kepada Masyarakat Jurnal Pengabdian Masyarakat IPTEKS Inobis: Jurnal Inovasi Bisnis dan Manajemen Indonesia Telaah Bisnis Jurnal Manajemen dan Kewirausahaan Jurnal Ilmu Sosial dan Humaniora SWARNA International Journal of Management, Entrepreneurship, Social Science and Humanities (IJMESH)
Susanti Saragih
Universitas Kristen Maranatha
Religion Agriculture, Biological Sciences & Forestry Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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Praktik MSDM Berorientasi Keluarga dan Implikasinya pada Work-life balance dan Keterikatan Kerja Ila Sri Apriani; Susanti Saragih
SOSMANIORA: Jurnal Ilmu Sosial dan Humaniora Vol. 5 No. 2 (2026): Juni 2026
Publisher : Yayasan Literasi Sains Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55123/sosmaniora.v5i2.7718

Abstract

This study aims to analyze the influence of family-oriented Human Resource Management (HRM) practices on employee work engagement and work-life balance, as well as to examine the role of gender as a moderating variable. Data were collected from 85 employees working across various organizations in Bandung City and analyzed using SmartPLS 4 software, encompassing a series of tests including validity, reliability, and hypothesis testing. The findings indicate that family-oriented HRM practices do not have a significant direct effect on either work engagement or work-life balance. Nevertheless, gender was found to moderate the relationship between family-oriented HRM practices and work engagement, although this moderating effect was not observed for work-life balance. These findings affirm that generic and uniform policy approaches tend to be less effective in optimally supporting employees' professional and personal lives, given that the needs of male and female employees are fundamentally different from one another. Therefore, this study provides strategic insights for managers and policymakers to design and promote more inclusive and gender-responsive HRM practices in order to create a conducive work environment that supports the well-being of all employees.
Peningkatan Kualitas Layanan Wisata Melalui Pelatihan Delivering Happiness Bagi Karyawan Dago Dream Park Meily Margaretha; Sherlywati Sherlywati; Susanti Saragih; Imelda Junita; Fanny Kristine; Yolla Margaretha; Kezia Kurniawati Nursalin; Jahja Hamdani
SWARNA: Jurnal Pengabdian Kepada Masyarakat Vol. 5 No. 6 (2026): SWARNA : Jurnal Pengabdian Kepada Masyarakat, Juni, 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/swarna.v5i6.2139

Abstract

This article describes a community service program that used Delivering Happiness as the main framework for strengthening the service capability of Dago Dream Park employees in Bandung. The program was developed from the practical assumption that service quality in tourism is shaped not only by technical procedures, but also by employees’ emotional climate, shared values, and sense of contribution. The activity was carried out on 29 April 2026 with 55 participants using a participatory training model that combined a brief needs review, pre-test, four learning sessions, reflective worksheets, group discussion, post-test, and individual action planning. The material focused on workplace happiness, WOW service, organizational culture, and meaningful work, then was contextualized to the interaction patterns commonly found in tourism services. The main outputs of the program were a training module, a Happiness Thermometer worksheet, a Culture Check sheet, pre-test and post-test instruments, and written personal commitments for workplace improvement. After the activity, participants showed better conceptual understanding, indicated by the change in the average score from 60% to 95%, and qualitatively demonstrated stronger awareness of caring service behaviour. This program indicates that a human-centered training design can be used as a practical strategy to improve service experience in tourism destinations.
Dari Konflik ke Kolaborasi: Pelatihan Win-Win Solution bagi Siswa SMAK BPK 2 Bandung Candra Sinuraya; Meily Margaretha; Susanti Saragih
SWARNA: Jurnal Pengabdian Kepada Masyarakat Vol. 5 No. 6 (2026): SWARNA : Jurnal Pengabdian Kepada Masyarakat, Juni, 2026
Publisher : LPPM Sekolah Tinggi Ilmu Ekonomi 45 Mataram

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55681/swarna.v5i6.2467

Abstract

This community service program aimed to improve students’ conflict management skills through a win-win solution approach at SMAK BPK 2 Bandung. Conflict among adolescents frequently occurs due to miscommunication, differences in opinions, emotional reactions, and group assignment problems. Therefore, students need communication and emotional regulation skills to manage interpersonal conflicts constructively. The training involved 26 students and was conducted through interactive activities, including ice breaking, conflict simulations, group discussions, self-reflection, and collaborative problem-solving exercises. Evaluation was carried out using pre-test and post-test instruments, reflective paperwork, and participant observation. The results showed an increase in students’ understanding and skills related to conflict management. The average pre-test score increased from 3.97 to 4.37 in the post-test, while the usefulness evaluation reached an average score of 4.65 out of 5. Students demonstrated improved emotional control, communication skills, empathy, and the ability to seek mutually beneficial solutions. The findings indicate that experiential learning combined with a win-win solution approach effectively enhances students’ interpersonal conflict resolution skills. This program can serve as an alternative model for character education and social-emotional learning activities in schools.
Work Flexibility and Work-Life Balance: Gender and Workload Analysis Chenny Chenny; Susanti Saragih
International Journal of Management, Entrepreneurship, Social Science and Humanities Vol. 9 No. 1 (2025): July - December Issue
Publisher : Research Synergy Foundation

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31098/ijmesh.v9i2.3463

Abstract

This study examines the role of work flexibility in enhancing employees' work-life balance. It specifically explores whether workload and gender serve as moderators of this relationship. The research is motivated by the growing prevalence of flexible work arrangements, particularly among Generation Z. The objective is to determine whether workload levels and gender affect the effectiveness of flexible work in supporting work-life balance. Quantitative design was employed in this study. Data was collected via an online questionnaire distributed to employees engaged in flexible working systems. A total of 180 respondents participated in the survey. Moderation analysis was conducted to assess both the direct effect of work flexibility on work-life balance and the moderating roles of workload and gender. The results show that work flexibility statistically has a significant effect on work-life balance. Furthermore, the interaction between workload and gender showed no significant effects. This indicates that the positive relationship between work flexibility and work-life balance is consistent across different levels of workload and gender. Thus, flexible work arrangements have universal benefits for enhancing employee well-being. The findings suggest important implications for organizations implementing flexible work systems. Managers are encouraged to adopt flexible work policies as a strategic means to support employee well-being, without requiring differentiation based on gender or workload. This is particularly relevant in managing the expectations and preferences of Generation Z employees. This study contributes to the literature by affirming the consistent positive impact of work flexibility on work-life balance, regardless of individual differences.
Servant Leadership and Organizational Climate on Job Satisfaction: Digital Readiness as a Moderator Clifford Jeremias Lolang; Susanti Saragih
Telaah Bisnis Vol. 27 No. 1 (2026): July 2026
Publisher : Sekolah Tinggi Ilmu Manajemen YKPN Yogyakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35917/tb.v27i1.665

Abstract

The accelerating pace of digital change requires organizations not only to adopt technology, but also to ensure that their employees are well prepared. To address this issue, this study aims to analyze how servant leadership and organizational climate enhance job satisfaction, in particular how the level of digital readiness influences this relationship. Data were obtained from 147 employees who were actively involved in digital-based work activities, through the distribution of online questionnaires. The hypotheses were analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM) method. The results show that organizational climate has a positive and significant effect on employee job satisfaction. However, servant leadership does not show a significant effect on job satisfaction in this study’s context. These findings indicate that working with intense digital adoption, employee perception of fulfillment is more influenced by a supportive work climate and the level of digital readiness, rather than by a service-oriented leadership behavior. This study provides some practical implications for managers in developing and promoting practices that support a positive work atmosphere that will lead a higher job satisfaction. In addition, the results also gives an insight for further research to develop a comprehensive model related to work behavior in the digital era.
Co-Authors Ana Mariana Asni Harianti Candra Sinuraya Chenny Chenny Clifford Jeremias Lolang Dwi Rizkiyani Fanny Kristine Fanny Kristine Henky Lisan Henky Lisan Suwarno Ila Sri Apriani Imelda Junita Jahja Hamdani joni . Kezia Kurniawati Luthfia Anantyanda Maya Malinda Meily Margaretha Muhammad Suhardiman Nidya Novalia Peter Rhian Peter Rhian Rony Setiawan Salsabila, Unik Hanifah Santy Setiawan Santy Setiawan Sherlywati Sherlywati Sienly Veronica Sihombing, Agus Sri Zaniarti Tatik Budiningsih Teddy Markus Teddy Markus Yolla Margaretha