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All Journal JURNAL BISNIS STRATEGI Jurnal Studi Manajemen Organisasi Diponegoro Journal of Management Jurnal Keuangan dan Perbankan JDM (Jurnal Dinamika Manajemen) Journal The Winners IQTISHADIA Jurnal Ilmiah Ekonomi Islam JURNAL MEDIA INFORMATIKA BUDIDARMA Syntax Literate: Jurnal Ilmiah Indonesia Agregat: Jurnal Ekonomi dan Bisnis Jurnal Organisasi Dan Manajemen AFEBI Management and Business Review DIJB (Diponegoro International Journal of Business) International Journal of Supply Chain Management JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Asia Pacific Fraud Journal Jurnal Ekonomi, Manajemen, dan Akuntansi Universitas Ngudi Waluyo Iqtishadia: Jurnal Kajian Ekonomi dan Bisnis Islam International Journal of Applied Business and International Management IIJSE
Suharnomo Suharnomo
Management, Faculty Of Economics And Business, Universitas Diponegoro Semarang
Humanities Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Engineering Environmental Science Industrial & Manufacturing Engineering Law, Crime, Criminology & Criminal Justice Social Sciences Transportation Other

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Journal : DIJB (Diponegoro International Journal of Business)

 1 
The moderating role of organizational culture on the effect of organizational justice on organizational citizenship behavior Ira Mardiyanti; Suharnomo Suharnomo
Diponegoro International Journal of Business Vol 1, No 1 (2018)
Publisher : Department of Management | Faculty of Economics and Business | Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/dijb.1.1.2018.49-54

Abstract

The main objective of this study is to examine the effect of distributive justice and procedural justice on organizational citizenship behavior (OCB) with organizational culture as a moderating variable. The data in this study were collected from questionnaires distributed to 94 permanent employees of PT Telekomunikasi Indonesia (Telkom) Tbk. Regional Division IV. Hypotheses testing shows that distributive and procedural justice positively affects OCB. Organizational culture is also found to be the moderator on the effect of procedural justice on OCB. However, our prediction that organizational culture could be the moderator on the effect of distributive justice on OCB is not supported. Further results and discussion are explained.
Leader-member exchange, job satisfaction, employee engagement, and employee performance S Suharnomo; Dian Kartika
Diponegoro International Journal of Business Vol 1, No 2 (2018)
Publisher : Department of Management | Faculty of Economics and Business | Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (528.204 KB) | DOI: 10.14710/dijb.1.2.2018.121-128

Abstract

The main purpose of this paper is to investigate the effect of leader-member exchange (LMX) on employee performance. We also examine the effect of LMX on job satisfication then job satisfacton on employee performance. Furthermore, our research also test the effect of LMX on employee engagement then employee engagement on employee performance. The results of the analysis using SEM toward 105 respondents who work in Hotel B in Tegal, Indonesia, show supports for almost proposed prediction. However, our prediction that LMX have positive effect on employee performance was not supported.
Investigating the “queen bee” phenomenon in Indonesia: a case study S Suharnomo; Devita Permatasari
Diponegoro International Journal of Business Vol 2, No 1 (2019)
Publisher : Department of Management | Faculty of Economics and Business | Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (467.8 KB) | DOI: 10.14710/dijb.2.1.2019.41-51

Abstract

The purpose of this research was to explore the experience of some informants regarding the phenomenon of queen bee in Indonesia. Our study used qualitative method with case study approach. Data was gathered using in-depth interview on seven informants. The result shows that the queen bee leader did intimidating and mostly not supporting the career of her subordinate woman. Besides, the queen bee leader make distance not only to her subordinate which are female, but also to her female colleagues at work. Queen bee leader tend to give preferential treatment to men. This phenomenon has more negative impacts than positive impacts. The negative impact caused by the queen bee phenomenon is that it can cause victim to be feel intimidatied and stressed, the work atmosphere becomes less conducive, uncomfortable, disrupts the operations of the company. While the positive impact of the existence of the queen bee leader is the job need to be due became quicker to be completed.
Enhancing firm performance through mutual respect and green compensation: The role of organizational culture as a moderating variable Bagaskara, Rahardika; Suharnomo, Suharnomo; Perdhana, Mirwan Surya
Diponegoro International Journal of Business Vol 7, No 2 (2024)
Publisher : Department of Management | Faculty of Economics and Business | Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.14710/dijb.7.2.2024.166-176

Abstract

In today's competitive and environmentally conscious business landscape, organizations are increasingly adopting green compensation systems to align employee incentives with sustainability goals. This study investigates the impact of the Green Compensation System, Organizational Culture, and Mutual Respect on firm performance using Structural Equation Modeling with Partial Least Squares (SEM PLS) for data analysis. The findings reveal that the Green Compensation System positively influences Mutual Respect, confirming the first hypothesis (H1). Additionally, a robust organizational culture significantly enhances firm performance, supporting the second hypothesis (H2). Furthermore, Mutual Respect significantly contributes to improved firm performance, validating the third hypothesis (H3). These results underscore the importance of integrating environmentally sustainable compensation programs, fostering a strong organizational culture through open communication, continuous training, and employee recognition. Moreover, strategies to enhance mutual respect among employees are essential. By adopting these recommendations, organizations can achieve superior performance and ensure long-term sustainability. 
Co-Authors Adi, Hanif Prasetya Aditya, Rezha Aflah, Kuntarno Noor Ahmad Bukhori, Ahmad Ahyar Yuniawan Akrom, Akrom Al Jabar, Fawwaz Arif Alikasari, Meizza Jauza Anisah Uswatun Hasanah, Anisah Uswatun Ardianto, Brama Aulia Vidya Almadana Ayu Kusumowardani, Ayu Bagaskara, Rahardika Bhima Herbrian Kusuma, Bhima Herbrian Devita Permatasari Dian Kartika Dian Kartika, Dian Dolly Parlagutan Pulungan Edy Raharja Enjang Hening Pangemanan, Enjang Hening Evi Teja Kusumah, Evi Teja Febrianto, Boggy Fendy Levy Kambey Fendy Levy Kambey Gita Hindrawati Godlove Dismas Ngowella Harum Febriani, Dinda Shara Hayomi, Yuliana Aise Indi Djastuti Ira Mardiyanti Iwan Hermawan Iwan Hermawan Jayanti, Sanni Tri Lamin Rene Loua Lathofany Budiono, Alya Lela Lestari Lestari, Fitri Wahyu Lukito, Daniel Mahfudz Mahfudz Mahfuzh, Alfian Mansyur, Anwar Mardella Maulida Nurdayana Mardiyanti, Ira Marwan Petra Surbakti Mas'ud, Fuad Mas?ud, Fuad Mirwan Surya Perdhana Muhammad Iqbal Noor Nadya Wahyuningtyas, Nadya Ndaru Risdanti Paguh Raja Johnpray, Paguh Raja Perdhana, Mirwan S. Permono Nugroho, Sidiq Purwoko, Agus Putra, Aditya Ganesha Putri Natalia Radja Haikal, Al Razi Rony, Zahara Tussoleha Rr. Retno Sugiharti Rumbewas, Cornelia Sampurna, Dimas Putra Santoso, Ignatius Hari Saptianipo Aprilia Safitri, Saptianipo Aprilia Sartono Sartono Sasna Khairunnisa Wibowo Setya Indah Isnawati Solly Aryza Sugeng Wahyudi, Sugeng Surya Perdhana, Mirwan Syaiful Ahmat Baraweri, Syaiful Ahmat Teguh Ariefiantoro, Teguh Ulfa Isnani Puspadewi, Ulfa Isnani Wahyuni Diah Ekasari Yuda, Alif Putra