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All Journal CAPITAL: JURNAL EKONOMI DAN MANAJEMEN JPPM (Jurnal Pengabdian dan Pemberdayaan Masyarakat) Maker: Jurnal Manajemen Al-Kharaj: Journal of Islamic Economic and Business Mattawang: Jurnal Pengabdian Masyarakat Multiplier: Jurnal Magister Manajemen PERMANA : Jurnal Perpajakan, Manajemen, dan Akuntansi Konsentrasi: Jurnal Manajemen dan Bisnis West Science Business and Management West Science Interdisciplinary Studies West Science Social and Humanities Studies Jurnal Pengabdian Masyarakat Tekno Interdisciplinary Explorations in Research Journal (IERJ) Journal of Social Entrepreneurship and Creative Technology Oikonomia : Journal of Management Economics and Accounting
Setyowati Subroto
Universitas Pancasakti Tegal
Religion Humanities Civil Engineering, Building, Construction & Architecture Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Engineering Environmental Science Law, Crime, Criminology & Criminal Justice Public Health Social Sciences Other

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The Effect of Talent Management on Employee Satisfaction and Performance in Manufacturing Companies in Indonesia Setyowati Subroto; Eko Sudarmanto; Moh Gifari sono
West Science Business and Management Vol. 2 No. 03 (2024): West Science Business and Management
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsbm.v2i03.1274

Abstract

This study investigates the impact of talent management on employee satisfaction and performance in manufacturing companies in Indonesia. A quantitative approach was adopted, involving a sample of 150 employees from various firms. Data were collected using a structured questionnaire based on a Likert scale (1-5) and analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS 3). The results reveal that talent management significantly and positively influences both employee satisfaction and performance. Additionally, employee satisfaction mediates the relationship between talent management and performance, further enhancing the positive impact. These findings highlight the importance of comprehensive talent management strategies for improving employee outcomes in the manufacturing sector. Practical implications for human resource management and organizational competitiveness are discussed, with a focus on employee development, recognition, and performance improvement.
Hybrid Working: Challenges and Opportunities in Managing Employee Performance in the Age of Flexible Working Effiyaldi Effiyaldi; Setyowati Subroto; Maulid Sakaria
Oikonomia : Journal of Management Economics and Accounting Vol. 2 No. 2 (2025): Oikonomia-February
Publisher : PT. Hafasy Dwi Nawasena

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61942/oikonomia.v2i2.310

Abstract

The hybrid work model has become a new paradigm in the modern workplace, offering flexibility for employees while challenging organizations in managing performance. The main challenges in this system include the difficulty of measuring productivity, proximity bias, ineffective communication, and limited direct supervision. This study aims to explore optimal strategies for managing employee performance in a hybrid work environment. Using a qualitative approach through a case study method, this study involved in-depth interviews with managers, hybrid employees, and HR teams from organizations that have implemented a flexible work system. Thematic analysis was used to identify key patterns in performance management. The results showed that a results-based assessment system, the use of AI-based performance monitoring technology, and inclusive communication are key to success in the hybrid model. In addition, trust-based leadership and continuous feedback are needed to create a productive and fair work environment. With the right strategy, organizations can optimize productivity, increase employee engagement, and create a balance between flexibility and work effectiveness. This study provides insights for organizations in designing adaptive policies to support the sustainability of the hybrid work model in the future.
The Role of Perception of Organizational Support, Organizational Culture, and Intention to Stay on the Affective Commitment of Employees at CV. Media Pratama Solusinet in Tegal Tinawati Setiawan; Setyowati Subroto; Ira Maya Hapsari
Al-Kharaj: Journal of Islamic Economic and Business Vol. 8 No. 2 (2026): All articles in this issue include authors from 3 countries of origin (Indonesi
Publisher : LP2M IAIN Palopo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.24256/kharaj.v8i2.10965

Abstract

This study aims to analyze affective commitment and the factors influencing it, namely perceived organizational support, organizational culture, and intention to stay, in relation to affective commitment. The research methodology employs both quantitative and qualitative approaches. The population and sample of this study consist of 40 employees of CV Media Pratama Solusinet in Tegal City. The data used are primary data collected via a questionnaire administered to respondents, containing statements rated on a Likert scale from 1 to 5. The data were then processed and analyzed using classical assumption tests, multiple linear regression analysis, and hypothesis testing (t-test, F-test, and coefficient of determination test). The results of the t-test for the variable Perception of Organizational Support on Affective Commitment yielded a significance value of 0.000 < 0.05, meaning H1 is accepted; the variable “Organizational Culture” on “Affective Commitment” yielded a significance value of 0.085 > 0.05, meaning H2 is rejected; the variable “Intention to Stay” on “Affective Commitment” yielded a significance value of 0.515 > 0.05, meaning H3 is rejected. The F-test yielded a significance value of 0.00 < 0.05. This indicates that the variables Perception of Organizational Support, Organizational Culture, and Intention to Stay collectively or simultaneously have a significant effect on Affective Commitment. The F-test result is supported by the coefficient of determination, showing that these three variables contribute 94.5% to Affective Commitment.
The Role of Transformational Leadership and Digital Culture in Enhancing Employee Agility and Readiness to Adapt to Change Among Employees in Indonesia’s Telecommunications Sector Setyowati Subroto; Rully Fildansyah; Muhamad Ammar Muhtadi
West Science Social and Humanities Studies Vol. 4 No. 07 (2026): West Science Social and Humanities Studies
Publisher : Westscience Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.58812/wsshs.v4i07.2997

Abstract

The rapid advancement of digital technologies has significantly transformed the telecommunications industry, requiring organizations to develop adaptive employees capable of responding effectively to continuous change. In this dynamic environment, employee agility and readiness to adapt to change have become essential capabilities for maintaining organizational competitiveness. This study aims to examine the role of transformational leadership and digital culture in enhancing employee agility and readiness to adapt to change among employees in Indonesia’s telecommunications sector. This research employed a quantitative approach using survey data collected from 155 employees working in telecommunications companies in Indonesia. Data were collected through a structured questionnaire using a five-point Likert scale and analyzed using Statistical Package for the Social Sciences (SPSS) version 25. The analytical procedures included validity testing, reliability testing, classical assumption testing, and multiple linear regression analysis to examine the proposed relationships among variables. The results indicate that transformational leadership has a positive and significant effect on employee agility and readiness to adapt to change. Furthermore, digital culture significantly influences employee agility and demonstrates the strongest effect on readiness to adapt to change. These findings highlight that effective leadership practices and a supportive digital culture are critical factors in developing an adaptive workforce capable of navigating technological disruption. The study contributes to the literature on digital transformation by emphasizing the importance of human-centered organizational capabilities in achieving successful transformation outcomes. Practically, telecommunications companies should strengthen transformational leadership competencies and cultivate digital-oriented organizational cultures to improve employee adaptability and organizational resilience.
CREATIVITY AND INNOVATION: THE ROLE OF ORGANIZATIONAL CULTURE IN STARTUP COMPANIES Setyowati Subroto; Livia Alves; Rafaela Lima
Journal of Social Entrepreneurship and Creative Technology Vol. 2 No. 2 (2025)
Publisher : Yayasan Adra Karima Hubbi

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70177/jseact.v2i2.2044

Abstract

In today’s dynamic business environment, startup companies are increasingly recognized for their ability to innovate and drive creativity. Organizational culture plays a critical role in shaping these qualities, fostering an environment where employees feel encouraged to think outside the box. However, the specific ways in which organizational culture influences creativity and innovation within startups remain underexplored, particularly in small and emerging companies. This study aims to explore the role of organizational culture in fostering creativity and innovation within startup companies. By examining the interplay between organizational culture and creative processes, this research seeks to provide insights into how startups can cultivate a culture that drives innovation and long-term success. A mixed-method approach was employed, consisting of qualitative interviews with founders and employees of 15 startups and quantitative surveys distributed to 100 startup employees. The research focused on three key aspects of organizational culture: values, leadership, and communication. Data was analyzed using thematic analysis for qualitative responses and statistical analysis for survey results. The study revealed that a flexible, open, and collaborative organizational culture significantly enhances creativity and innovation. Startups that prioritized trust, autonomy, and transparent communication reported higher levels of employee satisfaction and more innovative output.
Pemanfaatan Minyak Goreng Bekas Menjadi Lilin Aroma Terapi Di Desa Kedungwungu Moh. Fahmi Ikhwana; Ghina Nisrina Nur Syifa; Nabila Ayu Dwiharto; Nazila Rizqi Ari Puspita; Agus Prasetyono; Setyowati Subroto
Jurnal Pengabdian kepada Masyarakat TEKNO (JAM-TEKNO) Vol 6 No 2 (2025): Desember 2025
Publisher : Ikatan Ahli Informatika Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.29207/jamtekno.v6i2.7336

Abstract

Pengolahan minyak goreng bekas pakai menjadi lilin aromaterapi merupakan upaya inovatif dalam memanfaatkan limbah rumah tangga sekaligus menjaga kelestarian lingkungan di Kelurahan Kedungwungu, Jawa Tengah. Program yang dilaksanakan oleh mahasiswa KKN Universitas Pancasakti Tegal pada Juli 2025 ini bertujuan meningkatkan kesadaran masyarakat, khususnya ibu-ibu PKK, terhadap dampak negatif penggunaan minyak goreng berulang dan pentingnya pengelolaan limbah yang ramah lingkungan. Melalui metode sosialisasi dan pelatihan langsung, peserta diajarkan proses pembuatan lilin aromaterapi berbahan dasar minyak jelantah dengan komposisi bahan yang telah diuji coba. Hasil pelatihan menunjukkan keberhasilan produksi lilin dengan kualitas nyala stabil dan durasi lama, serta menciptakan peluang usaha rumahan yang berkelanjutan. Faktor pendukung utama adalah antusiasme masyarakat dan dukungan teknis dari universitas, sedangkan hambatan berasal dari keterbatasan waktu dan keraguan sebagian masyarakat terhadap inovasi baru. Penelitian ini memberikan alternatif pemanfaatan limbah minyak goreng yang efektif untuk meningkatkan kesejahteraan dan pelestarian lingkungan.
Pengaruh Insentif, Kesejahteraan Kerja, dan Lingkungan Kerja Terhadap Kepuasan Kerja Karyawan pada Divisi Penjualan Astra Honda Motor Brebes Nurlaeli Hidayah; Setyowati Subroto; Agnes Dwita Susilawati; Tri Sulistyani
Konsentrasi: Jurnal Manajemen dan Bisnis Vol. 6 No. 1 (2025): December
Publisher : Major Management, Faculty of Economics and Business, Universitas Pancasakti Tegal

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

Tujuan penelitian ini adalah untuk mengetahui Insentif, Kesejahteraan Kerja, dan Lingkungan Kerja. Insentif yang sangat mendukung akan menghasilkan tingkat kepuasan karyawan yang tinggi. Selain insentif, kesejahteraan karyawan sangat penting bagi perusahaan. Kesejahteraan yang diberikan sangat berarti dan bermanfaat untuk memenuhi kebutuhan fisik dan mental pegawai serta keluargannya. Berhubung dengan lingkungan kerja yang mendukung akan menghasilkan kesejahteraan karyawan dan kepuasan kerja. Penelitian ini menggunakan metode penelitian kuantitatif dalam pengumpulan data yang digunakan adalah observasi, wawancara, kuesioner. Sedangkan teknik analisis yang digunakan adalah analisis regresi berganda.
The Influence Of The Work Environment On Employee Performance With Digital Culture As A Moderating Variable Setyowati Subroto; Ita Erliyani; Try Citra Puspitasari Lubis; Rahmat Aji Nuryakin; Gusneli Gusneli
Interdisciplinary Explorations in Research Journal Vol. 4 No. 2 (2026)
Publisher : PT. Sharia Journal and Education Center

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62976/ierj.v4i2.2048

Abstract

This study aims to analyze and prove the influence of the work environment on employee performance, as well as examine the role of digital culture as a moderating variable in this relationship. In the era of dynamic digital transformation, organizations are required to modernize both physical and non-physical work environments to maintain productivity levels and human resource capabilities. However, the success of providing a conducive work environment often depends on the extent to which digital culture is adopted and integrated by employees in daily operations. This study uses a quantitative approach with the Partial Least Squares -based Structural Equation Modeling (SEM-PLS) method. Data collection was carried out by distributing structured questionnaires to a sample of employees in the public and private sectors undergoing digital transition. The results of the analysis are expected to show that the work environment has a positive and significant influence on employee performance. In addition, digital culture is projected to play a positive moderating role that strengthens the impact of the work environment on employee performance. The practical implications of this study emphasize the importance of organizational management in building a technology-based cultural climate to optimize the potential of existing facilities and work atmosphere.
Co-Authors Agus Prasetyono Aminul Fajri Arsiani Saroh Dewi Indriasih Dien Noviany Rahmatika Effiyaldi, Effiyaldi Eko Sudarmanto Erliyani, Ita Ghina Nisrina Nur Syifa Gunistiyo Gusneli Gusneli Hani Nurbaeti Indra Ardhi Kurniawan Ira Maya Hapsari Ira Maya Hapsari Isa Arief Alhakim Jaka Waskito Kristina Wati Livia Alves Maulid Sakaria Mei Rani Amalia Moh Gifari Sono Moh. Fahmi Ikhwana Muhamad Ammar Muhtadi Nabila Ayu Dwiharto Nawiyah Nawiyah Nazila Rizqi Ari Puspita Nurlaeli Hidayah Rafaela Lima Rahmat Aji Nuryakin Rully Fildansyah Sri Murdiati Susilawati, Agnes Dwita Tinawati Setiawan Titin Endrawati Tri Sulistyani Try Citra Puspitasari Lubis Yanti Puji Astutie