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All Journal MANAJEMEN IKM: Jurnal Manajemen Pengembangan Industri Kecil Menengah JIMFE (Jurnal Ilmiah Manajemen Fakultas Ekonomi) Jurnal Ilmiah Manajemen Kesatuan Jurnal Abdimas Kartika Wijayakusuma JITSI : Jurnal Ilmiah Teknologi Sistem Informasi International Journal Administration, Business & Organization Abdi Implementasi Pancasila: Jurnal Pengabdian kepada Masyarakat Jurnal Kabar Masyarakat Journal of Finance, Economics, and Business IIJSE International Journal of Economics, Accounting, and Management Harmoni Economics: International Journal of Economics and Accounting
Yayan Hadiyat
Universitas Pakuan
Humanities Computer Science & IT Control & Systems Engineering Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Environmental Science Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences Other

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Strategy for Enhancing Organizational Citizenship Behavior (OCB) Through Strengthening Organizational Culture, Transformational Leadership, and Work Motivation at the Soekarno-Hatta Type C Main Customs and Excise Service Office Hatta Insan Pribadi; Nancy Yusnita; Yayan Hadiyat
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.6533

Abstract

This study aims to analyze strategies for improving Organizational Citizenship Behavior (OCB) through the strengthening of organizational culture, transformational leadership, and work motivation at the Soekarno-Hatta Type C Main Customs and Excise Service Office. The research method used is a quantitative approach using a survey method. The analysis technique used is Structural Equation Modeling (SEM). The population in this study consists of operational inspection employees, including functional Customs and Excise inspectors who are civil servants (ASN) within the Soekarno-Hatta Type C Main Customs and Excise Office, with a sample size of 138 respondents using the Probability Sampling technique. The results of the study show that organizational culture has a direct, positive, and significant effect on work motivation but does not have a significant effect on OCB. Transformational leadership has a direct, positive, and significant effect on both work motivation and OCB. Work motivation has a direct, positive, and significant effect on OCB. In addition, it was found that work motivation significantly mediates the relationship between organizational culture and OCB as well as between transformational leadership and OCB, although its effectiveness is lower compared to the direct effect of transformational leadership on OCB. These findings affirm that strengthening organizational culture and transformational leadership can enhance work motivation, which ultimately has a positive impact on improving employees' OCB. The implications of this research are expected to serve as a foundation for designing organizational policies to promote proactive and collaborative work behavior within the Customs and Excise environment.
The Influence of Organizational Culture & Training Programs on Employee Performance with Self-Efficacy as an Intervening Variable at the General Secretariat of the Ministry of Agrarian Affairs & Spatial Planning/National Land Agency Ilham Pratama Noviandi; Yayan Hadiyat; Radjab Tampubolon
Indonesian Interdisciplinary Journal of Sharia Economics (IIJSE) Vol 8 No 3 (2025): Sharia Economics
Publisher : Universitas KH. Abdul Chalim Mojokerto

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31538/iijse.v8i3.8449

Abstract

This research was conducted to determine the influence of organizational culture and training programs on employee performance through self-efficacy, at the General Secretariat of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency. This research was conducted within the General Secretariat of the Ministry of Agrarian Affairs and Spatial Planning/National Land Agency (ATR/BPN). This research is expected to provide input for institutions to strengthen a more open and innovation-supporting organizational culture, improve the effectiveness of training programs to better meet employee needs, and build stronger employee self-efficacy, thus directly contributing to improved employee performance. In this study, sampling was conducted using the Simple Random Sampling method, distributing questionnaires to 163 employees. The data obtained from the questionnaires were then analyzed using SmartPLS software version 3 to test the formulated model of relationships between variables, namely organizational culture, training programs, self-efficacy, and employee performance. The research results indicate that organizational culture influences employee performance, training programs do not influence employee performance, and organizational culture and training programs affect self-efficacy. Self-efficacy does not influence employee performance, organizational culture does not affect employee performance through self-efficacy, and training programs do not influence employee performance through self-efficacy.
Strategies for Improving Employee Performance through the Enhancement of Personality, Trust, and Job Satisfaction: An Empirical Study on Operational Employees of PT Lintas Buana Taksi Wibowo, Hendra Ratno; Yusnita, Nancy; Hadiyat, Yayan
International Journal Administration, Business & Organization Vol 6 No 3 (2025): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.25.574

Abstract

This study examines strategies to enhance employee performance through the roles of personality, trust, and job satisfaction among operational employees of PT. Lintas Buana Taksi (Blue Bird Group). The research was motivated by the gap between operational targets and actual outcomes during 2021–2023, including high accident claims, increasing customer complaints, and suboptimal performance indicators in quality, quantity, effectiveness, and efficiency. These conditions highlight the significance of psychological and behavioral factors in shaping performance. The objective of this study is to analyze the direct effect of personality on performance and to assess the mediating roles of trust and job satisfaction. A quantitative survey method was applied, using questionnaires distributed to operational employees. Data were analyzed through Structural Equation Modeling with Partial Least Squares (SEM-PLS). The results show that personality does not directly affect performance significantly; however, it has a strong positive influence on trust and job satisfaction. Furthermore, both trust and job satisfaction positively and significantly affect employee performance. Mediation analysis confirms that personality indirectly improves performance through trust and job satisfaction. These findings indicate that employee performance enhancement is more effective when personality traits are supported by a trusted work environment and higher job satisfaction. The study contributes theoretically by enriching organizational behavior and human resource management literature, and practically by offering insights for management. Personality-based recruitment, trust-building initiatives, and improvement of job satisfaction are recommended strategies to achieve sustainable employee performance in the transportation service industry.
Workload, Work-Life Balance, and Job Satisfaction: Their Impact on Nurse Performance at Goenawan Partowidigdo Pulmonology Hospital Fauzi, Izmal; Muharram, Hari; Hadiyat, Yayan; Arismiadi, Mujtahid
International Journal Administration, Business & Organization Vol 6 No 3 (2025): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.25.584

Abstract

This study explores the relationship between workload and work-life balance with nurses' performance, with job satisfaction as a mediating factor, at Goenawan Partowidigdo Pulmonology Hospital in Bogor. The study is based on the demands for providing optimal patient care, which requires optimal nurse performance. However, there are still suboptimal work outcomes, such as patient safety incidents involving nurses, where nurse performance can be influenced by several factors, including workload, work-life balance, and job satisfaction, which serves as a mediating variable in this relationship. A quantitative research design was applied using a survey method and total population sampling. Of the 171 nurses, 140 completed the questionnaire. Data were analyzed using descriptive statistics and Structural Equation Modeling (SEM). The results show that workload does not significantly affect job satisfaction, while work-life balance has a positive and significant effect. Additionally, job satisfaction was found to have no significant effect on nurses' performance. In contrast, workload shows a marginally significant positive impact on performance, while work-life balance has no direct influence. Neither workload nor work-life balance affects performance indirectly through job satisfaction. The implications of this research suggest that improving nurse performance can be achieved through fair workload distribution and better workload management. Furthermore, policies that support nurses in balancing work and personal life are also important. Although work-life balance does not have a direct impact on performance, such policies still contribute to job satisfaction, which in turn can improve the quality of care and support overall nurse performance improvement.
Determinants of Verification Performance: The Role of Structure and Resilience in Indonesia's Oil & Gas Domestic Content Compliance Supriyatno; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.655

Abstract

The purpose of this study is to formulate strategies for enhancing employee performance at Oil and Gas Industry in Indonesia regarding the fulfillment of Domestic Content Requirements (Tingkat Komponen Dalam Negeri or TKDN) through the optimization of the TKDN verification process. Achieving performance targets in TKDN verification is a critical objective for Oil and Gas Industry as part of its compliance with applicable regulations. This study examines the influence of Organizational Structure and Adversity Quotient on Employee Performance, with Work Motivation serving as an intervening variable. A quantitative approach was employed using a survey of 80 respondents, with data analyzed using Descriptive Statistics and Structural Equation Modeling (SEM). The results demonstrate that both Organizational Structure and Adversity Quotient have a significant direct positive effect on Employee Performance, and both significantly influence Work Motivation. However, Work Motivation does not have a significant effect on Employee Performance, indicating that the mediating role of Work Motivation is not supported. These findings suggest that strengthening TKDN verification performance is more effectively achieved by optimizing organizational mechanisms through the implementation of effective work procedures and supervision/coordination as well as by enhancing individual resilience during the verification process. Such measures are essential to ensuring that this Oil and Gas Industry meets its TKDN achievement targets and remains compliant with prevailing regulations.
The Role of Organizational Structure, Efficacy and Trust as Antecendents of Employee Performance Selly Marlina; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.674

Abstract

This study aims to analyze the influence of organizational structure and self-efficacy on employee performance with trust as an intervening variable in the Cianjur Regency Manpower and Transmigration Office. The phenomenon of fluctuating and suboptimal performance achievement encourages the importance of a comprehensive understanding of the interaction of structural, psychological, and relational factors in public organizations. The study used a quantitative approach with a total sampling of all active employees. Data were collected through a Likert scale questionnaire and analyzed using path analysis and Sobel test to test the effects of mediation. The results of the study show that organizational structure has a direct effect on performance but not on trust. Self-efficacy has a significant effect on confidence but does not have a direct effect on performance. Trust has proven to be the most dominant predictor and mediates the relationship between self-efficacy and performance. These findings confirm that optimizing employee performance requires an integrative approach that balances structural system improvement with strengthening trust-based social capital to improve the quality of public services.
Enhancing Employee Performance through Organizational Culture Strengthening, Transformational Leadership, and Job Satisfaction: An Empirical Study at PT Lotus Boga Lima Bagus Nurkholis; Nancy Yusnita; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.677

Abstract

This study aims to examine the integrated effect of organizational culture and transformational leadership on employee performance through the mediating role of job satisfaction in a labor-intensive service context. Unlike previous studies that tend to analyze these variables separately, this research develops a comprehensive structural model that simultaneously tests direct and indirect relationships within a single framework. Using a quantitative approach and Structural Equation Modeling (SEM), data were collected from 145 non-permanent employees at PT Lotus Boga Lima, Indonesia. The findings reveal that organizational culture and transformational leadership significantly influence both job satisfaction and employee performance. Job satisfaction emerges as the strongest predictor of performance and acts as a partial mediator in both relationships. The novelty of this study lies in integrating organizational culture, transformational leadership, and job satisfaction into a unified model, validating mediation mechanisms in a labor-intensive service sector, and providing empirical evidence from non-permanent employees in an emerging economy context. These findings extend existing organizational behavior literature by highlighting dual pathways direct and indirect through which organizational factors influence performance.
Compensation, Intrinsic Motivation, and Performance: The Mediating Role of Work Discipline among Vocational High School Administrative Staff Sari, Hani Chotfia; Herdiyana; Yayan Hadiyat
International Journal Administration, Business & Organization Vol 7 No 1 (2026): IJABO
Publisher : Asosiasi Ahli Administrasi Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61242/ijabo.26.694

Abstract

This research investigates how compensation and intrinsic work motivation influence the performance of educational support staff in private vocational high schools, while also testing whether work discipline serves as a mediating mechanism. The study stems from the critical role of human resource management in sustaining the effectiveness of educational services, particularly through the contributions of non-teaching staff. Using a quantitative survey design with total sampling, questionnaires were distributed to all 160 staff members, and 115 usable responses were obtained. Data were processed using descriptive statistics and Structural Equation Modeling (SEM). The findings show that compensation does not significantly predict work discipline, whereas intrinsic motivation positively and significantly predicts work discipline. In addition, compensation and intrinsic motivation each have a positive and significant effect on staff performance. Conversely, work discipline does not significantly affect performance. Mediation analysis further confirms that work discipline does not transmit the effects of compensation or intrinsic motivation to performance. Overall, the results imply that performance enhancement efforts should prioritize an equitable compensation system and the strengthening of intrinsic motivation, as work discipline is not supported as the mediating pathway in this context.
The Effect Of Transformational Leadership and Physical Work Environment On Performance PNPN Employee Edo Prihania Januardo Basyir; Nancy Yusnita; Yayan Hadiyat
Harmoni Economics: International Journal of Economics and Accounting Vol. 2 No. 1 (2025): February: Harmoni Economics: International Journal of Economics and Accounting
Publisher : International Forum of Researchers and Lecturers

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70062/harmonieconomics.v2i1.77

Abstract

This research was conducted to determine the effect of transformational leadership and the physical work environment on the performance of PNPN employees with motivation as an intervening variable in land offices throughout West Priangan (Cianjur Regency, Sukabumi Regency and Sukabumi City). It is hoped that this research can provide input for institutions in improving the quality and quantity of Transformational Leadership, Physical Work Environment and Motivation, in order to improve employee performance. In this research, sampling was used using Simple Random Sampling by distributing questionnaires to 113 ASN employees at the West Priangan Land Office in 2024. Data from the questionnaire were analyzed using SPSS Version 27 and Lisrel 8.80 software. The results of this research state that Transformational Leadership influences Employee Performance, the Physical Work Environment influences Employee Performance, Motivation influences Employee Performance, Motivation is able to mediate the influence of Transformational Leadership on Employee Performance, as well as the Physical Work Environment, Motivation can still mediate its influence on Employee Performance.
The Influence of Servant Leadership on Employee Performance and Organizational Commitment: The Mediating Effect of Work Motivation Isbat; Nancy Yusnita; Widodo Sunaryo; Yayan Hadiyat
Jurnal Ilmiah Manajemen Kesatuan Vol. 13 No. 6 (2025): JIMKES Edisi November 2025
Publisher : LPPM Institut Bisnis dan Informatika Kesatuan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37641/jimkes.v13i6.4030

Abstract

This research examines how servant leadership influences employee performance and organizational commitment within the Indonesian public sector, with work motivation as a mediating factor. Using a quantitative approach and Structural Equation Modelling (SEM) on 157 employees, the study develops a framework for enhancing employee outcomes. The results indicate that servant leadership has a positive impact on both performance and commitment, through direct and indirect channels. Work motivation proved to be a critical mediator, explaining 38.95% of the total effect of servant leadership on performance and 24.68% of the effect on commitment. The main contribution of this study is its integrated model, which explores the synergy between servant leadership and motivation within the bureaucratic and collectivist setting of Indonesian public enterprises. These findings strengthen existing motivation theories, while practically, they underscore the necessity for public organizations to adopt an approach that cultivates servant leaders and strengthens motivation through supportive systems. In summary, servant leadership and work motivation function together to improve performance and commitment. Future studies are encouraged to extend this model to other industries and use mixed-methods research for deeper contextual understanding.
Co-Authors Abdul Khalim Adz-dzakwan, Muhammad Sulthon Zacky Agus Setyo Pranowo Aldi Sophian Saleh Almadella Arismiadi, Mujtahid Asep Saepul Hidayat Bagus Nurkholis Bambang Riadi Didit Ardianto Edo Prihania Januardo Basyir Erwin Hermawan Fauzi, Izmal Geraldy Samuel Ivan Giovanni Inez Erika Margaretha Hanan, Sufrin Hari Gursida Hari Muharam Herdiyana Herdiyana herdiyana, Herdiyana Herman, Herman Ilham Pratama Noviandi Imam Prawira Indrawati, Nina Sri Insan Pribadi Isbat Iskandar, Muhammad Taufan Iswahyudi Iswahyudi Khoerunnisa, Sarah Martinus Tukiran Muharram, Hari Nancy Yusnita Nancy Yusnita Radjab Tampubolon Radjab Tampubolon Ramdan Jaya Roosganda Elizabeth Roy Rozinaldo Pattikawa Saji Saputra Sari, Hani Chotfia Selly Marlina Soewarto Hardhienata Sugeng Santoso Supriyatno Ujang Sehabudin, Ujang Warcito Wibowo, Hendra Ratno Widodo Sunaryo yusnita, nancy