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All Journal MIX : Jurnal Ilmiah Manajemen Jurnal Mirai Management Jurnal Manajemen Indonesia JEM17: Jurnal Ekonomi Manajemen J-MAS (Jurnal Manajemen dan Sains) Jurnal Riset Bisnis dan Manajemen Tirtayasa Business Journal : Jurnal Bisnis Dan Sosial Jurnal Ilmiah Manajemen Kesatuan jurnal syntax admiration BUDGETING : Journal of Business, Management and Accounting Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Journal of Management and Bussines (JOMB) Jurnal Ekonomi International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) ProBisnis : Jurnal Manajemen eProceedings of Management Innovative: Journal Of Social Science Research IIJSE Greenation International Journal of Economics and Accounting
Kiki Sudiana
Telkom University
Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Biochemistry, Genetics & Molecular Biology Chemical Engineering, Chemistry & Bioengineering Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Public Health Social Sciences Other

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The Effect of Leadership Style and Career Development on Turnover Intention among Employees in a Public Hospital Muhammad Bintang Gadesya Putra; Kiki Sudiana
Greenation International Journal of Economics and Accounting Vol. 4 No. 3 (2026): Greenation International Journal of Economics and Accounting (July - August 202
Publisher : Greenation Research & Yayasan Global Resarch National

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.38035/gijea.v4i3.1089

Abstract

Employee turnover still remains kind of a persistent issue in healthcare, partly because it messes with workforce stability , service quality, and also overall organizational performance. A lot of prior work looked at how leadership, or career development maybe, relates to keeping employees, but not much has really examined how those two aspects work together inside public healthcare organizations. In this specific research, the aim is to examine how Leadership Style and Career Development influence Turnover Intention among staff in a public hospital. A quantitative method was implemented, and survey data was gathered from 92 employees through purposive sampling, indicating it was not random. Subsequently, the data was analyzed using multiple linear regression. In summary, the findings indicate that both Leadership Style and Career Development have meaningful negative impacts on Turnover Intention, suggesting that greater values in these areas correspond with a reduced desire to quit. Among the two variables, Career Development emerged as the stronger predictor, indicating that employees place considerable importance on opportunities for professional growth and career advancement. The results also confirm that Leadership Style and Career Development jointly influence Turnover Intention. Moreover, the model accounts for 24% of the differences in Turnover Intention, indicating that there are probably additional organizational and personal factors as well, which affect employees' decisions on leaving. These results emphasize the significance of strong leadership and well-organized career advancement programs as essential approaches for enhancing employee retention within public healthcare institutions.
Work Motivation and Work Environment as Determinants of Job Satisfaction Among Generation Z: Evidence from Greater Bandung Indonesia Kheysifa Fedria; Kiki Sudiana
JEM17: Jurnal Ekonomi Manajemen Vol. 11 No. 1 (2026)
Publisher : Fakultas Ekonomi dan Bisnis, Universitas 17 Agustus 1945 Surabaya

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.30996/jem17.v11i1.133628

Abstract

This study aims to examine the influence of work motivation and work environment on job satisfaction among Generation Z employees in Greater Bandung. As the fastest-growing cohort in the workforce, Generation Z possesses distinct characteristics and expectations that, when unmet, can lead to job dissatisfaction, reduced work engagement, and elevated turnover intention underscoring the urgency for organizations to understand the determinants of their job satisfaction. This study used quantitative methods with a descriptive and causal approach. Data were obtained through questionnaires distributed to respondents who were Generation Z employees in the Greater Bandung area. The data analysis technique used was multiple linear regression analysis to determine the influence of work motivation and the work environment on job satisfaction. The independent variables in this study were work motivation and the work environment, while the dependent variable was job satisfaction. The results of this study are expected to provide an overview of the conditions of work motivation, the work environment, and the level of job satisfaction among Generation Z in Greater Bandung. Furthermore, this research is expected to demonstrate the influence of work motivation and work environment on job satisfaction, both partially and simultaneously. This research is expected to provide theoretical contributions to the development of human resource management science and provide practical input for organizations in managing the Generation Z workforce more effectively and in accordance with the characteristics of this generation. Keywords : Work Motivation, Work Environment, Job Satisfaction, Generation Z
Analysis and Improvement of the Employee Recruitment and Selection Business Process (A Case Study of PT Esajaya Karya Grup) Tsaqib Attaillah; Kiki Sudiana
Jurnal Riset Bisnis dan Manajemen Tirtayasa Vol 10, No 1 (2026)
Publisher : Faculty of Economics and Business - Universitas Sultan Ageng Tirtaysa

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35448/jrbmt.v10i1.41558

Abstract

Recruitment and selection are strategic processes that determine the quality of human capital, especially in technical service companies that require specific competencies. However, recruitment problems may occur when applicant competencies do not match organizational needs, and limited studies have examined this issue through a Business Process Improvement approach in the Indonesian technical service context. This study aims to analyze the existing employee recruitment and selection process at PT Esajaya Karya Grup, identify the main problems affecting candidate suitability, and develop a recommended process improvement model. This research used a qualitative case study approach. Data were collected through semi-structured interviews with informants involved in the recruitment process and analyzed using open coding, axial coding, and selective coding. The improvement analysis was conducted using three phases of Business Process Improvement: organizing for improvement, understanding the process, and streamlining. The findings reveal several problems, including unclear job requirements, scattered applicant data, limited technical assessment, delayed communication, and the absence of an integrated recruitment system. The recommended process includes job requirement validation, recruitment database usage, competency-based screening, technical tests, scoring matrices, and automated notifications. These findings imply that recruitment should be managed as an integrated, transparent, and competency-oriented business process.
Co-Authors Aditia, Muhamad Fiki Alfandy, Muhammad Raja Amin, Muhammad Ridwan Aulia Dwi Nanda Elva Elviana Elviana, Elva Fakih Bagus Fahlefi Faryaputra, Fauzan Nafisa Fawzia Nurmadina Arifany Ferina, Nindhi Fitra Rahmi Fauzaan Hanifa Philanthropist Hamid Ibnu Sina Taher Irfan Fauzi Juliansyah, Irvan K, Raihan Alif Kevin Dharmawan Khairunnisa Az Zahra Kheysifa Fedria Marjani, Nabila Mochammad Marzha Adyllah H Mohammed Magistra Avicenna Muhammad Bintang Gadesya Putra Nugraha, Rangga Wahyu Nur Rizki Maulidewi Permata Ismael, Anggun Rizka Pranasyarif, Laudaffa Ratih Hendayani Salman Albi Setiawan, Viatri Annisa Putri Tsaqib Attaillah Vansuri, Sade Putri