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All Journal Journal of Economic, Bussines and Accounting (COSTING) Alignment: Journal of Administration and Educational Management NUSANTARA : Jurnal Ilmu Pengetahuan Sosial Jurnal Pendidikan dan Konseling Journal of Economics and Business UBS Milestone: Journal of Strategic Management Jurnal Ekonomi Proceeding National Conference Business, Management, and Accounting (NCBMA) Inkubis: Jurnal Ekonomi dan Bisnis Jurnal Pendidikan Indonesia (Japendi) Proceeding of International Conference on Entrepreneurship (IConEnt)
Ardi Ardi
Universitas Pelita Harapan
Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Mathematics Social Sciences Other

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Faktor-Faktor yang Mempengaruhi Pelanggaran Disiplin Karyawan dan Strategi Pencegahan Pelanggaran Disiplin Di PT XYZ Dwi Saputro; Ardi Ardi; Margaretha Pink Berlianto
Jurnal Pendidikan Indonesia Vol. 6 No. 5 (2025): Jurnal Pendidikan Indonesia (Japendi)
Publisher : Publikasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59141/japendi.v6i5.7830

Abstract

Pelanggaran disiplin kerja karyawan menjadi tantangan serius yang berdampak pada produktivitas, citra perusahaan, dan keharmonisan hubungan industrial. Studi ini dilakukan untuk mengidentifikasi faktor-faktor penyebab pelanggaran disiplin dan strategi pencegahan yang diterapkan oleh manajemen PT XYZ. Penelitian ini menggunakan pendekatan kualitatif dengan studi kasus. Data dikumpulkan melalui wawancara mendalam, observasi partisipatif, dan studi dokumentasi terhadap tujuh informan dari berbagai jenjang di PT XYZ. Teknik analisis menggunakan coding (open, axial, dan selective) untuk mengidentifikasi tema dan pola. Hasil penelitian menunjukkan bahwa terdapat beberapa faktor utama yang memengaruhi pelanggaran disiplin, yaitu kurangnya sosialisasi kebijakan, lemahnya pembinaan dari atasan, faktor keluarga, lingkungan kerja negatif, motivasi intrinsik yang rendah, kelemahan sistem pengawasan dan pelaporan, mekanisme pembenaran diri (rationalization), serta kepemimpinan yang tidak etis. Strategi yang efektif untuk mencegah pelanggaran meliputi penguatan sosialisasi, pelatihan dan mentoring rutin oleh atasan, penciptaan lingkungan kerja positif, perbaikan sistem pelaporan, serta penerapan kepemimpinan etis. Penelitian ini menekankan pentingnya pendekatan multidimensi untuk menjaga kedisiplinan dan integritas karyawan.
Competitive Differentiation Through Sustainability: Bank Jago’s Strategic Response to Inter-Firm Competition Hadi Cahyadi; Yohana F. Cahya Palupi Meilani; Ardi Ardi
Proceedings of the International Conference on Entrepreneurship (IConEnt) Vol. 5 (2025): Proceedings of the 5th International Conference on Entrepreneurship (IConEnt)
Publisher : Universitas Pelita Harapan

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

Abstract

This study aims to analyze the strategic responses of Bank Jago, a leading digital bank in Indonesia, to the evolving competitive landscape shaped by fintech innovation and regulatory dynamics. Employing a qualitative case study approach, this research draws on Bank Jago’s annual reports, industry analyses, and news sources, applying PESTEL, Porter’s Five Forces, SWOT, SPACE matrix, and Strategic Sustainability frameworks to comprehensively evaluate the bank’s external environment, competitive position, internal capabilities, and competitive differentiation through sustainability. The findings indicate that Bank Jago benefits from supportive government policies, rapid technological advancements, and a growing urban, tech-savvy customer base, while facing challenges such as stringent regulatory requirements, rising competition from regional fintech firms, and economic volatility. Strategic partnerships, particularly with fintech platforms like Gojek, and innovative digital banking services such as the ‘Pockets’ feature, have strengthened Bank Jago’s market position. The SPACE matrix analysis suggests an aggressive strategic posture, emphasizing growth and innovation to capitalize on market opportunities. The study concludes that Bank Jago’s adaptive strategies, focused on digital transformation, customer-centric innovation, regulatory compliance, and environmental sustainability, will be pivotal for its sustained competitive advantage and expansion in Indonesia’s digital banking sector.
From Stress to Performance: Examining the Impact of Job Insecurity, Job Stress, Work Engagement, and Motivation on Employees of XYZ Bank Theo Rizaldy Siahaan; Ardi Ardi; Sylvia Samuel; Richard Andre Sunarjo; Margaretha Pink Berlianto
Inkubis : Jurnal Ekonomi dan Bisnis Vol. 8 No. 1 (2026): INKUBIS Jurnal Ekonomi Dan Bisnis
Publisher : Politeknik Siber Cerdika Internasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59261/inkubis.v8i1.186

Abstract

Background: The banking industry faces technological and economic pressures that affect employee performance. Job insecurity and job stress tend to reduce performance, while work engagement and motivation enhance it, making these factors important for effective HR strategies. Objectives: This study aims to examine the effects of job insecurity, job stress, work engagement, and motivation on the employee performance of XYZ Bank employees. Methods: The study was conducted using a quantitative approach with 127 XYZ Bank employees comprising the entire target population. Hypothesis testing was carried out using PLS-SEM analysis with SmartPLS software. Results: The results showed that job insecurity and job stress had a negative effect on employee performance, while work engagement and motivation had a positive effect on employee performance. Conclusion: The managerial implications of this study indicate that companies need to be transparent with employees about organizational conditions so that employees can understand and anticipate when the company will implement efficiency measures, thereby preventing feelings of job insecurity in the workplace.
Adaptive Performance in Early Career Transitions The Role of Learning Goal Orientation A Systematic Literature Review Ayu Ambarwati; Ilham Arief; Ardi Ardi; Khoe Yao Tung
Journal of Economics and Business UBS Vol. 15 No. 4 (2026): Journal of Economics and Business UBS
Publisher : Cv. Syntax Corporation Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.52644/4wzerw31

Abstract

Adaptive performance is a critical competency for employees navigating rapidly changing organizational environments; however, its theoretical foundations during early career transitions, particularly in government settings, remain underdeveloped. Following the PRISMA 2020 guidelines, this systematic review aimed to identify, synthesize, and evaluate evidence on adaptive performance during early career transitions, with a focus on learning goal orientation as an antecedent, career adaptability as a mediating resource, and the contextual influences of identity threat and bureaucratic structures within the public sector. Searches of Scopus and Semantic Scholar using the search string (("Adaptive Performance" OR "Learning Goal Orientation") AND Career) identified 209 records. After removing 50 duplicate records and screening 159 unique records, 42 studies were included in the final synthesis. Four thematic clusters emerged: (1) learning goal orientation as a dispositional antecedent of adaptability and performance; (2) career construction and self-concept mechanisms; (3) identity threat as a contextual moderator during early career entry; and (4) structural and cultural characteristics of government careers. Learning goal orientation consistently demonstrated a positive association with adaptive performance, primarily through the mediating role of career adaptability. Adaptive performance during early career transitions in government contexts is a dynamic, multidimensional outcome shaped by individual motivation, career construction processes, social support, and institutional constraints. Future research should prioritize longitudinal research designs, cross-cultural validation in emerging economies, and evidence-based interventions aimed at strengthening learning goal orientation
PENGARUH EMPLOYEE ENGAGEMENT, ORGANIZATIONAL CULTURE, EMPLOYEE MOTIVATION TERHADAP JOB SATISFACTION, JOB COMPETENCE DAN EMPLOYEE PERFORMANCE PADA LEMBAGA SWADAYA MASYARAKAT FEMALE PLUS DI BANDUNG Akbar Maulana Pujangga; Ardi Ardi; Richard Andre Sunarjo
Journal of Economic, Bussines and Accounting (COSTING) Vol. 8 No. 6 (2025): COSTING : Journal of Economic, Bussines and Accounting
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/g77cr175

Abstract

Employee performance merupakan faktor utama dalam mencapai tujuan suatu perusahaan. Namun Lembaga swadaya masyarakat female plus di Bandung merasa employee performance tidak mengalami kenaikan yang signifikan sehingga merasa perlu adanya perubahan pengelolaan sumber daya manusla. Tujuan dari penelitian ini yaitu untuk mengetahui pengaruh Employee Engagement, Organizational Culture, Employee Motivation Terhadap Job Satisfaction, Job Competence Dan Employee Performance pada lembaga swadaya masyarakat female plus di bandung. Dalam penelitian ini, metode kuantitatif digunakan untuk menganalisis data dari kuesioner. Kuesioner ini dimodifikasi berdasarkan pertanyaan-pernyataan yang sudah ada dari literatur sebelumnya. Data-data ini dikumpulkan berdasarkan sampel 44 populasi karyawan dan pengambilan sampelnya menggunaan teknik sampel jenuh. Program smart PLS kemudian digunakan untuk menganalisa hasil penelitian. Hasil penelitian ini menunjukan bahwa employee engagement tidak berpengaruh terhadap employee performance, organizational culture berpengaruh positif terhadap employee performance, employee motivation berpengaruh positif terhadap employee performance, employee engagement tidak berpengaruh terhadap job satisfaction, employee engagement tidak berpengaruh terhadap job competence, organizational culture berpengaruh positif terhadap job satisfaction organizational culture berpengaruh positif terhadap job competence, employee motivation berpengaruh positif terhadap job satisfaction, employee motivation berpengaruh positif terhadap job competence, job satisfaction berpengaruh positif terhadap employee performance dan competence berpengaruh positif terhadap employee performance.
Penyalahgunaan oleh Atasan Mempengaruhi Kinerja Karyawan Rizka Rahmania; Ardi Ardi; Margaretha Pink Berlianto; Richard Andre Sunarjo
Alignment: Journal of Administration and Educational Management Vol. 8 No. 5 (2025): Alignment: Journal of Administration and Educational Management
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/ddp55e89

Abstract

This study aims to analyze the influence of supervisor support, supervisor abuse, career development, job satisfaction, and job insecurity on job performance among permanent employees at a leading construction company in Indonesia. The research method used was a quantitative approach using Partial Least Squares Structural Equation Modeling (PLS-SEM) analysis techniques. A questionnaire was distributed to 152 employees, with a return rate of 88%, or 134 respondents. The results showed that supervisor support and career development had a positive effect on job satisfaction, while supervisor abuse had a negative effect on job satisfaction and a positive effect on job insecurity. Furthermore, job satisfaction and career development had a positive effect on job performance, while job insecurity had a negative effect on job performance. The conclusion of this study is that employee job performance is significantly influenced by supervisor support, supervisor abuse, career development, job satisfaction, and job insecurity. Therefore, companies need to increase supervisor support, develop employee careers, and minimize abusive behavior to improve employee performance.   Keywords: Supervisor Support, Supervisor Abuse, Career Development, Job Satisfaction
The Influence of Transformational Leadership, Compensation, Organizational Commitment on Turnover Intention in Mediation of Job Satisfaction (Study on Manufacturing Company PT XYZ) Lenda Widjaja; Ardi Ardi
Alignment: Journal of Administration and Educational Management Vol. 8 No. 4 (2025): Alignment: Journal of Administration and Educational Management
Publisher : Institut Penelitian Matematika, Komputer, Keperawatan, Pendidikan dan Ekonomi (IPM2KPE)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31539/y0ppyc30

Abstract

This study aims to determine the effect of Transformational Leadership, Compensation, and Organizational Commitment on Turnover Intention, mediated by Job Satisfaction among employees at PT XYZ. The research method used was a quantitative survey approach using a questionnaire distributed to the entire population of 167 employees. The data were analyzed using Structural Equation Modeling Partial Least Squares (SEM-PLS) with the aid of SmartPLS 4.0 software. The results showed that Transformational Leadership and Compensation had a positive effect on Job Satisfaction and a negative effect on Turnover Intention. Furthermore, Job Satisfaction also had a negative effect on Turnover Intention. The conclusion of this study is that the research model used is able to explain the relationship between the independent variables and Turnover Intention and demonstrates that Transformational Leadership and Compensation play a significant role in increasing Job Satisfaction and reducing employee intentions to leave the company.   Keywords: Transformational Leadership, Compensation, Job Satisfaction, Turnover Intention
Co-Authors Adventa Intan Pramesthi Akbar Maulana Pujangga Ayu Ambarwati Berlianto, Margaretha Pink Bernard Budianto Christian Daniel Hutagalung Dwi Saputro Eva Riani Gabriella Vabiola Gresita Stevani Nainggolan HADI CAHYADI Ilham Arief Irene Antoni Irwanto Halim Jacob Tan Juvika Juvika Khoe Yao Tung Lenda Widjaja Lusiana Idawati Monica Widodo Na Jin Young Reni Saragih Richard Andre Sunarjo Rizka Rahmania Samuel, Sylvia Siska Juliana Tan, Jacob Donald Teddy Purnama Theo Rizaldy Siahaan Veronica Sinaga Willy Djulianto Yohana F. Cahya Palupi Meilani Yohana FCP Meilani Yuma Luqman Adhli